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12 Human Resources Blogs You Need to Start Following

12 Human Resources Blogs You Need to Start Following

We all want to find the best human resources blogs. Everywhere you look online these days, you’ll see a so-called expert with a blog, providing advice about HR, recruitment, and careers.

It’s a positive trend. But countless keyboards all over the world have been worn out by people writing second-rate content. And the world of job blogs is not immune.

Thankfully, there are a few leaders in the field who consistently provide thought-provoking insights into the world of human resources, recruitment, careers.

Let me share with you a few industry voices who continually inspire me, challenge my assumptions and help me become a better employer and employee.

1. Liz Ryan: LinkedIn Influencer.

human resources blog

    Combining down-to-earth charm with high credibility and real-world human resources experience, Liz brings a human angle to the everyday issues which trouble employers and the people they hire. All content here is highly original and very relevant for the workplace of 2014, and beyond.

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    2. Switch & Shift Blog.

    human resources and recruitment blog

      Many of us lived through the bad old days of “profits first, people second” approach to human resources and recruitment. These days, a “people first, profits second” philosophy is the accepted new norm. The team at Switch&Shift are taking the conversation about careers, HR and job search to a new level. For them, profits come as a direct result of putting people first.

      3. RecruiterBox Blog.

      recruitment blog

        A frank and honest view of the state of the recruitment industry, this blog will appeal to junior and mid-level recruiters and junior HR managers who yearn for guidance in their career. If your recruitment process is failing, you’ll find concrete, precise tips to help you get things back on track quickly.

        4. Irene McConnell.

        careers and job search blog

          Irene is a human resources and recruitment veteran who strives to answer the question, “What will future workplaces look like?” She looks at the intersection of Web 3.0, social media, and technological advances to keep you up to date on job search trends.

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          5. Alex Malley: LinkedIn Influencer.

          employment and job search blog

            There aren’t many world-class CEOs who consistently blog about issues they’ve overcome as a way of teaching others to do the same (all while building a strong personal brand). Alex is one of those leaders. Reading his LinkedIn articles provides easy-to-digest yet powerful advice on topics such as successful leadership, effective hiring, and being a rising star in your organization.

            6. James Caan: LinkedIn Influencer.

            job search and careers blog

              The vibe I get from James is that he’s the kind of employer you might not always like, but will unequivocally respect. A serial entrepreneur with a knack for building high-performing teams, his lessons will be useful to jobseekers and employers alike.

              7. SmartRecruiters Blog.

              recruiter blog

                How do you close the deal with high value candidates? How can you use social media for recruitment? How do you harness mobile without getting overwhelmed? This blog is overflowing with cutting-edge ideas and advice that will be of particular interest to young, savvy recruitment professionals.

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                8. HC Online: HR Blog

                human resources strategy blog

                  Human resources professionals from Australia and beyond flock here for the latest industry news and analysis. You won’t find any stock articles here with headlines like “101 Handy Hints For Better Employee Retention.” This blog tackles global HR issues from a strategic perspective.

                  9. ERE.net Blog.

                  recruitment blog

                    A benchmark for what a modern recruitment publication should be like, ERE provides news and analysis with a the kind of flair and intelligence that, until a few years ago, only top-notch newspapers reached (before they got killed off by blogs like, well, ERE.com).

                    10. Lou Adler: LinkedIn Influencer.

                    ceo careers blog

                      There are two types of CEO bloggers. The first type writes prescriptive, detached advice. The second writes captivating and valuable stories based on their own life experience. Lou Adler clearly belongs to the latter group. C-Suite, middle managers and even junior hires will discover fascinatingly useful nuggets of wisdom in his short and to-the-point posts.

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                      11. TLNT.com Blog.

                      top recruitment blog

                        Human resources strategy, and politics, plus the legal side of human resources—it’s all here. Reading this blog has become a daily habit habit for successful senior HR professionals, and for a good reason. Apart from excellent discussion, it has a free webinar series that tackles difficult and niche-specific HR issues, head-on.

                        12. RecruitingBlogs.

                        professional recruiter blog

                          This is a recruitment blog for the young, up-to-date recruiter with high aspirations. Check out the Hiring Resources section of the site to stay on top of industry developments.

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                          1 5 Signs You Work in a Toxic Environment (And What To Do) 2 Why You Have the Fear of Failure (And How to Overcome It) 3 How to Write a Letter of Recommendation (With Templates) 4 How to Mind Map to Visualize Ideas (With Mind Map Examples) 5 How to Write a Mission Statement That Empowers Your Employees

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                          Published on November 12, 2020

                          5 Signs You Work in a Toxic Environment (And What To Do)

                          5 Signs You Work in a Toxic Environment (And What To Do)

                          What’s the most draining, miserable job you’ve ever had? Maybe you had a supervisor with unrealistic demands about your work output and schedule. Or perhaps, you worked under a bullying boss who frequently lost his temper with you and your colleagues, creating a toxic work environment.

                          Chances are, though, your terrible job experience was more all-encompassing than a negative experience with just one person. That’s because, in general, toxicity at work breeds an entire culture. Research shows abusive behavior by leaders can and often quickly spread through an entire organization.[1]

                          Unfortunately, working in a toxic environment doesn’t just make it miserable to show up to the office (or a Zoom meeting). This type of culture can have lasting negative effects, taking a toll on mental and physical health and even affecting workers’ personal lives and relationships.[2]

                          While it’s often all-encompassing, toxic culture isn’t always as blatant or clear-cut as abuse. Some of the evidence is more subtle—but it still warrants concern and action.

                          Have a feeling that your workplace is a toxic environment? Here are 5 surefire signs to look for.

                          1. People Often Say (or Imply) “That’s Not My Job”

                          When I first launched my company, I had a very small team. And back then, we all wore a lot of hats, simply because we had to. My colleagues and I worked tirelessly together to build, troubleshoot, and market our product, and nobody complained (at least most of the time).

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                          Because we were all in it together, with the same shared vision in mind, cooperation mattered so much more than job titles. Unfortunately, it’s not always that way.

                          In some workplaces, people adhere to their job descriptions to a fault:

                          • Need help with an accounting problem? Sorry, that’s not my job.
                          • Oh, you spilled your coffee in the break room? Too bad, I’m working.
                          • Can’t figure out the new software? Ask IT.

                          While everyone has their own skillset—and time is often at a premium—cooperation is important in any workplace. An “it’s not my job” attitude is a sign of a toxic environment because it’s inherently selfish. It implies “I only care about me and what I have to get done” and that people aren’t concerned about the collective good or overall vision.[3] That type of perspective is not only bound to drain individual relationships; it also drains overall morale and productivity.

                          2. There’s a Lack of Diversity

                          Diversity is a vital part of a healthy work environment. We need the opinions and ideas of people who don’t see the world like us to move ahead. So, when leaders don’t prioritize diversity—or worse, they actively avoid it—I’m always suspicious about their character and values.

                          Limiting your workforce to one type of person is bound to prevent organizations from growing healthily. But even if your work environment is diverse in general, the management might prevent diverse individuals from rising to leadership positions, which only misses the point of having a diverse work environment in the first place.

                          Look around you. Who’s in leadership at your company? Who gets promotions and rewards most often? If the same type of people gets ahead while other individuals consistently get left behind, you might be working in a toxic environment.

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                          However it manifests in your workplace, keep in mind that a lack of diversity is a tell-tale sign that “bias is rampant and the wrong things are valued.”[4]

                          3. Feedback Isn’t Allowed

                          Just as individual growth hinges on being open to criticism, an organization’s well-being depends on workers’ ability to air their concerns and ideas. If management actively stifles feedback from employees, you’re probably working in a toxic environment.

                          But that definitely doesn’t mean nobody will air their feelings. One of the telltale signs of toxic leadership is when employees vent on the sidelines, out of management’s earshot. When I worked in a toxic environment, coworkers would often complain about higher-ups and company policies during work in private chats or after work hours.

                          It’s normal to get frustrated at work. That’s just a part of having a job. What isn’t normal is when dissent isn’t a part of or discouraged in the workplace. A workplace culture that suppresses constructive feedback will not be successful in the long run. It’s a sign that leadership isn’t open to new ideas, and that they’re more concerned about their own well-being than the health of the organization as a whole.

                          4. Quantifiable Measures Take Priority

                          Sales numbers, timelines, bottom lines—these metrics are, of course, important signs of how things are going in any business. But great leaders know that true success isn’t always measurable or quantifiable. More meaningful factors like workplace satisfaction, teamwork, and personal growth all contribute to and sustain these metrics.

                          Numbers don’t always tell the whole story, and they shouldn’t be the only concern. Measure-taking should always take a backseat to meaning-making—working together to contribute to a vision that improves people’s lives. If your workplace zones in on quantifiable measures of success, it’s probably not prioritizing what truly matters. And it’s probably also instilling a fear of failure among employees, which paralyzes employees instead of motivating them.

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                          5. The Policies and Rules Are Inconsistent

                          Every organization has its own set of unique policies and procedures. But often, unhealthy workplaces have inconsistent, unspoken “rules” that apply differently to different people. When one person gets in trouble for the same type of behavior that promotes another person, workers will feel like management plays favorites—which isn’t just unethical but also a quick way to drain morale and fuel tension in the office.[5] It only shows how incompetent the leadership is and indicates a toxic workplace.

                          For example, maybe there’s no “set” rule about work hours, but your manager expects certain people or departments to show up at 8 am while other individuals tend to roll in at 9 or 10 am with no real consequences. If that’s the case, then it’s likely that your organization’s leadership is more concerned with controlling people and exerting power rather than the overall good of their employees.

                          How to Deal With a Toxic Work Environment

                          The first thing to know if you’re stuck in a toxic work environment is that you’re not stuck. While it’s ultimately the company’s responsibility to make positive changes that prevent harmful actions to employees, you also have an opportunity to speak up about your concerns—or, if necessary, depart the role altogether.

                          If you suspect that you’re working in a toxic environment, think about how you can advocate for yourself. Start by raising your grievances about the culture in an appropriate setting, like a scheduled, one-on-one meeting with your supervisor.

                          Can’t imagine sitting down with your supervisor to air those problems on your own? Form some solidarity with like-minded colleagues. Approaching management might feel less overwhelming when you have a “team” who shares your views.

                          It doesn’t have to be an overtly confrontational discussion. Do your best to frame your concerns in a positive way by sharing with your supervisor that you want to be more productive at work, but certain problems sometimes get in the way.

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                          Final Thoughts

                          If your supervisor truly cares about the well-being of the organization, they will take your concerns seriously and actively take part in changing the toxic work environment into something more conducive to productivity.

                          If not, then it might be time to consider the cost of the job on your well-being and personal life. Is it worth staying just for your resume’s sake? Or could you consider a “bridge” job that allows you to exhale for a bit, even if it doesn’t “move you ahead” the way you planned?

                          It might not be the ideal situation, but your mental health and well-being are too important to ignore. And when you have the opportunity to refuel, you’ll be a far more valuable asset at whatever amazing job you land next.

                          More Tips on Dealing With a Toxic Work Environment

                          Featured photo credit: Campaign Creators via unsplash.com

                          Reference

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