Best of July - Top 10 Articles

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Each month, the HR Exchange Network editorial team curates content that is relevant for the everyday HR practioner.  These articles provide real advice on how to address some of the looming problems every human resources team has encountered or will encounter.  In July 2019, there was a huge focus on the employee experience, building relationships with HR, how to build an excellent culture and how to balance technology and humanity.  Here are the Top 10 Best Articles for the month of July. 

Top HR Articles of July

EX-treme Makeover:  How Employee Experience is Creating New Roles in HR and IT

According to this article, employee experience is the new black.  The author focuses on how CHRO’s are embracing the change by creating new roles with the expressed responsibility of “optimizing the employee experience” through “new capabilities and skillsets.”  The article outlines these new roles which include the chief employee experience officer, director of people analytics and chief transformation officer just to name a few.  Read more on Forbes here.

The Benefits of a Productive Relationship Between the CEO and CHRO

“Wile most CEOs express a desire to have a strategic CHRO on his or her team, few really understand what that truly means.”

Every HR professional understands that the relationship between the CEO and the chief human resources officer can be one of the most unique and most difficult in a company. author John Doyle examines this relationship by first comparing it to other relationships the CEO has such as that with the chief financial officer.  From there, Doyle breaks down how to better the relationship between the CEO and CHRO.  To ready Doyle’s article, click here.

10 Tips for Excellent Company Culture

HR professionals have all been there.  A potential new employee comes in for an interview.  Company representatives question the prospect and then ask if the candidate has any questions.  With surety, the first question uttered will be about the company’s culture.  The response has to be real and backed-up with proof.  Why?  HR Exchange Network editor Mason Stevenson has the answer here.

The HR Balancing Act:  Tech Insights Versus Human Intuition

Technology or humanity?  It’s a question human resources have been trying to answer for years now.  And the answer isn’t always an easy one.  Michelle McMahon is a member of the Forbes Human Resources Council.  In her piece, McMahon looks at the issue of feeding the machine while the workforce starves.  And she provides an answer as to how to balance the two with one another.  Find it here.

Ghosting Prevention and Retention

28% of workers have backed out of a job after accepting an offer.  That's according to a study from Robert Half.  It's a practice often referred to as ghosting. If you’ve not heard of the term, it’s when a candidate or new hire will suddenly and without explanation end all communication with a prospective or new employer. This includes not showing up for scheduled interviews, accepting an offer but not arriving for the first day of employment, and disappearing from a current job without notification.  So how do employers deal with this phenomenon?  Find the answer and download a whitepaper on the topic here.

Where can Small Businesses Find HR Solutions?

Alex Tolbert is the CEO for BerniePortal.  In his article for HR Technologist, Tolbert says, “Small and mid-sized businesses have more options than ever before to take HR administration online, but the scope of options available in this market can be overwhelming. There are three key questions that HR admins should ask before beginning their buying process.”  Find those questions here.

The Art of Getting Hired in 2019 and Other Modern Mysteries

For candidates and hiring managers all this technology has left them with the same problem: how do we find the right people to solve a business need and how do we find the right role?  HR Exchange Network contributor Eric Torigian says now more than ever, it is critical to make sure we are interacting with candidates on a personal basis, do real phone screens and ask critical questions, spend the time getting to know who the person is behind the online persona and figure out what your team will look like if you add them to it.  Read his tips on how to do that here.

STUDY:  Bullying bosses compromise worker bonds, create safety risks

In this article from Valerie Bolden-Barrett with HR Dive, we find bosses who bully their employees not only negatively impact morale, but also “compromise employee judgement when it comes to workplace safety”.  That is according to a new study from Portland State University.  The study itself focuses on airline pilots and manufacturing technicians.  The study’s author, Liu-Qin Yang, said “poor treatment from a boss can weaken employees' bonds with co-workers, making them feel insecure and more self-centered. As a result, these workers are more apt to forget to abide by or promote safety rules in the workplace, the study found.”  Read more here.

Top 20 HR Leaders to Follow on Twitter

Twitter can be messy.  That’s not a negative comment.  It’s just difficult sometimes to sort out the clutter.  That’s what this article attempts to do.  The HR Exchange Network curated the top 20 HR leaders to follow on Twitter.  These individuals are top in class when it comes to tracking HR trends and strategies.  They are influential thought leaders in the space and have a keen mind for sharing content that every HR professional needs to read especially around HR technology, culture recruitment and more.  Click here to find out who made the list.

Three Ways to Create a More Efficient HR Team

HR, these days, is managing everything… or at least it feels that way according to Bart Macdonald.  He’s the CEO and Co-Founder of Sapling.  In his piece for, Macdonald outlines how HR is changing in the wake of the current talent market to focus even more on recruitment, employee engagement and retention.  The solution is a three step process that starts with human resources being more strategic.  Find the other steps here.

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