15 Points to Consider When Designing for WordPress Themes

Written by Cuneyt Erkol, Artbees.

15 Points to Consider When Designing for WordPress

As a senior template designer at Artbees Themes and also just from the years of freelancing and dabbling with different methods of design, I’ve picked up a checklist, if you will, of points I sure wish I knew beforehand. Now having learned the ins and outs of designing for WordPress, I’ve been able to combine my knowledge of design principles with the unique aspects of our themes.

So in this post I want to share with you ways you can design templates without having to do a lot of extra coding. My goal is to give you some pointers before starting your project to save you time having to tweak and redesign your project. Hopefully this post can help also those who are not using Artbees Themes as most of these points apply to all major WordPress themes.

So let’s get started. Starting from a bird’s eye view of WordPress Themes, I’d say that there are three main ways people prefer to use a WordPress Theme:

  1. WordPress as a readymade solution: in this case the user needs a quick result and will simply import and edit one of its numerous templates based on their immediate needs and taste.
  2. Customizing WordPress templates: for those of us who want to go deeper into customisation, one can make structural changes to the layout and elements used, modify other visual factors or add extra functionality by using plugins or custom-coding.
  3. WordPress from scratch: for people who are up for the challenge to design their template from nothing and then convert it to a WordPress theme.

Now at this point in my career, I’ve definitely had more than a few bad experiences when I’ve put a lot of time and effort into a project only to find out that some or most parts of my design are not convertible to the chosen WordPress theme. This ends up usually being because it doesn’t comply with the theme’s features and functionalities. Then I’d have to spend another chunk of time trying to figure out which changes needed to be made in order to convert those parts via a WordPress theme; sometimes this was a quick fix, but more often than not it took a lot of time and energy. As a last resort there were dire situations where I ended up having to completely redesign to add the functionalities my design required (those were not pleasant days).

I know this also happens far too often in agencies that design templates in house. In some cases they may outsource the conversion part to a custom WP service such as Artbees Care though then what can happen is that their partner company can ask them to tweak or redesign the template leading to more hours redoing the work you did in the first place. The point is, we all don’t want to waste hours redoing work or paying an extra fee to change the theme codebase that, in reality, you could design with your target theme specifications and capabilities in mind. You want to be able to design a page with the layout, elements and functionality that fully complements your chosen theme.

Alright, so to make the most out of your time and manpower, here are 15 tips to consider before starting your project with Jupiter or The Ken:

15 Rules for Designing for WordPress

1) Review the themes’ shortcode base before starting the design process

This may seem obvious but is usually overlooked (particularly for those of us who aren’t direction readers). Every WordPress theme has a library of standard elements that can be used across your website which are regularly called shortcodes. Jupiter and The Ken also have a large collection of shortcodes with specific styles and options to customise. Make sure to review your themes’ shortcode for what features and customisation options they offer.

2) Set an accent color for your website

This is not just aesthetically important and a basic branding practice but can also save you a lot of time in the final phases trying to retouch the final design to make it look more seamless and part of a unique brand.

3) Don’t go with any more than a two font-family—ever

Artbees Themes are compatible with two font families which means in order to use more fonts in your design you’ll need to use TypeKit integration. Some agencies may not pay extra and use TypeKit integration. Keep in mind, though, that using more than two fonts is usually considered a bad branding practice and should be done only when you have a specific reason for it.

4) Use compatible plugins with the theme

If you’re planning to use custom plugins as part of your design to add some additional functionality (e.g. ContactForm7 for your contact forms) make sure that they’re compatible with the themes you’re using first! Incompatible plugins may break your layout or particular shortcodes.

5) Check for the copyright status of the photos you use

I once designed a template for a client with great-looking images I had copied from different resources. The client was really happy with the look of template, but when I started to convert my template to WordPress I noticed that many of the images were protected under copyright which meant I had to change the images. My client ended up not liking the template with the new images and wanted the original template images. I had to redesign the template from scratch!

6) Avoid page-level customisations as much as you can

Expert WordPress designers always know that the best way to customise the look of a theme is to use global theme settings that apply to all pages or a group of pages (like a particular post type). Try to design in a way that will not require a lot of customisation in page options or the conversion process can end up being very tedious.

7) Use pre-loader for complicated layouts

If your template has a complicated layout with a long list of elements on one page, make sure to activate pre-loader for that page or your page may look ugly while browser is downloading and sorting its content. Most of the major WordPress themes offer page preloader functionality.

8) Be aware of image size limits

Every theme may have particular image size limits. The best practice for many WordPress themes including Artbees Themes is 300 kb in size and 2000 px in width.

9) Use Javascript-dependent elements in your design wisely

Many regular shortcodes require Javascript to properly function (e.g. Sliders, Carousels, Hover animations, Google Maps, Flipbox, etc.). Though keep in mind that Javascript can cause a page to load more slowly and you may need code modifications to improve your loading time.

10) Design must be done on Photoshop or Sketch

Adobe Illustrator can be your web template design software of choice but the company that’s converting your outsourced templates can end up hating it! The standard and most popular formats to design web page templates are Adobe Photoshop and Sketch. Using another software to design your pages can increase the amount of time it takes to convert them as not many are using it.

11) Avoid completely different layouts in your page templates

There is no merit with having completely different layouts for every page of your website. The beauty and professionalism comes from unity and intentional use of visual elements in your page. Converting templates with a totally different structures can be very time-consuming and will need a lot of page-level customisation.

12) Beware of your theme’s supported grid system

You should be aware of the breaking points in your layout and design accordingly.

Most of the standard WP themes including Artbees Themes use the standard 12-column grid system (1920px) but it can also be other systems such as the 16, 18 or 24 column.

14) Use Headings based on their importance

This may sound like obvious, but still many designers do the bad practice of using big fonts in the middle of their design. The Headings in your page should follow a descending hierarchical order from the most important to least important. This is the only way your page will be properly indexed by search engine crawlers.

15) Prepare your images for exporting before sending to developer

The images you use in your PSD file will be exported by the developer during the conversion process. Make sure to put your images in properly named and ordered layer-folders (in Photoshop and Sketch) so your developer can easily export them. Beware that the developer will optimise the image for the web and there will be a loss of quality to your overall imagery. If you are using smart objects, make sure the image included in the smart object file is the same size as the one appeared in your design.

Oh and one last little tidbit! Provide logos in retina size or your developer will for sure call you to send one!

Following these tips can save both you and your developers time and resources. Trust me, your partner agency will be so grateful to you for providing WordPress-ready designs for conversion! Let me know in the comments what other things you think your fellow designers should keep in mind when designing for WordPress or a particular Artbees Theme!

Source: 15 Points to Consider When Designing for WordPress Themes


10 Most Popular Articles of 2016 About HR, HR Tech, Recruitment and Beyond

Human Touch in Digital

The HR Tech Weekly® is happy to present you the list of 10 most popular articles in our blog in 2016. The entire rank is made based on the number of views and social shares. The competition was severe but fair. Some of our favorite article got behind. But there were only ten slots available.

We did not include in the list our own listicles and third parties ranks like Top 10 HR Tech Influencers on Twitter and some others despite of they were quite popular among the audience.

Some great articles from the beginning of the year did not compete well with those from the second half. We treat it as a technical error as the blog itself was less popular that time.

Nevertheless, after careful consideration and precise calculation we’ve got the following list of readers choices, and here we go:

  1. Recruiting Secrets LinkedIn Doesn’t Want You To Know, by Ninh Tran

Today, only pockets of the tech industry still enjoy significant growth and hiring volumes, for example, autonomous vehicles, augmented and virtual reality, artificial intelligence, and deep learning. To satisfy hiring teams, talent acquisition professionals must find better and more creative ways to reach premier talent and generate their interest for the right opportunity. Can LinkedIn be an excellent recruiting channel to connect the right people with the right roles?

  1. What you need to know about Agile Performance Management, by Yatin Pawar

Agile performance management is a collaborative, continuous feedback and development practice that is steadily replacing traditional performance management.

Traditional performance management has proven to be insufficient to assess and enhance an employee’s contribution. Its primary focus is setting up a series of processes to measure the employee’s performance over the whole year. These processes end up having an unanticipated effect of managers focusing on employee’s weaknesses.

  1. The Future of Recruiting and Hiring with AI, by Noel Webb

The buzz around artificial intelligence this year is being shrugged off by many as just a new word HR got ahold of, but what would happen if AI was actually embraced by the recruiting and hiring world? What could it do to further practices and solve problems?

  1. HR Tech Is So Dynamic and Still Has Very Much a Work in Progress, Q & A with Bill Kutik

As for being on the other side of the table… being a good interviewer means taking second chair to the person being interviewed. Teasing out and highlighting what they know. Since much of what I do are interviews and panels (except for my columns), I don’t get to do much of the talking. So I love whenever the roles are reversed!

  1. The HR function is in the middle of a process which will change it forever, by Marco Pastore

The New Way of Working (NWoW) is rising and the reasons behind this are in the latest trends in HR: Autonomy, Accountability, Flexibility and ICT.

Most companies are following or are planning to follow this trend, and for good reasons! But before speaking about the benefits, it is better to understand what this trends mean with some examples.

  1. What LinkedIn’s Buyout with Microsoft means for the Talent Acquisition Technology Ecosystem, by Brian Delle Donne

While critics point to Microsoft acquisition failures like Nokia and Yammer, neither one of those companies open up the ability for increased ad revenue, user interaction data or video conferencing abilities.

  1. Building a Culture of Confidence, by Lisa Feigen Dugal

Confidence and competence: Two invaluable characteristics to possess in today’s professional environment. While these traits have different meanings, they are inextricably linked. Consistent research findings show men tend to overestimate their competence while women underestimate it, yet research has also shown that women tend to be more effective, and more competent, leaders.

  1. 5 Reasons Why Big Data Analytics Degrees Are Worth It, by Lauren Willison

Due in large part to the rapid growth of science, technology, engineering and mathematics (STEM) fields, big data analytics is approaching new heights. Students who pursue a degree in big data analytics learn how to effectively analyze large sets of data and identify patterns, connections and other pertinent details revealed by data. Companies are increasingly turning to data analytics to harness customer insights, and ultimately, produce better business decisions. As a result, big data analysts are in high demand and the data analytics field is showing no signs of slowing down.

  1. Great Companies Are Built Around Great People, by Annie Jordan

There is a lot of truth in the saying that great companies are built upon great people. However, the reality is, of course, more complicated than that. The world’s leading companies are a powerful blend of people, vision, capability and culture. These things work together like the mechanics of a rocket, generating and maintaining irresistible momentum.

  1. How You Can Improve Customer Experience With Fast Data Analytics, by Ronald van Loon

In today’s constantly connected world, customers expect more than ever before from the companies they do business with. With the emergence of big data, businesses have been able to better meet and exceed customer expectations thanks to analytics and data science. However, the role of data in your business’ success doesn’t end with big data – now you can take your data mining and analytics to the next level to improve customer service and your business’ overall customer experience faster than you ever thought possible.

Featured articles:

The 30 Most Influential People To Follow In The #hrtech World • Recruitee Blog

50+ Online Sources for HR Managers, Part 1

50+ Online Sources for HR Managers, Part 2

Top 10 Articles of 2015 in HR Tech, Recruitment, Startups and Around

The new exciting year is ahead and we are looking forward to serve you with the best content. We wish you useful and productive reading with us! Stay tuned and we’ll be back…

If you want to share this blog post the reference to Alexey Mitkin and The HR Tech Weekly® is obligatory.

50+ Online Sources for HR Managers, Part 2

50+ Online Sources for HR Managers, Part 2

The HR Tech Weekly® had already presented its 50+ Online Sources for HR Managers this year, which could be called as Part 1 now, our primary reading list about Human Resources, HR Technology, Recruitment and beyond.

We told that the list was not exhaustive and can easily be expanded up to 100 or 200 and still would not be complete as there are thousands of sources around the web. Since that we’ve got a number of inquiries to try.

Here is our Part 2 of 50+ Online Sources for HR Managers, and Recruiters so far collected in an alphabetical order:

  1. Adrian Tan Blog: http://adriantan.com.sg

  2. Ask a Manager: http://www.askamanager.org

  3. Beamery Blog: https://blog.beamery.com

  4. Bonusly Blog: http://blog.bonus.ly

  5. BreatheHR: http://worklab.breathehr.com

  6. Ceridian HCM Blog: http://www.ceridian.ca/blog

  7. Cezanne HR: https://cezannehr.com

  8. China Gorman: https://chinagorman.com

  9. Corn on the Job: http://www.cornonthejob.com

  10. EmployeeConnect: https://www.employeeconnect.com/blog

  11. Everyday People: http://sbrownehr.com

  12. Evil HR Lady: http://www.evilhrlady.org

  13. HireVue’s Build Blog: https://www.hirevue.com/blog/build-blog

  14. HRE Daily: http://blog.hreonline.com

  15. HR Ringleader: http://hrringleader.com

  16. HR Tech Advisor: https://hrtechadvisor.com

  17. HR Tech Blog: http://www.hrtechblog.com

  18. HRTech Conscience: https://hrtechcon.com

  19. HR Times: https://hrtimesblog.com

  20. HR 360: http://blog.hr360.com

  21. Indeed Blog: http://blog.indeed.com

  22. In Full Bloom: http://infullbloom.us

  23. Inside My Head… : https://garethjones.me

  24. Insperity HR Blog: https://www.insperity.com/blog

  25. Jason Averbook: http://www.jasonaverbook.com

  26. Laurie Ruettimann: http://laurieruettimann.com

  27. NGA Human Resources: https://ngahrblog.co.uk

  28. People Simplified: https://blog.piqube.com

  29. People Stuff: https://hrgemblog.com

  30. Recruiting Daily: http://recruitingdaily.com

  31. Recruiting Headlines: http://recruitingheadlines.com

  32. Recruitment Juice: http://recruitmentjuice.com

  33. Robin Schooling: http://robinschooling.com

  34. Save HR: http://savehr.com

  35. Smart Recruiters: https://www.smartrecruiters.com/blog

  36. Snark Attack: https://mattcharney.com

  37. The Business of Talent: http://blog.bersin.com

  38. The HR Capitalist: http://www.hrcapitalist.com

  39. The HR Gazette: http://hr-gazette.com

  40. The Qustn Cafe: http://blog.capabiliti.co

  41. Top HR Blog: http://humanresourcesblog.in

  42. T Recs: https://mervyndinnen.wordpress.com

  43. Undercover Recruiter: http://theundercoverrecruiter.com

  44. UpRaise Blog: http://upraise.io/blog

  45. WISP HR Blog: https://wispapp.com/blog

  46. Women of HR: http://womenofhr.com

  47. Woobe: http://www.woobe.hr/blog

  48. Workforce Intelligence: http://www.visier.com/workforce-intelligence-blog

  49. XpertHR Blog: http://www.xperthr.com/blog

  50. Your HR Buddy !! : http://nisharaghavan.com

Featured link: The HR Tech Weekly Digest, Last Release of 2016

So, Part 1 and Part 2 give us 100+ brilliant sources which is the good start for reading. Ugh, we told about possible 200… Really? Part 3 is coming next year.

Stay tuned!

If you want to share this article the reference to Alexey Mitkin and The HR Tech Weekly® is obligatory.

HR Tech News on The HR Tech Weekly®
HR Tech News is your single entry point to the global HR blogosphere! The grid of the best HR blogs and websites with their recent posts collected in random order.

How to Avoid the Traps of Hyperconnetivity

Our society demands connectivity. Through constant Facebook and Twitter updating, texting and the like the millennial generation has become all too adept at “staying in touch“. Technology has allowed us to maintain relationships. Now, not only are we able to keep in touch with old friends, but we can also work alongside people with whom we may never have the opportunity to shake hands. Within living memory, computers have moved from the environments of enterprises to devices in our pockets. Social media have trumped traditional media. Most recently, the cloud has appeared making massive amounts of data and applications available anywhere there is a connection to the internet.  The result of all of this is that today we are faced with the phenomenon of hyperconnectivity. The term refers not only to the myriad means of communication and interaction, but also to its impact on both personal and organizational behavior.

The effect of hyperconnectivity is that the limitations of time and space have largely been overcome. Experience is virtualized. You no longer need to be in the same room, or even the same country, as your colleague to accomplish what used to require face-to-face contact. Hyperconnectivity creates new business model opportunities and new ways of working: Web 2.0 social tools and the hyperconnected workforce are eroding many old work paradigms, from work locations to work hours. Workforces are becoming more virtual, and the 21st-century workforce will need to utilize various technologies to stay connected to one or several business networks. In addition, the workforce will need to utilise collaboration tools and techniques to increase productivity and engagement. In this manner, benefits such as enhanced productivity and improved decision making can be realized.

Hyperconnectivity will also impact the organization of the labor force. Major structural changes will include shifting patterns and proportions of workers who are part-time, share jobs, and telecommuting from any location. Plus, since these technologies and the related hyperconnected tools are here to stay, HR departments must learn how to deploy them effectively to their organization’s’ advantage. Policymakers and business leaders must surmount significant challenges if they are to ensure that the workforce is ready to be able to manage the increased pressure and stress levels of working in an ever-connected environment.

The best way to deal with hyperconnectivity is with its exact opposite, something that in last years is going missing: real human contact. In a corporate environment this means fostering internal networking opportunities for those employees that, otherwise, would never meet. To do so, large organisations have always relied on team building activities and enterprise social networks. These solutions, while being very effective for other purposes (corporate culture and document sharing), are not very useful to boost the creation of new links between colleagues.

Woobe provides an innovative solution: campaigns of micro-events. Rather than organising a big event with 1000 people you will be able to organise 200 micro-events with 5 attendees each. Woobe’s algorithm randomly selects the attendees with a matchmaking system between the profiles set by the HR manager (department, seniority, etc) and the employees’ corporate agenda availability (Outlook or Gmail).

The attendees are going to meet new colleagues in a friendly and informal environment, such as a lunch or a footing after work, where real human contact is genuine and new links will be created. In this way, employees are going to be engaged in their worklife and they will avoid the traps of hyperconnectivity: stress, anxiety, burnout and depression.

Source: How to avoid the traps of hyperconnetivity – Woobe

Red cubes 2016 in The HR Tech Weekly®

The HR Tech Weekly : 1st Year of Operations in Infographics


The HR Tech Weekly® started its operations on October 19, 2015 and became popular among the global audience promptly. The entire network includes 25 media channels and has immediate access to 60K followers across 120 countries. 60M people had reached our content during the 1st year of operations.

Here is our year at a glance in short infographics:

The HR Tech Weekly® : 1st Year of Operations [INFOGRAPHIC]
For more details please refer to the Intermediate Results 2016 and Annual Report 2015
It’s our birthday guys, and this day we don’t want to bother you with more data and reflections. First year has gone, and we are looking forward not back!

Thank you very much to all and everyone who has passed this way together with us. See you second year! …and we will try to be useful, interesting and not boring.

Sincerely Yours,

Alexey Mitkin, Editor-in-Chief

6 Social Media Benefits You’ll Get With a Millennial Team

Creative businessman giving presentation to colleagues in office

As marketers, we’re so often looking at the title “Millennial” as a golden egg – shining potential resting in our very hands that we’re unsure how to crack.

“Millennial” – it’s a word almost mystified, a world inside the word that encapsulates millions of people from around the globe.

A passionate, outspoken group with vast avenues for potential and growth.


Lazy, uninspired, and entitled.

No matter what comes to mind when you think of the Millennial generation, marketing teams have twisted themselves into knots trying to pitch brands and products to them. In fact, if you Google anything related to Millennials and marketing, you’ll quickly understand what I mean.

Between the copy-wars squabbling over Facebook and Snapchat, or whether Instagram is the true underdog to truly reach a Millennial crowd – wait, scratch that, Vine – you’re likely to leave more confused than before you began your search.

But the double-edged sword mentality regarding Millennials is part of the problem, too. On one hand, Millennials make up a HUGE population of people (a whopping 75.4 million according to Pew Research) whom marketers are chomping at the bit to gain credit with. On the other is the stereotype that Millennials are a lazy group without motivation or goals – that hiring them brings risks to your organization that you may not be willing to deal with.

So, essentially, we’d like to sell to Millennials while reducing  their abilities – making it harder for them to find employment and make money to spend on the products that marketers have exhausted time and money in reaching them.

That’s confusing.

No. Millennials aren’t lazy. They’re a fountain of wealth to your organization – and below we’ll share some social media benefits you’ll gain with a Millennial team.

Social Media and Millennials

It’s no secret: Millennials are big into social media. A 2015 Pew Research survey found that a solid 90 percent of young adults (18-29) are the most likely to use social media. But who’s surprised by that figure?

More than that, most Millennials were born into a world already embracing and adapting to rapidly evolving technologies – including social media.

Unlike adults who quickly on-boarded when social media proved a fruitful venture, Millennials grew up with it, experienced pivotal events through it, and formed long-lasting relationships because of it.

To put it bluntly: Millennials have a deeper connection to the internet and social media than any generation preceding them. As members – and consumers – of the Millennial generation, they know what their peers want to see, when they’ll be active, and how to engage with them in a meaningful way.

More Accurately Targeted Social Posts

Millennials know who likes what, to what extent, and where to find them instantly. You’ve probably figured this out by now, too. The difference is the way they can reach out to them.

Millennials are talked about constantly. They’ve been forced into a lot of corners already, having to defend their generation against a litany of accusations. Because of this, Millennials have had to do tons of research to keep up with grievances, research on different segments of the population, more deeply understanding people – sometimes surfacing with things you might not have considered.

Brainstorming with a younger team can lead to revelations about your targeted efforts – interests and groups that you never thought to be a meeting ground for your target audience.

Better Engagement

Speaking to people whom you don’t share many interests with can be difficult, however Millennials have to time and again to reach a level of acceptance with older generations. They know the language to use, the tools to fuel their message, and the places where it will be seen.

This intrinsic understanding of people within, and outside, their generation can give your social media presence the boost it needs to get you more followers, readers, and buyers.

Platform Adaptability

It seems like every day there’s some new social platform touting the death of Facebook. It’ll never happen. Millennials, however, are far more open to experiment with new ideas and social media platforms as they roll out. As their friends try out the latest video streaming app, they’re all-but-guaranteed to give it a spin, too.

Not afraid to dive straight into the deep-end, Millennials are quick to grasp how a platform works. They’ll probably have a good understanding of how to reach audiences quicker. And, even if your team isn’t the most creative, you’ll have a presence on a new platform before competition notices.

Masters of Microcontent

So we know Millennials spend a lot of time on social media, but how are they accessing it? According to findings in the 2016 U.S. Cross-Platform Future in Focus, just about 80 percent of social media is accessed from a smartphone.

What’s that mean?

Since Millennials are always on the move, this means they’re thinking, typing, snapping a photo, or recording a video on their toes. In a word, they’re quick to think of ways to share information in an easily digestible format.

Since many Millennials post consistently, they’re typically in the mindset to develop micro-copy to cause a specific reaction or outcome. They’re already seasoned professionals at it – no tweet editing necessary before sending them aflutter. Your organization will save a lot of time and money leaving microcontent in the hands of your Millennial team.

Keeping Relevant

Born into a world of instant access to information, news, and pop culture, Millennials have the ability to see an event and create a post that harkens to the event or emotions tied to it. They know what will trend before Facebook does, and they know how to get people excited about it.

Having a Millennial staff of social media gurus gives you an edge in creating viral posts about topics nowhere near your radar, but whose mention can yield incredible results.

Social Freedom = Better Results

Attached to relevancy is the freedom (within reason) to let your social media team craft a tone and engage with followers unfettered. Not to mention the points you’ll score for having a more flexible working arrangement.

PwC study results confirm that Millennials value greater flexibility, appreciation, and team collaboration. If you show trust – and they prove to be trustworthy – you’ll have yourself a stellar team ready to elevate your social media presence to the next level.

As Millennials grow, there’s no time to write them off and shut them out. As a generation, they are the gatekeepers of the Internet. They understand it in a way older generations simply cannot. And, with the right motivation and leadership with them, they’ll prove beneficial to your organization and campaigns.

About the Author

todd-giannattasioTodd Giannattasio

CEO & Founder at Tresnic Media

Helping businesses build their brand and acquire customers with strategic content production and promotion.

Twitter | LinkedIn

If you want to share this article the reference to Todd Giannattasio and The HR Tech Weekly® is obligatory.

The HR Tech Weekly® Expands Its Global Network


Intermediate Results

The HR Tech Weekly® Online Media Co. announces expansion of its captive reader’s audience up to 60 thousands people.

Our readership lives in 1300 cities across 120 countries.

Most of our audience lives in the United States (47,41%), UK (16,99%), India (4,65%), Canada (4,31%) and Australia (4,31%).

Those people are mostly interested in Technology, Entrepreneurship, Finance, Marketing, Leadership, Startup, News, General Business, Social Media and Job Search.

Most of our followers (86%) have annual household income over $100,000 including those with the household income over $250,000 (18%).

More than a half (60%) has net worth over $150,000 including those with the net worth over $1,000,000 (15%).

We deliver own, contributed and curated content to our generously growing audience (grows over 10% per month) on a 24/7/365 basis.

We publish the best content in our blog, then capture it to our weekly digest issued on Mondays and recap it in the HR Tech Magazine in two weeks, and in the HR Tech Online in several months to give our contributors maximum exposure.

All publications are followed with Social Media distribution and available by subscription. The average number of impressions per campaign is 140K.

Our 25 media channels and chess marketing style generated 30,3M views for own and promoted content, and 15,6M views for curated content YTD. Average mention reach index per month (January-August 2015) is 1 342 999.

For the results of the previous year please refer to our Annual Report 2015.

New Website Is Launched!

To serve our readers better we launched the new website and media hub for our major outlets. Our weekly digest is migrated to the new subdomain. Our own HR Tech Online has gotten new design. Please refresh your bookmarks and enjoy!

About Us in a Brief

The HR Tech Weekly® is the rapidly growing niche online media company running full-fledged digital ecosystem incl. paid, owned and earned media marketing clusters worldwide.

We publish and curate selective content from Social Media and open sources about HR Tech, HR, Future of Work, Recruitment, Job Search, Talent Management, Leadership, Startups, and beyond.

We pay our special attention on the new technologies and innovations in Big Data, Artificial Intelligence, Virtual and Augmented Reality, and all things are shaping the fourth industrial revolution.

We make the world better through ongoing sharing the best-demonstrated practices and disruptive updates from global opinion leaders within hot areas of mind.

Awarded Top 100 HR Blogs for Human Resource & Talent Management Experts by Feedspot. Ranked amongst Top 10 HR Tech Influencers on Twitter by Social Media Research Foundation.

For more information please refer to our official website.


alexey-mitkinAlexey Mitkin, Editor-in-Chief

Email | Twitter | LinkedIn

The Aftermath of LinkedIn’s Acquisition

Talent Acquisition

In a world of inexpensive apps, where school children learn Google Docs rather than Microsoft Word or even 365 Office, Microsoft realizes that perhaps it’s time to expand its platform and data applications. And talent acquisition is it. In recruiting, we realized this the moment the software giant purchased LinkedIn for over $26 billion dollars, in the largest purchase the Redmond-based behemoth has ever made.

I wrote about the acquisition shortly after it happened for The HR Tech Weekly® and I, like many in the talent acquisition space, have been watching closely to see how the HUGE buy will affect the rest of the space. A lot of predictions were initially thrown around (mine included) that surmised the two companies might:

Create an integrated talent management platform. Matt Charney posited that they could platform could offer advanced analytics capabilities which go a long way in making the life of HR professionals easy. Charney suggested that Yammer, Sharepoint, LinkedIn and Excel could all make recruiting and HR analytics play very nicely together and create an end-to-end source of truth using tools that many HR and Recruiting professionals use every day.

Allow Bing and LinkedIn to take on the Indeeds of the world. Charney goes on to make one of the most insightful predictions:

“I imagine that LinkedIn will become the exclusive provider of job content for Bing and its ad network, which is a huge business (it’s the reason Monster bought HotJobs! and Indeed bought Simply Hired). LinkedIn has been trying to break into the marketing solutions and display ad business for some time, but this fast tracks those efforts by providing the ability for clients to do things like behavioral targeting, beaconing and buying inventory across multiple mediums, enhancing the potential value of buying a LinkedIn job slot and certainly guaranteeing increased visibility for job postings and better ROI and insights into ad spend efficacy.”

And he wasn’t the only one. Pretty much everyone is anticipating that the search and advertising ramifications are pretty much a given. Ginny Marvin, writing for MarketingLand, laid out some additional predictions, which included more refined targeting for B2B advertisers and more reach with the addition of the LinkedIn universe of 433 million users.

Build a professional universe. William Haskins, an analyst at Wainhouse Research LLC wrote:

“When integrated properly, the existing [LinkedIn] graph can provide a valuable profile view for meeting attendees from outside your organization.”

Microsoft outlined a vision for an Intelligent Newsfeed as a “new daily habit” in the acquisition deck — a newsfeed that will unify data “for every professional to stay connected with the happenings in their network, industry and profession.” This could allow professionals to connect with other professionals, both inside their companies and outside, increasing talent mobility and impacting an imminent contingent workforce.

Make an e-learning powerhouse. The professional universe outlined before takes on new meaning when you consider how LinkedIn’s acquisition of Lynda could impact e-learning within the enterprise. Phani Madhav had this to say:

“The video-learning platform was acquired by LinkedIn in 2015, could aid Microsoft’s efforts to increase its share in the technology-enabled learning market. With the enterprise video market likely to grow at a compound annual growth rate (CAGR) of 16.7% between 2015-20 and touch the 36.84 billion USD mark at the end of the five year period, Microsoft got the timing of the acquisition perfectly right.”

The Microsoft acquisition of LinkedIn creates a massive void in the space, particularly for social search engines.

“Those who were willing to pay $8000 or more for a seat on LinkedIn Recruiter will now have to decide if they want to re-up those contracts as Microsoft takes over (and potentially uses the data for its own purposes). Companies like Entelo, HiringSolved and Jibe will all be vying for leadership roles now that the big fish is gone. This climate will be similar to the SAP/SuccessFactors/Jobs2Web dust up that happened in 2011 in terms of deal structure and market movement.” (It is worth noting here that Entelo is uniquely poised to rocket to first place from a social search and recruiting engine perspective, having announced its own $12 million round just two weeks before the LinkedIn Announcement.)

This is my own prediction, from The HR Tech Weekly®, and so far, we’re not seeing it come true… just yet. However, there was and continues to be a flurry of investment and M&A activity within the space, with no slowdown in immediate site. It could be that the rest of the world is sitting up and taking notice that a massive player doubled down on talent acquisition technology.

Many of our predictions will need years, not weeks to come to fruition, but the aftermath in the talent acquisition markets is clear. Our own ecosystem, which tracks the movement of talent acquisition technologies through the Source, Engage and Hire stages, will see LinkedIn moved from the social network and candidate focused quadrant (where it currently sits) into some hybrid of the job board and social search engine area (where many of its predicted successors sit).

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What’s plain to me is that the aftermath of the LinkedIn acquisition for LinkedIn seems firmly rooted in talent management while the aftermath for recruiters and those who work in talent acquisition will be the rapid movement of social search engines jockeying for position to take its place.

About the Author

Brian Delle Donne Headshot for WordPressBrian Delle Donne, President of Talent Tech Labs, the only hyper-focused incubator and accelerator program focused exclusively on talent acquisition technology. Talent Tech Labs is seen as a thought leader in all aspects of the talent acquisition technology ecosystem and have extensive relations with all the emerging companies servicing this dynamic market. Today the company has additional investors but continues its tight vertical focus on the talent acquisition process; from recruitment, candidate engagement up until hiring. In addition to accelerating the startups TTL enrolls, the company has become the “go to” source of data and analysis on all the developments in the talent acquisition technology space. 

If you want to share this article the reference to Brian Delle Donne and and The HR Tech Weekly® blog is obligatory. blog is obligatory.

The HR Tech Weekly® Awarded Top 100 HR Blogs for Human Resource & Talent Management Experts

HR 200 high resolution

List of top 200 HR blogs for Human Resource & Talent Management experts ordered by popularity based on search engine ranking, content quality and popularity on social networks.

In order to be included, each blog was required to meet several criteria:

  • Contribute thoughtful insights and analysis to the HR community
  • Offer a unique voice and perspective
  • Have a loyal following and readership
  • Publish content at least once a month

These blogs are ranked based on following criteria

  1. Google reputation and Google search ranking
  2. Influence and popularity on Facebook, Twitter and other social media sites
  3. Quality and consistency of posts.
  4. Feedspot’s editorial team and expert review

Top 100 HR Blogs Winners

Top 100 HR Blogs AwardCONGRATULATIONS to every blogger that has made this Top HR blogs list! This is the most comprehensive list of top Human Resource blogs on the Internet and we are honoured to be as part of this!

The HR Tech Weekly® has the honour of displaying the special badge on our site.

Thank your very much to all and everybody in our fabulous international team of contributors! There wouldn’t be any success without you. You guys rock! True and proud!

Thanks Feedspot for this incredible opportunity!

Source: Top 100 HR Blogs for Human Resource & Talent Management Experts

BambooHR’s Top 10 HR Blogs (2016 Edition)

Selected by Bryson Kearl | Originally published at BambooHR Blog

Bryson Kearl, Creative Copywriter at BambooHR
Bryson Kearl, Creative Copywriter at BambooHR

We pandas love all-things HR – which is why we love to read every good piece of content written about HR on the vast Internet. There’s never been a better time to discuss HR since the industry is in the middle of a strategic revolution. But it can be tough prioritizing our time when there’s so much HR goodness out there to ingest. Where to begin? Who to follow regularly?

Don’t worry; we’ve got you covered. Below is our ever-changing list of our Top 10 HR Blogs. Take a minute (or thousand) to check them out and glean the goodness that comes from each.

(Quick note on our methodology: We took an analytical approach to see which sites perform the best, made a few qualitative judgment calls, added a pinch of our personal preferences, and voilà! Then we put the ten best in alphabetical order.)

Ask a Manager

What makes this blog so unique is how engaged the readers are. On a recent “Friday open thread,” the post had over 1,200 comments! By tackling tough questions straightforward and interacting with her community, Alison Green has created a safe haven for business leaders looking for hard answers.


Focused on recognition, this blog looks and feels like a Pinterest board specially designed for the thoughtful HR rep. Whether you’re looking for recipes for a Cinco de Mayo office party or looking to give your wellness program a boost, Baudville has you covered.

Evil HR Lady

The Evil HR Lady (Suzanne Lucas) has been doing this for at least a decade, and you can find her on just about any business-related website. But her blog is the best place to find all her articles in an easy-to-consume format – which is good because it’s almost impossible to think of an HR-related subject she hasn’t covered before. Multiple times. In depth.

Fistful of Talent & The HR Capitalist

Both of these blogs are products of the mind of Kris Dunn. FOT reads like a Bill Simmons-run site filled with fun and “sexy” (their words, not ours) HR-related goodness written by both Dunn and various other highly-respected industry thought leaders. THRC is very much the same, but it focuses more on the nitty-gritty subjects that HR pros are interested in (and Dunn is the sole writer).

HR Bartender

Founded and run by Sharlyn Lauby, this blog covers a wide variety of topics in a friendly—yet detailed – way HR professionals will understand and be able to apply. Just like the namesake, spending time on this blog feels like a casual conversation with a friendly bartender who is always there and always full of practical advice.

HR Examiner

The HR Examiner offers high-level blog posts and podcasts that focus on technology and people in Human Resources. For any HR pro working in a highly competitive market, this blog (founded by John Sumner) is a must-read to gain next-level strategic insights that may be hard to find elsewhere.

HR Ringleader

Trish McFarlane, whose blog this is, has a resume that speaks for itself. And she is an HR woman through and through, which means she offers a rich perspective on matters that resonate with HR pros. And both McFarlane’s blog posts and podcasts are useful without being overly-complicated.

Laurie Reuttimann

Formerly of The Cynical Girl, this is Reuttimann’s new website. And just like in her previous site, she is full of personality, opinion, and charm. In fact, each of Reuttimann’s posts oozes with personality. So, you’re not just gaining valuable HR gems when you come to this blog, but you feel like you’re gaining a friend. A very candid friend.

Talent Culture

This site is an invaluable resource with an extensive catalog of useful posts. With six different categories of blogs (Workplace Culture & Innovation, Career Strategy, Talent Management, HR Technology, Social Learning, and Leadership), an HR pro could spend hours on this site without getting bored. If only you had that kind of time…


Here is a goldmine of informational wealth about anything related to HR or talent management. You can visit TLNT daily for cutting edge research, news, HR thought leadership, and actionable insights. And with a seemingly endless supply of contributors and resources, every HR pro should probably subscribe to their newsletter and make TLNT a part of their normal routine.


Who did we miss? Please let us know what other HR blogs you frequent and we’ll make sure to consider them next time we make our list. Until then, happy reading!

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Source: BambooHR’s Top 10 HR Blogs (2016 Edition) | BambooHR Blog

Complimentary reading: Streamlining HR to Improve the Bottom Line