RecruitingDaily’s guest posts are intended to showcase your thought leadership and provide helpful information for our readers. They allow you to share your expertise or views on important issues facing the talent acquisition community. With more than 100,000 professionals in our network, your voice will surely be heard.
Please Note: Guest posts are subject to editorial review, and we cannot publish articles with a sales overtone or marketing slant. Submissions that do not meet requirements will not be accepted for publication.
RecruitingDaily receives a high volume of submissions each day. We strive to provide quick turnaround times, with most articles reviewed within 5 business days of submission. New authors should expect somewhat longer turnaround times. We typically publish within ten days, depending on our publication schedule.
Here’s what we look for in deciding whether or not to publish a submission:
Talent Acquisition oriented: Write about sourcing, recruiting and hiring best practices, tips and tricks or themes that are actionable for those within talent acquisition. We do not publish general Human Resources or career articles.
High quality: Posts should contain high-quality opinion and analysis. Content should be engaging, well-presented and actionable. Posts must include relevant and timely information that could help a reader.
Originality: We prefer posts to be original. Content must be original, not plagiarized, and use proper citations for quoted works. If you are writing about well-covered issues or topics, bring a new perspective that others may have missed.
Optimized: Search engines play a role as well. We look to incorporate internal and external links. Please try to include at least one link to another article from RecruitingDaily related to your content and at least one link to a reputable source (E.g., Forbes, SHRM, etc.) Ensure you have at least 2-3 subheadings throughout the article. Our editors can assist if you need clarification regarding links or structure.
No promotional content: We do not allow promotional content of any sort within articles. Posts cannot include marketing pitches or links to products or demos, services or promotions. “Vendor-neutral” is the phrase to bear in mind. Please get in touch with our Sales team if you wish to submit sponsored content.
Compelling title: Your title should reflect the article’s content and entice readers to read the post. It should be brief and incorporate a keyword phrase. Articles that don’t deliver on the title’s promise will be declined.
Proofread: All articles must be proofread before submission and be free of grammatical or spelling mistakes to the best of your ability.
We work diligently to select the best articles submitted for consideration consistently. However, the selection of posts can be highly discretionary and be impacted by many factors, including the topic’s timeliness and the number of posts addressing similar themes. We strive to work closely with contributors whenever possible to ensure publication and optimization through open and constructive dialogue.
By submitting your content to RecruitingDaily, you’re agreeing to the following:
RecruitingDaily has exclusivity rights to the content submitted. Submissions cannot be reposted onto other publications until after it is published on RecruitingDaily.com and must have different headlines and subheadings. However, we encourage you to re-publish to your blog and LinkedIn with the updated headline and subheadings.
You have copyright permission to use any media embedded in the post.
If you have any additional questions about becoming a contributor, please email [email protected], and we’d be happy to assist you.
Join us for a tactical session titled “Nail the Interview Game: Advanced Techniques to Identify the Best Candidates.” Presented by Dom Walker, Manager – Diversity Sourcing at United Airlines, this isn’t just another webinar. It’s a deep dive into building your next dream team of top talent.
Though critical to organizational success, HR tech marketing teams often run lean and mean, and success can feel like a moving target. In this live Q&A session, we will cover what it takes for an HR Tech company to stand out and make a splash with marketing and events – even if you’re the only one doing the work.
In today’s competitive job market, effectively communicating your employer brand to prospective candidates is paramount. Transparency and clear communication about your company’s values, mission, and culture will attract the right… Read more
Talent sourcing is an essential yet often expensive activity in recruitment. From online networks and job boards to advertising campaigns, organizations have access to an array of budget friendly recruiting… Read more
In this fast-paced world, modern HR departments are facing much trouble streamlining all operations to align with the ever-evolving business landscape. With the change of time, talent acquisition is undergoing… Read more
In today’s highly competitive job market, where organizations are constantly vying for top talent, finding the right individuals to join your team can be a challenging and time-consuming task. However,… Read more
With many countries experiencing labor shortages, recruiters face a more demanding task than ever — finding the right people, and enough of them, to fill all the empty job openings…. Read more
Our readers are interested in all aspects of recruiting and talent acquisition. They are sourcers, recruitment marketers, recruiters, hiring managers, staffing agencies, RPOs, executive search firms and HR leaders. These practitioners do the job daily and are busy people with big jobs. Our goal is to make their job easier by providing helpful tips and tricks to improve their workflow, saving them time and effort. Our coverage examines everything from strategic sourcing to candidate experience. 101-level content doesn’t fair well with our audience, so make sure you dig deeper within your subject matter.
Tone of Voice: Content should be informational, educational, entertaining and insightful.
Thought Leadership: Your opinion as a practitioner matters. We encourage writers to discuss major problems, rising trends and innovative ideas that affect the hiring industry. We’ve got you covered if you need to take a position and stand tall. That said, be respectful. Push the envelope, but don’t burn it.
Data Forward: Back up your position with data from reputable researchers when possible. And make sure to attribute that source within your content.
Problem Solving: Stating the issues is not enough. Please offer a solution if your piece is focused on pointing out an industry problem.
Today’s graduates prioritize tech-savviness, work-life balance, and grapple with student debt. Join Elizabeth Diley, Kristi Sarles, Joshua Bellis, Randy Tarnowski, and William Tincup, as they delve into the Class of 2024’s unique traits. This webinar will equip talent acquisition professionals with the insights needed to adapt recruitment and retention strategies for the evolving workforce. Stay ahead and effectively cater to the new generation’s needs.
Though critical to organizational success, HR tech marketing teams often run lean and mean, and success can feel like a moving target. In this live Q&A session, we will cover what it takes for an HR Tech company to stand out and make a splash with marketing and events – even if you’re the only one doing the work.
Join us for a tactical session titled “Nail the Interview Game: Advanced Techniques to Identify the Best Candidates.” Presented by Dom Walker, Manager – Diversity Sourcing at United Airlines, this isn’t just another webinar. It’s a deep dive into building your next dream team of top talent.
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Join us at this can’t-miss event as we explore recruiting’s unfolding future with AI.
Be part of HRTX on September 28, 2023, and learn how to harness AI’s potential without losing the human touch.
