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Learn more about the sort of content we're looking for, how to submit articles and our editorial rules.
If you'd like to share your experiences and build your reputation as a thought leader among HR professionals then email david.r@octopus-hr.co.uk

Before you write an article for HRmoz please read the below guide as to the sort of content I'm looking for…

It can be anything as long as it's unique, actionable and of interest to HR professionals. It should be something that makes the reader think… “that's amazing, I never thought of that. I could do something like that where I work.

For example, rather than another article on the importance of an engaged workforce I want examples of what people have done in the real world. Something like:
  • We felt boosting employee engagement was important to our organisation so decided to do something about it.
  • These were our objectives and the metrics we used.
  • This is what we did.
  • Here's what we achieved.
  • This is what we would do differently in the future.
Below is a bit more info about the sort of content that I'm looking for. Apologies if it seems a bit brusque, I originally wrote it to help keep me focused, you get the idea:

Editorial Rules

The content we publish should…
  1. Be Educational, Informative, Entertaining or Just Plain Awesome!!!
  2. Be of significant interest to the HR, recruiting, L&D, reward, personnel community.
  3. Be unique content, either a new subject or covering it in a way that is valuable and original.
  4. Provide valuable strategies, tactics, learning points, action items for readers.
  5. Be technically accurate and, where possible, backed up with hard data or real world examples. Think university assignments vs. GCSE projects.
  6. Use graphics, illustrations, photos, graphs, charts, screenshots, videos etc. to make the post more readable, enjoyable, easier to understand.
  7. Provide usable, relevant, real world examples. Not just “HR needs to embrace social media” but “This is how my company has embraced social media, here is what it achieved and here is what I would have done differently”.
  8. Explain how to do something rather than just say “do something”.
  9. Avoid being overtly self-promotional. It's OK to review services, products etc. but it should be impartial. Conflicts of interest should be raised with a disclosure. There will be exceptions to this rule where there is something truly awesome or ground-breaking to discuss.
  10. We have absolutely no problem with our community members mentioning our competitors or even our competitors posting their own articles. If a member wants to sing the praises of one of our competitors that's also fine. We are not censors, as long as it's high quality content we will publish it. Equally, if someone has an issue with Octopus and wants to voice their opinion on our community we won't try to censor them.
I cannot stress enough the importance of publishing unique, actionable and amazing content.
  • If we publish academic/theoretical commentary on HR topics and issues we will fail as there are tonnes of this sort of thing in the HR media already.
  • “Good Enough” content is not good enough. If we publish mediocre content our members will visit our site less frequently or stop altogether. They are also less likely to want to do business with our publishers.
  • For our publishers to benefit they need to write articles that are related to their product/service without being overtly salesey. The publishers should write articles that establish themselves as an expert on a particular subject. They can then sign-off the article with a bit more info about what they do and include a link back to their website for more info.
  • The only way that HRmoz and our publishers stand a chance of success is by publishing unique, educational, actionable/usable content that's backed up by data and/or real world examples. NB. This means you might need to upset some people by refusing to publish content that doesn't measure up.
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