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Top 11 HR communities you need to check out today.

February 16, 2023

Forecasting hiring needs, curating strategies, optimizing the hiring process, screening, interviewing, networking, background checking, and so on…

Recruiters take over all the responsibilities and tasks related to maintaining a healthy working environment and ensuring the right talent at the right time for the firm. While they aim to improve other people’s career journeys, they might neglect their career growth. Hence, having a group of people/ mentors, basically, a community, can help them climb the career ladder easily. 

Online communities are a real treasure for learning and grow in one’s career. They provide curated valuable resources and opportunities, along with exclusive benefits, HR trend updates, and industry developments. HR professionals can meet like-minded people and network at offline or online events. Overall, an HR community can offer value to its members if chosen wisely. Yes, there are a lot of HR communities that are inactive, invaluable, and help in no way. 

In today’s blog, we will share 11 HR communities to help you advance your career. These are available on different social media platforms, which will help you network via desired channels. 

11 Best HR Communities For Recruiters To Enhance Career Growth

HR trends have changed the way HR professionals engage and hire candidates. Passive recruitment, remote work, use of AI tools, and much more compelled the recruiters to keep themselves updated. They must network and keep upskilling to accommodate these recruiting trends. Here are 11 communities that help with networking and updating to approach dynamic talent markets proactively.


10xRecruiter is an HR community to make recruitment enjoyable! 


It is a weekly newsletter with no fluff and actionable insights to get curated exclusive resources delivered to your inbox. You get access to top recruiter tips, techniques, tools, hacks, etc. You can see some of the best HR case studies to incorporate best practices into your recruitment process. 

10xRecruiter accelerates your recruitment career with valuable insights that are hard to find on the internet. It’s a short weekly email with useful information to stay updated with the industry and learn practical tips to implement for career advancement. 

We at Nurturebox aim to build a strong community of HR professionals who grow together and experience career growth like never before. Nurturebox is a talent engagement platform that helps HR teams to hire effortlessly. We integrate your entire tech stack to get away with admin tasks and focus on valuable functions. Moreover, with our addition of a weekly newsletter, we wish to provide real value and help you advance your career. 

Society for HRM (SHRM)

SHRM has been working for over 75 years to support HR professionals!

SHRM is a forum-based paid community for HR professionals, students, executives, and enterprises. The membership starts at $49/ year and goes up to $244/ year or more based on your subscription. It has over 300+k members interacting via post polls and crowdsourced answers. With over 600+ local connections, HR professionals can find like-minded people for networking.

SHRM provides tools, guides, templates, and expert advice to support career development. HR professionals get access to the latest news, compliance updates (state and federal compliance), customizable toolkits, and networking opportunities with HR experts. Additionally, it offers various certifications, competency-based credentials, and education. It has multiple e-learning products and webcasts along HR’s areas of interest like compensation, benefits, retirement, etc. 

The People People Group 

The people group is a community of 3000+ HR professionals to enhance employee and candidate experience!

The community is a slack group for recruiters, operation professionals, and HR professionals to support each other and offer best HR practices for HRs. It provides a networking platform with learning opportunities through virtual events and workshops. This enables HR professionals to network, hire, and grow the community consistently. Additionally, they have a dedicated podcast and newsletter for all the members.

LinkedIn: HR 

The biggest LinkedIn HR community for HR professionals (now restricted to senior HR professionals)!

This community is LinkedIn’s HR’s biggest community, with over 1.25 million members. Currently, it accepts only senior HR professionals due to LinkedIn's limited number of members. It is a forum and doubles as a job board to network, engage, and hire top talents. However, Members do need approval from the admin to post. The community hosts online and offline events and has various e-learning resources.

If you wish to join a LinkedIn community and can not get access to this one, there are alternative communities such as  HRSherpas and HR.com. They provide valuable resources and host events for the members. 

LinkedIn: Human resource (HR) Professionals 

Human resource (HR) professionals is another LinkedIn community with over 450k+ members!

This caters to wide interest areas of HR professionals, such as talent acquisition, employee development, compensation and benefits, DEI, compliance, and more. They provide a forum and a dedicated newsletter to share resources. The community aims to solve queries and impart knowledge and restricts advertisements of any kind. It’s a global community providing HR professionals space to network and grow with other HR professionals. 

Resources for Humans 

Resource for Humans is a slack community of 18k+ HR professionals! 


The community promotes networking and asking questions to share insights, provide mentorship, and curate strategies. It has an application form-based entry for members. One starts by setting up a Slack account (ensure profile picture) and engaging in the forum. It is a dedicated community for People Ops professionals. Members can meet like-minded people and get access to a job board and RfH magazine. 

Cite HR

CiteHR is a forum for senior and fellow HR managers!

CiteHR is a community forum to cater to HR professionals from all company sizes, from small to enterprises. It is a live chat-based system with regular discussions on remote working, employee training, etc. Members can participate in HRM-related conversations. They can clarify queries, take inspiration, share ideas, and much more. They get access to all the latest updates and industry developments. They can curate strategies and talk about industry practices. It is the best community forum to get a hands-on curated list of events and discussions happening in the HR industry. 


The WorldatWork community aims at HR e-learning resources and providing robust solutions!

The community aims at professional development by discussing HR trends, valuable resources, trading best practices, etc. The members can ask questions and actively network with like-minded people. They have multiple certifications with high-impact practical knowledge. They offer HR professionals access to dedicated tools and data. With over 300k+ members, they have been helping HR professionals for over 65 years.

Human Capital Institute

The human capital institute is a Facebook community for HR professionals to discuss strategies and achieve results. 

It provides HR professionals with curated content and beneficial resources to keep them updated with trends. They host various events and have industries’ top keynote speakers. The members get access to various e-learning resources and a content library, which is updated regularly. It is a comparatively smaller community with fewer than 15k people but offers helpful resources.

Reddit: Human Resources or Ask Human resources

Human resources and ask human resources are two dedicated channels on Reddit for HR professionals! 


These channels allow HR professionals across the globe to network and share insights. They can discuss any HR-related topic keeping in mind not to violate any community standards. 

What’s the difference between these two channels?

Human resources are catered to discuss all HR topics. Contrarily, askHR provides a safe space for HR professionals to ask questions. These questions have an up-vote-based answering system. This implies that people can answer and join the conversation while others in the community will push the best answer (with maximum votes) to the top. This helps to get the most relevant answers. 


CultureBrained is a community for culture leaders in HR industries!

The community provides a live chat forum to discuss queries and areas of interest. It helps in networking, mentoring, and facilitating better decision-making. They aim to make the work culture enjoyable and amiable. They offer resources, tools, and guides to create a healthy work culture. There are various events and guest talks to bring tremendous masterclasses, workshops, and live discussions. It has an application-based joining with access to weekly huddles and global networking experience.  

Networking and Growing Your Career- 10xRecruiters

 There are a lot more communities in addition to the ones mentioned above. You can find these on Facebook, Slack, Reddit, or in a newsletter format. They provide a platform to network, ask questions, get mentors, and take a leap forward in your career. Additionally, there are communities specific to HR professionals, such as the talent acquisition team, HRBP, compensation team, etc. You can find a community to discuss topics that interest you and grow your network. 

Are you looking for a community to learn and get your hands on the best exclusive HR resources?

10XRecruiter will deliver curated valuable resources right into your inbox. From tips, case studies, hacks, and tools, to insights, you can accelerate your career with a weekly goldmine of actionable knowledge. 

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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