As it works so well for Corbyn during Prime minister’s Questions, we decided to crowdsource our own recruitment questions from around the internet.

What is the ROI of a LinkedIn pulse article now that organic reach is dead and why would LinkedIn members write there now?

Organic reach might be difficult but I wouldn’t suggest the final nail’s quite in the coffin.

If a published article is picked up by Pulse then the traffic that comes with it, and what you can do with that traffic, speaks for itself.

1.) Its ability to go viral. We had an article published by our CEO that became the second most popular article to grace Pulse that day. Every article Richard now publishes collects over a 1,000 likes and 10,000 views.

2.) Its ability to reach third party audiences in your target market. As part of our content marketing strategy we post a hell of a lot to LinkedIn daily — Pulse allows us to step out of our first and second connections to fish in another pond.

3.) It’s cheaper than sponsored advertising or PR and for many an easy win.

4.) It’s a great way of repurposing content from our Blog and eats very little time. With over 500 articles concerning recruitment on our site, it’s a great way to deliver the content to a wider audience.

Every article should have a relevant call-to-action, or personal synopsis, following the article that makes it worthwhile.

Fit some simple tracking code to your articles with Google URL builder so you can track where your site’s visitors come from and then put a price on the ROI.

How do you find out if someone is a jerk before you hire them?

Yes, they said ‘jerk’. A large part of the questions demographic hail from across the pond but the question translates, as does the answer.

You could try the chief executive of Charles Schwab’s tactic and invite them to a breakfast interview, turn up early and tip the staff extra to create a situation that shows their true colours, then sit back and see how the candidate reacts.

If you’re feeling a little more ethical, it comes down to how well you screen the candidates and whether you’re keeping an eye out for the red flags.

Here’s an article on the six tell-tale signs of a bad candidate to watch out for.

That said, there’s only so much you can truly uncover from an interview, so a recruiter / hiring manager’s job is to narrow the chance of them being a poor fit.

Do hiring managers/recruiters really only spend 6–10 seconds reading each CV?

If they’re carefully crafted then they certainly deserve more attention.

Whether they get that is another thing. With recruiters and hiring managers sifting through numerous CVs it’s simply about realistic time management.

Carefully crafted nowadays tends to mean quickly digestible because of this very reason.

I wrote an article not too long ago on how to craft the perfect CV.

A Pitch Perfect CV for Recruiters

How do you spot a bad recruiter?

Recruiters generally get dealt a bad hand, throw a quick search into Google and you’ll see recruiters are all manner of things under the sun.

A while back I wrote a fairly tongue-in-cheek piece on why recruiters are so damn awful that sums up why they’re actually a pretty valuable lifeline: Why Recruiters Are so Damn Awful!

via Sonovate (www.sonovate.com)