"Insights and Reflections: My First Experience as an External Recruitment Consultant"

Having begun my career in an in-house recruitment role, I could never have anticipated how the transition to becoming a recruitment consultant would fundamentally reshape my perspective on the industry. However, when the opportunity to support SoSafe as a Talent Acquisition Consultant presented itself— I eagerly embraced the challenge.

Three months in this dynamic role passed by in the blink of an eye. During this time, I had the privilege of acquiring new skills, sharing my expertise with the SoSafe team, and engaging with a myriad of fascinating candidates. As this chapter of my journey draws to a close, I'd like to illuminate some invaluable lessons I've gleaned. My hope is that these insights will prove beneficial to fellow professionals embarking on a similar path, and I will also share some broader reflections toward the end.

1. The Art of Candidate Qualification

One of the most enlightening lessons from my experience at SoSafe was mastering the nuanced art of candidate qualification. Unlike an in-house setting, where one may have the luxury of making informed "calculated guesses" based on LinkedIn profiles, working as a consultant leaves little room for ambiguity. The absence of initial screening calls in my original setup meant that I had to exercise exceptional discernment, which, in retrospect, I consider a significant advantage.

2. Early Access to ATS Systems

Another critical lesson learned was the paramount importance of gaining access to the client's Applicant Tracking System (ATS) from day one. This practice spared me the cumbersome task of tracking candidates through spreadsheets and allowed for more effective evaluation of their performance. It also ensured the submission of high-quality candidates by necessitating the acquisition of well-structured CVs.

3. Streamlining the Candidate Qualification Process

Efficiency is paramount in the world of external consultancy. Therefore, it is essential to thoroughly qualify candidates from the outset and respect your own time. This entails soliciting concrete examples of how candidates have applied the skills required for the position, confirming that salary expectations and locations align with the client's needs. Only then should you propose a brief, focused 15-minute introductory call to delve deeper and gather additional crucial information.

4. Navigating Candidate Disengagement

One phenomenon I encountered more frequently in my consultancy role than in-house was candidate disengagement. While this is not uncommon in our industry, the scale at which it occurred during my consultancy work was surprising. This underscores the importance of maintaining a robust pipeline and being prepared for potential candidate drop-offs.

Before concluding, I want to express my heartfelt gratitude to SoSafe, and especially their Talent Acquisition team. Your trust in me as an external consultant allowed me to grow and develop my skills in ways I never thought possible. Your support and collaboration have been invaluable throughout this journey. I am sincerely thankful for the opportunity to work with such a dedicated and professional team.

In conclusion, my stint as an external consultant at SoSafe was an enriching experience that allowed me to view the recruitment landscape from a fresh vantage point. The journey illuminated the art of candidate qualification, the significance of early ATS access, and the need for an efficient qualification process. Moreover, it reinforced the need for resilience and adaptability when navigating candidate dynamics.

As I look back on this chapter, I am reminded that the recruitment field is ever-evolving, and each role, whether in-house or as a consultant, offers unique insights. Embracing change and constantly refining our approaches are the cornerstones of success in this dynamic industry. May these lessons and reflections serve as a guiding light for those embarking on their own recruitment journeys.