My experience as a freelance recruiter for MB Bank was the first time I truly went through the full recruitment cycle end-to-end. Not just sourcing candidates, but following the journey all the way from the first message to their first day at work.

And that changed how I see recruitment.

I was responsible for hiring interns for the SME Customer Relationship team at MB Thăng Long. At first, it sounded like a typical task: gather CVs, screen candidates, support interviews. But very quickly, I realized this wasn’t just about filling positions.

Most of the candidates were freshers. This was their first real job.

Which meant I wasn’t just evaluating them. I was also guiding them.

Learning the Full Cycle, Step by Step

I started from sourcing. Within one month, I collected around 150 CVs through different channels, mainly social platforms and professional networks.

At first, I thought volume was the main goal. But I learned quickly that volume without clarity creates more problems than it solves.

So I focused on two things:

Targeting the right candidates, not just more candidates

Communicating clearly from the beginning, so people understood what they were applying for

Because when candidates misunderstand the role, it shows later in interviews, or worse, after they join.

From there, I moved into screening and coordinating interviews. I supported the process by scheduling, preparing candidates, and helping them feel ready.

This was the part where I learned the most.

Many candidates were nervous. Some didn’t know how interviews worked. Some weren’t even sure what the job actually involved. I found myself not just screening, but explaining, guiding, and sometimes even encouraging them.

And I realized something important:

A good recruiter doesn’t just select candidates. They help candidates become better.

The Key to Making It Work

Looking back, there were three things that made this project successful:

1. Building a strong CV pipeline

Getting 150 CVs in one month was not just about posting jobs. It required actively reaching out, following up, and continuously adjusting where and how I sourced candidates.

2. Clear and honest communication

Since most candidates were freshers, I made sure to explain the role in simple, realistic terms. Not overselling, not making it sound more attractive than it was.

Because clarity early on saves problems later.

3. Balancing company needs with candidate potential

Of course, the goal was to support hiring. But I also saw it as creating opportunities for young candidates who were just starting out.

Some of them didn’t have perfect CVs, but they had potential. And sometimes, that matters more.

What Stayed With Me

At the end of the project, I achieved:

• 150 CVs sourced within 1 month

• 100% of selected candidates successfully onboarded

• All processes delivered on time and within SLA

But what stayed with me wasn’t just the numbers. It was the realization that recruitment sits in the middle of two sides:

• the company looking for the right people

• and individuals looking for their first opportunity

And doing this job well means respecting both. This experience taught me that recruitment is not just a process. It’s a responsibility.

Because sometimes, the way you communicate, guide, or encourage someone might shape how they start their entire career.