Talent rediscovery
Also called silver medallists
Matching candidates already in an employer’s records against a newly opened role, rather than sourcing entirely new applicants.
Last reviewed
In practice
Most employers already met someone suitable. A candidate who was second for a role three months ago is usually a stronger prospect than an unknown applicant, and reaching them costs almost nothing.
It only works if the earlier evaluation is still meaningful. A stored resume from two years ago tells you little; a dated, still-valid verified score tells you a great deal.
The line to hold is consent. Surfacing a match for a recruiter to consider is rediscovery. Automatically re-entering someone into a pipeline they left is not, and candidates notice the difference immediately.
Related
Selection rate
The proportion of candidates from a given group who pass a particular stage of a hiring process.
Skills-based hiring
Selecting candidates on demonstrated ability to do the work, rather than on proxies for it such as degrees, job titles or previous employers.
How CalHire handles this: Hiring analytics, benchmarks and talent rediscovery
Read further
Longer pieces on this and the arguments around it.
Time-to-hire is a throughput metric. Quality-of-hire is the one that matters
Speed metrics are easy to collect and easy to game. How to measure whether your hiring decisions were any good, and which metrics to pair with which.
Read