Before buying more sourcing, revisit the 100,000 records you already own.
Separate a searchable database from a current, engaged candidate pool.
Scenario context
UK recruitment business · accumulated candidate database · 6-week refresh programme
The problem
A large candidate database looks valuable on paper, yet recruiters start fresh searches because skills, duplicates and candidate availability are unreliable. The commercial question is whether an existing asset can produce a usable pool for current mandates.
The proposed approach
- Model 100,000 source records with 15,000 duplicate records removed, leaving 85,000 distinct records for permitted processing.
- Use parsing and role matching to identify a 5% potential-fit subset. Select 2,000 of those candidates for a targeted, permission-appropriate update campaign.
- Assume 40% complete an update and 35% of respondents meet current role and availability requirements after recruiter validation.
Where people stay involved
Recruiters resolve ambiguous duplicates and validate responses. CV-extracted fields and candidate-confirmed fields carry different provenance. No purchased contact database is implied.
What the model calculates
The model yields 4,250 potential matches, 800 completed updates and 280 recruiter-qualified candidates. The final group is 14% of contacted candidates, not 14% of the entire database.
What it does not establish
Response and qualification rates are assumptions. No fresh sourcing spend is claimed to be avoided, and uncontacted records are not described as current or verified.
Book a demo · HirePlusPlus home