Data Analysis

Our goal for any of our clients is to fully measure the hiring process.
We use this data to optimize each phase of the process.

Therefore, data analysis is of crucial importance.
We make sure data is measured right, and the right data is being measured.

  Direct Advantages

The advantages

  • Full transparency on how budgets are being spent
  • Savings in the budgets required to reach your goals
  • Better results (more and better applicants and a higher retention rate)
  • Continuous improvement of recruitment marketing campaigns
How better data gathering leads to better results
A typical Google Ads campaign for
recruitment would be ran like this:
Most important data:

– Applications
– Budget


Increase amount of applications for
the lowest possible cost per applicant

Sounds reasonable, right?

But is this really the right goal? What if the applicants turn out to be unsuitable? Or what if the marketing message does not align with the actual working environment, leading to high turnover?

Instead, we propose
the following approach:

Most important data

  • Applications
  • Hire
  • Budget
  • Amount of hires who pass their probation
  • Employee satisfaction at regular intervals after hiring
  • Amount of hires who still work at the company after a year


Hiring great employees who
stick around for the long
term, for a reasonable cost.

By looking beyond the application moment,

We make sure the marketing efforts result in real value for your company.

Maturity Model:
Data Analysis

Most organisations start out quite far removed from the ultimate goal of fully measuring the
hiring process. Assessing the current state of data gathering is part of our maturity model.

We have identified four maturity levels.

Every organisation fits somewhere in this spectrum. Knowing your maturity level allows us to make a tailored and realistic plan to improve your organization’s hiring process step by step.


This is the lowest possible level. The organisation is not using data to gain insight in the hiring process.

Recruitment campaigns cannot be optimized and. It is not known whether there is friction in the application and onboarding processes.


At this level, some data is being gathered.

The organisation knows how many applicants their campaigns resulted in, and so has limited insight in their effectiveness. There is some data on how many candidates prematurely leave the onboarding process.


At level 3 an organisation is using data relatively effectively. Data is being gathered on a granular level.

It is known how many applicants each advertisement or job posting brought in. In the onboarding process, it is clear which steps are causing loss of candidates, allowing for improvements.

Data on the hiring process beyond this point is still lacking. There is no hard data on the effectiveness of onboarding and it is unknown whether the


Level 4 is the ultimate level of data gathering Emplear wants to achieve with its clients. The full candidate journey is being measured, from first contact to permanent contract. This data is used to perfectly tune the recruitment marketing campaigns.

Are you curious how we can apply these principles to improve your organisation's hiring process?

Scroll to Top