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Hiring has always involved a bit of instinct. You meet someone, you get a good vibe, and you go with it. Sometimes it works. Sometimes it doesn't.
Relying on gut instinct alone is risky — especially when you’ve got deadlines, targets and a team stretched thin. That’s where data comes in. Bringing a bit of objectivity into the process can seriously up your hiring game.
Here’s how data can actually make your life easier — and your team stronger.
1. Spot patterns before they become problems
Let’s say you’ve made three hires for the same role in the last 18 months… and all three have left within a year. Frustrating? Yes. Random? Probably not.
Data can help you spot the common threads. Was it the manager? Was the salary off? Were expectations misaligned from the start? Looking at exit interview feedback, onboarding metrics, or even just good old-fashioned timelines can help you figure out why people leave — and what to change.
Example:
You realise that most people in the role left after struggling with a lack of training. Bingo. That’s fixable. Suddenly, you’re not just hiring better — you’re retaining better too.
2. Define what “good” actually looks like
When you say you want someone “motivated” or “a team player,” what does that actually mean in your business?
Using performance data from your top employees — things like project delivery rates, internal feedback, or client satisfaction scores — helps you create a clearer picture of what a successful hire looks like. Then you can build interview questions, screening criteria, and even job ads that reflect that.
Example:
One of your best project managers scores highly on collaboration, but actually has a more introverted communication style. Maybe loud and bubbly isn’t the standard — maybe organised and quietly effective is what you really need.
3. Speed up decision-making (without cutting corners)
Hiring cycles can drag. Between CV reviews, interviews, and internal debates about who’s the best fit, weeks (sometimes months) can go by.
Bringing data into the process — whether it’s structured interview scoring, pre-screening assessments, or time-to-hire stats — can help you move faster and with more confidence.
Example:
You’re choosing between two final-stage candidates. One scored higher in the interview, but the other completed your assessment task with fewer errors and better time management. Instead of guessing who might “gel better,” you’ve got something concrete to go on.
4. Get strategic with your salary offers
You don’t want to lowball people — but you also don’t want to throw out numbers that are way above market rates just to secure someone who might leave in six months.
Looking at real-time salary benchmarks (yes, we can help with this) and offer acceptance rates helps you stay competitive and sensible.
Example:
You're hiring for a software developer and wondering whether to offer £55K or £60K. The data shows that most candidates in Belfast with similar experience are happily accepting £58K — and staying put for at least 18 months. Sorted.
5. Find out where your best people are coming from
Ever feel like you’re posting jobs into the void? Or spending too much time chasing referrals that don’t convert?
By tracking which platforms, agencies, or sources lead to your best hires, you can stop wasting time and double down on what works.
Example:
Your data shows that 80% of your successful sales hires came through one recruitment partner (hi, it’s us), while your job board ads got tons of clicks but zero traction. That’s your cue to stop throwing money into the job ad black hole.
Data won’t replace good judgement. But it will back it up. It turns “I think this’ll work” into “I know this works.”
And the best part? You don’t need to build fancy dashboards or become "Master of the Spreadsheets". Most of this insight can come from tools you’re already using — or, if you work with us, tools we’re already using on your behalf.
If you’re ready to make hiring less of a guessing game and more of a strategic win, let’s chat. We’re here to help you make smarter, faster, better hiring decisions — backed by insight, not just instinct.
📩 hello@vanrath.com
📞 (028) 9033 0250