Data as a game changer


Focusing on


the relationship between only two


factors can be misleading, because although there may be a correlation between them, it does not mean that one has caused the other. Confused? Don’t be.


How to Become a Data Guru


Content backed up by data is 40% more likely to be read, according to one social media experiment.¹ Here, The Smarty Train’s Managing Director, Saj Jetha, Senior Learning and Research Specialist, Christian Gettermann, and Senior Learning and Events Specialist, Dimple Bhimji, share ten tips on how employers can harness facts and figures to make an impact and be heard.


Sometimes nothing can be better than data to bolster your point. In this case, by 40%. Here, we’ve listed our top ten tips, based on our client work in the Early Talent space. You can thank us later.


1. Know when to use the two types of data. Yes - there really are only two types, so use them correctly.


Quantitative Data. This is numbers, which results in more numbers after


12 Graduate Recruiter | www.agr.org.uk


some analysis. It comes from systems or people filling something out. This is best used to help describe the landscape broadly. It can help you pick out areas for further investigation. For example, “90% of interns rated their satisfaction at least a seven out of 10”. So 10% didn’t. Why? Well… now it’s time to turn to qualitative data.


Qualitative data. This describes or characterises something, but does not measure it with numbers. It provides


depth; such as interviews and focus groups. We could use these to understand why some of the interns above were dissatisfied. We’d ask them what it was about the experience they didn’t enjoy. Was it the training? The work? The organisation? This kind of data helps you fill in the detail and nuance of the landscape.


A Smarty would ask: Do we know what the landscape looks like? Do we need breadth or depth?


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