What does ‘meta
analysis’ mean?

The whole is greater than the sum of its parts:
In meta-study format, LEADING EMPLOYERS analyses an extensive number of sources, feedbacks and topics. By combining all data, a significantly higher validity than in a stand-alone study can be achieved.

The study’s process in detail:

In a multi-stage process, the TOP 1% of all employers are identified.

In an on-going process, the inclusion of new sources is being conducted through a number of channels:

  • Corporate careers websites
  • HR blog entries
  • Keyword catalogue-based Google research
  • Cross-countries check
  • Input from the public and our Advisory Board

We assess the informative value and quality of each source through a number of aspects:

  • Type of source (e.g. audit, poll, review portal)
  • Type of organisation (e.g. non-profit vs. for-profit)
  • Type of research (e.g. self-enrolment vs. independent research)
  • Validation processes, manipulation barriers, complaint tools
  • Academic supervision and/or governmental patronships

The maximum amount of information is collected for each publicly accessible source.

  • The above refers to level of detail as well as historical archives
  • Our Data Scientists team is led by a PwC-certified Data Analyst
  • Quality controls and blind checks ensure continuous accuracy
  • We utilise AI-driven tools and scrapers of both major types:
    open-target (web crawlers) and custom-tailored (data extractors)

250 sources come in many different formats. This step converts all data for a common denominator:

  • Abbreviations (e.g. “LE” = “Leading Employers”)
  • Pre-fixes (e.g. „The Disney Channel” = “Disney Channel”)
  • Founder’s first names (e.g. “Smith Group” = “John Smith Group”)
  • Languages (e.g. “Swiss Post” = “Schweizer Post”)
  • Mergers and re-brandings

‘More’ does not necessarily mean ‘better’! A holistic assessment is what counts.

  • Each category of sources has a different base score
    (e.g. multi-stage audit vs. simple self-commitment)
  • These are weighted by 50% – 150% for individual findings
    (e.g. rankings, categories, percentages, grades, scores, etc.)
  • Negative findings result in points deduction, up to disqualification
  • Final score depends on the variance of areas with positive findings
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