Optimizing your hiring strategy with Hiring Assistant

- [Instructor] Hiring Assistant has performed sourcing operation on this project for a while, and I've always been in control, only jumping in to review some batches of candidates or send some emails. Now, I want to demonstrate its value to my organization. My goal is to help stakeholders within my organization to understand how Hiring Assistant drives productivity, identify best practices, and support data-driven decisions for hiring execs. The good news is that I only need to go to Reports and start with Hiring Assistant to get this data. If I want to focus on a specific moment in time, I can customize the date range. The main Hiring Assistant metrics are how many candidates have been added to pipeline, the number of applicants evaluated, and the number of email accept. I can identify peaks, dips, and everything on that graph that will show me a trend demonstrating how Hiring Assistant accelerates the top of funnel without compromising quality. For more details, I can scroll down. Under the Sourcing tab, you can compare Hiring Assistant and Non-Hiring Assistant through searches performed, profiles viewed, and profiles saved to a project. I can also consult Messaging and Prescreening tab if I want to evaluate the impact of Hiring Assistant on overall engagement. What I'm looking for here is data revealing improvements in both engagement and efficiency, confirming tangible gains in sourcing outcome. Scrolling back up, I want to focus on usage, best practices, and areas for optimization. And for that I need to click on the Usage tab. Here, I can compare Hiring Assistant users versus Non-Hiring Assistant users. One really good tell that Hiring Assistant is pulling its weight would be to consult the average searches performed. This trend over two weeks clearly show quick hiring cycles thanks to Hiring Assistant. Scrolling down, I can now focusing on identifying power users and other users. By filtering using one of those key metrics such as searches performed, I can for each seat holder, see the usage Non-Hiring Assistant and Hiring Assistant only. This user is a power user and I can use him as an ambassador for the Hiring Assistant program. Filtering down this time, I can see that this user is barely using a Hiring Assistant and prefers the Non-Hiring Assistant methods. Maybe this shows an opportunity of training by showing this user the benefits of Hiring Assistant and help him integrate Hiring Assistant in his workflow. Now I have the data I was looking for, I can take screenshot or export this report to prepare a Hiring Assistant meeting with the decision makers. And with clear visual evidence, I can confidently recommend focusing resources, upscaling, or expanding Hiring Assistant to maximize return on investment. Sharing these metrics will empower decision makers to invest in training, rebalance workload, and scale what works best. I have completed my tour of Hiring Assistant, but I want to learn more. Let's go to the next video to see how.