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Hireology Pro Tip: Organize Your Applicants with Tagging

Posted by Alan Dodaro on October 12, 2016

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Your ATS and talent pool are extremely powerful resources, especially when you're in a pinch to fill a job quickly. Your group of candidates you've spent time and money to build likely contains the perfect candidate. But, if not organized, searching for and finding that candidate may not always be easy. This is where our tagging feature can help.

 

Tagging is a great way to add another layer of organization to your pool of applicants and candidates across your open positions. Introduced this past summer, tagging lets you add quick snippets of text in the form of tags to applicants and candidates that possess something unique that you may want to review or share down the road. Since the feature launched, we’ve seen a lot of great tagging activity and wanted to share some best practices to help you stay even more organized. Tagging.png

 

Not using tagging yet? It’s easy to get started. Watch our quick video to see how tagging works or look for this tag icon that can be found next to the comment bubble in the applicants list or the candidate scorecard.

 

5 Pro Tips

Here are 5 great ways to get started using tagging today that will help you better organize your talent pool:


1. Skills And Experience - One of the easiest ways to use tagging is to highlight skills, experience, and certifications for highly qualified applicants applying to these roles. With tagging, it’s easy to quickly highlight if an automotive mechanic, registered nurse, or certified public accountant possess the required training needed to fulfill these specialized positions that typically require some level of advanced training and certification.

 

2. Referrals - Hireology recommends encouraging your employees to help source applicants through a referral program. Using a “#referral” tag for anyone who was recommended internally can easily segment these candidates for a faster process. If you make a hire from this group, using the referral tag also makes tracking easier to see if there is a performance difference from this recommended set of employees.

 

3. Location/Region - Some of our customers with multiple locations across a region are using tagging to differentiate candidates based on the location they’re closest to. Additionally, if a position would be open to remote employees working from home, our customers can use the #remote tag to quickly highlight qualified individuals who would be contributing from their home office.

 

4. Future Consideration - Did you already make a hire but had someone else who was really great you’d like to consider for a future job opening? Using #futureconsideration, #salesbench, #fasttrack, or #headstart can highlight great candidates that didn’t make it through the process in time, but who you’d consider for future openings to join the team. Just ensure you select one tag and use it across all applicants to ensure consistency across your team.

 

5. Applicant Availability - Another great way to stay organized is using tags like #openavailability, #weekends, or #nights to highlight applicants with flexible shift availability for jobs that require someone to work beyond the 9-5 weekday workweek. This will easily let you segment your talent pool to not only find someone qualified, but who can also work the schedule your team needs to fulfill the job.

Other tagging #protips:

 

  • Use Multiple Tags At Once - Never limit yourself to one tag! If someone can work weekends and they’re a registered nurse, you can use both #weekends and #RN to get more specific about why someone would work well. Combining multiple tags with additional comments and star ratings will provide even more context to the rest of your team on whether a candidate could be a good fit for the organization or not.

 

  • Tagging vs. Comments - A common question we hear with our customers who start using tagging is whether this feature replaces the comment bubble. We designed tagging to complement comments, and hope you use both of these features in your Hireology account. We designed tagging to quickly highlight uniquenesses with candidate qualifications or availability while comments should be used to send quick notes to other members of your team containing specific feedback or direction. Something like “Did great on the phone interview, bring in-person” is better as a comment, while “#saturdays, #mechanic, and #referral” do better as tags.

 

  • Finding Candidates With Tags - It’s only helpful to tag your applicants and candidates if it’s easy to find them in the future. To get a list of people with a certain tag, you can click on the “Search” magnifying glass in your Hireology toolbar and select the “Advanced Search” link in the menu. In the search screen, you can type in any tags to quickly pull a list of candidates. Entering more than one tag in this search only displays candidates that share those given tags, allowing you to get very granular with your results. Also, simply clicking on a tag will display a list of users that have that particular tag associated with them.

 

We hope you find these tips helpful and help your team make tagging a great way to stay even more organized with your Hireology account.  

 

Interested in seeing how Hireology can help your business vastly improve its hiring efforts? Click on the link below to see a quick demo and learn more.

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Hiring Tips, Applicant Tracking Systems, product insight, Tagging Applicants


Alan Dodaro

About the Author

Alan is the content and product marketing manager, responsible for educating Hireology customers on new product features and platform best practices. He brings experience from previous startup and digital agency roles. Before beginning his career, Alan attended the University of Illinois Urbana-Champaign, with a major in advertising and a minor in library information science.