“There’s no one left!” As a recruiter or HR professional, how often have you found yourself muttering this in frustration—or even saying it out loud? Finding candidates to fill open roles can be tough, but finding talent in the same area for the same role? That can be even harder!
If you’re like many recruiters, you’re likely filling the same positions over and over again. And honestly, doesn’t it start to feel like déjà vu? Picture this: you’re opening yet another front desk, nursing, or housekeeping role, and suddenly, the lyrics to “California Dreamin’” pop into your head: “All the leaves are brown… and the sky is gray…” Except now, it’s transformed into “All the jobs are open… and they’re all the same.” Cue the mental video clip of you humming along, staring at that job description you’ve posted for the third time this quarter.
It’s funny, but it’s also frustrating—and it’s a reality for so many recruiters. New roles might pop up occasionally, but most of the time, you’re focused on filling recurring positions for growth, replacing retirees, or backfilling vacancies when employees move on.
So, how do you break out of this cycle? How do you uncover fresh talent when it feels like you’ve already tapped every candidate pool in your area?
The answer lies in rethinking how you manage your candidate pipeline. Instead of starting from scratch every time a role opens, what if you could tap into a treasure trove of talent you’ve already discovered? This is where Candidate Tagging comes in.
You might have heard the term before but aren’t quite sure what it means or if your team has fully embraced it yet. If that sounds familiar, keep reading! Candidate Tagging is one of those underappreciated yet incredibly powerful tools in Hireology’s toolkit. It may not be flashy, but once you start using it effectively, you’ll wonder how you ever recruited without it. Plus, it might just help you stop singing “All the jobs are open…” on repeat!
Candidate Tagging Unveiled — Understanding the Basics
Think of Candidate Tagging like bookmarking tabs on your browser or pinning important contacts at the top of your text messages. These actions help you keep track of the things that matter most in your daily life, whether it’s your favorite content or critical information. It’s a simple habit we all do to stay organized amidst the chaos of daily tasks.
In the world of recruitment, Candidate Tagging works in a similar way. It allows you to revisit past candidates who may not have been the right fit at the time but could be a perfect match down the line. This could happen for countless reasons: maybe the candidate was seeking a specific shift that wasn’t available, or they didn’t have a required certification during the interview but have since earned it. Or perhaps you only had one seat left, and had multiple strong candidates, but a few months later, you learn of an opening and realize that previous candidates are still available and ready for a change.
In reality, many candidates are rejected not because they aren’t qualified but because the timing, needs, or circumstances weren’t right. This highlights a key truth—your applicant tracking system (ATS) isn’t just a tool for managing applicants. It’s actually a CRM, or candidate relationship management system, where you can nurture valuable connections for future opportunities.
Best Practices & Tips
Understanding candidate tagging can vary widely among users. Some HR pros may be encountering this concept for the first time, while others might be actively checking their ATS to see if tagging is set up. Meanwhile, seasoned recruiters may be nodding in agreement with these insights.
It’s crucial to recognize that there is no “one size fits all” approach to candidate tagging. The terminology and specific tags your organization uses will differ based on industry, role, and even location. However, at Hireology, we have identified several categories of tags that can significantly enhance an organization’s hiring processes.
Here are some recommended categories to consider as a starting point:
- Shift-Related Tags: For instance, if a candidate is only interested in third-shift roles, tagging them accordingly can help you match them with appropriate opportunities.
- Skills: Tag candidates based on their specific skills and experiences, which can help you quickly locate individuals with the right expertise.
- Certifications: Keep track of important qualifications, such as being a registered nurse or holding specific industry certifications.
- Silver Medalists: Identify runner-up candidates who impressed you but were not selected; they could be valuable for future openings.
- Bilingualism: Tag candidates who can speak multiple languages, which can be a significant asset in diverse work environments.
The Benefits of Effective Candidate Tagging
As you move forward with your hiring process, consider implementing these tagging practices to help you re-identify standout talent that you’ve already worked so hard to find. Depending on your familiarity with candidate tagging, here are a few actionable steps to jumpstart the process.
If your ATS already has candidate tags, start by auditing the existing processes. Clean up duplicate or synonym tags and standardize the format to ensure consistency across your team. For those managing at a regional level or overseeing multiple locations, take the lead in introducing or refining this process to benefit all locations simultaneously. Remember, candidate tags are tied to the individual, not the specific job posting, meaning they’ll carry over across locations and help drive efficiencies at every level.
To see the full impact of candidate tagging and how it can transform your hiring process, schedule a demo with Hireology today. Discover how these tools can help you uncover hidden talent, reduce time-to-hire, and build a more streamlined, proactive recruitment strategy. Don’t just work harder—work smarter with Hireology’s innovative solutions!
