One of the key advantages of an applicant tracking system is having all your candidate data in one place and available to search. Our database search indexes all CVs and application form documents and makes them available to search against. However, this is only half the picture. There is other information that you become aware of in the recruitment process that is also important to append to the candidate’s profile and be able to search against. This is where tagging comes in and you can read more about tagging here.
Whilst tagging candidates so that you can search for people you might have interviewed and thought were strong candidates is really useful, it is easy for recruiters to forget to do this, or for only some users in a team to do it. For tagging to be really useful it has to be comprehensive. This is why we built our automated tagging feature.
Automated tagging works by the user setting up their job and agreeing under which circumstances that they would like a specific tag applied. The most common circumstances might be when a candidate applies or when you decide to either shortlist or interview a candidate.
Adding automated tags after a candidate applies
So for example, you are looking for a fork lift truck driver who is willing to work weekends. You set up a job and include in the job description that the successful applicant must have a fork lift truck driving license and also be willing to work weekends. Now this is not sufficient as we know in this busy world we live in not all applicants will read the job description in detail. So you also set up vacancy specific questions to confirm that the candidate meets these criteria:
- Do you have a fork lift truck driving license?
- Where did you gain this license from?
- Are you available to work weekends?
Now you know that all applicants who successfully apply meet these criteria. You can add two tags to all applicants for this role:
Now you can search for these tags in your candidate database if you need a candidate in the future who must be free to work weekends and has a fork lift truck driving license.
Adding automated tags after a candidate is shortlisted
In this example, we might consider a skill that is hard to search by keyword such as “Fluency in German”. On a CV this might be listed in many ways for example:
- Mother tongue: German
- Multi-lingual AND German
- Bi-lingual AND German
- Fluent AND German
And many more.
Most organisations who recruit for language skills will have a telephone interview early in the process to confirm that they are satisfied that the candidate really in fluent to the level they need. In this example, let’s imagine that the recruitment process is:
- Candidate applies
- CV and application reviewed
- Informal telephone interview occurs to confirm language skills and other key information
- Candidate shortlisted for hiring manager to review
The recruiter using this process can setup automated tagging for this job to tag all shortlisted candidates as “Fluent in German” as they can be confident that every scenario where they shortlist for this role, this tag should be applied.
Other potential tags you might use
- Runner up at interview
- Passed our internal test on XXXXX
- Psychometric profile test categorised this candidate as XX
- Red hot (this is typically used for a highly relevant and competent candidate who you do not yet have a job for)
- Available to work part-time
- Willing to relocate
- Available for temp positions
By having a clear tagging strategy you can reduce both your costs and time to hire by being able to quickly identify candidates who have previously applied to your organisation.