There are various ways of managing the contacts and data within your CRM; this article focuses purely on global tags. For a more comprehensive guide to all of the options including statuses, talent pools and pipelines, vacancy stages, profile tags and custom fields, click here.
Table of Contents
What are Global Tags?
Global tags can be applied to any candidate within your database, but also to any vacancy or talent pool. They offer a mechanism for effectively coding and segmenting your database and make it quick and easy to identify relevant candidates, pools or vacancies based on certain attributes. Tags can also be used in reporting to offer in depth insights split by a particular characteristic.
Why are Global Tags Useful?
Searching and Filtering
- Use Global Tags with advanced searching and filtering to build a highly targeted list of candidates for a particular vacancy or campaign based on key criteria. Tags will get you in the right ballpark (e.g., department, level, location) and the list can then be further refined using additional criteria such as profile tags, status etc.
Vacancies and Pools management
- Filter vacancies or pools to display only those with a particular global tag assigned (e.g., business unit, office location, job level.)
- Use combinations of global tags as building blocks to create a talent pool or candidate recipient lists for campaigns.
- Tags can be added as an action within a recipe saving the time taken by manual tagging.
- Tags can be used in conjunction with vacancy pipeline, pivot and talent pipeline reports enabling results to be filtered by a particular characteristic for more in-depth insights.
Pages and Forms
- Whilst candidates do not add tags to their profiles directly in Beamery sign-up forms, recipes can be created to automatically apply the relevant tags based on a candidate's form responses, thus maintaining the integrity of your data with minimal Recruiter effort.
Who can Manage Global Tags?
Tags can only be set up and managed by Admins and Super Admins in Beamery, but any Team Members can view available tags within the settings page, add them to a candidate profile, pool or vacancy, or use them in advanced searches or filtering.
How can Global Tags be Applied?
Tips for Using Global Tags
- Typically Global Tags should be attributes that make sense and are relevant for the vast majority of the Talent Acquisition team and therefore typically reflect an organisation’s structure. When deciding which global tags to set up, it’s useful to frame your thinking around minimum tagging expectations. I.e., what 4-5 attributes should every contact have in order to search, prioritise and report effectively.
- Naming conventions: when creating Global Tags in your ‘Customise Beamery’ settings, we recommend giving the tag a name which incorporates the category of tag. This means that a user adding or filtering by tags has the option of either directly typing the name of the specific tag to select, or alternatively typing the category name in the search bar to be presented with a list of relevant options. For example, location tags may start with ‘Loc’ followed by specific locations, (e.g., ‘Loc - London’ or ‘Loc - San Francisco.’)
Examples of Global Tags
- Hiring region - the location where a candidate could be hired. This may be a region, country, or office location. Multiple location tags can be applied to candidates who are internationally mobile or willing to relocate.
- Business unit or division - the departments within your organisation (e.g., Finance, Engineering)
- Persona - the type of role (e.g., Software Engineer, Data Scientist.
- Job level - typically these would mirror your grading structures (e.g,. Entry Level, Team Leader, Manager.)
- Priority Tags - (e.g., P1, P2, P3) to designate high priority candidates, pools or vacancies.
- Silver/Bronze Medalists - tag candidates who have already been through an application process and who you know to be a good fit for your organisation. This helps to prioritise candidates but is also useful to be able to report on, in order to measure the effectiveness of your candidate re-engagement strategy.