Here at Recruitee we have a set of tags that we use for 'the voice of our candidates' i.e. the people we are trying to hire. Depending on what they're telling us, we'll tag them as “Senior", "Support", "Amsterdam" or the stage that they are in like "On-site" or "Phone Screen" and so on.
Or, a lot of the time we'll even get more specific with our tag names for candidates such as "cancellation term of 2 months". When it's time to review this after a few weeks, you can visit the the tags and sources. Then all the candidates, and jobs, you've tagged will be there in one place.
If you and your team are tagging consistently over time, you'll acquire valuable data that will directly inform how your talent acquisition strategy evolves.
Make your tags memorable
You’ll likely have lots of candidates to keep track of. So it’s important to add as much context as possible to each new tag you create. For example, instead of just calling your tag ‘Customer Success’ you can add the location and preferred starting date so it reads something like ‘March_2019_Customer _Success.’ This will help you find and manage tags you created during a specific time period when you’re revisiting roles or reconsidering strong candidates from the past.