All over the U.S., business leaders are facing increased pressure caused by the uncertain economy. These rising challenges are changing hiring practices and long-term strategies for companies in nearly every sector. With many unknowns on the horizon, companies need to be agile and resourceful to stay ahead of the curve.
How are hiring managers and business owners preparing to navigate the volatile economic climate? Keep reading for insights on industry changes and what company leaders are doing to weather the storm.
<h2>Challenges of the Current Hiring Landscape</h2>
Best practices are changing at a rapid pace due to the impact of the pandemic. Early on, initial lockdowns, material shortages, and a boost in eCommerce sales led to a surge in the economy and overwhelmed many industries; while some teams were laid off, others were overworked and burned out.
Today, the pandemic fallout continues to have a huge impact on the workforce. A heightened number of Baby Boomers chose retirement, leaving many skill and experience gaps in the workforce. The <a href="https://www.pewresearch.org/fact-tank/2022/03/09/majority-of-workers-who-quit-a-job-in-2021-cite-low-pay-no-opportunities-for-advancement-feeling-disrespected/">Great Resignation</a> also included millions of workers who quit their jobs and changed career trajectories.
These events have caused a surge of challenges impacting nearly every industry.
<ul>
<li style="font-weight: 400;" aria-level="1">Looming recession: Spending is expected to slow and affect many industries.</li>
<li style="font-weight: 400;" aria-level="1">Quiet quitting: Workers are mentally checked out and doing the bare minimum.</li>
<li style="font-weight: 400;" aria-level="1">Heightened expenses: Inflation and material shortages impact profit margins.</li>
<li style="font-weight: 400;" aria-level="1">Talent shortages: Fewer experienced workers are available to fill open positions.</li>
<li style="font-weight: 400;" aria-level="1">Uncertain profits: Many industries may not experience typical seasonal spikes.</li>
</ul>
<h2>How Hiring Challenges are Impacting Hiring Managers and Employers</h2>
Staffing and employment practices are directly impacted by the recession, inflation, worker shortages, and the Great Resignation. There are a few noticeable ways hiring tactics have changed because of these challenges.
<h3>Talent Managers are Hiring Faster</h3>
Many companies have open positions they need to fill. More than 10 million positions remain unfilled in the U.S., according to the U.S. Bureau of Labor Statistics (<a href="https://www.bls.gov/news.release/jolts.nr0.htm">BLS</a>). As companies compete to fill positions, the process has become more streamlined in an attempt to snatch up talent as soon as possible.
The average job hunt for someone out of work took around three or four months to complete in 2021, according to the median duration of unemployment reported by the <a href="https://www.bls.gov/news.release/empsit.t12.htm">BLS</a>. However, that number dropped significantly in 2022, hitting just over two months of unemployment on average.
Talent managers are finding ways to sort through applicants faster. The<a href="https://www.shrm.org/ResourcesAndTools/business-solutions/Documents/Talent-Acquisition-Report-All-Industries-All-FTEs.pdf"> Society for Human Resource Management</a> says the average time-to-fill benchmark is 36 days.
<h3>Many Workers are Looking to Jump</h3>
There is a new trend of &ldquo;quiet quitters&rdquo; &mdash; or workers searching for new opportunities long before they make the leap. Burned-out and unhappy workers typically do the bare minimum at work as they search for new opportunities.
This trend means many working professionals are currently interested in changing roles or industries. According to<a href="https://www.pewresearch.org/social-trends/2022/07/28/majority-of-u-s-workers-changing-jobs-are-seeing-real-wage-gains/"> PEW Research Center</a>, 77% of workers who left a job in 2020 were either unemployed or leaving the labor force &mdash; only 23% left their jobs for a new employer. In 2022, the number of workers leaving their job to join a new employer rose to 34%.
PEW reports 22% of workers will actively look for a new job in the next six months.
<h3>Employers are Rethinking Qualifications</h3>
With many experienced workers leaving their jobs, hiring managers are slowly changing their expectations for prior experience. Rather than searching for workers with years of experience in the field, many hiring managers are looking for skilled workers with a solid work ethic to fill open positions.&nbsp;
Instead of expecting long histories in the industry and higher education traditionally required for these roles, hiring managers are starting to look for certifications that show workers are interested in changing fields.
<h2>Employers Plan to Adjust for Upcoming Recession</h2>
Because of these changes, there are three major ways many companies plan to adjust their strategies.
<h3>Making Smart Hires</h3>
Choosing the right people for each job is crucial for companies that want to improve their workplace culture, stay fully staffed, and avoid unnecessary turnover. Companies need to understand their candidates' goals, objectives, and strengths before they make a hiring decision.&nbsp;
Making smarter hires means bringing in individuals who are more likely to be loyal to your company because they are entering a mutually beneficial working relationship. Workers are motivated if your company offers them better pay and professional growth opportunities they didn&rsquo;t have in their previous roles.
<h3>Improved Budgeting</h3>
Hiring managers need cost-effective ways to bring in talent without overspending in a volatile economy. One way employers can optimize a hiring budget is by looking for talent in unusual places. This may mean <a href="https://www.careercircle.com/blog/post/rethink-qualified-changing-the-way-the-industry-views-employee-talent-development">changing your qualifications for talent</a>.
For example, selecting new hires that don&rsquo;t have extensive industry experience can lead to lower starting salaries. There are many motivated professionals willing to learn the ropes and gain the hard skills needed to succeed in a new industry.
<h3>Increased Insights</h3>
Achieving a faster time-to-fill rate helps avoid understaffing and improves productivity in the workplace. Relying on resumes alone has become an outdated tactic that often <a href="https://www.careercircle.com/impact">overlooks certain groups</a>. Employers are using better tools and platforms to sort through candidates and make more insightful hiring decisions.
For example, a single mother who left the workforce for a couple of years to care for her family might automatically be disqualified if the employer only scans her work history. Using tools that dive beyond the resume can help the employer consider valuable soft skills, like her incredible dedication and ability to work within a team structure. Employers can <a href="https://www.careercircle.com/employers/signup">use smarter tools</a> to help them consider relevant candidates they might otherwise count out.
<h2>Finding New People from New Talent Pools</h2>
As part of a cost-saving initiative, employers are starting to consider talent they didn&rsquo;t previously consider qualified &mdash; like candidates with large resume gaps or less than five years of experience.
Employers find they can often bring in talent with less experience at a lower cost while giving them an opportunity to change industries. This can really be a win-win relationship!
At CareerCircle, many of our members have completed certifications to help them change career paths. You&rsquo;ll find candidates working in unrelated fields that are well-versed in areas such as:
<ul>
<li style="font-weight: 400;" aria-level="1">UX Design</li>
<li style="font-weight: 400;" aria-level="1">Customer Service</li>
<li style="font-weight: 400;" aria-level="1">Project Management</li>
<li style="font-weight: 400;" aria-level="1">IT Support</li>
<li style="font-weight: 400;" aria-level="1">Digital Marketing</li>
<li style="font-weight: 400;" aria-level="1">Data Analytics</li>
<li style="font-weight: 400;" aria-level="1">Programming</li>
</ul>
&hellip;and more!
Diving into a new pool lets you <a href="https://www.careercircle.com/blog/post/build-a-diverse-candidate-pool-and-grow-your-talent-pipeline-with-careercircle">expand your talent pipeline</a>. But CareerCircle also helps streamline your process by making it easier to find qualified candidates, access instant insights, save favorite profiles, and post job openings.
<h2>It&rsquo;s Time to Rethink Qualified</h2>
If you want to prepare for economic unknowns, you need to make smarter hiring decisions and consider traditionally &ldquo;unqualified&rdquo; candidates.
You can find a diverse group of candidates motivated to change careers and perfect for your workforce through CareerCircle. Members can create 360&deg; profiles to showcase their skills, interests, and workplace characteristics, <a href="https://www.careercircle.com/blog/post/how-the-360deg-candidate-view-helps-hiring-managers-find-the-right-fit">going way beyond the limitations of a typical resume</a>.
Are you ready to rethink qualified? We have the perfect opportunity for you!
Join us at the CareerCircle Job Fair!
CareerCircle Job Fair February 16, 2023 11 AM &ndash; 3 PM EST
<a href="https://app.premiervirtual.com/events/00a3f062-f997-4b35-a42b-3335f86fbdbb/careercircle-job-fair">Sign up for our career fair now</a> to find skilled and driven candidates ready to make a professional change. This CareerCircle Virtual Career Fair is FREE for hiring managers and employers.

How are you adjusting hiring to meet the current challenges of your industry? It’s time to be agile and rethink qualified.

Smarter Hiring Initiatives

Smart Hiring Initiatives to Weather a Recession, Talent Shortages, and Inflation

Are you scrambling to fill positions for your company? Today's tools can help you explore larger talent pools and streamline your hiring process. This blog will explore why our 360&deg; candidate view helps hiring managers find skilled workers to fit their teams and fill open positions.
<h2>Navigating Skilled Worker Shortages</h2>
Before we discuss why the 360&deg; tool is valuable for hiring managers, it's important to consider the current challenges changing the hiring landscape.
There is an <a href="https://www.uschamber.com/workforce/understanding-americas-labor-shortage-the-most-impacted-industries" rel="follow">unprecedented shortage of American workers</a> impacting businesses in every sector. The U.S. Chamber of Commerce reports over 47 million workers quit their jobs in 2021 &mdash; sparking The Great Resignation.
Most companies are experiencing fallout caused by this trend. Over&nbsp;<a class="editor-rtfLink" href="https://fortune.com/2022/08/15/finding-finance-talent-harder-82-percent-big-employers-struggling/" target="_blank" rel="noopener">82% of hiring managers</a>&nbsp;say they are struggling to attract and retain top talent.
Yet&nbsp;<a class="editor-rtfLink" href="https://www.prnewswire.com/news-releases/new-bersin-research-finds-that-75-of-companies-struggle-to-recruit-effectively-301524905.html" target="_blank" rel="noopener">research</a>&nbsp;also found that&nbsp;only 25% of employers are offering clear opportunities&nbsp;for skill development,&nbsp;only 11% promote a culture of internal mobility, and&nbsp;only 8% actively recruit from underrepresented groups.
To&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/blog/post/the-future-of-work-how-pandemic-era-staffing-shortages-have-impacted-the-job-market" target="_blank" rel="noopener">navigate the current worker shortage</a>, hiring managers need to take a different approach.
<h2>Why Hiring Managers Miss Out on Top Talent</h2>
To adapt during this time of reshuffling, businesses need to change their hiring practices. Too many managers miss out on top talent because they don't know how to look for the diamonds in the rough. Here are three ways you may be skipping over the best candidates.
<h3>Resume Scanning Tools</h3>
Looking through resumes can become a time suck, so it's easy to feel tempted to find a tool that does the heavy lifting for you. But if you are using applicant tracking software (ATS) to sort resumes, it may&nbsp;reject great candidates because their resumes aren't formatted correctly.
Resume scanning tools might seem like efficient solutions, but they can cause more issues than they solve. If you are having trouble finding top talent to fill your job openings, then you may need to ditch the software and take a more hands-on approach.
<h3>Skill Expectations</h3>
The talent well may feel dry if&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/blog/post/rethink-qualified-changing-the-way-the-industry-views-employee-talent-development" target="_blank" rel="noopener">your requirements are too stringent</a>.&nbsp;
In today's market, many driven and passionate individuals fail to pass the paper test. When jobs ask for years of experience, they fail to give any experience to the fresh-faced applicants eager to dip their toes into the industry. And many talented people don't go after traditional education because of the crippling cost.
Some things &mdash; like personal drive and integrity &mdash; are harder to train than technical skills or industry experience. Offering upskilling opportunities or apprenticeship programs can help bridge the gap for new workers who aren't trained on the specific skills you need.
<h3>Ignoring Personalities</h3>
Another thing that can waste a lot of time? Bringing in a highly qualified candidate, only to find out they don't mesh well with your company culture or team.&nbsp;
Personalities and working environments can clash, leaving you to go back to the talent search.
You might miss out on top talent because a resume doesn't provide insight into professional drive and potential. A list of skills and experiences on paper doesn't show how an employee will fit into the team you already have in place.
<h2>How the 360&deg; Candidate View Helps You Find the Right Fit</h2>
CareerCircle wants to help employers discover candidates they might not otherwise consider. Here are four ways you can use the 360&deg; tool to improve your talent search and hiring process.
<h3>Go Beyond the Resume</h3>
With the 360&deg; view, you aren't limited to a list of proficiencies, certifications, or experience. Go beyond the resume to look at other attributes and characteristics of candidates. The 360&deg; view will allow you to better understand the whole person.&nbsp;
See video introductions:&nbsp;Watch introductory videos to get a better understanding of personality and mannerisms before setting up an interview.
Look at personality assessments:&nbsp;See how employees are likely to fit into your workplace with assessment results of their personality and career style.
Search by keywords:&nbsp;Use industry terms to search through employees, and our tools will sort by keyword relevance, giving priority to fully filled profiles.
<h3>Get a Feel for How Employees Fit Into Your Team</h3>
Personal energy impacts how someone fits into your current company culture and team. If a new hire doesn't fit the energy level and workflow of your company, then they will cause friction or burnout. With the 360&deg; view, you have the opportunity to see how candidates view their career paths and choose to present themselves, giving you a better picture of who they are.
Experience personal mannerisms:&nbsp;A personal introduction video is each candidate's chance to present themselves to a future employer. As a hiring manager, you can get a better feel for who someone is and base your decision on which candidates are most likely to make a good fit.
Glimpse professional drive firsthand:&nbsp;When candidates put in the work to fully fill out a profile and record an introductory video, they show their dedication and drive. In a 360&deg; profile, you get to see a glimpse of just how committed candidates are to bettering their future &mdash; which indicates a promising level of commitment to a future employer.
Listen to what candidates are looking for in a workplace:&nbsp;We encourage candidates to consider what they want in a future employer. You can listen to candidates explain what they bring to the table and what goals they have for the future. We believe establishing this upfront can help increase retention rates, saving you time and money in the long run.
<h3>Speed Up the Hiring Process</h3>
As a hiring manager, your time is valuable. You can use the 360&deg; view to streamline your recruiting and hiring process.
Understand candidate goals:&nbsp;Discover how your company might play a role when a candidate explains their goals or plans for the future. You can determine if you offer the right environment to support their future without scheduling the first interview.
See rates and gain pricing transparency:&nbsp;Candidates are asked to clarify what kind of compensation they are looking for in a new job. You will be able to see their ask and associated fees with bringing them on board. A transparent process takes the stress out of the price-haggling process.
Filter and sort applicants:&nbsp;Our tool is designed to help you find the talent you need. Use the 360&deg; view to help you find applicants that are already qualified, interested in becoming qualified, or are located in the right areas. See personality, career traits, and desired salary at a glance. You can even filter out applicants who haven't created introduction videos, completed their profiles, or submitted a resume.
Gain insights before an interview:&nbsp;Before ever meeting your candidate, you can learn things about them from the 360&deg; profile. Gain talking points to help break the ice during your initial interview. We'll speed up the process by helping you feel like you are talking to a familiar contact, not a new face.
<h3>Move Into Your Talent Pipeline</h3>
The 360&deg; tool integrates easily with the rest of CareerCircle's tools.&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/employers#overview" target="_blank" rel="noopener">Create your talent pipeline</a> so you never scramble to find potential new hires.
Use in tandem with your CareerCircle pipeline: You can move your favorite profiles into your talent pipeline to help you organize your hiring process. Our tools work hand-in-hand, creating a seamless workflow to move search results into saved talent profiles.
Create labels for different targets:&nbsp;Most hiring managers are looking to fill multiple positions at any given time. Use convenient talent pipeline labels to track which profiles are possibilities based on their skill sets, locations, experience, industry, personality, desired salary, and more.
Track candidates to increase search efficiency:&nbsp;Keep your eye on profiles, even when you don't have the perfect role for them. Our pipeline makes it possible to watch your favorite talent profiles so you can reach out when you have the right position pop up.
Organize outreach to avoid redoubling your effort: Reaching out to more than one profile? Keep track of your efforts with the talent pipeline. CareerCircle can help you set up interviews and connect with top talent for your company.
<h2>Start Using the CareerCircle 360&deg; Candidate View Today!</h2>
Are you ready to find the right fit? Stop sorting through piles of paper resumes. Stop relying on ATS to narrow down your choices.&nbsp;It's time to try something different &mdash; It's time to start seeing candidates as people, not just resumes.&nbsp;
CareerCircle is committed to helping hiring managers like you discover talented individuals.&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/employers/signup" target="_blank" rel="noopener">Sign up today</a>&nbsp;and start browsing 360&deg; candidate profiles!
&nbsp;

Stop wasting time browsing resumes. See how our 360° Candidate view is designed to help you see the candidate beyond their resume.

360° View Helps Hiring Managers Find the Right Fit

See how our 360° Candidate view is designed to help you see the candidate beyond their resume.

How the 360° Candidate View Helps Hiring Managers Find the Right Fit

A solid recruitment process is crucial for companies that want to operate at full capacity. With an increasing number of job openings and staffing shortages across the country, companies are competing to attract and retain top talent.
A&nbsp;<a href="https://web.manpowergroup.us/talent-shortage-solutions">record&nbsp;74% of companies</a>&nbsp;in the U.S. are struggling to find the top talent they need&nbsp;&mdash; up from 14% in 2010. The&nbsp;<a href="https://www.bls.gov/news.release/jolts.nr0.htm">U.S. Bureau of Labor Statistics</a>&nbsp;reports&nbsp;nearly 11 million job openings, with the rate of monthly new hires not much higher than separations&nbsp;(6.4 million to 5.9 million). We are in the midst of the biggest workforce reallocation and metamorphosis since WWII.
To help improve hiring initiatives, companies are focusing less on resumes and more on the human element. These seven trends shaping candidate sourcing are examples of hiring best practices your company should adopt.
<h2>Building a Hiring Ecosystem</h2>
You should start by building an environment that attracts and supports top talent throughout the entire hiring process. A hiring ecosystem requires clear communication and a path forward. While your ecosystem may include some automated features (like thanking your applicant), most of the connections and guidance should have a personal touch.
If your hiring process takes too long, you might lose top talent to other offers.&nbsp;Less than&nbsp;<a href="https://www.indeed.com/career-advice/interviewing/average-response-time-after-interview">4% of employers</a>&nbsp;give applicants feedback within a day&nbsp;and&nbsp;the average response time after an interview is 24 days.&nbsp;Offering faster feedback can foster positive feelings with candidates and help you gain the edge on competing employers.
If your process is too demanding, you might not attract potential hires who are too busy filling out multiple applications and fielding other job offers.&nbsp;<a href="https://whattobecome.com/blog/interview-statistics/">Half of all candidates</a>&nbsp;who feel disrespected during the recruiting process will walk away.&nbsp;Poor communication about expectations or company culture might leave you with a new hire who won't last long in the position.
<h2>Proactive Candidate Sourcing Strategies</h2>
Don't wait until it's time to hire to look for candidates.&nbsp;Rushing to fill a job without any candidates in mind leaves you with whoever is available &mdash; not whoever fits best.
Instead, spend time backfilling your talent pipeline so that you have potential candidates ready to contact as the need arises. Create partnerships that naturally keep talent within reach at any time.
<h2>DE&amp;I Considerations</h2>
Diversity, equity, and inclusion (DE&amp;I) can forever change your organization's culture for the better. If you want to&nbsp;<a href="https://www.careercircle.com/blog/post/the-future-of-work-top-trends-contributing-to-diverse-workforce-development-in-tech">attract a diverse workforce</a>, you first need to understand the pain points and needs of minority groups, so your company is welcoming and supportive.
It's natural to choose candidates that feel relatable or familiar &mdash; candidates that look, act, or talk like you. But this unconscious bias leads to a homogenous workforce. Rather than try to deny it or feel bad about it, your next step should be to understand your personal&nbsp;<a href="https://www.forbes.com/sites/forbescoachescouncil/2018/05/01/why-you-mistakenly-hire-people-just-like-you/?sh=4428756b3827">tendency toward bias</a>&nbsp;and work to minimize its impact on your hiring decisions.
For example, how did you feel about the last employee who disagreed strongly with a leadership decision or wanted to use a different process?&nbsp;<a href="https://whattobecome.com/blog/interview-statistics/">76% of recruiters</a>&nbsp;reject candidates who seem arrogant.&nbsp;Does your approach encourage diversity in your team's personalities, work styles, and perspectives?
And third, reach beyond your typical pools to target talent in underrepresented groups. The goal isn't to hire people&nbsp;because&nbsp;of workplace diversity, but to target&nbsp;underserved&nbsp;groups and ensure your own bias isn't counting people out if they act, look, or work differently than you.&nbsp;<a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting">Providing workforce equity</a>&nbsp;means ensuring potential hires are considered in the best light and given a fair shake at getting in the door.
<h2>Tapping into New Talent Pools</h2>
If your incoming talent leads aren't diverse, it may signify a problem in your targeting. If you are going to pursue people who big-box staffing agencies typically miss, you need to expand your parameters and explore new talent pools.
For example, you may consider an employee trying to make a lateral move from a completely different field &mdash; like teaching or warehouse management. Or you might give an employee a shot at re-entering the workforce after years of time off to raise children or pursue a passion. It may require some time and effort upfront to get the new hire trained and up-to-speed, but you could discover valuable talent that no one else was even giving a second glance.
<h2>Assessing Your Hiring Process</h2>
Only&nbsp;<a href="https://www.saplinghr.com/10-employee-onboarding-statistics-you-must-know-in-2022">26% of employees</a>&nbsp;are asked for feedback on the recruitment process. This is vital data that companies should use to inform their future hiring process. But&nbsp;listening to a candidate's experience&nbsp;also makes 91% of new hires&nbsp;feel more positively about their employers.&nbsp;
Start out with a culture that is ready and willing to listen. Candidates who were asked for feedback before onboarding were&nbsp;79% more likely to refer others to the company.
<h2>Relying on the Human Element</h2>
The fad of using AI to sort through resumes has started to show some serious shortcomings. Leading companies are now leaning toward keeping the human element in the screening process to avoid missing out on talent because of lacking keywords on a resume. Screening software will only help those who know how to game the system.
Tools can be valuable in the recruitment process, but only when supporting the human expert behind the decision. Use your experienced and knowledgeable team to help choose top candidates from diverse pools &mdash; even if their resumes don't include all the buzzwords or proficiencies listed in your job description.
<h2>Finding Networking Partners</h2>
Bringing partners into your hiring network is another way to expand your talent pool. Community groups often have ties to people hunting for jobs and may help you diversify your leads.
It usually takes time to form these connections and find the right partners. So, build up your network to create your ongoing hiring ecosystem.
Working with an&nbsp;<a href="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers">equitable recruiting company</a>&nbsp;can also help build your partner network and diversify your sourcing efforts. A staffing agency focused on a holistic hiring approach is going to partner with nonprofits and community groups to find underrepresented candidates. Rather than focusing on resumes alone, an equitable recruiting agency helps evaluate work ethic, characteristics, motivations, past experiences, and skills to give you a clearer picture of the person as a whole.&nbsp;
If you want to expand your talent pool with underrepresented candidates from a network partner with a human touch, we can help.&nbsp;<a href="https://www.careercircle.com/employers/signup">Create your CareerCircle account</a>&nbsp;for free today to get started!

With increasing job openings and staffing shortages across the country, companies are competing to attract and retain top talent.

7 Trends Shaping Candidate Sourcing Strategies

To help improve hiring initiatives, companies are focusing less on resumes and more on the human element. These seven trends shaping candidate sourcing are examples of hiring best practices your company should adopt.

*UPGRADE IN PROGRESS* -- CareerCircle platform upgrades will occur between Monday June 27th 10PM Eastern Time through Tuesday June 28th 4AM Eastern Time.&nbsp; The system may be intermittently unavailable during this timeframe.&nbsp;&nbsp;

*UPGRADE IN PROGRESS* -- CareerCircle is upgrading its capabilities and as a result the system may be temporarily unavailable as we bring new capabilities and infrastructure online to better serve our members.&nbsp; If you receive an error during this timeframe please bear with us as we're working to improve our system and you may need to retry that operation at a later time.&nbsp; &nbsp;

staffing

14

Articles

Smart Hiring Initiatives to Weather a Recession, Talent Shortages, and Inflation

How the 360° Candidate View Helps Hiring Managers Find the Right Fit

7 Trends Shaping Candidate Sourcing Strategies

Tags