Datapeople Reviews & Product Details

They suggestions that are provided to make it easier to edit.

It predetermines how many years of experience is needed for specific titles and will hurt the grade if your system doesn't agree with our metrics for a role

Wording to avoid scaring away candidates

Being guided on how best to word and phrase the job description so as to attract more candidates

It does not take into consideration cultural context and usage of words and terms in certain cultures

Saves time building job descriptions and it helps build a job description that candidates are drawn to

I started using Datappl when it first launched, and it has improved by leaps and bounds. The collaboration possibility and the automation is the best when creating and reviewing job descriptions.

I dislike that there are still sections that you can't bypass. For example, branded content that can't be edited but still gets highlighted and underscoring words that must be included, such as Analyst.

It's contributing to our DEI goals in making sure that we have inclusive job descriptions, and the automation with Greenhouse is beneficial for efficiency of our recruiters and HMs.

Helpful to collaborate with hiring managers on their job description - enabling to go through the process of testing different things/learning about language that will work well from a DEI perspective.

Our integration between DataPeople and Lever doesn't allow direct upload of a JD from the draft by the HM to the recruiter. Meaning I have to copy/paste it which takes time and effort. There's also a disconnect with the spacing that can make JDs look sloppy and lots of editing/back and forth.

Datapeople helps our jobs be more equitable in our searches therefore assisting with our DEI efforts. More inclusive language makes our roles more appealing to diverse candidate pools.

I like the rating system, which gives a clear indication about where to improve a job description. It's a clear UI which is simple to use making it accessible to those who aren't necessarily in HR as well.

I've found it difficult to create custom templates, because it's unclear what sections can be modified or not which tends to be restrictive. However, maybe this is part of my org's setup/settings.

Datapeople solves the problem of writing job descriptions that aren't inclusive or aren't of a high quality. This benefits me because I can get instant feedback without needing a human review each time.

Checking the language we use and helping us write succinct adverts.

The need for years of experience - we don't use years in our adverts and this affects the score.

Ensuring managers write inclusive adverts.

Makes our job ads more inclusive and cuts down on unnecessary verbiage

Extra step in our job ad creation process, can slow us down a little bit.

Helping to creat better job ads for us.

The ability to optimize our job postings

Sometimes needing to troubleshoot issues.

Increases our pool of diverse candidates and makes our listings more relatable.

Easy to use, efficient and reduces manual tasks. The interface is also very intuitive and I love the way it makes my language more intriguing while writing job descriptions.

I like Data People a lot and can't think of anything which I dislike in particular. A little more customized templates would be helpful.

I think Data People makes sure that we are inclusive in our recruitment and helps create JDs which are catering to all types of people.

DataPeople is a very intuitive solution to optimizing your job posts. You can make edits fairly quickly and revert back to the original description at any point

DataPeople is currently integrated with our ATS (Lever). When setting up the job, sometimes the formatting doesn't always show up consistently from DataPeople to Lever and vice versa

Writing inclusive job posts, optimizing length, build diverse pipelines, store job descriptions in one place

I really appreciate the recommendations that makes the job postings more DEI friendly.

I can't think of anything I dislike. The job posting format could possibly use a face lift.

It's helping us to attract a more diverse group of people and is reflective on the diversity of our applicants.

The responsiveness and support from the reps through onboarding thus far.

Timeliness of implementation. We are still undergoing implementation and awaiting training for our recruiting team.

debiasing our job postings and embedding a template within our ats for easing our posting process.

I really like the recommendations and suggested edits, and the whole gamification of getting to the good "score"! Ability to collaborate and use job posting templates from the library are also great features. I think as we have more JDs saved, this will raise the overall quality of our job postings for the whole company!

The text editor capabilities leave room for improvement (e.g. i couldn't figure out how to create bullet points) and i was hoping for more flexibility in arrangement of the different sections.

Personally, it will make creating JDs much faster as i have my previous postings saved. And obviously the inclusive language is important as we try to scale rapidly in the coming years.

I found the guided notes for making edits to improve score helpful.

It is not clear to me how to post role live, or what that means in Datapeople. My workflow is to make edits to get a high enough score, and transfer role description over to ATS where role is posted.

Solving for job descriptions that are confusing, vague, or not inclusive.

Tips for how you can become more appealing to a larger, more diverse candidate pool. I didn't realize some of the language I was using didn't support that. Hoping that I can attract more candidates!!

Some of the words were marked or determined as corporate lingo.. well I do work in a corporation! I am looking for someone with experience navigating a corporate enviroment. Would like to be able to use some of this language without being dinged. Perhsp a "seniority" measure could help? I would expect anyone who is not entry level to be able to understand and navigate corporate lingo

Creating a more diverse and inclusive workforce. Starting with the job description to attract a wealth of different candidates. I love that it's gameified with a scoring system

I like how it highlights what to correct and what looks good. Making a JD looking more approacable and unbiased is key in getting more response of quality candidates.

Adding new fields is confusing. This functionality is very clunky. Also a button that allows us to share a link would be helpful to rather than having to copy the url.

We are solving the problem of low applicant flow and increasing more accurate profiles to our jobs. I think it's tough to evaluate the benefit. For example we posted 2 jobs where we have not gotten very many applicants so how can we diagnose if the suggestions Datapeople made are meeting those goals?

With Datapeople, it is super easy to write efficient Job Descriptions, get instant feedback, and remove unnecessary details. The form is easy to navigate, and errors are easy to correct as you get clear guidance and suggestions.

Sometimes, you disagree with the feedback, so you can not modify the text, making it harder to reach the 80+ grade. It would be great to be able to send review suggestion in specific cases.

In my company, we use it for almost all Job Postings at a certain level. We use a template from hiring managers to start from. It makes it easier for the recruitment team to review and approve JDs, and to have standard postings.

The AI and easy to use functionality. I also love how it makes recommendations.

Sometimes specific job descriptions (like Engineering or Analytics roles) are very gender unfriendly i.e. have language about analytics which can decrease the score. There aren't easy work arounds but am hoping for future enhancements.

Making job descriptions more gender neutral and friendly.

I like that it goes further than to highlight the words and tell you they are more masculine or will turn people away based on a demographic. It tells me what words I can use instead of the one I originally chose which is great.

There is nothing on the platform that I dislike yet.

We are making our job descriptions better and there is now a platform to collaborate with the hiring managers on the jds.

The suggestions to edit phrases that might not be approachable for candidates

Nothing! I think it is a great tool for hiring managers.

I've been able to adjust my job posting to attract more diverse candidates