Datapeople Reviews & Product Details

I like DataPeople as it's easy to enable extensions into your systems, to avoid duplication but also remind you to use it.

Sometimes certain language is unavoidble - such as listing good written communication skills for role in copywritting and there's little way to work around that.

Datapeople encourages me to observe language commonly used, and understand its external connotatons and meanings I like that it offers some alternatives to find less gendered language in these instances

I like the layout and intuitiveness of the platform. It's very easy to pop up a job ad and I like the fact that you can lock certain static elements that you want in all job ads.

Haven't come across anything yet in the 4 months that I have been using it.Would be great to get recommendations of how to improve inclusivity for instances where the score is <80

Diversity rating consistency. It gives me a good indicator of how good my job ad is before posting. It also makes me consciously think about my language more and makes my wording more intentional.

To write attractive job postings for my positions.

Sometimes I have to invert time to write the post correctly.

They are giving us tutorials to learn how to use it.

Data-people provides very thoughtful insights - the feedback it provides is valuable in supporting a recruiter's recommendations to hiring managers and truly encourages change in what's published.

For my company specifically, it can be hard to fit everything necessary into a job positing while still getting a "good" score. The amount of COMPANY required content leaves very little room for the JOB specific necessary content.

Datapeople is helping to reduce wordiness and detracting language in job descriptions. It's data-driven "advice" is encouraging our hiring teams to make changes that they weren't interested in making prior, despite the advice of the recruiting team.

Extremely easy to write inclusive Job Descriptions with Datapeople. The tool integrates perfectly and easily in our system. No seperate log in needed like some other apps.

Sometimes while trying to make the Job description more inclusive the overall meaning of the Job description slightly changes. This can be worked in background for future software updates.

Datapeople is helping us write inclusive Job descriptions ensuring a wider acceptance in the talent world. This gives us more confidence in pitching our roles to the job seeker audience.

Datapeople helps identify ways to make your publications more inclusive. Your writing style might inadvertently turn some candidates away. It's great to have "another pair of eyes" that helps you improve your overall JD and employer branding.

At times the tool can identify phrases and wording that is less inclusive without providing common alternatives or suggestions. It makes you brain-storm to try and get a message across in a well-received, engaging, and non-biased manner.

A large part of our company culture revolves around DE&I and Belonging. We want to make sure that we're always creating a welcoming environment from all in all facets of the organisation.

Makes the job description very attractive and gives a good idea.

A little more clarity to link to the ATS would be good

Helping us create better job descriptions!

I like that the site recommends verbiage and helps to take the guesswork out when writing job decsriptions

Nothing at this time- keep up the great work!

Data people is increase the caliber of candidates that we are getting!

Direct implementation of recommended fixes and the ability to sync directly with the post.

There are times where the recommended fixes are part of PR approved messaging. The ability for System Administrators to stop certain phrases as an error would be great.

Job post consistency across roblox.

I really like how it is so easy to use and it makes my job a lot easier

So far, I have not experienced any negative feedback while using this

This really helps out with LinkedIn and the data that I'm using

Keeping it short and simple. Candidates rarely need a laundry list of responsibilities. I see the JD as a tool for advertising the role to potential candidates rather than as an exhaustive list of roles and responsibilities. In that light, one might be able to boil down the responsibilities to just 3-5 bullets that sell the role a little more and datapeople helps you cut the fluff, use language that speaks to the candidate, strong action verbs, etc.

I would love to distinguish qualifications from knowledge and skills required for the role. An additional section for knowledge and skills would be great. I think title recommendations can be crowd sourced using some algorithm to recommend titles that best match real world applications.

Most JDs I have written on datapeople pull in the a relatively higher number of potential candidates for the role versus traditional JDs. I also get to standardize and harmonize multiple JDs across countries of operation. Our DEI commitments are also adequately reflected in the JDs.

the real-time feedback in the job description helps us use more inclusive language and remove language that would keep someone from applying. The gamification is extra fun for hiring managers and they get competitive in a fun way to get the best scores.

There are certain words that we cannot change and it doesn't allow for us to highlight them to Datapeople to potentially include in the approved list.

Increasing the quality of applications and improving the communication between hiring managers and recruiters.

It helped me make the JDs short, neat, and straight to the point.

I was unable to capture the reasons why some specific words were not good/recommended to use!

Ensure the JD is written to attract the best talents that fit the role.

Its an actual tool you can use to improve your ability to bring diverse voices into your company. So much of DEI is hit or miss, but Datapeople is always a hit

The tool is still a little wonky - the text blocks are hard to move around and delete.

I have worked a fair amount with executives from traditional companies who write super jargony job listings and its helpful to use Datapeople to show them why this is no longer a great way to go about writing listings

I love the mission, the focus on inclusivity. and keeping things short, simple, and to the point. It's helped me craft better job descriptions with hiring managers who haven't been focused on these things in the past.

Nothing significant that jumps to mind. It might be helpful if perhaps some basic job titles could have specific tips for things to mention, rather than it being a basic guide for job descriptions.

See above. It helps with crafting inclusive job descriptions and has made our company more approachable, more inclusive, and has created a consistent template for us to be uniform in how we advertise our jobs.

I love how quickly datapeople syncs to out ATS (greenhouse). I also really like how user-friendly the tool is

There is nothing really top of mind - there are a few suggested edits to title / years of experience that I often times do not change (and would be curious to get more info behind the suggestions) but overall great tool.

Increase diversity/inclusion in our job descriptions -- relatively new with the tool so no immediate data but excited to continue to leverage it

I love the real-time feedback I get when improving our job descriptions. The tool is user-friendly and integrates with our ATS Greenhouse, and includes metrics and reporting.

Sometimes the tool suggests using words that mean something entirely different. There are certain words that we need to have in our job specs, but Datapeople knocks off points based on that language which impacts the score. Some standard word choices are flagged, but it doesn't give me an apparent reason why.

Making the job descriptions more inclusive.

The UI is really easy to work with and the suggestions do a good job of briefly describing the "why" behind replacing a certain word or phrase.

There are some suggestions that mean something entirely different. For instance when I write a job description that includes "facilitate meetings" the suggestion is "plan". I understand this has less jargon, but it means something entirely different from a skillset requirement.

Ensure a broader pool of candidates and inadvertently limit the field due to missing or ineffective language in a job description.

Integrates with our ATS (Workday); provides effective guidance to ensure we create the most engaging and inclusive job postings. "Gamifies" the job writing process for both recruiters and hiring managers, creating heightened engagement levels

Metrics reporting could be improved; the salary guidance isn't accurate (for our roles, at least). Would be good for the tool to compare our job posting with other similar & high-scoring job postings so we can also learn through others (e.g. content being shared with prospective candidates)

We wanted to ensure that our job postings attract more qualified and diverse applicants. We assessed TapRecruit and a couple of other competitors and like that TapRecruit is looking at the entire job posting, not just the words. Hiring Managers are engaged in the process when using TapRecruit as they can see the score increasing as they make positive changes & benefit to their job postings

I like that TapRecruit integrates with ATSs and that it is really easy to make the recommended changes. You can click on the suggestions and it'll update automatically instead of having to manually type or delete things.

It is a bit annoying that TapRecruit has divided things into sections now. It makes it very difficult to copy and paste an entire job description from a google doc into TapRecruit. I have to constantly switch back and forth to copy each section.

It's given me good ammunition to be able to share with hiring managers that requirements like "good attention to detail" or "strong problem solving skills" aren't really helpful when it comes to crafting job descriptions. It also helps managers think about how they communicate things.