Datapeople Reviews & Product Details

I love the user-friendly platform and visuals that provide insights. I love the layout and suggested changes the platform offers to ensure we are providing the best information possible.

The downside does not fully understand the difference between writing a post and creating a job. Are they the same thing? Does writing a job save it automatically or are you required to create the job?

Data people is allowing our company to create more inclusive job descriptions and suggesting better terms for a more captivating job posting. It takes the guess work and fluff out of writing enticing job descriptions and allows us to post fast and more efficiently.

Datapeople is very intuitive. The users aren't left wondering what do to next. The best thing about Datapeople is that you effectively grow your candidate pool in a short amount of time.

The only downside to Datapeople is getting the hiring managers to buy-in. Once the buy-in is there with the entire team, it's pretty seamless. An initial improvement could have a color coded training for hiring managers instead of the short videos.

Datapeople is solving the issue of having to continually source for qualified candidates. Datapeople saves you time and energy by providing qualified candidates as soon as the posting goes up.

It has been a game changer to update our job postings and attract the right talent with the help of their systems.

A bit rigid at times with formatting in workday.

It's helping us shorten our JD's , attract more talent, and write overall better postings in his competitive market.

The tool is intuitive and easy to use; it shows criteria for making your publications better, more catchy and close to the DEI perspective. As well, it suggests how to draft it for better positioning among job boards or LinkedIn

The tool is not programmed for writing publications in Spanish, would be better to add this functionality in the future as some hastags or acronyms may change across languages

DEI practices in publications, clearness in redaction and understanding for feasible candidates, attractiveness and positioning of publications. Use of correct language in publications.

Easy to navigate with great results as I am seeing an increase in applicant flow once datapeople has been used to modify the job description. I like to takes you through step by step

The videos "how to" - the presenter is great but too much information and one can get lost...easier to go through it on your own or have her take everyone through it as a working class

Lack of candidates...a more inclusive description results in more applicants so its a really a no brainer...more time consuming in the beginning but good results

Datapeople is reliable. Understands the professional. Very easy to use. Customer service is at its best and always available to use. They understand the market you are trying to use.

I understand that there are parameters and criteria, but that doesn't apply to every role. Each role has to be looked at separately because a technical role has more requirements than a customer service role.

Trying to solve the talent acquisition issues in hiring, job descriptions, and sourcing. Datapeople is benefiting because it means less time writing and thinking about a job description.

I like Datapeople's ease of use. The verbiage recommendations and layout of content enhances the position we are seeking to fill. On top of that, the explanations of the need for revision helped broaden my perspective.

There was nothing that I didn't like about Datapeople.

Datapeople is refining our job description verbiage. It benefits Vir Biotech because it enhances the job descriptions for a wider audience.

I like how visual DataPeople is, with an easy indication of how well our adverts are optimized to attract the best talent.

There is nothing that I dislike after using the platform for a short amount of time.

We must have a D&I focus on all job adverts due to the industry we serve our clients in. An added benefit is using the system company-wide for external communication to ensure we speak to all.

I have used similar tools in the past, and I find Datapeople to be top-notch in the space. The interface is very easy to use, is very clear in making suggestions, and easily integrates with our applicant tracking system.

Nothing comes to mind on this topic. Datapeople is great!

Datapeople is helping us to write better job descriptions with language that is inclusive and can target specific audiences. In addition, it explains the reasons why language is/is not inclusive.

the auto change tool, really easy - and i like the scoring feature, helps keep all roles to a certain standard.

Some of the scoring features were inaccurate (i imagine the algorithm still has work to do), e.g. we have a d&i statement that wasn't pulled through.

Solving the mission of making jobs more accessible to everyone and using language that promotes people who may not feel they can. It's helping me to bring talent to the role that i wouldn't of had before, and bringing expert knowledge into educating hiring managers on the best language

Datapeople is an indispensable tool that aids with writing job descriptions and recruiting emails. Datapeople's software focuses on eliminating non-inclusive language. Such language is known to deter engagement from job seekers. Datapeople specializes in editing vocabulary to be more inclusive to applicants from various backgrounds or skill sets. It also aids in writing more succinct summaries of relevant job tasks and eliminating redundant or generally understood activities (such as Microsoft Office familiarity). Datapeople also rates drafts of published job descriptions, notifying users of whether a job description is too long or too exclusive in composition before posting it. Overall, Datapeople's robust, easy-to-learn features make it an essential edition to any organization's recruiting team.

The only real flaw with Datapeople is that, unfortunately, it lacks some features regarding organization-mandated language. For example, Hightower Advisors requires specific verbiage when describing our company's history and values. I understand that these sentences contribute to a job description's length. Still, it would be appreciated if there was a way for it not to consider language related to company mandates or local employment laws.

Datapeople is solving issues that are caused by the writing of exclusive, non-engaging job descriptions and recruiting emails. Shorter, inclusive job descriptions have a proven track record of speeding up candidate pipelines and filling roles with qualified candidates faster.

The score, to make sure your using helpful language to attract job-seekers.

Nothing as of yet, I am truly enjoying my experience.

It helps me right job descriptions that are attractive and will get the attention of job seekers

The UI and UX are flawless. I really enjoy how everything is organized and how easy the tool is to use. The functions are really awesome and I haven't been using it that much so far. I believe there is still plenty to discover!

I can't really think of anything that I don't like about Datapeople. Maybe one thing is that some fields are blocked and I cannot edit them - sometimes it would be useful to craft a JD totally on your own but I also think this might be pushed by the company admin.

Definitely, it's solving the problem of wording toward DEI. I tend to be rather generous with words and I "over-describe" things. Datapeople let's me tackle this shortcoming in a friendly manner. The hints are usually very accurate.

Datapeople provides you with a new and different way to post your open positions on your career website. Datapeople easily integrates into your ATS and provides you with several options in which to help tailor your posting in a more inclusive way.

I have not gotten the hang of "synching" it up with WOrkday, so I still copy and paste the old fashion way... BUT IT STILL WORKS!!!

Datapeople provides a new way to look at being more welcoming in our job postings.

I absolutely love that it's made our life as Recruiter much easier, as well as the partnership with Hiring Managers. The Lever integration, literally allows us to be able to post a role online within 3 clicks, the moment the Hiring Manager provided us the DataPeople link. On top of that, Hiring Managers now don't have to make a separate posting everytime, as their Job Descriptions are saved in DataPeople and can be re-used or editted super quickly.

The only thing that I can think of is that I don't always agree with the scoring of things. For instance, as a recruiter I think it can be valuable to add how many years of experience one has. This doesn't mean we should be limited to the idea of hiringn based on that, but certain points as to what a score is made up of could be reconsidered?

Before DataPeople we had to manually insert piece by piece in Lever, posting a Job Description online. It's now a fraction of a button, by pressing 3 times I pretty much have the role posted online. I also love the automation between editting. Once you edit in DataPeople, it automatically updates the role in Lever too. Overall, the tool really makes our life easier as well as that of Hiring Managers. Efficiency for the long run!

Very easy to make adjustments on the fly, and the AI 'sounds' very human. The higher score truly affects candidate role consideration.

You just need to really consider process, like any other tech stack tool.

DP is helping us diversify our talent pool by writing more inclusively, starting with JD's

The Tool intuitively provides recommendations on improving job descriptions and the scoring helps keep me to track

None so far as a hiring manager who is passionate about DEI

Embedding DEI across the hiring process is a big rock for us at Atlassian and this tool is at the right intervention to make the first right step with JDs

I was skeptical when my HR department started requiring the use of database people to write Job Descriptions, but I have listened carefully to the suggestions that the tool gives and it has made my JDs much better and more performant for getting applications. Having the HR department already create the template also make it super easy for me.

I know that years of experience is a pretty standard filter mechanism for any recruiting practice. The Datapeople tool always wants me to communicate this in the JD. I think differently than a lot of managers, though, and I don't like using years of experience as a proxy for what people are capable of. But I can't get a top score on my JD without it.

Writing effective and performant Job Descriptions. Collaborating on Job descriptions with HR and upper management. Getting more applicants with better Job descriptions.

I like that it draws me attention to any problem areas and points out things that I may not have seen as uninclusive.

Sometimes the AI will give feedback/take away points for reasons that can not be changed.

Using inclusive langauge. It sets me up to go through job descriptions with a fine tooth comb.

The account managers are extremely professionals. They always make me feel so accomplished.

Our version isn't integrated so there is a lot of copy and pasting. Also, we like to use color in our job descriptions and that isn't an option with this software.

Streamlining job descriptions to increase candidate submissions.