Datapeople Reviews & Product Details

I love the real-time feedback the tool gives you, and the color-coordinated system makes it easy to determine the issue. I also love seeing the score ticker continue to go up as I edit and remove specific verbiage from the job description.

When I am trying to click on a specific section to edit, and it's close by to another area with an issue, the feedback bubble of the other issue gets in the way. It takes time to try and navigate around it, so that can get a little frustrating. I've also noticed some inconsistencies between job descriptions. For example, a statement on one JD doesn't give me an issue, but if I put the same statement with another JD, it identifies a problem.

Before using Data People, I didn't realize having "soft skills" listed in a job description was a bad thing. It's helped me realize how many managers filled their job descriptions with these sorts of requirements instead of actual qualifications.

I appreciate how this product guides you on how to make your wording more gender-inclusive. The points system holds you accountable, and it makes a real difference in the type of applicants that apply.

Some of the highlighted wording doesn't necessarily need to be replaced but gets highlighted as non-gender inclusive.

This tool helps create a broader net for candidates who may be intimidated to apply due to wording on job descriptions, particularly underrepresented talent. The benefits come with being a more substantial subject matter expert in giving constructive feedback to your hiring manager partners on why it's essential to be more inclusive in your job descriptions.

I like that it shows you how to make JDs more inclusive

I dislike how it doesn't break down how to obtain a higher score and how to get more points

Hiring a diverse pool of candidates

It's easy to use, integrates with our ATS, provides valuable feedback on attracting a more diverse candidate pool, and includes metrics and reporting.

Syncing content between the Datapeople platform and our ATS isn't immediate (there's a 15 min lag), and formatting needed to be adjusted in our ATS to align correctly in Datapeople (if that doesn't happen, the scores and recommendations tend to be off).

I'm attracting a more diverse candidate pool

Suggestions on text and Rating meter on the inclusiveness of the job description

some suggestions are not accurate and need to improve a lot on that

writing an inclusive job description Easy sync up with ATS Using multiple JD templates based on the locations

The best part of DataPeople is the grading system. The system makes it so simple to understand which aspects of the job description need improvement.

Some aspects or words of the job description needed to be incorporated to articulate the scope of the role fully. DataPeople would sometimes suggest that these words be replaced or removed and subsequently lowered scores because of it.

DataPeople helped our team develop consistency amongst our job descriptions, eliminate exclusive words, and avoid biases when hiring.

I like how it gives you suggested verbiage to include as well as a score on how likely your job is to perform.

Our perks & benefits summary is a bit long, which adds to the overall word count. Sometimes this can say our jobs are too long. It would be nice to be able to filter that section out.

I've realized we have more inclusive job descriptions that are attracting more talent to our postings.

TapRecruit helps me create clearer and more inclusive job descriptions. Suggestions are helpful and the score makes it clear when you have a good JD. I like that you can collaborate with coworkers.

If you start a draft on Google Docs, you can't copy and paste your work into tap recruit because the JD is divided in sections.

TapRecruit helps us create inclusive and concise job descriptions. It has the added benefit that it makes you think about the bias in how you communicate, which has helped us be more clear and inclusive in other areas.

The notes on the left hand side are extremely helpful when considering the pool of applicants your job will likely reach. They provide helpful tips to improving/enhancing your job description to appeal to a broader or a more specific market.

Some words that are necessary for a job title or description (i.e. "Data" or "Analyst") deduct points - the suggestions are not as helpful as I'd hope for when looking for better job titles.

Inclusive language - extremely beneficial to my search and applicant pool.

TapRecruit allows us to create templates that include standard language about our company, our perks, and EEOC that can be inserted into all of our job descriptions. This helps create more consistency with language and layout across all of our job descriptions. TapRecruit has also helped keep us from having long, wordy job descriptions and prompts us to change or remove anything that might keep someone from applying.

We're still getting used to some of their recent updates, but I'm sure we'll appreciate them in the long run :)

TapRecruit has helped us look beyond just gendered language and know when our wording may exclude candidates from a specific group or experience level. TapRecruit has also become our central repository for our company's job descriptions and allowed us to create consistency across all of our job postings.