Datapeople Reviews & Product Details

I like that each error has an explanation about the potential for bias. The different colors are also very helpful at a glance.

I wish there were more suggestions when an error occurs. At most, there are only two suggestions. Other times, the only option is to remove the error.

I'm solving an ongoing issue with job descriptions shying potential candidates away from job opportunities. I realize the importance of inclusive language, even if it seems minuscule, like understanding when not to use "best" or "positive" in a job description.

Easy to use technology with suggestions and explanations for revisions. The analytics is also super easy to use and helpful for driving accountability and tracking success. I love that we don't have to request or run super manual reports.

Creating/updating templates feels a little clunky- cannot easily move sections. I also don't love that you can't quickly turn on/off the extension in Greenhouse within the job post section- the integration makes you confirm before leaving and opens a JD pop up every time.

We are working to ensure the language is inclusive and approachable domestically as well as within new markets.

The tool is easy to use, provides immediate feedback, and coaches you along the way.

I don't always agree with the feedback. I understand we can choose to ignore or disregard suggestions but it would also be nice to have an internal lexicon.

As a company, we are focused on generating inclusive job descriptions, while still attracting the most relevant, experienced, individuals.

Datapeople saves a lot of work and help to improve the content of job ad texts

Nothin about datapeople tool, thank you for your great work

Datapeople saves a lot of work and help to improve the content of job ad texts

The ease of the platform. lets me know when missing information, tells to include benefits, and offers great options to describe words. i love that it tells me to eliminate words that may limit that candidate pool.

tells me that the JD is too long. I had 3 bullets about the JD but extensive details covering benefits and diversity inclusion peice that must be included.

writing job descritpions to hire the best talent

Datapeople has helped me make all my job postings inclusive and make sure all language I include in the description is beneficial for the applicant.

Sometimes the feedback is not always useful or the words it says to delete are necessary for the specific requriements of the role.

Inclusivity, clarity and it helps me with creating new job descriptions for future roles.

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

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.

I like that I can use TapRecruit to help edit my job descriptions to make them more concise and inclusive. I also think it's great to have a tool and company policy on the tool because it also holds hiring managers accountable as well to write better job descriptions.

Sometimes the suggestions that TapRecruit suggests are not as relevant. TapRecruit's algorithm dislikes certain words but for certain roles, those words need to be included.

Having better and more consistent job descriptions across the entire company is a huge plus! Also having more inclusive job descriptions so that we can attract more talent is incredible.

It is very helpful in making job descriptions more concise, not to mention it is easy to use by providing suggetions/recommendations.

It can be challenging to get my postings to around our goal of at least 80%.

I have realized that some of our postings are way too long. I've also noticed that some contain qualifications that aren't really necessary and those some qualifications could be driving away diverse applicants. I am excited to see how using this tool changes our applicant pool.

It is consistent with the recommendations it provides to reduce bias and make our job descriptions more attractive and diverse. I also like that is saves all of our job descriptions so we can pull them again when the same or similar role come opens. It is also beneficial to see the history of the changes.

Sometimes when a recommendation is accepted the score does not always change. It would be nice to know prior to making the change if the score will increase, decrease or remain the same. Not all the the similar job descriptions it pulls are accurate to our job postings.

We are trying to broaden our funnel of qualified and diverse candidates earlier in the process which in result will decrease our time to fill the position.

I like the ease of using the product. It makes editing job posting super easy with a few simple clicks.

Nothing at all. The software is perfect.

I'm not experiencing any problems currently. The benefits are immediate. I am able to increase my posting scores within seconds.

TapRecruit quickly identifies poor wording and grammatical errors that would otherwise take a lot of time to review. The software allows us to ensure job postings are short, concise, and most of all point out any possible biases that we can correct. It's a major time saver that provides us with consistency in our job descriptions.

The least helpful feature is the salary tool. I'm not convinced these are entirely accurate.

We have solved the problem of inconsistencies in job descriptions across our organization. We have realized benefits of a 3x to 10x increase in applications. I believe this is because our job descriptions are not much shorter, concise, and leveraged as marketing tools. Prior to using TapRecruit we posted length internal job descriptions that were difficult to read, and were not engaging to potential future employees.

Working on making job adverts more inclusive and making them more accessible to a wider candidate group

Some of the language that is considered to not be inclusive doesn't seem to fit with the context of what is being written and so seems to be an unfair assessment

It is helping with keeping the language of our adverts as inclusive as possible and helps me to consult hiring managers on best practices as well as creating greater awareness of inclusivity

the URG grammar correction, the score mechanism.

That some of the words and phrases need to be clicked consecutively to change, this adds to functional time

It mainly helps in making job descriptions inclusive and grammar appropriate.

Datapeople has shown to be extremely helpful in calling out language that we may not have realized was excluding candidates. It is a great tool to help increase our inclusivity in our job postings!

The only thing that I haven't loved thus far about Datapeople is that there have been a few instances where there have been system errors that we've had to take back to the Datapeople tech team to review and correct.

Datapeople has helped us increase our inclusivity of our job postings and therefore increased the number of overall candidates applying to our roles. As a recruiter, it is awesome to be able to have a larger candidate pool from which to choose!