Datapeople Reviews & Product Details

I like the scoring system. It helps to make the JD nuetral.

I dislike the format of editing the job.

I am new to this, I am not able to answer.

The gamification of improving job description via a score has been really helpful for making our jobs more readable, gender neutral, and inclusive.

I dislike that there are some words and phrases that we need to use in our descriptions that get flagged for minor issues. This has lead to a few of our job scores appearing to be lower than they actually are. Additionally, Taprecruit occasionally will recommend modifiers to our job titles which are meant to be more generic "generalist" SDE postings that are incorrect.

We've solved the problem of our job descriptions being too full of industry jargon and buzz words and have been able to cut the length of our decriptions down significantly to only include important details and more 'you' statements. The benefits have been increased applicant click through rates and an increased job score with our postings.

I really enjoy how easy it is to open a daft of a role. Then share it with people within the company so we can collaborate to make the ideal JD. It so easy to use that training people at my company is super easy.

I don't like at times when I log in it says it couldn't validate who I am but still lets me work on everything. Also, at times it's hard to sync the live role once I am done with it in draft mode.

I would not say so much a problem but an area of improvement was making our JD more open to everyone. It really opened our eyes to the type of language we were using. For some of the hiring managers and leadership, it was tough to see that the langued they used was closing off so many people. A benefit/reward has been we have seen an uptick in applicants now that our JD's are using more inclusive language.

Provides good tips for the job posting, makes you rethink the existing wording and make it more effective

Despite the fact that we have datapeople as add on in SF, it is still not well integrated with SuccssFactors, need to use it as seperate website

Creates more crisp job descriptions

it is a good way to ensure inclusive language from all angles

i dont feel like some of the items you get "ranked" on in a job posting are necessary. for ex- including #LI-remote or #LI-hybrid

it is providing us with inclusive language for our job postings

Makes job descriptions more efficient and effective.

Makes job descriptions potentially less descriptive to the specific qualifications of the requisition.

Diversity and inclusion recruiting.

Checks that I am using the most inclusive language possible to attract a diverse audience to my job postings.

The suggestion that # years of experience is an important inclusion in job adverts. The recommendation is counter-intuitive to all the fantastic other suggestions.

Helping us attract a wider audience to our job vacancies and making sure that nobody feels excluded when applying.

Datapeople is very easy to use, and integrates easily into our ATS. It explains the why behind every suggested edit, which is helpful when explaining the tool to other stakeholders too.

It is a little inconvenient that we can only edit outside of the ATS now. Maybe it is something I just don't know is possible, but it would be great to still be able to make changes within the ATS, as sometimes there are a few formatting issues especially when we have multiple posts of the same ad in different locations for example.

Using Datapeople we can make sure our job ads are attracting a more diverse workforce and is free of unconscious bias. I also believe that it might attract more relevant candidates and aid in the pre-selection of less qualified candidates for the role as the job ad will not speak to them as much.

Datapeiple is really simple to use. Many of the recommendations made in an advert are straightforward but easy to miss. Having things highlighted gives you a quick way to review and improve the quality and readability of adverts. The focus on quality hones your mind; the score creates a metric to compare and contrast.

Don't mindlessly accept every recommendation, as you risk diluting adverts to the point that you may not even recognise them. The AI doesnt always pick up reporting lines or working arrangements.

Helping to ensure that adverts across our group are of a high quality and driving inclusive recruitment best practice - at least from a language perspective.

Most of the suggestions make sense and are easy to action, for example changing passive voice into active voice ("the role reports into" - "you will report into"). The software is very intuitive and accessible.

The suggestions for improvement can sometimes be clunky / nonsensical. For example, we have a line in our job description saying "Behind the scenes is the real story", and Datapeople suggests removing 'real' as it says the adjective is unnecessary in this context. SImilary, as part of our Benefits and Diversity statement, we say "all you need is a passion for food", as we're a food delivery brand, however it suggests using more approachable language like "experience with food", which doesn't convey the same meaning.

Our adverts have a low gender diversity response rate and Datapeople has helped to make them more inclusive.