Datapeople Reviews & Product Details

I like the tips it gives as you are editing your job ad - the more you do it, the more it sticks in your memory

Nothing at the moment - I use it to audit my job ads and it does just that

We are able to make our job ads more inclusive and use the correct language

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.

The platform is easy and fun to use, not only has our team enjoyed using the tool, but recruiters are eager to start improving descriptions for their jobs. TapRecruit's historical data on job titles/descriptions has made it easy for us to get buy-in from the business and upper management. The initial analytics were really clear and highlighted key areas that we need to focus on and we love seeing our scores jump in the first few weeks using the program. This has sparked conversations not just around bias, but around candidate experience, qualifications, and overall tone. Super helpful and a must-have! As ad admin, it's very easy to create new templates, invite teammates and track usage which we love! So far, the customer service we received has been unmatched. Janna is eager to jump on a video call to walk us through the platform and has been quick to respond to every inquiry.

The only issues we have run into are operational ones since we are not fully integrated with iCims yet. We manually have to copy and paste each new description into our ATS, but this time frame is standard. I wish there was a way to click to the next job description from that job's page instead of going back out to the main list of jobs.

We didn't realize how much gender bias was in a lot of our entry-level jobs, as well as the other 6 types of bias. We knew our job descriptions were lengthy, but having the visualization within the tool really helps you narrow down to the most important aspects of the job description. Reporting structure was a huge thing that we were missing and are now including within all job descriptions. We've also been trying to get rid of requisition IDs in the job titles for a while, and this gave us the push we needed to make it happen. For some of our more specialty roles, we had gotten push back from the business on keeping the descriptions lengthy and TapRecruit gives us the evidence we need to support our arguments against them and make impactful changes.

Incredibly helpful on cutting down extraneous parts of JDs. Our JDs are so clean and focused now! The inclusivity score is extremely helpful - it is great to be able to see that our JDs will be attractive to a range of people. We've improved our JDs an extraordinary amount in a very short period of time. Also, I really appreciate that the tool explains the "why" behind everything and provides suggestions for improvements. It's a very convenient tool for sharing with coworkers and getting their feedback.

The tool identifies word choice that is not inclusive, but sometimes it finds words that are literally what something is called - like "billable utilization". That's not corporate jargon, that's the actual name of a thing we have to track. So it gets frustrating when our score gets lowered for things we cannot change. I also think the "Similar Jobs" function is pretty crappy. It keeps comparing jobs that aren't similar at all, which is not helpful. It also doesn't seem to identify the right level for jobs. It'll often call senior level jobs "associate level" or weird stuff like that. I think the base tool of just JD editing is incredible, but the other functionality is much less useful.

Our JDs were honestly total crap. They were vague, so bizarrely long, and our requirements listed a million stupid things like "can use independent judgement". We've eliminated all that language, shortened everything, and our JDs are looking real sharp now. We are definitely getting more qualified candidates for our roles, because it's actually clear what the job is! We used to get so many unqualified candidates but now we have a much better pool, and our external recruiters are happier because they have much more to work with.

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

- great account management team, on top of their tasks - fast and effective communication - clear outline of the benefits - very easy to use and integrate with ATS

- not many formatting options - the scoring system is not completely clear - sometimes the edits are just flagged - limited options to coach hiring managers

We wanted to improve the consistency of our job ads across different markets and also to make our job ads more inclusive in order to attract more diverse candidates. Datapeople is providing just what we need.

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 suggestion to write the job desription in such a way that it attracts the candidate.

Too many autocorrections, when it comes to suggesting synonyms to a particular word and spelling check.

Datapeople is helping me to write Job description in a correct manner, in a way that helps candidates to understand the role better, which ultimately helped me to increase my performance, it helped me to reach the right candidates.

* It's really quick to get your ad reviewed * It provides you hints and clarifications * It empowers gamification - you simply want to improve the score and get closer to those 100p

* The approach for draft posts and your private posts is mixed up so make sure your post is not visible to everyone but is visible to those you're building your post with * Some comments for specific wording is out of context - the suggestion is raised fir the use of the word in a very different syntax

Increasing the odds for the post to be read and remembered by everyone. It helps me being more agnostic and speeds up building up the job offer.

That is allows for consistancy in job posting and makes it easy to do.

I have yet to find something. So far the process has been a breeze.

It helps keep all job posts consistant and inclusive.