Datapeople Reviews & Product Details

Datapeople is an intuitive solution to help your company be more inclusive when creating job descriptions. It provides real-time calibration to you so that as you change your job description, your score changes along the way as well.

I'm not too fond of Datapeople believing their technical spelling is the only correct spelling and that affects your score. JavaScript is not how all technologists spell it - most use javascript, and MVC (while it is an abbreviation) is how most people recognize model - view - controller and should a candidate not know that I would, unfortunately, need to pass on their candidacy. Datapeople simply needs to learn some of the more technical terms and recognize different spelling shouldn't affect your score.

It's been really wonderful to see how changing a few small things makes jobs more inclusive for all. Simple changes can make all the difference and it is really amazing to see that in the applicant pool.

I love the real-time feedback I get when improving our job descriptions. The tool is user-friendly and integrates with our ATS Greenhouse, and includes metrics and reporting.

Sometimes the tool suggests using words that mean something entirely different. There are certain words that we need to have in our job specs, but Datapeople knocks off points based on that language which impacts the score. Some standard word choices are flagged, but it doesn't give me an apparent reason why.

Making the job descriptions more inclusive.

This tool has been great for our organization. It is user-friendly and color coordinates the "flags" for you. As HR, the scoring and feedback on the left have been very helpful for me to educate hiring managers on how we can improve their job descriptions.

At times the word suggestions don't fit the sentence correctly and you need to rewrite the entire bullet. Some standard word choices are flagged, but it doesn't give me a clear reason why. I would love if it gave additional recommendations on the left on how to make the job more inclusive aside from listing benefits.

We are trying to educate our teams the gravity of our choice of language. It has been eye-opening for our employees that see their "before" and "after" job descriptions.

Datapeople is great! It's handy to have an interactive tool that not only highlights elements within the ad but suggests alternates and ways of improving engagement.

The only downside from my point of view is having to download the text file and transfer the copy into my company's job description template.

Datapeople has enabled me to take existing job ads that aren't getting much traction and optimize these. The quality and diversity of candidates have significantly increased since doing so. It's made me realize that our existing job ads had substantial room for improvement.

The UI is really easy to work with and the suggestions do a good job of briefly describing the "why" behind replacing a certain word or phrase.

There are some suggestions that mean something entirely different. For instance when I write a job description that includes "facilitate meetings" the suggestion is "plan". I understand this has less jargon, but it means something entirely different from a skillset requirement.

Ensure a broader pool of candidates and inadvertently limit the field due to missing or ineffective language in a job description.

That it offers suggestions to replace wording

I wouldn't say I like that sometimes the wording suggested can make the sentence not make sense

That sometimes job specifications are too long and that we are making our job adverts more attractive to perspective candidates

I like how Datapeople can help us to find an inclusive job description.

Sometimes the format could be a bit challenging, so you have to paly around with it.

I can show my hiring managers how to write inclusive jd.

I loved the ease to review and change job descriptions I appreciated all the flags for un-inclusive language I liked the interface to create different sections and headers for job descriptions

There wasn't a clear indication as to why particular job descriptions had such different scores compared to others Terms like "verticals" and "cross-functional," and "analytics tools" are standard business terms but were told to be removed to increase my score

The main problem I can solve with Datapeople is getting rid of repetitive and unnecessary language from job descriptions. It's easy to get caught up in wanting to tell a candidate about how you work hard at your company but isn't news to someone looking for a job.

Integrates with our ATS (Workday); provides effective guidance to ensure we create the most engaging and inclusive job postings. "Gamifies" the job writing process for both recruiters and hiring managers, creating heightened engagement levels

Metrics reporting could be improved; the salary guidance isn't accurate (for our roles, at least). Would be good for the tool to compare our job posting with other similar & high-scoring job postings so we can also learn through others (e.g. content being shared with prospective candidates)

We wanted to ensure that our job postings attract more qualified and diverse applicants. We assessed TapRecruit and a couple of other competitors and like that TapRecruit is looking at the entire job posting, not just the words. Hiring Managers are engaged in the process when using TapRecruit as they can see the score increasing as they make positive changes & benefit to their job postings

I like that TapRecruit integrates with ATSs and that it is really easy to make the recommended changes. You can click on the suggestions and it'll update automatically instead of having to manually type or delete things.

It is a bit annoying that TapRecruit has divided things into sections now. It makes it very difficult to copy and paste an entire job description from a google doc into TapRecruit. I have to constantly switch back and forth to copy each section.

It's given me good ammunition to be able to share with hiring managers that requirements like "good attention to detail" or "strong problem solving skills" aren't really helpful when it comes to crafting job descriptions. It also helps managers think about how they communicate things.