Datapeople Reviews & Product Details

We recently started utilizing Datapeople and we've received overwhelmingly positive feedback from our hiring managers. The tool has been great is supporting us in writing succinct job descriptions with inclusive language to help us attract top talent.

Some of the wording change recommendations. E.g. suggestion to omit the word 'analytical' for Analyst job descriptions.

Helping up create top-notch job descriptions and attracting qualified and diverse candidates.

It's been helpful to view which terminology is considered inclusive/exclusive and edit job descriptions accordingly. It also allows us to have better conversations with hiring managers, who draft our job descriptions, on how we can create more inclusive job postings.

It would be helpful if red highlighted words/phrases were given an alternative terminology as opposed to solely suggesting to delete. Depending on the type of role, some terminology that is highlighted as exclusive is needed to describe the role.

It is enabling us to better reach our DEI goals and initiatives with unbiased and fair job postings.

I continue to engage with Datapeople because it is easy to use, develops skills, and is a pillar of my Recruiting DEI strategy. I ask Hiring Managers to write their job postings (with help from their Recruiter). But because most managers are not experts at writing inclusive postings, Datapeople provides the guidance and support to help them think about their posting and what skills they most need for the role. The feedback I get from my Managers is how easy it is to learn and even fun to use. The reporting feature is excellent and helps me track what is working (and what is not). Additionally, Datapeople is my "library" of job postings. No more emailing files back and forth, no more searching google drive. Every posting is stored within Datapeople, complete with each version after edits. Datapeople works with Greenhouse so I can even open my GH reqs directly in Datapeople. Datapeople is one of my go-to tools for better a recruiting function.

I can think of anything - it really is a great solution.

Several reasons: 1. Most importantly, we use Datapeople to make our postings more inclusive 2. Datapeople is our "template" so that our postings are consistent 3. Datapeople is our "library" so that we never lose a posting or have multiple copies floating around. Similar google docs, TapRecruit supports multiple editors and tracks each users changes so you can go back to older versions if needed. But better than Google docs, Datapeople syncs directly to Greenhouse

I enjoy the fact that Datapeople helps to provide efficiencies when I receive a very long-winded job description. It' has opened my eyes to phrases and words that don't really either need to be there, or could potentially invite bias.

I wish it was 'real time' where a position posted can be edited right there in our Workday portal, and simultaneously edit the Datapeople template.

We are solving any issues of inclusivity, and calling in more applicants that actually have the experience, but may have been unsure in applying due to the verbiage originally in the job description.

Datapeople is a wonderful straightforward tool that helped us create some effective job postings. We really elevated our content by using this program! The support we receive is almost instant, patient and so helpful. Definitely recommend to any HR dept.

Some of it is very USA focused, which can be challenge to other countries.

We are using Datapeople to post our career listings- they are helping us solve the problem of bias in job descriptions.

This is a super easy tool to use while having an intake with a hiring manager, and they are often blown away at the results.

Sometimes there are things that it tries to correct that would be fine also.

Solving mitigating bias and helping managers write job descriptions that mean something to them and candidates.

Suggestions are easy to identify and remember. I often find myself remembering the tips from Datapeople and carrying them into other work I'm doing.

Nothing stands out as a major dislike. Perhaps offering views on other job descriptions?

Increasing more diverse talent pools overal..

The ease of use, "dashboard" on each job description to help track progress. and the analytics for our jobs.

Can't say I have any at this time. Nor do I predict I will.

As an evidence-based practices organization, we are ensuring our job descriptions meet our DEI initiatives and the data and analysis that are provided by Datapeople, are supported by real data (live) to support our efforts.

Datapeople helps us to optimise our job ads for better performance with various audiences (particularly ensuring we are not inadvertently turning people off through poor choice of language) as well as consistency and compliance (such as including the right sort of information). It is also easy to use.

There's little not to like, but an area of improvement would be to have a clearer area for users to draft documents without cluttering the library.

Writing more inclusive job advertisements to build more diverse candidate pipelines, ensure compliance in our job ads, and make it easier to assemble high quality ones.

Steps to follow when completing the job description, etc

Nothing. I have seen that all is good and helpfull to anyone who uses Datapeple

Datapeple helped to avoid incomplete job descriptions and have the best candidates.

What I like best about Datapeople are the following: 1. Providing real time metrics that can be consumed by Hiring Teams, highlighting where there may be opportunities. 2. The UI experience - the tool is easy to navigate and use - anyone can use it!

What I dislike about the tool is that there are cases where words are flagged as not a match and it may be difficult to find words/phrases that work in their absence.

We are solving the following problems: 1. Managers creating job descriptions - Datapeople has a great UI and is easy to use. 2. Usable metrics - creating the baseline for the future of recruiting. Through our Datapeople journey we have realized that: 1. Creating job descriptions is easy. Datapeople also allows the team to review jd's in the marketplace. 2. Datapeople does the heavy lifting. The tool serves as a thought partner without realizing it!

The grading system is the thing I enjoy the most, being able to see your score go up (or down) based on how you phrase things is impressive. It helps me understand how important language is. I also love that it tells you exactly what you are missing in your job description, no need for guessing, datapeople is straight to the point. LOVE IT.

Sometimes there's verbiage we need to have in our job description and datapeople knocks off points based on that language, which impacts the score.

being more diverse

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.

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.

the tool is very simple to use and very intuitive

Sometimes the tool recommend to delete words and the sentence is not English after deleting the word...

The length of the role or able to show the hiring managers that some words aren't relevant like "good communication skills" or "attention to detail"

TapRecruit helps reduce job description and hiring bias while increasing the ability to attract top talent

The UI could be a bit more seamless, easier to use.

We are solving historical hiring bias and have realized how much of the candidate market we have been missing out on.

TapRecruit is very easy to use and set up, and we love being able to create customizable, compliant templates! Because of this, implementation and adoption has also been really strong across our recruiting function. We appreciate that it goes beyond identifying gendered content and addresses inclusive language holistically. Our job postings are attracting more qualified and diverse applicants at the top of the funnel, and our job titles are easier for prospective candidates to find on third-party job boards. Best of all, TapRecruit integrates with Greenhouse, our ATS, so syncing between the two systems is a breeze. We've also enjoyed working with the TapRecruit team, which has been a true, two-way partnership.

Following a recent product update, we miss being able to apply our template at the bottom of the existing job description. That said, we've also revamped our process of opening new reqs, so this will not be an issue for us moving forward, but it could be for other companies using TapRecruit who copy jobs over from previous requisitions in Greenhouse. Honestly, there isn't much to dislike about TapRecruit!

We really needed a tool that would integrate with our ATS and take the guesswork out of writing inclusive language in our job descriptions for our recruiters and hiring managers. We also had very lengthy postings before and job titles that didn't necessarily translate to the greater market. Most importantly, we needed a tool that would help us attract more qualified, diverse talent and help us to measure its own effectiveness. TapRecruit has helped us tackle all of these issues and much, much more!

I like the ease of use and integration into Greenhouse. Being able to view all of our current job postings at the click of a button definitely helps to streamline the process. I like that the platform also allows for collaboration between team members.

I do not like the limitations that this tool is only for job postings. I could use this tool for other pieces of writing like emails, or slack. An integration into Gmail/Chrome or Outlook would be great. I recommend a broader tool that can be used in a business suite or enterprise capacity.

One of the problems we are solving is increasing diversity in hiring practices. Our job postings have received more traffic as well. Another problem that is being solved is having a single resource to manage out job postings.