Datapeople Reviews & Product Details

I Like how easy can be used, the way that is constantly updating to clear the correct percentage as in the same way the "inclusiveness" line to make a better post and align our offer better to the market needs.

Does not give to much options when it marks a red flag, in the case when I need to update location, benefits, etc, it is really complicated to "guess" how I can rewrite it so the application (or the algorythm) find it.

As a company, we have essential requirements to be transparent, professional and inclusive according to the market and the collaborative environment, so it is conducive to improving how we communicate our job offers to our candidates, creating excellent and inclusive relationships.

It provides valuable suggestions for making professional JDs. Helps correct the errors by suggestive features. Also, some segments can be locked by the company - that is a great feature.

It calls stakeholders as partners, which I don't like. Also, easily by making changes percentage can be taken higher. Many people can misuse it as the Algorithm behind it does not seem very strong.

Helping in making JDs. This further helps create a better brand image.

- Ease of use and simple interface - DataPeople is great at making recommendations & suggestions which are easy to implement - Educates Hiring Managers and Leaders on best practises around Job Descriptions

- I don't have any product improvement suggestions, overall happy with the software.

- Ensuring that our Job Descriptions are inclusive, whilst eliminating any ambiguous wording or potential bias. - Standardizing our Job Descriptions to ensure correct introduction and eligilibility statement. - Raising the bar on the quality of our job description, to ensure they are appealing well to the target audience and hence increasing our application pool.

easy to use helpful explanations and examples

the update time/lack of visibility of JD on the page when the datapeople extension is on and it's not updated

working towards inclusivity, eliminating unnecessary vocabulary, corporate jargon etc

User friendly, and provides many options for me to choose from.

The template sometimes has to be readjusted.

DEI issues, helps with diversity and to attract more diverse candidates.

Help us come across as less generic in our job postings as well as detailing why certain words or phrases come across as exclusionary and therefore prohibit us from appealing to a wider audience.

Sometimes the AI suggests removing crucial detail specific to the role and provides alternative synonyms that don't fit within the context of the post.

The main benefit is helping us acknowledge the unconscious biases in our language and giving us the reasons why these words don't appeal to the broadest possible audience.

I like that the suggestions are clear and actionable. No room for vaguely written advice.

It's not as user friendly as I was initially told, though that may be more of an internal problem, admittedly.

It's giving me the data I needed to convince my clients that we needed to reduce our post lengths drastically.

I've used Datapeople to create JDs, and am amazed at how easy it is to create a great JD that will draw in just the right candidates! Getting advice on JD length, and suggestions on what phrases to use, and which ones not to use, was incredibly helpful and made the process quick.

There were a few instances where I tried to address a flag that Datapeople raised about my JD - for example, suggesting I provide information about location of the job, but it didn't recognize that I had done so. It would be nice if you could somehow respond to or override a suggestion in such cases.

Datapeople helps me ensure the JDs that I write are going to attract the right candidates with the skillsets and experience I need. It's going to help me hire better people.

Functionality and recommendations for changing job ads

Nothing but if I had to choose it would be some recommendations don't make sense in the context of the sentence.

Its helps drive more diverse applications and I've already noticed an uptick in some of my ads.

It integrates well with our ATS; I don't have to navigate to a different platform to get help ensuring my job description is well-written and inclusive. The feedback is usually really sensible and helps make sure my job posting is attractive to the widest pool of talent.

So far, I don't have any negative feedback.

Better and more inclusive job postings!

The suggestions the tool makes and how it gives you a detail of what needs to be changed

Permissions are sort of complicated for hiring managers. I end up having to ping them and ask for permission or else I can't copy and paste it into our job posting tool. My suggestion would be to create a notification that says "give your recruiter permission to edit and post" so they know to do that.

Datapeople is helping the hiring managers that I work with write more fruitful job descriptions and putting the ownest on them to be precise and in exact in what they are looking for.

I really enjoy that it tells you which words or phrases aren't inclusive. I think that's probably the most helpful piece of it!

I wish it included more suggestions of what else to use. I love when it tells me I could add something like a specifically required skill and/or wording.

It's helping me differentiate my job descriptions but being the usual boilerplate ones that don't help candidates find what they're looking for.

At our company, we love that this eliminates corporate cliques and makes the job descriptions clear and concise. We are getting more candidates that are best for our role due to Datapeople!

Although we love Data people we arent too fond of retitling some of our jobs. It confuses the candidate when we list one title and then internally they are another title.

It gives us more qualified candidates in our pipeline which is wonderful. It also gives our candidates a full look at our benefits and why they should come to be a part of our team.

The word correction part is the best part

Not all features included in basic plans

My company's job posts are not very consistent over all departments, datapeople is helping me bring that consistency

DataPeople is easy to use and very insightful. It provides helpful recommendations that really make you think about how you should be approaching the way you write JDs.

There are phrases that we use that are inclusive but when input into DataPeople, it brings down our score. Also, some of the alternative language suggested isn't quite right.

DataPeople is helping hiring managers with different levels of experience write job descriptions. It gives them a great understanding of how to be inclusive and where we can improve.

I like that it helps us write the JD, keeping inclusive in consideration

Sometimes it suggests words that don't go well with the job

It makes the life of the TA team easy by helping us create the JD, keeping imp things in consideration

We have been using DataPeople consistently for 3 months now for our job posts. Easy to post jobs using the platform, its great that it provides suggestions for alternate words and great to see the immediate change to the score, how it reacts to the change made

We are still in the process of evaluating the tool so its early yet - so far I haven't seen any downsides yet to state.

Enabling a larger applicant response, attracting more underrepresented candidates as well as bringing consistency in job descriptions. We are yet to evaluate these since we need more data

Language analytics help create better job postings. It provides real-time suggestions on making your job postings more thoughtful, inclusive, and straightforward.

The template system is a little bit difficult to use. I haven't figured out how to create new job postings from a template. I think you need to go to Greenhouse first (or whatever ATS you have) and make them there first.

We have standardized all of our benefits listings for US job postings and cleaned up all our job descriptions to be more inclusive, thoughtful, and straightforward using Datapeople.

The wording advice provided by the tool is very effective at keeping the general tone quite inclusive. It's often very tempting to use working like 'strong leadership', but this can actually deter candidates, especially female candidates. You may still expect this quality, and check for it during your interview process, but it's not a good idea to use this kind of wording in a job ad, where your objective is to attract qualified candidates, rather than overly self-confident candidates... It's also really helpful at keeping your job ads short, and with a clear language, avoiding corporate banalities.

By focusing on a single overal score, it can sometimes force you into avoiding language that you actually really need to use, just to reach the score. Sometimes you really need someone with "great communication"... It would be great to have an option to selectively ignore individual specific suggestions so they don't affect your score...

The main objective was to improve the inclusivity of our job ads wording, and it has been extremely useful for that. Secondly, interest in our jobs has overall improved (though that wasn't a major issue).

It casues you to really proofread the JD and provides suggestions which are ususally spot on.

We use a template that includes our "equal opportunity" verbiage but the tool doesn't recognize that so every post I make gets dinged for not including it casuing the score to drop.

We're trying to create an inclusive environment and increase our talent pool overall. It's hard to say if using the tool as actually accomplished that becasue we have some many other moving parts that it's difficult to pinpoint what's working and what isn't.