- is easy to use it

- comes with many recommendations

- after you learn to use it, it takes 3-7 minutes to write a good job description

- offers a standard guideline

- comes with very ideas in how to improve your JD Review collected by and hosted on G2.com.

- it still has some bugs - it does not calculate the overall score correctly all the time

- it does not recognise all the time

ex: for a Business Systems Analyst role, I wrote in the main requirements ,, At least 5 years of working experience in Business Systems Analyst -> in the score that is calculated, the platform still recommends to mention the experience that is required for this role; some times is doing the same with #LI-Hybrid and Benefits Review collected by and hosted on G2.com.

I am really enjoying the tool, the job descriptions are much more consistent and refined. I am very happy that we have access to this amazing tool. It is very easy to use and produces a fantastic end product that I am very proud of as a Recruiter. Jen Angel has been great with training and support as well! Review collected by and hosted on G2.com.

Once I got past the learning curve, which was short, I can truthfully say that there is nothing that I do not like about Datapeople and the tool. If I could think of something that I dislike I would gladly share but I truly enjoy using this tool. Review collected by and hosted on G2.com.

I value the inclusion of alternative phrasing for terms to enhance their relevance to potential applicants. For instance, specifying "excel (pivot tables and VLookups)" rather than just "excel" provides clearer insight into the Excel skills expected for the role.

Moreover, the feature that highlights inclusive language in green is appreciated, as it serves as a positive reminder of the favorable aspects within the job posting. Review collected by and hosted on G2.com.

Rather than proposing the complete removal of unnecessary terms, like "strong organizational skills" or "ability to work in fast-paced environments," it would be beneficial if the suggestions included alternative options or sentence restructuring to maintain the intended meaning. This would help prevent instances where changes to wording disrupt the sentence's coherence.

The length of the job description should not include the company description and legal language in the evaluation of its length. These portions should remain unmodifiable.

It would be helpful if job titles were exempt from evaluations. Users could have the option to indicate that a job title is not adjustable, thereby preventing any negative impact on their score. Review collected by and hosted on G2.com.

- 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 Review collected by and hosted on G2.com.

- not many formatting options

- the scoring system is not completely clear

- sometimes the edits are just flagged - limited options to coach hiring managers Review collected by and hosted on G2.com.

Working on making job adverts more inclusive and making them more accessible to a wider candidate group Review collected by and hosted on G2.com.

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 Review collected by and hosted on G2.com.

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. Review collected by and hosted on G2.com.

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. Review collected by and hosted on G2.com.

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. Review collected by and hosted on G2.com.

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. Review collected by and hosted on G2.com.

Provides good tips for the job posting, makes you rethink the existing wording and make it more effective Review collected by and hosted on G2.com.

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 Review collected by and hosted on G2.com.

I like using the Datapeople app as it helps me write a more noticeable job description. One that doesn't have unnecessary information, isn't too long and will make sure it reaches the correct target audience. Review collected by and hosted on G2.com.

There are no dislikes about Datapeople at this time. Review collected by and hosted on G2.com.

Datapeople provides some great suggestions on how to improve the quality of writing in our job descriptions, and use more inclusive language that will appeal to a wider audience and improve the diversity of our recruitment pipelines.

I work in a large team with multiple recruiters, and having some uniformity in our job posts goes a long way in improving employer brand perception. We now have standardised templates that share information on key topics such as our commitment to diversity and inclusion, and company policies and benefits. Review collected by and hosted on G2.com.

The suggested omission of soft skills from the role description (e.g. verbal communication, ability to prioritise, attention to detail) can cause frustration with hiring managers, particularly for project-focused roles for which there aren't many measurable role requirements. Managers often like to include these soft skills to provide a better flavour for what the role will entail. Review collected by and hosted on G2.com.