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This tool has solely been researched by the WilsonHCG Innovation team.

Summary

Plum is the world's most accurate top-of-the-filter employment assessment.
Plum's team of scientists have automated and redesigned the same quality psychometric testing that selects CEO's for Fortune 500 companies, making these capabilities available to recruiters at all levels of your organization. This means you can be confident you’re selecting the best match for your unique roles while reducing turnover and costs associated with bad hires.

Why we use the science that we do
There is a better way to hire than simply “gut instinct.” Science can answer a lot of the questions we have regarding who will be a great fit for any particular job. From company to company, each job is different and to hire the very best from a sea of 100’s of applications and resumes, a new way had to be created. We identified a few main areas that needed major improvements over current assessments.

ANTI-GAMING MEASURES
Plum Talent Assessment is specifically designed to prevent applicants from misrepresenting their dispositions at work.

PERFORMANCE PREDICTION
Assessing for cognitive & social intelligence and personality is the cornerstone of the Plum assessment.

PLUM MATCH SCORE
Plum takes insights from employers for each job they are filling and calculates to what extent applicants will succeed.
GREATER VALIDITY
The above culminates in a set of tools that is up to three times more valid than most competitors.

How it works

From your Applicant Tracking System or the Plum Application, applicants are prompted to take the Plum Applicant Survey (our pre employment test) as part of the application process. This is top-of-the-funnel, so every one of your applicants will be asked to take the survey.

The Plum Employer Survey is completed by your hiring managers, allowing your team to quickly determine the needs for each role, beyond just skills.

Plum’s algorithm combines the results from both surveys, giving each applicant a Match Score and creating an instant shortlist.

Step 1: Plum Employer Survey
Create a position and have your team complete the Plum Employer Survey. In just under 8 minutes, we will know what match criteria you are looking for and what makes up an ideal candidate for your unique role.

Step 2: Post Your Job
Share and post the link to the pre-employment assessment generated for your job to allow applicants to take the Plum Applicant Survey. On average, candidates will spend 25-30 minutes to complete the assessment.

Step 3: Shortlist
Review your Match Score shortlist based on the applicants' survey results and the match criteria derived from your Employer Survey.

Additional Resources

Attach two documents:

Technology Demo Notes

9.8.2017 Call Notes

Trying to omit interview and resume bias's

Can take on phone

They use psychological theory & social intelligence & problem solving (fluid intelligent)

Accessed online

Choose by personality fit - no skills assessment

Assessment

CN 25min

HM 8-10 min

Hiring funnel - 15% drop off rate from start of process - that drops as CN gets farther in process

Can create criteria or match criteria from a top performer - gives us a recipe for the right fit

Coming out with a team analysis soon - where people are measured at - creates where levers of change are

Match score - problem solving, social intelligence, 10 personality traits, match to job

Partnership with ICIMS - currently building an integration with them

Can use stand alone as well

Fluid Intelligence - Testing for capacity for learning and not what you have learned already learned like crystal intelligence.

Antigaming  (people choose what looks good)- less accurate.

No charge per assessment - but charged per user

Machine generated alternative text:

OUR CUSTOMERS

TELL US THEY SPEND

UP TO

800/0

LESS TIME

ON RESUMES

"Plum is IOOx more accurate than a resume"

As Reported in Mashable

UP TO

600/0

LESS TIME

INTERVIEWING

UP TO

670/0

LESS TIME

TRAINING

Machine generated alternative text:

What Plum Does That Others Don't

MATCH

TARGETED

ROLE MATCH

INTELLIGENCE

BEHAVIOR

ANTI-GAMING

MEASURES

CLOUD BASED

SERVICE

SAAS

Clearfit:

People analytic - helps decide around our people (current employees, internal employees, performance clones) and also hiring analytics.

Built system around a 1 survey - profile can be mimic' d

13 min assessment (both HM & CN)

Can combine data sent - ex: can combine our top 10 people and find best data to combine that

The survey results would give us interview questions to probe deeper based on someones survey question

Can integrate with ATS (ICIMS)

English, French, Spanish

Can be taken by phone

Choose by personality fit - no skills assessment

Anti gaming - questions are masked - prevents gaming the system

20% drop off rate from start of process - that drops as CN gets farther in process

What it is: Probably one of the most well-known personality tests around, the Myers-Briggs type indicator looks at where you fall in four different dichotomies — sensing or intuition, introversion or extroversion, thinking or feeling, and judging or perceiving — to come up with 16 different personality types labeled by combos of initials.

Case in point: You may have heard someone describe themselves as an INTJ — an intuition/introversion/thinking/judging type.

Around 80% of new hires at Fortune 500 companies are given the MBTI, and countless other companies use it as part of the actual employee selection process, according to CPP, the test's exclusive publisher.

From <http://www.msn.com/en-nz/money/careersandeducation/5-personality-tests-hiring-managers-are-using-that-could-make-or-break-your-next-job-interview/ar-BBl1TRB#page=4>

Caliper profile

What it is: This assessment, which has been around for some 50 years, measures personality traits — from assertiveness to thoroughness — that relate to key skills needed on the job, such as leadership ability and time management.

Take empathy, for example. The test screens for "a combination of traits that can help you see how well a person reads a room," Gorrell explains. "Are they flexible or rigid? That's extremely insightful when hiring someone who has to be responsive to customers or change in an organization."

From <http://www.msn.com/en-nz/money/careersandeducation/5-personality-tests-hiring-managers-are-using-that-could-make-or-break-your-next-job-interview/ar-BBl1TRB#page=2>



Plum is an assessment tool

Notes below

  • Assessment tool that is brought in at the front end of the process
  • Works in 2 ways:
    • Through the online platform
    • Integrates through an API feed
  • Scores people on a scale 1-100 on how well they match to the role
  • Hiring manager takes part in process (5-10 minute survey) they create a match criteria survey: this pulls out criteria that is needed in the survey
  • Then, applicants take a survey (usually 35 minutes) to see how their results compare against jobs; same assessment despite the job.  The difference is in how the rankings are aligned.
  • Superior Group (recruiting company in Buffalo) that has people take an assessment to understand what kind of roles a candidate is a best match for
  • Successful integrations in the past:
    • Greenhouse
    • Hasn't integrated with iCIMS yet, as of 9.7.17
  • Does free 7 day trials

I did record our call to share with our marketing team. For full transparency, here's a link to that audio file.

Plum Materials

Top three Plum materials (more at plum.io/resources):

A two-week free trial can be activated at any time. Or you can take the Plum Talent Assessment yourself. Just let me know.

Four major impacts with Plum: hiring efficiency, new hire performance, hiring manager satisfaction, and candidate experience. Our customers say they experience up to a 80% time reduction in resume screening time and a 60% reduction in time interviewing. 93% of hiring manager would hire their Plum match again, and hiring managers rave about the quality candidates they get using their own customized criteria.

A senior HR leader at Agoda said this after they switched to Plum from their former pre-employment assessment provider:

“The improved candidate experience makes for a much more scalable solution than our previous testing ever allowed.”

And...

“Plum works wonders for us without any need for someone in HR to closely manage a process.”

Next Steps

We were only able to briefly demo the product. From assessing Social Intelligence to our unique survey methodology that prevents gaming, there's a lot more to discuss that sets Plum apart. I look forward to scheduling a demo late October.

Let me know if you need anything in the meantime!

Andrew Noble - Account Executive - Plum

Direct: 226-868-7062  Toll Free: 855-552-7326 ext. 101

 


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