How can we improve Plum?

The idea match-100% for an existing employee

Is there something more automated where I could pick an existing employee who represents "100" against which candidate submissions are ‎bench marked? I know we can get existing employees to complete the survey but its challenging to get the match score results to 100% reflect what those star employees possess

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    katie.weldon shared this idea  ·   ·  Flag idea as inappropriate…  ·  Admin →

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      • AdminLaura (Customer Success Manager, Plum.io, Inc.) commented  ·   ·  Flag as inappropriate

        Hi Katie,
        Thanks for your suggestion. We have received this suggestion before, and actually deliberately avoid automating such a process. I’ll give you an example to demonstrate why:

        Let’s say we have Amal (a pseudonym for your existing star performer in sales) take the Plum assessment, and her results showed:

        • ↑ problem solving ability
        • ↑ enthusiasm
        • ↑ stability

        If we use that as our match criteria, it suggests that we should find other candidates who are great problem solvers, friendly and outgoing, and who are calm under pressure, and hire them.

        But why is it that Amal is a great star salesperson?

        • Amal is able to come up with great solutions to challenges that arise in the sales process (problem solving)
        • Amal is able to learn new things quickly (problem solving)
        • Amal is friendly and able to build rapport with prospective clients (enthusiasm)
        • Amal can strike up conversations with new people easily (enthusiasm)

        You’ll notice that the first two reasons rely on her strong problem solving ability, and the next two reasons rely on her enthusiasm (being friendly and outgoing).

        None of the reasons relate to her stability - her ability to be calm under pressure. In fact, if we ask her boss, he would say that the fact she is calm is great, but doesn’t really have much to do with why she is a top performer.

        If we hire Amal “clones”, we will be taking into account irrelevant information - her stability - selecting out people who are low in stability despite it not being important for the job.

        To use current employees as your match benchmark, we actually require a high number of existing employees in the same role (at least 40), with varying levels of job performance, to take the assessment in order for us to identify the traits that make a star performer with any scientific certainty. This is why we use the match criteria approach – it is an equally valid method, yet it is more scalable.

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