In Canada, Scotiabank hires approximately 1,000 students as interns or as part of their graduate development program, and about 250 students per year into their rotational programs designed specifically for new graduates.

To optimize the hiring process to be fair, objective, and data-driven, the company wanted to establish an approach that would allow them to know the whole human—hiring individuals for their potential and the behavioral skills they bring, and not necessarily just education and previous work experience.

Learn how Plum helped Scotiabank:

• Advance DE&I by adopting a "resume-less" screening process for fair and objective decision making
• Objectively determine job fit and potential for early talent based on their behavioural skills
• Improve the candidate experience for campus hires

The Results:

• Almost doubled the retention rate of campus hires to 46%
• Hiring of women into roles now just over 50%
• Raised their hiring for visible minorities to 60% among campus hires
  
  

Read the Case Study