Organizations like yours are motivated to mitigate bias in the hiring process because diversity has been proven to give organizations a competitive advantage. More diversity in gender, race, age, sexual orientation, religion, and ability will likely result in more diversity of worldviews, thoughts, experiences, and opinions – spurring innovation and better addressing a diverse and global marketplace. Talent assessments can mitigate bias by providing recruiters and managers with a more objective hiring method, but many assessment providers don’t have significant proof that they can reduce bias in your talent acquisition.
Plum provides an alternative to resume screening that is scientifically validated to reduce bias at the top of your hiring funnel. Plum measures talents instead of skills and knowledge, enabling you to shortlist candidates based on predictive measures of on-the-job performance rather than highly subjective factors like someone’s school, years of experience, or even the nationality of their name. Plum’s assessment also accounts for varying types of ability and has proven no adverse impact on protected groups.
Plum measures talents like adaptation and teamwork. Unlike education and experience, which can be intrinsically tied to factors like gender, race, age, and ability, talents offer a more objective and inclusive shortlisting method.
Plum accounts for varying types of ability to ensure protected groups aren’t self-selecting themselves out of your hiring process. Plum’s assessment does not disadvantage people who speak English as a second language, people who experience test anxiety, people with visual impairments, and more.
For an assessment to spur diversity & inclusion, it must be compliant with the U.S. Equal Employment Opportunity Commission (EEOC). That’s why the Plum assessment is committed to EEOC compliance by proving no discrimination against race, color, religion, sex, or nationality.
The term “culture fit” in talent acquisition is often used to mean “just like us." With Plum, move beyond identifying personalities and backgrounds that maintain the status quo, and find people whose talents aligns with the values and long-term goals of your organization – without sacrificing diversity.