Plum: Diversity by Design

Plum's Solution

At Plum, we believe it's time to go beyond bias training and behavior modification. It's time to design our talent processes for diversity. We do this by replacing resumes as a top-of-funnel shortlisting solution. So instead of making decisions based on highly subjective factors like school, years of experience, and even the nationality of a name, we help you shortlist based on objective and predictive factors, like cognitive ability and personality. And we don't just stop there.

Diversify your talent pool

How you write your job descriptions will determine who will apply. Instead of copy-pasting your competitors' job descriptions, know for certain what qualities will translate to on-job success so that you can attract diverse and awesome talent.

Quantify Human Potential, Not Bias

Shortlist your candidate pool with proven predictors of employee success - like personality, social intelligence, and problem solving - instead of unconscious bias triggers on a resume. Did you know that within 0.2 seconds of picking up a resume, hiring managers make conclusions about the candidate based on their name?

Ditch The
"Beer Test"

Instead of assessing a candidate based on whether or not you'd like to share a beer with them, mute confirmation bias with structured interviews. We'll even provide you with the job-relevant questions you need to compare candidate responses objectively.

Retain Diverse Talent

What good are arbitrary diversity quotas if you can't even keep diverse talent in the door? With Plum, quantify culture and measure cultural gaps, so that you can know for certain the roadmap you need to foster inclusion.

Designing for diversity doesn’t have to make your job more difficult. That’s why we teamed up with diversity and inclusion experts Thomas Sasso, Co-Founder of the Sexual and Gender Diversity Research Lab at the University of Guelph, and Denise Thompson, VP of Human Capital Management at Intact Insurance, to equip you with the tools and knowledge you need to design for diversity now, and avoid a high-profile diversity disaster later. We discuss:

The issues at the roots of this year's high-profile diversity disasters
How structuring HR for diversity is not only the right thing to do, but also takes your focus off menial tasks
How to move past quotas and unconscious bias with confidence