Meet the Contestants

What does certainty at every level of the employee lifecycle look like? Find out by following our HR professional friends Linda, who partners with Plum, and Sam, who doesn't.

(Without Plum)

(With Plum)

The race to secure top talent is on. Let's see who better fares at finding a candidate that shoots for the moon - and hiring them before someone else does.

The Plum Match Criteria Survey only takes 8 minutes to complete

Linda and her hiring team are aligned with an 8-minute Match Criteria survey that aggregates her team’s results - with input from top performers and other expert contributors - to define the behavioral needs of the role

With the specific needs of the role already defined, Linda finds it easy to write a job description that outlines only what is absolutely necessary to the role


Plum is 4X more predictive than a resume

Linda and her hiring team measure candidates’ cognitive ability and personality - proven to be 4X more accurate at predicting on-job success than a resume - and shortlist based on level of fit


Our customers tell us that 93% of their Plum-recommended candidates were a perfect fit

Linda and other interviewers use structured interview questions provided by Plum to ensure every candidate’s level of fit is measured accurately and with limited bias. Plum generates custom interview questions based on the specific needs of the role


Spend 80% less time reading resumes with Plum

By spending 80% less time reading resumes, Linda is able to go on vacation worry-free because she found a quality hire in no time


Hiring managers scan an average of 250 resumes per job post

Sam and his hiring team hold extended meetings, trying to get on the same page about the needs of the job

Sam and his hiring team compile a list of arbitrary credentials required for the job - turning away talent that may have otherwise been qualified


85% of job applicants lie on resumes

Sam and his hiring team use their “gut” to make 6-second shortlisting decisions, looking over high-potential applicants because of their name, education, or experience listed on a resume

1 in 5

1 in 5 hires are “bad hires” or “regretted decisions”

Sam and those on the interview panel use unstructured interviews, relying on the “beer test” or the “airplane test” (essentially, measuring a candidate’s likeability)


It takes on average 42 days to fill a position

It takes Sam and his hiring team 42 days to fill the position

More than ever, employees crave professional development and coaching. Who's better at rocket boosting their talent - all while preparing them for the future of work?

87% of millennials say development is important to them in a job

Linda uses the step-by-step guide provided by Plum’s Professional Development Guides to create a professional development plan, curated according to every individual employee’s needs. After all, 87% of millennials - a growing portion of the workforce - say development is important to them in a job


85% of the jobs that will exist in 2030 have not yet been invented

Linda introduces soft-skill focused development with Plum’s Professional Development Guides, which allow a deep dive into individuals’ strengths and opportunities for improvement. Soft-skill development is especially critical for a future of work where 85% of the jobs that will exist in 2030 have not yet been invented


56% of HR Managers consider development to be essential, but aren’t doing enough to increase employee training opportunities

Sam’s company has no system for coaching or feedback conversations. He joins the 56% of HR managers who think development is a good idea, but aren’t taking strides to meet those good intentions


50% of knowledge acquired in technical training is obsolete within four years

Recognizing his company’s lack of professional development, Sam introduces professional development events and programs focused on hard skills. However, this proves to be very fleeting (after all, nearly 50% of the knowledge acquired during the first year of a four-year technical degree is already obsolete by graduation day)

A stellar culture is the number one way to retain top talent. Stop writing your culture values on the wall and start writing them in the stars with a foolproof culture roadmap.

Linda uses Plum to reach long-term cultural alignment with Plum’s Culture Gap Analysis - digging deeper than surface-level perks

Linda and her executives get employee buy-in by surveying the entire organization on their ideal company culture with Plum's Culture Gap Analysis. Linda and her executives use that data to support a culture roadmap


Plum’s Culture Gap Analysis typically sees a 60-70% response rate

After a 70% response rate from executives, managers, and individual contributors in the organization, Plum provides Linda with easy-to-read data that clearly outlines the gaps between where her company’s culture is today, and where her company wants it to be. Now, she and her executives can develop a culture north star that will spur employee success and achieve business outcomes

Sam’s company attempts to retain highly sought-after talent with perks such as beer in the fridge or a ping pong table

Executives at Sam’s company gather in a boardroom to determine the company's cultural values and writes them on the wall


Employee engagement surveys typically see a 30-40% response rate

Sam distributes engagement surveys. They are long and tedious and he gets a meager 30-40% response rate. The engagement surveys tell him the symptoms of cultural alignment, but they don’t tell him why there is a problem or how to achieve alignment

It's not Rocket Science

Certainty at every stage of the employee lifecycle makes life a whole lot easier for Linda - and it can for you, too. Reach for the stars and reach your talent goals with Plum.
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