Plum ensures that you know the talents of all your candidates to help you know how they will perform.
Sometimes, a candidate's Match Score may differ from their interview performance or your own gut feeling about their potential in the job.
Plum is one of many data points in your candidate selection process, along with the interview performance, the candidate’s resume, past work experiences, technical skills, etc. You are welcome to decide the weight you wish to give Plum in your selection process, but it should be considered along with other factors.
Candidate Effort in taking the assessment
There can always be anomalies and exceptions to the statistics in the Plum tool, that can result from the way that a candidate responded. They may have attempted to game the assessment or did not take the time to properly and thoughtfully answer the questions of certain sections. It may be worth considering to revisit the way that candidates are communicated to take the assessment, to highlight the value and importance of Plum.
Candidates may have developed coping strategies, along skills and knowledge, to perform well in certain Talents that can be draining for them over time. Therefore, they would still perform well in the Talents that drain them, even if they are not innate abilities for them. Candidates with a lot of work, training, coaching/mentorship experience can have developed very strong coping mechanisms. Furthermore, candidates with high scores in Communication or Persuasion tend to perform very well in an interview context.
At Plum, we also try to observe bias, and referrals or preferred candidates can often come with a personal bias of having an employee that is similar to a peer/superior, and that therefore they are keen to refer. Plum helps eliminating that bias.
Match Criteria Quality
We do recommend a minimum of 3 subject matter experts (when it is possible of course) for your Match Criteria creation, to ensure that it is strong. Having a significant amount of low scores/or consistently high scores for a role may raise the question as to whether the Match Criteria you are setting for a role actually corresponds adequately to the profile types in the candidate pool that your organization is attracting. For more information on the best practices for Match Criteria creation, consult this article.