* This article applies to the use of Match Criteria for the Plum Talent Management platform. For information about Match Criteria in the Plum Talent Acquisition/Recruitment platform, please refer to this section of our Help Center.
What is a Match Criteria?
Your survey results combine with the results of Match Criteria surveys completed by other Expert Contributors to determine which talents are most important for success in the Opportunity. Plum aggregates your team’s responses to narrow down the most relevant Talents. These are the criteria that Members are assessed against.
Here is an example set of Match Criteria for a job:
The Match Criteria Survey
On each page of the survey, you will be presented with a number of behaviors. You will have to choose two behaviors that are least important for success in the role, and two behaviors that are most important for success in the role.
Plum recommends having a minimum of 3, and ideally close to 8 Expert Contributors complete the Match Criteria Survey for each Match Criteria. This allows you to:
- Leverage the wisdom of the crowd.
- Leverage a diverse array of inputs.
- Reduce bias from a single judgment.
- Ensure that the Match Criteria is related to the required Talents rather than an individual’s own Talents.
Best Practices for the Match Criteria Survey:
- Invite true experts to complete the Match Criteria Survey. The best experts to complete the survey are those that know the Opportunity very well, which could include managers for a role, top performers in a role, HR stakeholders, or leadership team members.
- Ensure high completion. Expert contributors’ input is critical to this process, so it is worth the time to follow up on their progress, remind them, and sell the value of taking the survey.
- Consider whether to leverage a past Match Criteria or create a new one. If you already have an existing Match Criteria that defines the Opportunity well, the Match Criteria can be leveraged again. It may be worth developing separate Match Criteria for an Opportunity if there are differences across business lines, geographies, or a long time has passed since it was created. Our research has found that optimal Match Criteria differ due to these factors, even if the Opportunities are similar. If you are unsure, it may be worth retaking the survey.
- Review and discuss the Match Criteria amongst the expert contributors. Identify and discuss areas of convergence and divergence. This can often be achieved in an alignment meeting.
Common pitfalls with the Match Criteria Survey and how to avoid them:
- Selecting socially approved behaviors, even if they are not required for the Opportunity. Instead, think about the specific Opportunity and what behaviors are necessary to perform well in it.
- Selecting behaviors just because they are similar to what you do. Reflect on whether your own approach is influencing your responses.
- Attempting to "clone" one individual top performer. This approach can lead to over-indexing on behaviors that aren’t important for the role yet are prominent for that individual.
- Having top performers complete the Discovery Survey in attempt to find consistencies across their profiles. Instead, invite the top performers as expert contributors.
For more information, read : How do I create a Match Criteria within the Talent Platform?