A candidate’s Plum Profile, which candidates can access by logging into their Plum Account, details their top three Talents, their Work Style and their Work Preferences. This information is private unless a candidate makes their Profile Public to share it with their peers. This version of the Plum Profile should not be requested and used by an employer that uses Plum Recruiting to make hiring decisions.
Plum’s employer-facing Plum Profile is designed to only provide information that is job-specific and pertinent for the recruitment decision. The employer-facing candidate Plum Profile (Match Scores, Talent rings, detailed indicators on Talent and competency performance) is designed to provide granular information about a candidate's performance on the Talents from the Match Criteria that were identified as being important for the role. Therefore, all the information that a leader requires to make the best hiring decision is present in the view they get of a Plum Profile. The Talent performance in this view also shows how the candidate performs in a Talent compared to the other candidates of our sample data, and therefore of the employer's Talent pool. This ranking element helps making the best recruitment decisions.
The candidate's Plum Profile that candidate's access in their Plum account does not in any way indicate a higher performance than average in comparison to other candidates of the Talent pool. A candidate could have "Managing Others" as their Top Talent, however when assessed against your Talent Pool, they could still rank low in that Talent compared to other candidates. It is therefore not valuable quantitative data to base a hiring decision upon.
Furthermore, we cannot provide the Plum Profile viewed by candidates to employers using Plum Recruiting as this would go against compliance with the EEOC guidelines, because the information provided in this version of the Plum Profile is not job specific. You can only evaluate a candidate based on job specific criteria, not their overall profile as it is not relevant to the job. Hence the purpose of the Match Criteria, Match Score and Talent Rings on the employer view of a candidate profile. Assessing a candidate based on other psychometric information that is not job-relevant does involve a risk for the employer, should the hiring decision be contested by the candidate.