Since 2015, Plum has integrated with Greenhouse to provide Greenhouse customers with the data they need to make predictive and future-ready Talent decisions. We’re excited to announce that Plum has released a brand-new Greenhouse integration that’s specifically designed to help prepare organizations for the future of work.
What is the future of work?
As a Talent expert, you’re likely no stranger to all the talk surrounding the future of work. You’ve probably heard the statistics – by 2025, machines will carry out 50% of all work tasks, resulting in the loss of 75 million jobs. But, at the same time, 133 million new human jobs will be created.
In this new reality (what many are calling the “fourth industrial revolution”), organizations will face unprecedented Talent management and workforce planning challenges as they migrate masses of people from dying jobs to new jobs.
Needless to say, “that’s just the way it’s always been done” will no longer be a viable excuse to continue current Talent deployment practices. For too long, when making hiring decisions, organizations have depended on data scraped from resumes, social media profiles and — worse yet – “gut feel.” Today, these datasets don’t predict on-the-job success, resulting in poor employee satisfaction and high turnover. And they certainly won’t be any good as selection criteria in the future of work, where some 65% of today’s students will be applying for jobs that don’t exist yet.
Some of these potential roles could include job titles like Tech Ethicist, AI-Assisted Healthcare Technician and Chief Trust Officer. It’s not like you’ll be able to hire someone with a masters in “trust” or 10 years of experience in Healthcare AI. You will no longer be able to depend on formal education and past experience to place people into roles, and thus understanding the difference between skills, knowledge and talents is critical to future-proofing your Talent processes.
“Skills” refer to the “how-to” of a role; whether you know how to weld, use MS Excel, code in Python, etc.. “Knowledge” refers to what you are aware of, which can usually be quantified in a degree or designation, like a CPA, MBA or PhD.
“Talents,” however, are recurring patterns of thought, feeling and behavior, like whether you are a team player, a natural communicator or an innovative thinker. Not only are talents four times more predictive of on-the-job success now, but, according to the experts, talents will also determine top performers in the future of work. For example, The Harvard Business Review says the most in-demand talents of the future of work will be imagination, creativity and strategy; Deloitte says they will be creativity, teamwork and problem-solving. Regardless, talents will be critical for getting the right people in the right seats in the fourth industrial revolution, but current Talent deployment processes don’t measure – or even consider – talents.
That’s where Plum comes in.
What is Plum?
In three steps, Plum quantifies people’s talents and matches them to roles where they will thrive.
First, Plum measures talents such as innovation, adaptability and leadership through a Talent assessment called the Plum Discovery Survey.
Second, Plum measures job needs with what’s called the Match Criteria Survey, creating an adaptable Talent competency model.
Third, Plum matches your candidates’ Talent profiles to the Talent competency model, generating a Match Score – a numerical value that predicts how successful that individual will be in that role.
What does the Plum + Greenhouse integration do?
When integrated with Greenhouse, Plum becomes a recruiting stage, increasing the predictability and efficiency of your Talent pipeline, all while making your hiring team more collaborative. Here’s how.
Getting on the same page. Get your hiring team aligned on the needs of the role as soon as you create the job. Invite expert contributors – such as hiring managers, recruiters and top performers – to complete the eight-minute Match Criteria Survey and create the competency model for that job. Say goodbye to long role requirement meetings; regardless of how many expert contributors complete the survey, Plum will aggregate the results to get your team on the same page. Plum automatically calculates your competency model based on each expert contributor’s responses, aligning all your stakeholders to the needs of the role.
Getting data-at-a-glance. Automatically get Match Scores (a numerical value that quantifies employee potential) right in your Greenhouse applicant pipeline. View and filter your applicants’ Match Scores in Greenhouse, and drill down into each candidate’s job-relevant talents and behavioral competencies in Plum.
Optimizing for efficiency...all while creating a great candidate experience. Plum believes that efficiency shouldn’t come at the cost of candidate experience. That’s why they optimize for both. When candidates complete the Plum talent assessment, they all receive a Plum Profile outlining their top talents, career advice and opportunities for development, providing a candidate experience that adds significant value to any applicant’s job-seeking journey without expending any extra recruiter bandwidth.
Prospecting from your own talent pool. Just because a candidate might not be a great fit in one role doesn’t mean you have to throw out their application entirely. Cut major recruiting time and budget with Plum’s Talent Rediscovery feature, where you can get immediate insight into other roles where a candidate would be a fantastic fit. When you move that candidate to a new role in Greenhouse, their Match Score is automatically recalculated to reflect the new role’s competency model.
Learn more about the new Plum + Greenhouse integration at https://use.plum.io/greenhouse.