By choosing Plum, Communitech and Lazaridis Institute can identify the needs of the Employers on the onset and select applicants based on the highest probability of employment success.

Plum has a unique, three -step process.

Step One: Employers complete Plum’s 6 -minute Match Criteria Survey, which narrows down the traits most important to their unique role and company culture. Thise Match Criteria isare the benchmark inby which all Plum Profiles are compeasured against. Each Employer has its own Match Criteria. Communitech and Lazaridis can also have their own Match Criteria. Multiple Match Criteria can be aggregated.

Step Two: All applicants take Plum’s Talent Assessment. Plum’s Talent Assessment has two advantages over other pre-employment assessments.
1) Tests for the #1 Predictor of Workplace Performance,: Intelligence. Plum’s Social Intelligence Test assesses individual differences in the ability to understand social cues and anticipate the impact of different actions on the thoughts and feelings of others. Organizations have become increasingly aware that having interpersonally effective employees isare crucial for Sales roles. Plum's Problem -Solving Tests fomeasure Fluid iIntelligence,: how quickly someone learns and solves new challenges.
2) Tests for Personality using ae cutting-edge behavioural science and methods that cannot be faked. Traditional behavioural assessments canre often beand easily faked, and their validity drops inby half owhence they are used in competitive hiring environments.

Step Three: In Plum’s real-time dashboard, each applicant receives a Plum Match Score for each Match Criteria that has been created. This allows for rapid shortlisting of the candidates with the highest Match Scores. For example: Jess may be a 35 match for Vidyard, but may be a 99 match for Sortable. Chris may have a 95 for Shopify, but may only be a 57 for Dejero. Therefore Jess would be an ideal applicant for Sortable, and Chris an ideal applicant for Shopify. Once the qualified candidate is identified based on a fit for the program and employer's role, all that is missing is the skills training.

The Plum Talent Assessment hais proven to:
• Increase greater diversity by shortlisting applicants based on scientific predictors of success, rather than the bias of past education, past experience and personal judgement, all—none of which are not predictors of success.
• Reduce time spent reviewing applications by 80%.
• Reduce time spent interviewing by 60%.
• Reduce training time by 67%.
• Plum has tested movrer than 80,000 applicants and has analysed movere than 7 million answers.
• 93% of Employer Performance Reviews say that they would hire their Plum Matched Employee again.

The Appendix below provides greater detail as to the three important advances to the Plum assessment process that result in profiles that are 3 to 4 times better at predicting job success than the leading competitors in psychometric testing.