Strengths:
Our company has many strengths that will allow us to create a niche market within this $122 billion dollar industry. First, our proprietary phone screening method, developed by our COO who holds a Doctorate in industrial and organizational phycology, has an 80% success rate for screening out applicants who are not a good motivational fit for a position while accurately predicting desired on-the-job behavior.
Second, our business model uses virtual employees from around the US to conduct phone screenings. These employees are subcontracted to receive calls based on our needs and their schedules. By having this virtual, on call, team of contracted employees Our company can quickly react to fluctuations in our that may occur as …show more content…
Our company have forecasted that 50% of employers will take advantage of our screening services. Based on this forecast our company will contract with enough call screeners to ensure they each get 20 hours per Week in call volume. If our forecast is too aggressive, our company run the risk of not having enough call volume to support our contracted employees and will have to cancel some contracts. However, if our needs forecast is too conservative, and the call volume higher than expected, our company will easily be able to flex up call volume to contracted screeners while our company bring on new …show more content…
If an applicant or employee brings a discrimination lawsuit against the employer claiming that their employment practices are discriminatory and not within the regulations set by the EEOC under the uniform guidelines on employment selection procedures (Gpo.gov, 2015), Our company risk be a third party names in the lawsuit. We’ve reduce are exposure to this threat in two ways. First, our company allow the employer to do the initial screening and provide us the top 20 candidates based on their assessment criteria. By using this process, the employers hold the initial liability for applicant selection. Second, our proprietary screening questions are legally compliant, consistent to each applicant, responses are objectively rated and each call is recorded and archived for three years, well beyond the 300 days that most states allow under a discrimination charge filled thru the
Our company has many strengths that will allow us to create a niche market within this $122 billion dollar industry. First, our proprietary phone screening method, developed by our COO who holds a Doctorate in industrial and organizational phycology, has an 80% success rate for screening out applicants who are not a good motivational fit for a position while accurately predicting desired on-the-job behavior.
Second, our business model uses virtual employees from around the US to conduct phone screenings. These employees are subcontracted to receive calls based on our needs and their schedules. By having this virtual, on call, team of contracted employees Our company can quickly react to fluctuations in our that may occur as …show more content…
Our company have forecasted that 50% of employers will take advantage of our screening services. Based on this forecast our company will contract with enough call screeners to ensure they each get 20 hours per Week in call volume. If our forecast is too aggressive, our company run the risk of not having enough call volume to support our contracted employees and will have to cancel some contracts. However, if our needs forecast is too conservative, and the call volume higher than expected, our company will easily be able to flex up call volume to contracted screeners while our company bring on new …show more content…
If an applicant or employee brings a discrimination lawsuit against the employer claiming that their employment practices are discriminatory and not within the regulations set by the EEOC under the uniform guidelines on employment selection procedures (Gpo.gov, 2015), Our company risk be a third party names in the lawsuit. We’ve reduce are exposure to this threat in two ways. First, our company allow the employer to do the initial screening and provide us the top 20 candidates based on their assessment criteria. By using this process, the employers hold the initial liability for applicant selection. Second, our proprietary screening questions are legally compliant, consistent to each applicant, responses are objectively rated and each call is recorded and archived for three years, well beyond the 300 days that most states allow under a discrimination charge filled thru the