Home Smart 100 2014 Online Exit Interview (NSW) – 2014 SMART 100

Online Exit Interview (NSW) – 2014 SMART 100

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This SMART 100 profile and the information it contains is a duplication of content submitted by the applicant during the entry process. As a function of entry, applicants were required to declare that all details are factually correct, do not infringe on another’s intellectual property and are not unlawful, threatening, defamatory, invasive of privacy, obscene, or otherwise objectionable. Some profiles have been edited for reasons of space and clarity.

1. THE BEGINNING

This innovation came to life when…

The founder was frustrated about the lack of data-driven decision making employed by organisations when making important decisions about people and culture.

Online Exit Interview was launched this year.

2. WHAT & HOW

The purpose of this innovation is to…

Very simply to help organisations reduce costly employee turnover, predict where turnover might happen and prevent it with corrective action.

It does this by…

Introducing predictive analytics to HR in a simple and accessible manner combining the science of big data with interactive and visually stunning reports and practical recommendations about how to arrest costly employee turnover.

3. PURPOSE & BENEFITS

This innovation improves on what came before because…

  • It integrates predictive analytics to prevent where employee turnover might occur in the future.
  • It has proven higher participation amongst exiters.
  • It significantly better reports and recommendations.

Its various benefits to the customer/end-user include…

Reduced employee turnover which can cost an average organisation of 100 staff and 20 per cent turnover upwards of $500 in direct costs and much more in indirect costs.

It also helps to make work suck less.

4. COMPETITIVE LANDSCAPE

In the past, this problem was solved by…

HR interviewing very guarded exiters, who typically weren’t honest and engaged in the process. Making biased conclusions when interpreting data and implementing misaligned solutions.

Its predecessors/competitors include…

Internal HR

5. TARGET MARKET

It is made for…

ABS indicates that there are over 6,000 enterprises in our target market, who are organisations with a headcount of 100 to 10,000 employees who experience employee turnover of greater than 20 per cent. We can scale and deliver this internationally, but are focusing on Australian organisations initially.

It is available for sale through…

Through a scalable online and remote sales as well as direct sales for larger clients.

Our marketing strategy is to…

Use a lean customer development process which has identified some initial clients. Now we plan to employ use SEO, SEM, Media and direct sales to help with our early stage growth.

Your Turn — VOTE!

The Readers’ Choice Index was created to provide an opportunity for Anthill readers to vote on SMART 100 applications, in one of three ways:

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We’ll use your vote to create the 2014 SMART 100 Readers’ Choice Index.

FINE PRINT
This SMART 100 profile and the information it contains is a duplication of content submitted by the applicant during the entry process. As a function of entry, applicants were required to declare that all details are factually correct, do not infringe on another’s intellectual property and are not unlawful, threatening, defamatory, invasive of privacy, obscene, or otherwise objectionable. Some profiles have been edited for reasons of space and clarity.

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