● The sale of OUNA tokens will be final and non-refundable.
● OUNA will not be responsible for any loss of OUNA tokens, or situations that make it impossible to access OUNA tokens, which may result from any actions or omissions of the user or any person attempting to acquire OUNA tokens, as well as any loss arising due to hacker attacks.
● OUNA plans to offer anyone sharing its vision the opportunity to contribute to its development by buying OUNA tokens during the Initial Coin Offering event. This event will be held in Q2, 2018.
● OUNA Tokens are not being offered or distributed to U.S. persons.
● OUNA will issue 2 billion OUNA tokens, one time only, and will never issue any more.
● OUNA’s goal is to raise a minimum of 3,750 ETH, and to stop accepting contributions once 37,500 ETH has been raised.OUNA Token Launch — in numbers
Note: Some of the numbers below may change due to ETH/USD exchange rate volatility. The following numbers are best estimates as of May 2018.Maximum financing: 37,500 ETH [May change due to exchange rate changes] Minimum financing: 3,750 ETH [May change due to exchange rate changes] The cost of an OUNA is 0.00005 etheriums for 1 OUNA /1 OUNA = 0.05 MILLIETHER/ ]
Token users will be able to acquire (OUNA) at a reduced rate by sending ETH to the pre-sale smart contract address. Those with other cryptocurrencies, such as BTC or Ethereum Classic, can purchase (OUNA) via a conversion service that will be available on the www.OUNA.io website. Token contract Information on the OUNA token sale will be published only on the address: www.OUNA.io website — 48 hours before the crowd sale launch date. Launch date and The OUNA token will be available for pre-sale September 1st , 2018, and will end in 31st of October. The public sale will start November 1st, 2018.
Token launch Token launch will end when either the maximum number of ETH is completion: raised, or 30 days have passed. If less than the minimum number of ETH is raised, ETH can be retrieved by holders of OUNA tokens; contributors sending ETH to the OUNA Smart Contract address will immediately receive tokens.
The OUNA token is a key component in the economy of the OUNA project and is required for all transactions between platform members. The rewards for affiliate networks and affiliates will have a fixed price in US dollars, as well as a floating price in tokens.How OUNA is different OUNA has developed its algorithms and defined its structure to address the major issues and problems that exist in the current talent assessment and recruitment industry based on an already proven tool. This combination between OUNA and the Analyzer will address and solve the following problems of the market:
Problem 1: Multiple assessments for any candidateMany companies have their own candidate assessments. The results of such assessments are often unique for that specific company, and are almost never shared with other companies. Thus, candidates have to often perform multiple assessments for different companies, which results in a wastage of time and resources for the prospective candidates— and the hiring companies.
The OUNA Advantage: OUNA requires that all prospective job seekers complete the same OUNA talent assessment only once. After this, OUNA’s advanced and tested algorithms are able to determine an accurate profile of the candidate. This single profile will be used to compare the job-seeker with the requirements of any incoming positions.
Problem 2: Long assessmentsTalent assessments help employers to identify candidates who will be a good fit for their company. Consequently, some companies want their assessments to be as comprehensive as possible – requiring job-seekers to invest a significant amount of time (sometimes up to four hours, or maybe even more) to complete the assessments.
The OUNA Advantage: OUNA’s algorithms require only a brief amount of time from an applicant. Typically, an applicant will be able to complete the full OUNA assessment online within 15 minute.
Problem 3: AnonymityWith traditional job recruiting processes, a prospective candidate may be deterred from applying for certain positions out of concern that the application would possibly be exposed to his current employer, and the fact that he is looking into alternative work opportunities would then become known.
The OUNA Advantage: The OUNA recruitment process removes this concern because job-seekers maintain their anonymity until that stage in the recruitment process when they are required to agree to expose their identity to a specific company in order to proceed with the subsequent stages of the hiring process.OUNA – Whitepaper Page | 18
Problem 4: Data verificationWith traditional recruiting processes, it is easy for candidates to claim professional qualifications and work experience that are not “totally accurate.” It is complicated and time consuming to verify the details in an applicant’s resume.
The OUNA Advantage: OUNA uses Smart Contracts and other mechanisms to help ensure that the data in a candidate’s CV is verified and accurate.
Problem 5: Determining job requirements – and an ideal candidate profileWhen a position becomes available, a company must invest time and effort to establish the requirements of the position, and to develop a profile of the ideal candidate. The more accurately these requirements are established, the better the chance that the company will hire a suitable candidate. Analyzing a position and developing an associated profile is a complex process, and many companies may not be equipped to conduct it adequately.
The OUNA Advantage: OUNA simplifies things. With OUNA, a company looking to hire does not need to invest efforts in determining the ideal profile. Instead, the company selects a number of their most successful employees in the same professional field as the available position. These selected employees then perform the OUNA assessment. Based on the combined results of these assessments, OUNA creates a profile of the ideal candidate for the available position – a process that requires little input from the hiring company.Current recruitment challengesAccording to a market survey conducted by the HR consulting company VirtualHR, the biggest recruitment challenges facing the industry are as shown below.17 There is little doubt that OUNA will go a long way towards addressing many of these challenges17 Top five recruiting challenges HR professionals face and how to overcome themhttp://www.virtualhr.co.ke/top-five-recruiting-challenges-hr-professionals-face-and-how-to-overcome-them/
● OUNA’s accurate candidate assessments will ensure that only the most appropriate and suitable candidates are recommended to hiring-companies.
● OUNA’s extensive candidate profile database will help to ensure that there are sufficient applicants for all positions. As the database expands, the number of suitable candidates for any given position will increase.
● It appears that there is no simple solution to dealing with candidates who initially accept a job offer and then withdraw. One can assume that in the majority of cases, the reason for withdrawing is that the candidate has been offered seemingly better conditions by another company.
● With OUNA, “Too many applicants” will no longer be a complaint. After searching its candidate profile database for candidates suitable for a given vacancy, OUNA will recommend only the top, best-suited candidates.8. Blockchain Potential & the Marketplace
As per the latest Worldwide Blockchain Report: Market Shares, Strategies, and Forecasts, 2018-202410, it is estimated that the global market for blockchain will reach over $60 billion by 2024. The same market was estimated to be just $708 million in 2017. This phenomenal growth will be driven by Microsoft and IBM, followed by Accenture, who will transition from conventional software solutions to cloud-based services. The move will involve digital transactions in real-time across enterprises, boosting collaborations and leading to lower transaction and management costs. Blockchain and Smart Contracts Blockchain enables the use of Smart Contracts, which can help to improve the recruitment workflow that traditionally requires human intervention. The potential of blockchain in the HR arena is unparalleled as it encourages the elimination of trust issues that arise with third-party intermediaries. The blockchain effect reduces the inbuilt inefficiencies that arise due to these intermediaries. Blockchain is a disruptive technology with innumerable applications, and it has effectively removed the need for traditional intermediaries — lawyers, brokers, bankers — who consume a portion of the revenue stream and add friction to business interactions. Blockchain is a tamper-proof recorder of events, credentials, certifications, and other information about a candidate, reducing the time spent on verification overall.Peer-to-peer ecosystem Blockchain enables a seamless solution for automating employment compatibility assessments securely for the benefit of both employers and employees in the most efficient way. Building a peer-to-peer ecosystem, which matches employees’ skills with the employers’ requirements via Smart Contracts, will challenge the status-quo of the industry,and offer the potential to reinvent the existing practices in the HR industry. All of this will be done while reducing or eliminating the need for intermediaries, such as HR companies and online platforms, who hold a huge amount of private data, often with little accountability or security.Use of BlockchainBlockchain has the potential to streamline core HR processes such as payroll, recruitment, competency management, and learning. HR solutions have moved to subscription-based models on cloud platforms and mobility is expected by employers as well as employees. Blockchain provides a decentralized and secure ledger that gives all participants a simple and secure way to verify and validate information.CV Certification. While there are numerous examples of effective applications of blockchain in the HR functions, CV certification is one scenario where blockchain can make an impressive impact. The lack of accuracy in candidate resumes is a major issue for employers. A large amount of information that is made available to prospective employers may be dubious and require extensive cross-checking. Blockchain is poised to change all this. Entrepreneurs at OUNA are working with blockchain implementation experts to reduce the requirement for HR to validate the data in candidate documents; data such as qualifications, position history, and job experience.A recent study by PwC lists Credentials Verification (assessing and verifying educational achievements, skills, and past job performance of potential recruits) as another possible use of blockchain technology in the HR sector. Blockchain is the technology of the future; it has the potential to bring to fruition many advantageous concepts that were only theoretically possible until now.