Improving Hiring Process at CIC

The assignment focuses on proposing solutions to enhance CIC's hiring process through technology implementation. It analyzes existing challenges related to collaboration, communication, workflow, and relationships within the recruitment cycle. The document aims to demonstrate how an efficient system can improve these areas, leading to a more positive applicant experience, reduced time spent on offer letter preparation, and proactive hiring strategies.

Stage 2: Process Analysis
Name of the Student:
Name of the University:

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Table of Contents
Stage 2: Process Analysis.............................................................................................................................2
A. Hiring Process.....................................................................................................................................2
Part 1 and part 2: CIC hiring process...................................................................................................2
B. Expected improvements.....................................................................................................................4
References...................................................................................................................................................7

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Stage 2: Process Analysi
A. Hiring Process
Part 1 and part 2: CIC hiring process
The existing system of CIC is manual system which is used into recruitment process of the
employees, but it is less effective and time consuming. A new recruitment system is introduced which
will replace the old system of CIC. The following table analyzes the current hiring process (as-in-process)
and process supported by technology solution to improve hiring process (to-be-process).
CIC Hiring Process
As-Is Process
(Part 1)
Responsible CIC
Position
(Part 1)
To-Be Process – How
the System Will Support
the New Process
(Part 2)
Business Benefits of
Improved Process
(Part 2)
1. Recruiter receives
application from job
hunter via Postal Service
Mail.
Recruiter Receive application via
on-line submission
through CIC
Employment Website
and store in applicant
database.
More efficient submission
process decreases time
needed to receive and
begin processing
applications. This will
present a positive image
to potential employees
and help CIC compete for
top IT talent. It stores the
business data and allows
real time access to the
information which makes
the process faster.
2. The computer software
matches the applications
with open job
requisitions of people as
per job requirements.
Recruiter The computer runs the
process of matching of
people.
It helps to match the best
candidate as per the job
requirements. CIC will
provide clients with higher
quality employees by
sorting throughout

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applicant data into
efficient manner.
3. The HR recruiters will
screen the resumes of
various applicants those
are applied for the job
position.
Manager of
Recruiting
The computer software
is used to screen the
resumes.
Screening resumes is a
time consuming process
and cost effective as the
resumes are automatically
screen into the system
and the recruiter can
review the resumes to
meet with hiring
requirements.
4. Schedules of interview
for the applicants.
Hiring Manager Interviews are not
possible to take unless
the proposed hiring
system chooses the best
candidates.
It saves time, cost and it is
the best way to recruit the
employees. ERP allows
automating the hiring
process which ensures
that each employee is
interviewed. The system
stores of additional data
and require access to
added processing power.
The system has electronic
calendars to schedule
interview with the
applicants.
5. The recruiter asks the
candidate to give last
name and contact
number. Then, the
recruiter enters the
candidate’s information.
Recruiters The recruiter’s
information is taken to
serve them properly and
ensure that all
candidate’ data are
entered securely into
the database of the
company (Bourgeois,
2014).
The recruiter starts
conversation with the
candidates to take
information. The
candidate information
helps to reach them
anytime and create stable
relationship.
5. There is distribution of
pre-interview
assessments.
Hiring Manager The pre-interview
assessment takes the
forms such as online
personality test, work
based assessment.
It adds some sort of time
to hiring process, but
saves time and money
into long run. It avoids
taking bad hiring
decisions.
7. Prepare for the
interviews.
Recruiters The candidates are
prepared for the
interview. They examine
the resume and check
The candidates can lead to
better assessment of
interview, better
experiences of candidate

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for the applicant
database.
and better offer
acceptances.
8. Conduct the interview
with the selected
candidates those are
selected into pre-
interview assessment
Recruiters The recruiter asks
various questions to
better access the
candidate (Schumacher,
Grigsby & Vesey, 2015).
It is a better assessment to
take quicker decision
regarding selection of
candidate.
9. There is extending of
hiring offers to select the
candidate.
Hiring Manager It helps to better select
the candidate based on
their knowledge and
skills as per
organizational
requirements
(Bourgeois, 2014).
It is time taking process
but helps to make best
decision regarding
selection of candidates.
10. Selection of
candidates based on their
interview results
Recruiters Based on some facts,
the candidates are
selected: How well they
communicate, skills of
candidate, presentation
before the recruiters.
The decisions regarding
the interview leads to
move to if second
interview is required or
not.
11. Performing a
background check of the
candidate
Administrative
Assistant
The background check
ensures for candidate’s
education, criminal
background, and
professional.
It helps to select best
candidate for the
company.
12. Ted prepares offer
letter based on
information from
recruiter and puts in the
mail to the chosen
candidate.
Administrative
Assistant
Prepares job offer letter
by selecting information
needed for specific
candidate; system
completes the template
with stored information,
and Ted reviews and
emails to candidate.
More efficient offer
process presents positive
image to applicants and
decreases time needed to
prepare offer letter, and
enable CIC to hire in
advance of the
competition.
B. Expected improvements
This section identifies the current issues in CIC related to collaboration, communication,
workflow and relationships.

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Area Current Issues Improvements
(due to use of technology)
Collaboration: The Hiring Manager states that
he isn’t as responsive to HR as
he could be as recruiting is only
one of the many areas he is
responsible for. Therefore, he
depends on Recruiters to stay
on top of the recruiting process.
An efficient system with all information in
one place, easily accessible and updated in
real time could make his recruiting job
easier; and he could devote time to
effectively working collaboratively and
proactively with HR on his staffing needs.
Communications: There is less openness into the
communication. The recruiters
and candidates are not able to
communicate properly. There is
lack of timely feedback on the
issues. Therefore, there is some
communication gap.
CIC IT consultant should work with the
human resources department and HR
manager to look for best candidate. The
recruiters can ask the employees regarding
the applicant’s educational qualification
background. It also allows quicker job
posting with in-depth details of credentials
required for the applicants. The internal
communication is improved as ERP solution
stores data into one location. ERP also
tracks information about both internal and
external customers. All the HR managers
can build reports in addition to dashboards
to share with others. Communication with
the vendor becomes easier which improves
organizational performance and external
communication. Using the system, the
applicants can communicate with the job
seekers and HR using integrated email,
QuickText communication inbox.
Workflow: The flow of task is not done
properly as there are
possibilities of errors. The
candidate’s information is not
maintained properly.
The hiring system should provide such a
workflow structure for the participants to
perform the hiring process (Bourgeois,
2014). Up to date data allows each
participants to observe when it is the time
to do hiring process and move to next
applicant. It allows efficient task to perform.
Throughout interview process, candidates
are evaluated as much as they are. The
quality candidates those want to work into
the organization environment are

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surrounded by people. When recruiter is
involved into hiring process, then there
interaction with the candidate can be a
strong selling point.
Relationships: Communication gap among
recruiter and HR manager
makes a bad relationship with
each other. The employees are
not involved into any type of
hiring decisions of the
candidates.
Implementation of hiring system fosters
stronger relationship with applicants’
employees by permitting them to update
with current status of the application
process. It provides applicants with best
reputation of company those are updated
with current data. HR manager should have
better relationship with the HR and
Manager of recruiting to communicate
properly. When the employees are involved
into recruitment decisions, then it would be
effective into promoting of friendly working
environment.

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References
Bourgeois, D. (2014). Information Systems for business and beyond. Chapter 3. The Saylor Foundation.
Bourgeois, D. (2014). Information Systems for business and beyond. Chapter 6. The Saylor Foundation.
Schumacher, G., Grigsby, B., & Vesey, W. (2015). Determining effective teaching behaviors through the
hiring process. International Journal of Educational Management, 29(1), 139-155.