Improving Hiring Process with Technology

This assignment analyzes the current hiring process at CIC (Company Incorporated) and proposes improvements by leveraging technology. It identifies challenges in areas like collaboration between recruiters and hiring managers, communication with candidates, workflow efficiency, and relationship building. The plan suggests solutions such as implementing a centralized hiring system, improving communication channels, streamlining workflows, and fostering employee involvement in the hiring process. The goal is to enhance the overall hiring experience for both CIC and its applicants.

Running head: PROCESS ANALYSIS
Stage 2: Process Analysis
Name of the Student:
Name of the University:

1PROCESS ANALYSIS
Table of Contents
Stage 2: Process Analysis................................................................................................................2
A. Hiring Process.........................................................................................................................2
Part 1 and part 2: CIC hiring process.......................................................................................2
B. Expected improvements..........................................................................................................5
References........................................................................................................................................7

2PROCESS ANALYSIS
Stage 2: Process Analysis
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.
2. The computer
software matches the
Recruiter The computer runs the
process of matching
It helps to match the
best candidate as

3PROCESS ANALYSIS
applications with open
job requisitions of
people as per job
requirements.
of people. per the job
requirements.
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.
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.
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 for the
applicant database.
The candidates can
lead to better
assessment of
interview, better
experiences of
candidate and better
offer acceptances.
8. Conduct the
interview with the
selected candidates
those are selected into
pre-interview
Recruiters The recruiter asks
various questions to
better access the
candidate
(Schumacher, Grigsby
It is a better
assessment to take
quicker decision
regarding selection

4PROCESS ANALYSIS
assessment & Vesey, 2015). 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.

5PROCESS ANALYSIS
B. Expected improvements
This section identifies the current issues in CIC related to collaboration, communication,
workflow and relationships.
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.
Communication
s:
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.
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.
Relationships: Communication gap among
recruiter and HR manager makes a
bad relationship with each other.
The employees are not involved
Implementation of hiring system
fosters stronger relationship with
applicants’ employees by
permitting them to update with

6PROCESS ANALYSIS
into any type of hiring decisions of
the candidates.
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.

7PROCESS ANALYSIS
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.