Stakeholder Interests | MCT System

Running head: MCT HIRING SYSTEM
MCT HIRING SYSTEM
Name of the Student
Name of the University

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Requirement
The requirement section is divided in 2 major sections. The sections are namely stakeholder interests and defining of
the interests. This section also ensures that there is a proper assessment of the interest of the stakeholder as well as
the analysis of the requirements that will be required for completion of the project is discussed.
A. Stakeholder Interests
The stakeholder interests have been dealing with three major headings. The headings are namely the roles, specific
problems that are related to the current hiring process. The table also discusses about the technology solution to
support the hiring process could address the problems (Greiner 2015). The first column discusses about the job role
of the different stakeholders. The different stakeholders that are present organization of MTS. The stakeholders who
will be playing an active role in the hiring process are also discussed in the process. In the next column, there are the
problems that have been faced by the stakeholders during the hiring process with the help of the previous hiring
process is also stated (Marlow & Dabbish 2013). The next column discusses about the solution that will be
supporting the hiring process that will be addressing the process the technology solution will be providing to the
stakeholders and hence wise this ensures that the betterment that will be received in the process will be analyzed.
This section ensures that the management of the data processing will be performed in a better manner.
Role Specific problem related to
the current hiring process
How a technology solution
to support the hiring
process could address the
problem
1. CEO The recruiting process have
been slower. This led to the fact
that the number of new projects
that were taken have been
decreasing. This issue have
been preventing the CEO from
taking new projects and hence
wise losing a lot of revenue.
With the help of the
recruiting system, the main
aspect that is considered is
that the recruitment process
will be getting faster. This
recruitment will ensure that
the CEO will be taking up
new projects and hence
wise an increase in revenue
can be seen.
2. CFO The cost that have been charged
by the third party recruiting
companies were high. With each
and every recruiting sessions,
charges were to be paid. This is
considered as one of the major
issue.
With the help of the
recruiting system, the cost
that is incurred in the
recruitment process that
requires involvement of the
third party gets reduced.
3. CIO Security of personal data of the With the help of the

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clients and the applicants have
been one if the major focus and
in traditional process, this have
been a major issue.
recruiting system, the entire
issues that are security
related are eliminated. This
ensures that the security of
data increases.
4. Director of Human Resources It have been getting difficult for
them to control the excess need
of the employees. This ensures
the fact that there have been
proper assessment of the
recruiting process.
With the help of the
recruiting system, the time
and effort that is put into
the recruiting system
decreases.
5. Manager of Recruiting There was a missing
competitive edge in using the
traditional hiring process. There
have been an increase in the
time that is taken in the
recruitment process in case
traditional process is used. This
section also ensures the fact that
there have been proper
Again with the
implementation of the
recruitment system the time
that is taken in the
recruitment process
decreases by 15%. This
increases the competency in
the market.
6. Recruiters Overlapping of several job
responsibilities have been one
of the major aspect that is to be
considered to be affecting the
working process.
With the help of the
recruiting process, the main
aspect that is considered is
that the tasks do not get
overlapped and hence the
working process gets easier.
7. Administrative Assistant Coordination have been one of
the major issue that have been
chosen in the case.
With the help of the
recruitment system,
coordination issue is
eliminated.
8. Hiring Manager (Functional
supervisor the new employee would be
working for.)
Management of the data related
the job opening and
documentation process have
been the major issue
With the presence of the
recruitment system, a
dashboard can be used and
hence wise this will be
highering the efficiency.
B. Defining requirement
Defining requirement is divided in 3 major sections. The first section is the serial number, the second scope is
the requirement statement and the 3rd segment is the stakeholders who will be getting affected in the section.
The requirement statement segment is again divided in 2 major sections (Gokuladas 2011). The sections are
namely the user requirement and the system requirement. The User requirement have been focusing in the
aspects that the users expect from the system. The aspect that is considered is the system requirement
(Ramaabaanu, R., & Saranya 2014). The system user requirement ensures that a proper understanding of the
factors that are important in the processing of the recruitment system are considered.

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Requirement
ID# only
Requirement Statement Stakeholder
(Position and Name from
Case Study that identified
this requirement)
User Requirements – (What the user needs the system to
do)
The system must store all information from the candidate’s
application/resume in a central applicant database.
Recruiter – Peter O’Neil
1. Scheduling of the interviews Administrative Assistant:
Tom Arbuckle
2. Screening of resume Hiring Manager
3. Arrange interviews Administrative Assistant:
Tom Arbuckle
4. Act as a dashboard Hiring Manager
5. Documentation purpose Hiring Manager
System Performance Requirements – (How the system
will perform)
The system must be implemented as a Software as a
Service solution. CIO – Raj Patel
6. Operating System (Windows) Director of HR: Joseph
Cummings
7. Flash player Recruiters: Peter O’Neil
(along with Mike Thomas
and Jennifer Blackwell)
8. Browsers Recruiters: Peter O’Neil
(along with Mike Thomas
and Jennifer Blackwell)
9. Firewall Recruiters: Peter O’Neil
(along with Mike Thomas
and Jennifer Blackwell)
10. Antivirus Recruiters: Peter O’Neil
(along with Mike Thomas
and Jennifer Blackwell)

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References
Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with
ORSEE. Journal of the Economic Science Association, 1(1), 114-125.
Gokuladas, V. K. (2011). Predictors of employability of engineering graduates in campus
recruitment drives of Indian software services companies. International Journal of
Selection and Assessment, 19(3), 313-319.
Ramaabaanu, R., & Saranya, M. (2014). Importance and Problems of E-Recruitment. Int. J.
Res, 1(9), 445-450.
Marlow, J., & Dabbish, L. (2013, February). Activity traces and signals in software developer
recruitment and hiring. In Proceedings of the 2013 conference on Computer supported
cooperative work (pp. 145-156).