CIC Hiring Process: Strategic and Operational Outcomes Analysis Report

This report provides a detailed analysis of the CIC's hiring process, focusing on its strategic and operational outcomes. The report begins by outlining three key strategic goals: tracking staff skills and certifications, accommodating all relevant departments in the hiring process, and reducing the time required to complete the hiring process. It then presents a process analysis of the current hiring system, detailing each step and the responsible CIC position. The report also includes a table of requirements, identifying the source and individual details for various tasks such as preparing job offer letters, screening resumes, and securing client data. The ultimate aim of the report is to highlight the need for an efficient and streamlined hiring process to meet the goals of the company and increase the efficiency of work. The report also refers to the references used to write this assignment.

Running head: Strategic and Operational Outcomes
Strategic and Operational Outcomes
Stage-3

Strategic and Operational Outcomes 1
Stage-3 Strategic and Operational Outcomes
A. Strategic Outcomes:
The three strategic goals or the objectives of the CIC and the purpose of each goal are as follows:
i. Strategic Goal /Objective 1: The strategic goal of the CIC is to track the skills
and certification of each present staff of the Company CIC. After the
development of the new hiring system in the company, it is expected to maintain
the records of the skills and the certificate of each and every staff member of the
company. The main aim behind this is to reduce the frequency of hiring new
employees for every new project. This will also help to allocate the right people
at the right place, and this will also enhance the hiring process.
ii. Strategy Goal/Objective 2: Accommodate all the department of the
Company which is involved in the hiring process. When the new hiring
system is developed into the company, it is expected that all the
department of the Company will coordinate in the new hiring system
which includes, department of human resource, department of finance,
Department of information Technology, hiring manager department and
the department of administration. Accommodation of this all department
will contact the company to do communication between the department
more easily and appropriately and increase the speed of recruitment
process as after incorporating the new hiring system the time required for
recruitment is very less. As compared to the current recruiting system.
iii. Strategy Goal/Objective 3: the Third objective of CIC is to reduce the time
required for completing the hiring process by 15% to 20%. It is expected to
increase in the rate of hiring employees when the new hiring system developed in

Strategic and Operational Outcomes 2
the company which is better from the earlier hiring system in which the hiring
process took longer time for hiring the employees for the new project. The main
purpose of new hiring system is that time taken for filling the new positions in
the company and advertised for the same and scheduling the interview of it will
reduce tremendously. (Loosemore M. et.al., 2003).
B. Process Analysis:
Currently, the hiring process of CIC is a very complex, long which includes different
levels of different departments which required lots of time for recruiting the candidates
for the Company. (Engineers T. C. 2002).
The table below shows the hiring process of CIC:
Hiring Process Step Responsible CIC Position
1. Receive application from job hunter Recruiter
2. For best applicants screening the resumes Recruiter
3. Conquering the best applicants to the manager of hiring Administrative Assistant
4. Selecting the top candidates for new project Hiring Manager
5. Interview scheduling Administrative Assistant
6. Interview of selected candidates Interview team
7. Collecting the feedback or result from Interview team Administrative Assistant
8. Updating the recruiter about the status of interview Administrative Assistant
9. Coordination of paperwork with new hire and human
resource
Administrative Assistant
10. Update the HR system about the information of new hire Human Resource
11. Contact the new hire Recruiter

Strategic and Operational Outcomes 3
12. Extend Hiring Offer to Selected Candidate Recruiter/Hiring Manager
C. Requirement:
For the work to be done accurately in information system, the requirement of the business should
be arranged apparently in order to formulate the software accordingly to meet the goals of the
Company CIC and increase the efficiency of work
Following is the table which shows requirements and individual personal details including the
source, name and the title for providing in the company
D. Requirement
Number
Requirement Source (individual)
from Case Study –
name and title
U-1 Preparing the job offer letter for the selecting
candidate
Paul O’Brien- Recruiter
U-2 Screening the resumes of candidates Paul O’Brien- Recruiter
U-3 Tracking the status of the applicants Hiring manager
U-4 Tracking the skills and certificates of staff Marianne Cho- CFO
UR-1 Updating the details of new hire on payroll William Bradley- Human
Resource
SS-1 Securing the data of the clients Fadil Abadi- CIO
SS-2 Maintaining the credibility of CIC Fadil Abadi- CIO
SS-3 Ensuring the reliability of the system Fadil Abadi- CIO
SS-4 Investing in the life system of long shelf Marianne Cho- CFO
SS-5 Reducing the paperwork Ted Anderson-
Administrative Assistant
SP-1 Increasing efficiency in the process of hiring Suzanne Rodriguez-
Manager recruiting

Strategic and Operational Outcomes 4
SP-2 Reducing the cost related to functionality Marianne Cho- CFO
SP-3 Eliminating the manual process of hiring William Bradley- Human
Resource