IFSM 300: MTC Hiring Process Analysis and System Recommendation

This report presents a detailed analysis of the hiring process at Maryland Technology Consulting (MTC). It begins by outlining the 'as-is' process, detailing the current manual procedures and the responsibilities of each MTC position involved. Subsequently, it contrasts this with a 'to-be' process, proposing how a new system can support and improve the hiring workflow, from application submission to offer letters. The report emphasizes the business benefits of these improvements, aligning them with MTC's strategic goals. Furthermore, the document identifies key areas for organizational focus, such as collaboration, communications, workflow, and relationships with potential employees. It highlights current issues in these areas and suggests technological advancements to address them. The report references relevant academic sources to support its findings and recommendations.

HIRING PROCESS
Name of Student
Name of University
Author’s Note

1
Stage 2: Process Analysis
Introductory sentence: the table provided below describes regarding the as-is process
that persists within the organization along with the MTC position that is responsible for it. It
further presents data regarding the to-be process describing the ways by which the system
would support as well as improve the process of hiring (Stone, Deadrick & Lukaszewski,
2015). Finally the table presents data regarding the business benefits that would help in
making the overall process better.
MTC Hiring Process
As-Is Process
(Part 1)
Respons
ible
MTC
Position
(Part 1)
To-Be Process – How the
System Will Support and
Improve the hiring
process
(Part 2)
Business Benefits of
Improved Process (Align
with MTC’s overall
business strategy and
needs.)
(Part 2)
1. Recruiter
receives
application from
job hunter via
Postal Service
Mail.
Recruite
r
System will receive
application via on-line
submission through MTC
Employment Website and
store in the applicant
database within the hiring
system.
A more efficient submission
process decreases time
needed to receive and begin
processing applications. This
will present a positive image
to potential employees and
help MTC compete for top
IT talent.
2. Posting as
well as
promoting
the opening
of jobs is
done
manually
Recruiter Posting and promoting the
requirement of the job can
be done with the use of
various social networking
sites, online job boards,
industry publications and
job fairs.
Receiving the application
faster
Reducing the time required
for hiring process for
enabling MTC in
identification as well as
hiring top IT taken in an
effective manner.
3. Creating an
open
requirement.
Hiring
manager
Identification of vacancy in
the aspects of the
responsibilities as well as
type and compensation.
Creating a certain job
description on the basis of
the knowledge, skills and
knowledge necessary for the
job.
Software that would be used
for carrying out sentiment
analysis on numerous job
descriptions would be able to
identify biased languages and
hence suggest different
alternatives. It would further
help in creating more
inclusive, appealing job
descriptions. It can further

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increase the diversity of the
candidate pool along with
attracting more eligible
candidates to the open
requirement.
4. Attracting
and sourcing
various
candidates
Recruiter Attracting and sourcing of
candidates is done using
numerous strategies like
recruiting socially, referrals,
various talent communities
as well as job fairs.
Sourcing is done internally
or externally in a wide talent
marketplace.
Recruiting software which
makes use of algorithms for
scraping numerous profiles of
the potential candidates along
with their portfolios which
can help in souring various
candidates that are passive.
Talent rediscovery would
help in sourcing external as
well as internal candidates
with the help of screening the
present resumes in the ATS
and hence finding various
strong matches for the
present open requirement.
5. Screening as
well as
shortlisting
HR Determine if candidates are
eligible for the role on the
basis of their experience,
education and some more
qualifications.
AI for recruitment can be
used, this would help in
automating the process of
screening, especially for roles
that have high value
(Reymen, Berends &
Oudehand, 2017). Intelligent
screening helps in analyzing
the present resume database
for learning about the
candidates that had moved on
for becoming better
employees based on their
performance, turnover as well
as rates of tenure.
6. The
recruiters
would
screen the
eligible
candidates
and hence
shortlist
names for
processing
Hiring
manager
s
Individuals that are eligible
for the position are selected
and they are contacted. The
data has been secured in the
database and hence final
recruitment is carried out
Hiring system would allow
better process of selection
which is much faster,
effective as well as efficient.
7. Administrati
ve assistants
schedule
interviews
which
Administ
rative
assistants
Interview would be
schedules for eligible
candidates. The applicants
are informed regarding
interview with the help of
It would enable fast
dissemination of data
regarding the schedule
interviews for numerous
applicants.

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would be
accommodat
ing the
hirers as
well as
managers
personal contact details.
8. Interviewing
as well as
hiring the
eligible
candidates
Hiring
manager
Tis involves the onboarding
of various new hires. The
employees are sent for the
purpose of conducting
numerous interviews along
with reference check even
before hiring manager
decides to hire a candidate.
Numerous software tools are
present for improving this
section under the recruitment
process. Automated
scheduling of interviews
would be helpful in saving
time. Online interviewing
could be carried out in the
real time and watched
whenever the professional
has time.
9. Selecting
candidates
Hiring
manager
The managers select proper
candidates on the basis of
their criteria
The system would allow
better criteria for selection.
This would make sure that
various qualified candidates
have been elected.
10. Carrying out
background
check
Hiring
manager
Hiring managers would look
for any data that is missing
or had not been used for
avoiding any bad decision.
This system would help in
providing added requirements
which are necessary on the
basis of the clients so that
nothing is left over.
11. Making an
offer
Hiring
manager
Applicants might accept the
offer on the basis of the
wages along with some
negotiations
The system keeps better
records of applicants that
could be used for reference in
future.
12. Administrati
ve Assistant
prepares
offer letter
based on
information
from
recruiter and
puts in the
mail to the
chosen
candidate.
Administ
rative
Assistant
System enables AA to
prepare job offer letter by
storing the offer letter
template and information on
each candidate; allows AA
to select information to go
into letter and put it into the
template, which can then be
reviewed and emailed to the
candidate.
More efficient offer process
presents positive image to
applicants and decreases time
needed to prepare offer letter,
and enables MTC to hire in
advance of the competition.
Table 1: MTC Hiring Process
(Source: Johnson, Lukaszewski & Stone, 2016)
Expected improvements

4
Introductory sentence: the table provided below provides data regarding the areas on
which the organization has to concentrate, present issues relevant to the area. It further
describes the advances that could be resulted with the usage of technology.
Area Current Issues
(from the Case Study)
Improvements
(due to use of technology)
Collaboration: The Hiring Manager states
that recruiting is only one
area he is responsible for
and he isn’t as responsive to
HR as he could be.
Therefore, he counts on the
Recruiters to help manage
the process and keep him
informed.
Current manual system
causes considerable
communication breakdowns
and takes additional effort
and time to stay on top of
the hiring process.
An efficient system with all
information in one place,
easily accessible via a
dashboard, 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: Explain
how a hiring system could
improve internal and
external communications
The managers involved in
hiring tends to emphasize
that there is no good
communication from the
hiring team because the
process is time taking. A
huge amount of paper work
is required and hence
internal as well as external
communication is tough.
Currently the process is not
functioning as per the
expectations because there
is a huge amount of work
that has be carried out.
This system would enable
good communication from
the side of recruiters up to
hiring managers which
needs employees with
proper requirements for
clients. The issues due to
delay in the process would
be removed because the
progress of the applicant
would be assessed
effectively.
Workflow: Explain how a
hiring system could improve
the MTC hiring process by
providing a consistent
structure for each participant
to perform his/her part in the
hiring process.
The process of hiring which
is carried out manually
needs a huge amount of
paperwork along with
interoffice mail besides
being time consuming.
sections of workflow has
high chances to break down
because of the increasing
workload
Decreasing the paper work
along with automating the
steps involved in hiring and
creating a more effective
structure of workflow
(Tippins, 2015). This would
allow the employees for
focusing on different duties,
activities as well as future
projects.
Relationships: Explain how Recruiters do not have any With the help of hiring

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implementing an enterprise
hiring system could foster
stronger relationships with
applicants/potential
employees.
idea regarding the status of
applicants in a timely
manner, this makes the
company’s image to be very
slow in nature besides being
out of date from the aspects
of technology and
unorganized.
system, applicants would be
notifies with the help of
sending them emails. The
notifications would be
regarding their status after
their interview or the entire
recruitment process.
Recruiter would have the
record of status of the
candidates (Thomas, 2015).
This would help in creating
a good first impression of
the company on the
candidates and hence
increase respect for the
organization.
Table 2: Hiring system
(Source: Yeo & Marquardt, 2015)

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References
Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The evolution of the field of
human resource information systems: Co-evolution of technology and HR
processes. Communications of the Association for Information Systems, 38(1), 28.
Reymen, I., Berends, H., Oudehand, R., & Stultiëns, R. (2017). Decision making for business
model development: a process study of effectuation and causation in new technology‐
based ventures. R&D Management, 47(4), 595-606.
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of
technology on the future of human resource management. Human Resource
Management Review, 25(2), 216-231.
Thomas, S. J. (2015). Exploring strategies for retaining information technology professionals:
A case study.
Tippins, N. T. (2015). Technology and assessment in selection. Annu. Rev. Organ. Psychol.
Organ. Behav., 2(1), 551-582.
Yeo, R. K., & Marquardt, M. J. (2015). Think before you act: organizing structures of action
in technology-induced change. Journal of Organizational Change
Management, 28(4), 511-528.