MCT Online Hiring System: Process Analysis and Improvement Strategies

This report provides a detailed analysis of the MCT hiring process, examining the current 'As-Is' process and proposing a 'To-Be' process for improvement. The report begins with an overview of the hiring process, including the responsibilities of stakeholders. It then analyzes the current system, highlighting inefficiencies in communication, workflow, and collaboration. The 'To-Be' process leverages technology to address these issues, automating tasks, improving communication, and enhancing the overall efficiency of the hiring system. The report also outlines expected improvements in collaboration, communication, workflow, and relationships, emphasizing the benefits of an online hiring system. The analysis references relevant studies to support the proposed improvements and provides a comprehensive understanding of the existing challenges and potential solutions in the MCT hiring process.

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

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Process analysis
a. Hiring process
Analysis of the table
The table that is considered in the process is highly descriptive in nature. This descriptiveness of the table
have been ensuring the fact that the data that are analyzed via the chosen case study of MTC have been one of the
major data center that will be used for completion of the table. The table is known as the As is process table. The
sections that are considered in the process are namely the responsibilities of the MTC stakeholder’s in the hiring
process. This section also ensures the fact that the data that are present in the case study will be helping in analyzing
the issues that are present in the hiring process (Leung et al., 2020). After this section of proper analysis of the data
hat are collected ensures the fact that there are proper analysis of the changes that are to be brought in the existing
model is decided. This section ensures that a To be process model is developed (Dhende et al., 2018). The to be
process model ensures the fact that there will be proper assessment of the issues that were present in the as is model
is eliminated. This elimination process have been performed keeping in mind the fact the efficiency that have been
lacking in the previous model gets removed and the process gets more efficient.
MTC Hiring Process
As-Is Process Responsible MTC
Position
To-Be Process – How the
system Will Support and
Improve the hiring
process
Business Benefits of
Improved Process
(Align with MTC’s
overall business
strategy and needs.)
1. Recruiter receives
application from job
hunter via Postal Service
Mail.
Recruiter 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. Recruiter screens resumes
to identify top candidates
by matching with job
requirements from job
description.
Recruiters Analysis of the stored data
is performed
In this case the data
that are received from
the students are stored
in a secured manner.
Thus also helps in a
process that the CVs of

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the applicants can be
used for the future
purpose as well.
3. Recruiter forwards top
candidates to
Administrative Assistant
via interoffice mail
Recruiters Eligibility criteria of
working under the
organization is also
provided in the section,
In this section the
eligibility of the
applicant is seen and
checked (Chan &
Wang 2018). This
section ensures that the
evaluation process gets
performed in a better
manner.
4. Administrative Assistant
forwards candidates’
resumes and applications
to hiring manager for the
position via interoffice
mail.
Administrative assistance A proper comparison in
between the data
estimated, cut off and the
original marks obtained is
also performed.
Comparison in
between the provided
data and referenced
data is performed. This
section also ensures the
fact that there are
proper selection of the
candidates in the initial
stage of the selection
process.
5. Hiring Manager reviews
applications and selects
who he/she wants to
interview.
Hiring manager In case the eligibility
criteria matches, the
applicant gets selected for
the very first round.
Automated selection
takes place. This
reduces the chances of
improper data
management that is
performed in the
process is reduced.
6. Hiring Manager sends
email to Administrative
Assistant on who he/she
has selected to interview
and identifies members of
the interview team.
Hiring manager Interview request is
provided to the shortlisted
applicant.
The shortlists students
are automated selected
and hence the data is
stored.
7. AA schedules interviews
by contacting interview
team members and hiring
manager to identify
possible time slots
Hiring manager After this process, the
interview will be
conducted and hence wise
this ensures the fact that
proper question and
answers are asked in the
round
The hiring manager
conducts the interview
and the interview
process gets over.
8. AA emails candidates to
schedule interviews.
Recruiters If the applicant gets
selected, data is sent to the
hiring system.
After the end of the
interview entire data
set is stored.
9. Interview is conducted
with candidate, hiring
manager and other
members of the interview
team.
Hiring manager Marks that have been
achieved by the student
are stored in the data
center of the system
The marks that are
received ate compared
with the interview
eligibility and hence
wise job offers re
provided to the eligible
candidate.
10. Hiring manager informs
the AA on his top
candidate for hiring
Hiring manager The eligibility of the
employee is tested
By automated partial
reference ensures that
the marks that is to be

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considered for
eligibility is analyzed.
This ensures that marks
for recruitments is set
and is also used for
reference and hence
wise automated
recruitment process
takes place.
11. AA collects feedback
from interviews and status
of candidates
Manager of recruitment In case the employee
passes the referenced
marks and the applicant is
selected. Personal data are
stored as well
With the automated
checking of the marks
and sending the
applicants joining
offers are performed by
the system and hence
the time that is
required in the process
decreases.
12. Administrative Assistant
prepares offer letter based
on information from
recruiter and puts in the
mail to the chosen
candidate.
Administrative assistance 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.
B. Expected improvements
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: As recruiting process requires team
work, it can be stated that there
were several stakeholder and
miscommunication could have
occurred.
With the help of the online
recruiting process, elimination of
stakeholders are performed and
hence wise this ensures that there is
no communication issues.
Workflow: Dependency on the working
process of all the stakeholders
might be creating issues. This
section ensures that there have been
proper assessment of the
communication process else
With the implementation of the
hiring system, there will be no
dependency of the stakeholder and
the hence this ensures the fact that
there will be no massacre.

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misunderstanding can occur.
Relationships: Data are collected manually and
hence data might get lost and hence
communication in between the
employees and the HR department
might get affected and hence
relationship might be getting
affected.
With the hiring system, data are
stored in the database and this
ensures that communication process
is maintained and hence
relationship is also maintained in a
better manner.
References
Leung, W., Zhang, Z., Jibuti, D., Zhao, J., Klein, M., Pierce, C., ... & Zhu, H. (2020). Race, Gender and Beauty: The
Effect of Information Provision on Online Hiring Biases.
Dhende, S. D., Pashankar, A. S., Pawar, S. A., Salave, A. S., & Salunkhe, S. D. (2018). Candidate Hiring Through
CV Analysis. System, 5(05).
Chan, J., & Wang, J. (2018). Hiring preferences in online labor markets: Evidence of a female hiring
bias. Management Science, 64(7), 2973-2994.