IFSM 300 - MTC Hiring System Requirements Report - Stage 3

This report outlines the requirements for a new hiring system at Maryland Technology Consulting (MTC), based on a case study analysis. It begins by identifying key stakeholders, including the CEO, CFO, CIO, Director of HR, and others, and their specific concerns regarding the current hiring process. Each stakeholder's interest is detailed, highlighting problems such as time consumption and the need for technological advancements. The report then defines specific user and system performance requirements. User requirements focus on what the system should do for candidates and recruiters, such as application status updates, candidate screening, and job offer management. System performance requirements address technical aspects like system compatibility, mobile computing solutions, security measures, and data integrity. The report also includes a bibliography of relevant sources.

Stage 3
Stakeholders Interest-
Role Specific problem related to the current
hiring process
How a technology solution
to support the hiring
process could address the
problem
1. CEO Considering the organization goals and
objectives the CEO of the organization has
effectively putted his concern related to the
incorporate more effective hiring process in
order to cop up with the CIO and HR of the
organization which holds significant impact
on the organizational progress.
Followed by this concern the
approached system holds the
capability to reduce the
process time which will help
to cop up with the IT industry
growth.
2. CFO The Chief Information Officer of the
organization has also expressed their interest
towards incorporating an effective solution
for the organization which may surely
enhance the organization profits as well as
the rate of return. Followed by this concern
the CFO has suggested to update the current
recruiting process of the organization.
The approached system will
help to enhance
competiveness of the
organization which has direct
effect on the financial aspect
of the organization.
3. CIO Along with the CEO and CFO, CIO has also
expressed his concern towards the employ
selection process of the mentioned
organization. As the organization still hiring
by their conventional hiring process, the
CIO of the organization has mentioned that
Along with the above
concerns the system also
holds the capability to
enhance the organizational
hiring process.

the organization must opt for commercial
software products which will be effective to
reduce the time to the hiring process, since
the conventional process is more time
consuming as well as less effective.
4. Director of
Human
Resources
The director of the human resource has
investigated and identified that the current
hiring process is not capable to expand the
recruitment process of the mentioned
organization. Followed by this process he
has also mentioned that the current
recruitment process does not hold any
longevity as compared to the current
technological as well as business growth.
Thus, the director has expressed his interest
towards incorporating advance technology
for with the purpose to enhance the hiring
process of the organization.
It helps to analyze the clients
information.
5. Manager of
Recruiting
The Recruiting manager has mentioned that
while dealing with the hiring process for the
organization she has faced several
limitations related to the latency of the
selection and many more. Followed by this
process she has also mentioned that it is very
essential to incorporate the advance
Invokes the selection process
by effectively enhancing the
process of employ hiring
process.

technology for the hiring process as
compared to the current IT growth of the
market.
6. Recruiters The recruiter has mentioned that from the
past two three years there is a huge necessity
to incorporate effective IT systems for the
organizational employ selection process.
Thus, he has mentioned that in order to
enhance the hiring process the organization
must incorporate effective IT systems into
the organizational structure.
Considering the identified
problem present in the
organizational structure it has
been noticed that the
approached application will
enhance the services of the
employ section as this system
holds the capability to accept
the application online as well
as the data of the applicants
will be stored automatically
in the database.
7. Administrative
Assistant
While supporting the hiring process of the
organization the Admin assistance has faced
several problem related to the latency as
well as the less effective selection process.
Thus, there is a huge necessity to
incorporate the IT systems into the
organizational framework.
Followed by this concern it
has been noticed that the
applicants will be informed
about the schedule as well as
it will automatically
communicate with the clients
via email and messages.
8. Hiring
Manager
(Functional
supervisor the
new employee
would be working
As the organization still uses the
conventional hiring process there is a huge
necessity of electronic system in order to
Followed by the concern it
has been noticed that the
approached application will

for.) reduce the work load as well as to invoke
the services of the organization.
surely reduce the work load
by effectively analyzing as
well as identifying the work
vacancy of the organization.
Defining Requirements-
Requirement ID Requirement Statement Stakeholder
(Position and Name from
Case Study that identified
this requirement)
User Requirements –
(What the user needs the
system to do)
EXAMPLE PROVIDED – (Retain
text but remove this label and gray
shading in your report)
The system must store all information from
the candidate’s application/resume in a
central applicant database.
Recruiter –Peter
O’Neil
1. The system must tell the candidates about
the position of the job and tell them about
their status of the application.
2. The system must identify the candidates
who are fit for the job
3. The system should screen the resumes of
the candidates and take their interviews
and take the best candidates

4. After the hiring is done, the job offers
should be presented to the candidates. The
system must keep track of these candidates.
5. (Reporting-Output of
organized information
retrieved from the system)
The system must keep all these records of
the candidates from the first step that is the
screening process and last stage that is the
candidates who are selected. The other
process Is not an efficient process as stated
by the recruiter as it is time consuming.
System Performance
Requirements – (How the
system will perform)
EXAMPLE PROVIDED – (Retain
text but remove this label and gray
shading in your report)
The system must be implemented as a
Software as a Service solution.
CIO – Raj Patel
1. The system must be compatible with the
architecture that already exists.
2. The system must have solutions for the
mobile computing that it depends on
because it has many challenges like
portability.
3. The system must satisfy the clients’
requirements and maintain the reputation,
credibility, and security of the company.
4. (Security) The system should have security solutions
so that no one can breach the system and

get valuable data of the company and also
bank account details of the company.
5. (Security) The system must have good security
solutions so that no one can alter the
applicants’ data as it can harm the
company and it will affect the competition
with other company and also good
relations with the clients.
Bibliography:

Huyghe, A., Knockaert, M., Wright, M., & Piva, E. (2014). Technology transfer offices as
boundary spanners in the pre-spin-off process: The case of a hybrid model. Small
Business Economics, 43(2), 289-307.
Mandelbaum, R. M. (2014). Acceptability of online degrees in employer hiring
practices. International Journal of Information and Communication Technology
Education (IJICTE), 10(2), 36-49.
Stone, C., & Stone, D. L. (2015). Factors affecting hiring decisions about veterans. Human
Resource Management Review, 25(1), 68-79.