Maryland Technology Consultants: Strategic Use of Technology - Stage 2

This Stage 2 report assesses Maryland Technology Consultants (MTC) and their strategic utilization of technology, focusing on process analysis within their hiring procedures. The report details the 'As-Is' hiring process, highlighting areas for improvement through technological integration. It outlines how an improved system, featuring an online application portal and applicant database, can streamline the process, reduce processing time, and enhance MTC's image to potential employees. Furthermore, it addresses current issues like collaboration, communication, workflow inefficiencies, and relationship management, proposing technology-driven solutions to enhance internal and external communications, automate workflows, and improve candidate-interviewer matching. The expected improvements, driven by technology, are aimed at reducing attrition and optimizing resource allocation, enabling MTC to compete more effectively for top IT talent and improve overall efficiency.

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STAGE 2 REPORT
Maryland Technology Consultants, Inc.
STRATEGIC USE OF TECHNOLOGY
Information Systems in Organizations
STAGE 2 REPORT
Name:

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STAGE 2 REPORT
STAGE 2 – PROCESS ANALYSIS
A. Hiring Process
The hiring process currently being adhered at MTC involves screening of resumes... The
interview process has the several processes and sub processes forming part of it. who is
also significant. The relies on the availability pertaining to the applicants (Melanthiou,
Pavlou & Constantinou, 2015; Kaur, 2015).
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. Routing
applications to
functional manager
Recruiter
Supervisors are
able to raise the
job requisition for
the requirement
based on the
department.
Processes
streamlined with
more of the usage
electronically
3. Receiving feedback
and determining who
would be interviewed
and by whom
Recruiter
The process would
be modified to
have the system
record feedback
The several
processes can be
automated and the
hiring process
streamlined in a
better manner

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STAGE 2 REPORT
4. Inform the recruiter
about the relevant
status
Function
Manager
The automated
system forwards
the relevant data
This can be well
planned and with the
improvement done
based on the
electronically
adopted system,
greater advantages
would pertain.
5. The resumes are
processed based on
qualifications of
applicants
Recruiter
The automated
system processes
the applicants and
aligns based on
qualifications
The strategic plan
devised for the
organization would
bring in efficiency
levels too among the
workforce. The
consultants who
need to form part of
cadre at the system
would be able to
serve the clients in
effective manner.
6. The applicants who
well qualify for the
system are being
interviewed
Recruiter
The interview for
only the selected
candidates as
provisioned by
electronic system
takes place.
The skilled
technologies at MTC
would enhance the
current environment
pertaining to the
business at the
organization. The
consulting company
would be able to
generate greater
margins.
7. The determination
of who is going to
interview
Recruiter
The manual
process can be
automated based o
the selection of
interviewer done
based on
capabilities and
skills
The applicant
information being
stored in the
electronic system
can be utilized for
future too. Based on
the requirements
taking place in
future, the
standardization

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STAGE 2 REPORT
based on the process.
The recruitment
management would
be enhanced with the
established
suitability.
8. Preparing the
schedule of the
interviews
Recruiter
The automated
process
streamlines the
schedule to be
adhered
The process
involving utilization
of information
system in the hiring
process would also
entail defining the
processes in
accordance to the
requirements. The
driving of efficiency
can be well taken
into consideration.
9. Conducting
Interviews Recruiter
The change in the
process is linked
to the adhering of
time frame for the
sub process
The recruitment
process has to be
completed in
shortest span. Based
on the screening of
candidates in
accordance, the
system implemented
has to well enhance
the current adopted
technology.
10. Preparation of Job
Offer Recruiter
The automated
system prepares
the relevant data
The innovations
brought into the
hiring process can be
to offer the training
based on the need
assessment
conducted for the
candidates selected.

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STAGE 2 REPORT
11. Coordination of
Paperwork for new
hires
Recruiter
The electronic
system helps in
preparation
The applicants being
handled
electronically, the
system can be
programmed to
analyze the key
skills of applicants
and synchronize it
with the
requirements of the
departments as
shared in the
organization.
12. Ted prepares offer
letter based on
information from
recruiter and puts in
the mail to the chosen
candidate.
Administrative
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.
B. Expected Improvements
The table considers the consideration of prevalent issues and the enhancements that
would improve the process.
Area
Current Issues Improvements
(from the Case Study) (due to use of
technology)

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STAGE 2 REPORT
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.
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:
The Hiring Manager
states that the
communication of the
selected applicants is
done manually.
The hiring system can
enhanced the internal
and external
communications with
The enhancement in
the business requires
that organization
needs to adopt the
strategy wherein the
selection of
interviewee should be
done based on the
system application
(Hilal, Densley &
Jones, 2017; Gërxhani
& Koster, 2015).
Workflow: The current workflow
is strained at MTC
The hiring process at
MTC can be based on
the system with adopt
the automated system
and reduce the manual
processing in
selection and hiring at
MTC would generate
additional resources.

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STAGE 2 REPORT
Relationships:
Due to the
relationships not
coordinated, there is a
greater attrition
The relationships can
be enhanced with The
attrition too can be
reduced considerably
for the organization.
With the system
devised wherein the
interviewers are being
mapped to the
interviewee’s based
on the capabilities and
skills, the efficiency
can be improved to a
greater extent
(Gërxhani & Koster,
2015).
References
Gërxhani, K., & Koster, F. (2015). Making the right move. Investigating employers’
recruitment strategies. Personnel Review, 44(5), 781-800.

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STAGE 2 REPORT
Hilal, S., Densley, J. A., & Jones, D. S. (2017). A signalling theory of law enforcement
hiring. Policing and Society, 27(5), 508-524.
Kaur, P. (2015). E-recruitment: A conceptual study. International Journal of Applied
Research, 1(8), 78-82.
Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an
e-recruitment tool. Journal of Transnational Management, 20(1), 31-49.