IFSM 300 Stage 4: System Recommendation and Final BA&SR Report

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

 (Part 1)

 (Part 1)

(Part 2)

(Part 2)

1. Recruiter receives application from job hunter via Postal Service Mail.

EXAMPLE PROVIDED – (Retain text as #1 but remove this label and gray shading in your report)1.   Recruiter gets application from via Mail.

Recruiter

The system will get an application by means of online accommodation via MTC Employment site also kept in the candidate database inside the contracting systems. This was provided as an example and shouldn’t be edited.

A progressively productive accommodation procedure diminishes the time expected to get and start dispensation applications. This will show an optimistic picture to potential representatives also assist MTC vie for top IT talent. This was provided as an example and shouldn’t be edited.

2. The recruiter will identify the hiring needs. He will check which positions are vacated vacant and generate a list of the specific requirements for the selection of the candidate for the job. This step should relate to screening submitted applications. . As noted in the Tips I posted for Stage 2 “(Hint: Resume screening is the process of identifying how a candidate is or is not qualified for a given position based on qualifications indicated on his/her resume or application matched with requirements in the Job Description.)”

Recruiters

The system informs the recruiters about the positions vacated. The system also enables the recruiters to generate the priority list regarding the jobs. Revise to align with correct process step.

A more efficient system ensures that the positions vacated are filled on time with the right candidate. Revise to provide broader business benefit -

3. The director of HR will create a hiring plan. The plan will comprise a recruitment strategy, timeline, criteria for candidate showing, interview question with several other rules and instructions. This is not one of the process steps -review case study.

Director of HR

The system enables the Director of HR to create the hiring plan based on the tools and data for the timeline, recruitment plan, and other important aspects. Revise

A more efficient plan will ensure that the process can be completed on time. It also provides that the plan has a certain flexibility to change during the hiring process.

4. The manager of recruiting will create a job description based on the job requirements. Job descriptions are created prior to step 1 – when applicants apply for openings.

Manager of recruiting

The system enables the manager of recruiting to create the job description using the job requirement form.

A more efficient job description had a positive impact on the candidate by providing the necessary information about the workplace environment, compensation and benefits, and perks.

5. The hiring manager will review the CVs and cover letter of job applicants based on the criteria. – this is on the right track for #2

Hiring manager

The system enables the hiring manager to the applicant screening based on the pre-determined criteria.--unclear It will review the resumes and cover letter of job applicants.

A more efficient applicant screening process saves time by withdrawing the unqualified applicants’ applications from the application pool. It also ensures that only applicants with qualification as per the criteria is are included in the pool.

6. Interview screening will be done by the recruiter to check whether the applicant possesses the qualification to do the job and again tapered?? the pool of applicants. – This can be also be part of Step 2 – the screening process.

Recruiters

The system enables the recruiter to do the screening interview via phone calls and emails to determine that the applicant has the qualification to do the job. Case study doesn’t indicate any recruiter screening interview.

More efficient screening interview process saves the time of recruiter by checking the qualifications of the applicant.

7. Applicant's one on one interview will be conducted with the hiring manager. It will include the early interview and interview related to in-depth interview on the specific subjects. Review case study – Hiring manager needs to receive top candidates from recruiter, decide who to interview, identify interview team, interviews need to be scheduled, etc.

Hiring manager

The system will enable the hiring manager to take the early interview. The in-depth interview will be taken by the director of HR about the specific aspects.

It enables the management to discover more about the applicant.

8. The manager of recruiting will check the applicant's talent assessment. What talent assessment – case study doesn’t mention this?They will review the physical suitability of the job, cognition and emotional intelligence of the applicant.

Manager of recruiting

The system will enable the manager of recruiting to check the applicant's talent assessment using the tests and tools to monitor the physical suitability of the job, cognition and emotional intelligence of the applicant.

An efficient talent assessment ensures that the applicant is suitable and holds the physical and professional skills to complete the tasks.

9. The manager of recruiting will perform the background and reference check of the candidate. – case study doesn’t mention background check

Manager of recruiting

The system enables the manager of recruiting to a background check the criminal evidence, to confirm employment eligibility and history also to run the reference check to assess the strengths and weaknesses of the candidate.

An efficient background and reference check ensure that the right candidate is selected. It saves both time and money of the organization by choosing the right candidate.

10. The hiring manager will hire the candidate reliant?? on the interview, job knowledge, and talent and skills assessments.

Hiring manager

The system enables the hiring manager to hire the applicant as per the interview, job knowledge, and talent and skills assessments.

An efficient hiring process saves the time of deciding on selection. It also enables them to select a backup candidate.

11. The hiring manager will offer the candidate and negotiate the salary. – how does this happen before step #12?

Hiring manager

The system will enable the hiring to offer the candidate a predetermined salary for the job.

A more efficient offer process will have a positive impact on the candidates, and it will decrease the time needed for the preparations.

12. Administrative Assistant gets ready offer letter dependent on data from the recruiter also puts via the post office to the picked hopeful.

Administrative Assistant

The scheme empowers AA to get ready employment offer letter through putting away the offer letter format and data on every hopeful; enables AA to choose information and data to go into the specific letter also place it into the layout, which would then be able to be surveyed and messaged to the competitor. 

Increasingly productive offer process shows a positive picture to candidates and diminishes the time expected to set up an offer letter, and empowers MTC to procure ahead of time of the challenge.

Area

Current Issues

(from the Case Study)

Improvements

(due to use of technology)

Collaboration: EXAMPLE PROVIDED

(Retain text but remove this label and gray shading in your report) Text should not have been edited

The Hiring administrator expresses that selecting is just a single region he is in charge of and he isn't as receptive to HR as he could be. In this way, he depends on the Recruiters to assist deal with the procedure also keep him educated. The present instruction system cause extensive correspondence breakdowns also sets aside extra exertion and effort to remain over the hiring process.

A proficient system with all data in a single spot, effectively available by means of a dashboard, and refreshed progressively could make his selecting work increasingly agreeable; also he could commit time to successfully working cooperatively also proactively with human resources on his recruitment needs.

Communications

The case (case study is for class purposes but wouldn’t be referenced in the business report to MTC) shows that the internal and external communication between stakeholders such as Manager of Recruiters, Recruiters, the Hiring manager does not process—what does this mean?. The current manual system doesn't provide proper information regarding the hiring process, and it makes the communication difficult. What specific communication issues does the case relate regarding scheduling, finding out status of applicants, manual processes, excessive paperwork, etc.?

An effective system will provide all the information and data in one positionlocation. It will ensure that all stakeholders could access the data via the dashboard. It will faster improve the communication process for the concerned parties.

Workflow

The case study shows that tThe workflow structure of the MTC hiring process is not determined. Therefore, there is a conflict between the duties. The hiring manager thinks that recruiters will perform some duties. However, recruiters wait for the hiring manager to perform the tasks.-where does the case study indicate this issue? As noted in the case study, right now there are a lot of manual processes, overwhelming paperwork, difficulty scheduling interviews, etc.

An efficient system enables a smooth workflow to improves the MTC selection process. It provides a reliable work structure for each member to do their duties in the selection process. On the right track - If a new system was implemented where information was organized in one place, workflow was defined, perhaps even timelines specified, etc., this would provide a structure that would better define roles and responsibilities. Clearer roles make it easier to know who is responsible for what, who to go to when there is a need, and helps to improve the efficiencies of the overall hiring process as well as enables the electronic routing of documents, messages, and scheduling.

Relationships

The present manual system has specific weaknesses. It does not allow the MTC to communicate with the candidates on time. The activities such as resume screening take a lot of time. Identify more specific issues - Hiring manager mentions “It’s important that we impress candidates with our technology and efficiency – after all we are an IT Consulting company—and using manual process makes us look bad.” Recruiters mention applicants are anxious to know the status of their applications.

The execution of a project – this is about a hiring system -selection system could foster a stronger relationship with applications/potential workers by reducing the time in the time-sensitive activities and responding to them on time. . How might a new hiring system strengthen relationships with applicants/prospective employees?