Stage 3 Assignment

MTC Hiring Process

As-Is Process

(Part 1)

Responsible 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.

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 evaluates the applications and resumes

Recruiter

Evaluate the database of applicants that have specific qualities.

The process becomes much faster through looking for specific applicant requirements.

3. The best applicants that are qualified are forwarded to Tom who is the administrative assistant.

Recruiter

Acquires summaries from the members of the team to determine the best applicants.

Saves time because the inappropriate candidates are excluded.

4.Tom uses the interoffice mail to send resumes and applications to the hiring manager.

Administrative assistant

The specific needs of the applications automatically path to the hiring manager.

Saves considerable time through evaluating the notes in the profile of each candidate (Noe, 2017).

5.Hiring manager determines the applicants that should be interviewed.

Hiring manager

Acquire relevant data about the applicants and come into a conclusion about who should be interviewed.

All the relevant data of the applicants will be displayed in the system making the selection process easier.

6.Hiring manager provides a feedback to Tom.

Hiring manager

Mark the area of each applicant and indicate whether he/she should be interviewed or not.

Through marking, managers are able to do away with manual tasks.

7.Tom schedules the applicant interviews and comes up with the members of the interview team.

Administrative assistant

System sends the details of the interview to all the applicants. The details include the exact date and venue that the interview will take place (John, 2019).

The candidate can either accept or reject the interview time provided.

8.Tom gathers feedback from the interview team.

Administrative assistant

All notes about the applicants will be in their profile and availed online.

Through the notes, manuals tasks of the members of the interview team are reduced.

9.Indicating to the recruiter the status of each applicant who was interviewed.

Administrative Assistant

The status of each applicant will be provided in the applicant’s database.

System will make it easier to provide information about the status of the applicants.

10.Tom coordinates the paper work for new hire with HR.

Administrative Assistant

The database of the new employee is automatically directed.

The system can coordinate the database without the HR.

11. Tom coordinates the paperwork of the new employee with Payroll

Administrative Assistant

The system directs the database of the new employee.

The system can coordinate without incorporating Payroll.

12. Tom 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.

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

The recruiters indicate that everything is very time conscious and the process is not as effective as it is supposed to be.

Through an effective system, the review of applicants will be much more efficient. This will promote collaboration and enhance communication through the new software (Reymen, 2017).

Workflow

Tom indicates that there is too much paperwork in the hiring steps and conducting some of the steps electronically would be a great idea.

Through the electronic system, paperwork will be reduced. Tom will be able to review the status of each applicant by simple mouse click.

Relationships

Joseph Cummings indicates that the company is not able to meet the staffing and hiring demands with the current manual processes.

Through the new systems the manual processes will be reduced. In addition, hiring and staffing requirements will be met