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MTC Hiring Process

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MTC Hiring Process

IT consulting firm MTC employs IT and management methodologies to give the best results to its clients, which include businesses, non-profits, and government agencies . They're doing everything they can to stay ahead of the competition and deliver the best service possible to their consumers. The company's purpose is to provide the finest possible service and advice to its customers in order to preserve their market value and meet the requirements of the contracts they will sign. Employees must be well-trained and capable of meeting the new MTC contract project requirements. The existing hiring resource structure is inefficient for promptly hiring the needed number of candidates. MTC routinely loses potential employees to competitors as a result of its cumbersome hiring process. Employees for MTC's satellite offices and offshore research centres come from all over the world, thus recruiting people from all over the world is necessary.

Section I: A Brief History and Structure of the Company

Organizational Goals and Objectives

Internal systems must be IT-oriented and efficient in order to ensure that customers receive the best service possible from the firm that provides IT services.

MTC's utilisation of technology-based internal systems will provide them an advantage over their competitors. As a result, the organisation is considering implementing a new employment strategy centred on technology. New contracts have resulted in a plethora of positions at MTC, and the company's present manual hiring method is severely inadequate. Interoffice emails undergird the manual technique, making it inefficient and time-consuming. MTC may lose potential employees to competitors if it adopts a manual hiring technique due to the time-sensitive nature of the employment process. The system can be significantly improved if the organisation employs an IT-based hiring system. Personnel are no longer at risk of quitting MTC as a result of a new hiring process, and the company will be able to meet contractual obligations with a team of competent and well-trained personnel.

B: Competitive Advantage

In order to achieve a competitive advantage in the market, MTC plans to implement a new IT-based hiring method. MTC plans to implement a new hiring method that is flexible enough to meet the company's present and future demands. The MTC now employs an email-based system to keep track of the entire hiring process, which is a time-consuming process. Since the hiring procedure at MTC is so sluggish, the company risks losing qualified people to its rivals in the job market. MTC can hire people in distinct domains, and the system will include all the communication between hiring managers, recruiters, and Administrative Assistants, as well as data on the applicants' applications and other papers, on a single platform.

Section II: Process Analysis

A. The Recruiting Process:

The table shows how the new hiring technology will improve MTC's hiring process over the manual hiring method. Every process begins with some input and ends with some output. MTC's hiring process uses old processes as input and transforms them into new processes as output. The table below details both the current hiring process and the improved hiring process that may be acquired by using the new hiring system.

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

EXAMPLE PROVIDED – (Retain text as #1 but remove this label and gray shading in your report)

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.

Recruiter

Key words in the application will be identified and only resumes that meet the job's requirements will be selected by the system van den (Broek et al., 2019).

Recruiters will be able to devote more time to sifting through a large number of applications as a result of this.

3. Recruiter forwards top candidates to Administrative Assistant via interoffice mail

Recruiter

The recruiters will send a list of the top candidates selected by the system based on criteria such as education and experience

Selecting the top candidates will allow MTC maintain its reputation.

4. Administrative Assistant forwards candidates’ resumes and applications to hiring manager for the position via interoffice mail.

Administrative Assistant

The administrative assistant forwards the applications from the recruiting system, and the applicants that are highly suggested will be put at the top of the list with their criteria field set to highly match to the hiring manager.

To determine if an applicant meets the requirements of the job ad and the MTC, the hiring manager will have access to all of the applicant's documentation and information through the portal.

5. Hiring Manager reviews applications and selects who he/she wants to interview.

Hiring manager

Applicants who meet the hiring manager's criteria will be shown on the system. In order to schedule interviews, the hiring manager will use the portal's calendar to indicate which members of the team will be interacting with the applicant on the applicant's portal profile.

On the site, any member may see the manager's feedback and recruiters can schedule interviews based on that. That way, there are no more hiccups in the current process, such waiting for a response from an applicant via email. It is possible to automate processes and increase communication with a computerised hiring system [Str19]. There will be no more delays in the employment process because of email exchanges and lack of communication between departments.

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

The hiring manager can use the administrative assistant's input to schedule interviews by sending it to her via the portal of the applicant's profile.

When the HR approves an applicant for an interview, an administrative assistant will be notified via the portal. This will speed up the hiring process. As a result, they will be able to fill open positions more quickly and more affordably in the future.

7. AA schedules interviews by contacting interview team members and hiring manager to identify possible time slots

Administrative assistant

Checking the availability of interviewing times on the electronic schedules is the administrative assistant's job. The interview panel members will be notified of any changes to their schedules by the administrative assistant. As a result, it will be easier to locate interview times on electronic calendars.

The process of interview scheduling will speed up and the administrative assistant will not need to wait for the replies of team members to schedule interviews, plus there will be no need to send schedules through email to each member who is involved in interviews.

8. AA emails candidates to schedule interviews.

Administrative Assistant

Automated emails and phone calls will be used to organize the presence of all interviewing team members.

Better time management and preparation for upcoming interviews are made possible thanks to this system's ability to notify the appropriate staff when new opportunities arise.

9. Interview is conducted with candidate, hiring manager and other members of the interview team.

Hiring Manager and Interview Team

Interview is conducted with candidate, hiring manager and other members of the interview team. (Hiring System is not used for this step.)

MTC is able to conduct interviews across the country because of the advantages of these methods.

10. AA collects feedback from interviews and status of candidates

Administrative Assistant

Candidate profiles are updated using information gathered from interview questionnaires and interviewer notes.

The hiring manager will be promptly informed of the results of this approach, resulting in a speedier turnaround time for the hiring process.

11. Hiring manager informs the AA on his top candidate for hiring

Hiring manager

Before an offer letter is prepared, the system will liaise with HR to ensure that all documents are properly prepared and up to standard.

To ensure that MTC's documentation is accurate and well-presented, this system was implemented.

12. Administrative Assistant prepares offer letter based on information from recruiter and puts in the mail to the chosen candidate.

Administrative Assistant

EXAMPLE PROVIDED – (Retain text as #12 but remove this label and gray shading in your report)

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 (Maryland Technology Consultants, Inc. 2019).

B. Expected Improvements

The table highlights the problems with the present hiring process and how the new system will fix them.

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)

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 (Gershon, 2020). 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: Explain how a hiring system could improve internal and external communications

The communication barriers that MTC faces is that they have applicant wanting to know the status of their application but with an ineffective system MTC is unable to delivery that information in a timely manner. Internally MTC communication issue is outdated technology and information systems which are hindering effective communication throughout the company.

If an applicant's application status can be tracked in real time, a new hiring system could help with internal and external communication. Recruiters and applicants are also alerted with time stamps of where they are in the hiring process via email notifications. This ensures that everyone engaged is kept up to date.

Workflow: Explain how a hiring system could improve the MTC hiring process by providing a consistent structure for each participant to perform his/her part in the hiring process.

Due to MTC's time-sensitive employment process, many applications and credentials have been missed in emails or buried in paperwork. Several application statuses were not updated as a result of this problem.

Using an Excel-based system, the entire hiring team can be kept up-to-date on every step of the hiring process. Each applicant's information and feedback can be stored in this Excel-based system.

Relationships: Explain how implementing an enterprise hiring system could foster stronger relationships with applicants/potential employees

According to the recruiter, applicants wanted to know the status of their application, but recruiters were unable to deliver the information because of the poor hiring system.

As a result of the rivalry for eligible applicants, it is important to maintain an organised system of qualified job seekers.

References

Gershon, I. (2020). 6 The Decision Makers: What It Means to Be a Hiring Manager, Recruiter, or HR Person. In Down and Out in the New Economy (pp. 185-206). University of Chicago Press. https://www.degruyter.com/document/doi/10.7208/9780226452289-008/html

Maryland Technology Consultants, Inc. (2019). Maryland Technology Consultants is a fictitious company created for the IFSM 300 Case Study.

van den Broek, E., Sergeeva, A., & Huysman, M. (2019). Hiring algorithms: An ethnography of fairness in practice. https://core.ac.uk/download/pdf/301385085.pdf