IFSM

Chesapeake Information Technology Consultants (CIC) current manual process of recruiting and hiring employees will not allow the department to be receptive to the needs as well as the demands of future growth for seventy-five additional consultant. If CIC wins the two anticipated contracts, they will be required to automate the manual hiring process steps in order to reduce the time it takes to hire new staff. Due to the rising global concerns about the need to have high qualified personnel that can deliver what customers need, CIC should to use the international recognized information technology in recruiting the new employees into the firm. Chesapeake IT consultants’ complications in the process of recruiting new employees into the firm is a major back pulling factor. Currently there is a problem in the use of the manual process in recruiting new employees. The manual process faces many challenges such as placing the right people in current contracts and quickly hiring additional talented staff that will fulfil the needs of future contracts. Therefore, to meet the global customer satisfaction, CIC will need to integrate different means of information technology that will aid effective process of recruiting (Volkow, 2017). The purpose of this report will be to provide clear and way to move forward on how to use the various information technologies in the Chesapeake IT consultants to enable the recruiting departments to find and select most appropriate personnel from all over the world.

Organizational Strategy

The business strategy of the Chesapeake IT consultants is to achieve a high recommended and extraordinary service provider to the clients. This could be achieved only through employing high profile personnel that can execute tasks given to meet the global customer satisfaction at large. The new system of hiring of the employees in the Chesapeake IT consultants will support this strategy by ensuring that applicants profiles are automated generated and screened for disqualifying elements. Only qualified personnel that meet all hiring requirements will be able to digitally submit their portfolios in the system. Each applicant’s profile will be analyzed electronically. This organizational strategy will allow CIC to employ high skilled employees that will contribute positively to the success of the company at large. I believe that this recruitment process will enable CIC to pin point the required number of skilled employees needed to meet the projected business strategies of the Chesapeake IT consultants. Nevertheless, through this process of recruiting this method leads no room for biasness.

Competitive Advantage

The challenge of competition is everywhere in the information technology services offering firms. As stated in the Case Study, “CIC will be evaluating how best to position itself for the future and recognizes that its ability to identify its core competencies, move with agility and flexibility, and deliver consistent high-quality service to its clients is critical for continued success”. The competitive environment that very large IT consulting firms, such as Hewlett-Packard (HP), Booz Allen Hamilton (BAH), and Science Applications International Corporation (SAIC) is various skill sets, market niches, and established customer bases. Being that these companies are not using technology in recruiting new employee, Chesapeake IT consultants’ new hiring system will increase its competitive advantage. CIC will be to quickly provide consultants that will begin work on the project as soon as the contract is awarded. CIC can now use recruiting technologies to ensure their applicants are high skilled employees. Large consulting companies, can afford to carry many employees that are not assigned to contracts, being that CIC is a smaller company but have a more effective and reliable hiring system they have a strategic advantage over their competitors.

Strategic Objectives

There is always needing to come up with specific objectives that will govern us to achieve projected goals for a business. Additional setting objectives enables the involved stakeholders to ensure that projected goals are achieved in a timely and most recommended way. Objectives that are set should always consider the business projected business plan.

Decision Making

The decision-making process occurs at different levels management. The process should not be discriminatory but rather accommodate views from diverse backgrounds before making final judgments It is a vital that every level of management is involved in the decision-making process. For example, in the management of Chesapeake IT consultants should to provide feedback their observations and concerns about the new recruiting system.

References

Van Leusen, P., Ottenbreit-Lefwich, A. T., & Brush, T. (2016). Interpersonal consulting skills for instructional technology consultants: a multiple case study. TechTrends, 60(3), 253-259.

Volkow, N. (2017). Strategic use of information technology requires knowing how to use information. In Information Technology in Context: studies from the perspective of developing countries (pp. 72-85). Routledge.

El Ouirdi, M., El Ouirdi, A., Segers, J., & Pais, I. (2016). Technology adoption in employee recruitment: The case of social media in Central and Eastern Europe. Computers in Human Behavior, 57, 240-249.

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.