FINAL STAGE 4
BYSTANDER
stage2.docx3
MTC Hiring Process
MTC Hiring Process
IT consulting firm MTC employs IT and management methodologies to give the best results to its clients, including businesses, non-profits, and government agencies. They do 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 most satisfactory possible service and advice to its customers 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 due to its cumbersome hiring process. Employees for MTC’s satellite offices and offshore research centers come from worldwide 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 to ensure that customers receive the best service possible from the firm that provides IT services.
MTC’s utilization of technology-based internal systems will provide them an advantage over their competitors. As a result, the organization is considering implementing a new employment strategy centered 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 organization employs an IT-based hiring system. Personnel is no longer at risk of quitting MTC due to 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 time-consuming. Since the hiring procedure at MTC is slow, 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 and 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 acquired by using the new hiring system.
B. Expected Improvements
The table highlights the problems with the present hiring process and how the new system will fix them.
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Communications: Explain how a hiring system could improve internal and external communications |
The communication barrier that MTC faces are that they have applicants wanting to know the status of their application, but with an ineffective system, MTC cannot deliver that information promptly. Internally MTC communication issue is outdated technology and information systems, 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. Through email notifications, recruiters and applicants are also alerted with time stamps of where they are in the hiring process. It ensures that everyone engaged is kept up to date. |
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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. |
With an Excel-based system, the entire hiring team can be kept up-to-date on every hiring process step. In addition, each applicant’s information and feedback can be stored in this Excel-based system. |
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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 could not deliver the information because of the poor hiring system. |
As a result of the rivalry for eligible applicants, it is essential to maintain an organized 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
