FINAL STAGE 4

Role

Specific problem related to the current hiring process

How a technology solution to support the hiring process could address the problem

1. CEO

MIT does not have enough employees to provide the services its clients anticipate and pay for.

To meet current and future contract requirements, MIT needs to hire the right personnel now.

2. CFO

Currently used timekeeping and payroll solutions are not cost-efficient.

The possibility of saving is achieved due to the new technology that will work seamlessly with the present timekeeping and payroll systems. As a bonus, it will open the door to more advanced features in the future.

3. CIO

Workers in IT departments are heavily reliant on their capacity to carry their computers about in their pockets which is a challenge in portability.

It is possible to integrate the new technology into the old architectural framework without issues.

It does not require a large software development team to quickly get it up and running.

It is also accessible globally, and customer data is entirely safe.

4. Director of Human Resources

In light of the company’s future objectives and increasing development, the current manual methods are no longer sufficient.

Human Resource systems. Compared to the current manual processes, this technology can grow with MIT and deliver greater possibilities in the future.

5. Manager of Recruiting

The hiring process takes longer since MIT’s systems cannot keep track of applicants.

The company’s processes cannot quickly process applicants and select the best candidate for a position.

In order to save time during the hiring process, the system uses messaging to track all applicants. Thanks to this technology’s ability to quickly process candidates and deliver feedback, the best candidate will be offered a position.

6. Recruiters

The current method is not working as well as it should. Applications and resumes might quickly go missing in the interoffice mail. As a result, it is not easy to provide an applicant’s current status. On the other hand, the interview dates and times are not flexible enough to meet everyone’s schedule.

Applicants will be able to track the progress of their applications using cutting-edge technology.

It keeps track of applicants’ emails and resumes and provides feedback on the progress of the application process. As a result, candidates receive timely notice of job offers and interview dates.

7. Administrative Assistant-

The paperwork procedure is complicated, especially when keeping track of all the applications and resumes.

It is also a hassle to coordinate the paperwork for new hiring with payroll and HR.

Applications and resumes are routed to the appropriate recruiting manager more effectively using this new technology.

8. Hiring Manager (The new employee’s functional supervisor.)

In the current process of screening applications, interview scheduling, determining the best-qualified candidate, and making a job offer to them, it is not working.

HR and other departments complain that the system is not responsive enough

Using the latest technology, HR and other departments can keep track of interview schedules and the current deadlines for each interview.

Requirement ID# only

Requirement Statement

Stakeholder (position and name)

User Requirements – (What the user needs the system to do)

Example

The system must store all information from the candidate’s application/resume in a central applicant database.

Recruiter – Peter O’Neil

1.

The system was introduced to improve workflow efficiency where more processes are electronically executed.

CIO- Raj Patel.

2.

The system is a technology that makes processes cost-effective and enables better future functionality.

Administrative Assistant-Tom Arbuckle.

3.

The new system shall retain the existing system usability features but be more advanced for efficiency.

Director HR-Joseph Cummings.

4.

The system shall be capable of tracking the applicants’ information for a short time.

Hiring Manager- Sofia Perez.

5.

The system shall offer the best candidates with current skills.

CEO-Samuel Johnson.

System Performance Requirements – (How the system will perform)

Example

The system must be implemented as a Software as a Service solution.

CIO – Raj Patel.

6.

An electronic dashboard shall be included in the system that makes it possible to view the status of job openings.

Manager of Recruiting-Sofia Perez.

7.

Applicants’ processing is done quickly, and only qualified ones are chosen perfectly.

Manager of Recruiting-Sofia Perez.

8.

There is a replacement of the manual system with the modern automated system.

CIO- Raj Patel.

9. (security)

The systems shall ensure that data that includes employee and candidate data is secured.

CIO- Raj Patel.

10. (security)

The system shall be trustable, secure, reliable, and availability.

CIO- Raj Patel.