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IFSM 300 Stage 1 to 4 MTC
University of Maryland Global Campus
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Improving Hiring Procedures for Maryland Technology Consultant Through Technology
Oswaldo Rubio
UMGC
IFSM 300: Information System in Organizations
Prof. Andrew Iserson
13 th July 2021
Introduction
Maryland Technology Consultant (MTC) is an Information Technology firm that uses IT
and management methodologies to provide consulting and recommendation services to all its
customers. The IT market has been growing consistently, calling for a quick response in the
nature and performance of IT-based firms such as MCT to keep up with the ever-growing
innovative competition in the Tech field. However, MTC has not been able to fully utilize the IT
market potentials as well as its capabilities in the hiring process that is directly related to its
performance. This report therefore, tries to intervene methods that can be used by the Chief
Information Officer (CIO) of MTC to improve its hiring process. This report will show the
analysis, the required system, plans and the solution of IT focusing on Business Analysis and
System Recommendations.
Business Strategy
MTC’s strategy aims at providing outstanding consultancy services to customers by hiring well
qualified and skilled consultant employees who are always on the look for new business ideas
and technology and/or coming up with fresh business concepts and its own distinguishable
practices. However, the prevalent manual hiring process poses a threat towards achievement of
their strategy because obtaining well experienced employees who’ll give the customers a cutting-
edge experience, and who are adequately qualified with social skills fit for customer interaction
is a challenge (Bika, 2021). Having an efficient recruiting procedure/system is also challenge to
the whole manual hiring process because sometimes it selects candidates unfairly (Bika, 2021).
Therefore, Improving the hiring process through eloquent job descriptions, revising thoroughly
the qualifications, and social skills of new recruits (Caramela, 2021) will benefit MTC’s strategy
client’s needs to their full satisfaction. Thirdly, develop a diverse consultant team from
international backgrounds and to provide distinct research and support to MTC’s teams on
ground. Lastly to improve the competitive advantage of MTC in the IT consultancy field by
improving its reputation for having highly skilled IT consultant employees who are experts in
providing cutting-edge technologies and great innovative solutions for all its clients.
The data is shown in the table below;
Table 1: Strategic Goals, Objectives and Explanation.
Strategic Goal (From case study)
Objective (Clear, measurable and time- bound)
Explanation (2-3 sentences)
Increase MTC Business Development by winning new contracts in the areas of IT Consulting
Win two contracts within the IT consulting field in the first six months.
MTC must win these contracts for them to foresee any business development they want. This will give MTC an allowance to hire its new employees on a contract basis that could be renewed. It provides a potential of reducing the number of new hires taken by MTC through contract renewal. Build a cadre of consultants internationally to provide remote research and analysis support to MTC’s onsite teams in the U. S.
Increase recruitment to worldwide standards and employ five research analysts from diverse cultures in the coming 12 months.
This hiring system would enable global applicants to fill their applications on the web, increasing the number of international applicants. Recruiters will be able to closely monitor candidates’ applications for any employee positions, note the required analysis and research skills needed, and take those with key skills. Managing the number of applicants by recruiters will be will be easier and they will be able to identify
when additional employees are needed thus increasing the recruiting efforts to meet MTC’s objectives. Continue to increase MTC’s ability to quickly provide high quality consultants to awarded contracts to best serve the clients’ needs
Training all the managers using the latest SaaS platform in their first three months of adaptation.
Managers trained via SaaS will have extra skills and experience related to their jobs which will provide qualified candidates who are potentially able to win future contracts.
Decision Making
Decision making is one of the key factors that determines the progress of any business.
According the various levels of management the table below shows how decision making affects
the hiring process in the Maryland technology consultants.
Table 2: Role, Level as defined in Course Content Reading
Role Level as defined in Course Content Reading
Example of Possible Decision Supported by Hiring System
Model of Information, the Hiring System, Could Provide to Support Your Example Decision Senior/Executive Managers
Strategic CEO decides to allow new hires to negotiate for salaries.
Comparing the average salary of competing IT consultant firms.
Middle Managers Managerial Managers at this level might Decide on increasing the number of hiring managers.
Issue a report on the ratio of employees needed to how many are essentially required by hiring managers. Operational Managers
Operational A decision to have interviews on a specific day, say Tuesday.
Notifying operational managers on stages of applicants’ applications; When they reach the interview process and provide automatic online schedules.
of the website of the institution and keep them
submit them manually
A recruiting agent selects the job seekers by grouping them with the description of the work and the job qualifications
Recruiting agent The software will highlight some terms in the applications and pick that are equivalent in the job conditions
Managers have more time to sort application letters
A recruiting agent takes the best job seekers to the superintendent assistant through the office online server
Recruiting agent The best petitioner is forwarded into another stage for more sorting with regard to the job specification.
This type of selection allows MTC to choose the best employees, a fast and easy process. An administrative agent takes the petitioners and the letters to the employing Manager through the online server
Administrative agent
Stamping of applications and the tracking of information is done by the software and then sends it to the employing Manager
This helps the employing Manager to access the immediate information of the applicant in this process Employing Manager rechecks applications documents and picks the one to interview.
Employing Manager
They choose the most qualified personnel at the starting of the job
Every applicant’s information is being shown on the software is being displayed which makes it easier to select the excellent Employing Manager sends an email to superintended on who he has chosen to interview and announces the member of the interviewees
Employing Manager
The organizer sends the list of the applicants they have selected for the interview
It allows both the organizer and the administrative assistant to organize the interviews The administrative agent notifies the interviews by calling the interview team and employing an organizer to schedule the time
Administrative agent
Automatically, the software will select the dates for the assessment of the petitioners
This method saves on time rather than the manual selection, which is very tiring and time-consuming Administrative agent contacts the petitioners to organize for the interviews AA emails candidates to
Administrative agent
The system sends messages to the shortlisted candidates informing on the
It is the fastest method of sending information, saving time and
schedule interviews. interview not tiring The assessment of the petitioners is done with the petitioner, employing Manager, and rest of the interview committee
Employing Manager and Interview committee Team
An interview is done with the candidate; employing Manager and the rest of the committee team employment process is omitted in this step
Not applicable
The administrative agent takes the responses from interviews and the nature of the petitioners
Administrative agent
Comes up with the rating of the interviewers
This will help the Administrative agent to offer the job to the best candidates Employing Manager notifies the Administrative agent on his best petitioner
Administrative agent
After the selection of the best candidate, the tracked information is confirmed by the software
This will make the agent, organizers, and the administrative agent view the employment process Administrative agent prepares offer letter based on information from the agent and puts in the mail to the chosen petitioner.
Administrative agent
The system enables an administrative agent to prepare job offer letter by storing the offer letter template and information on each candidate; allows the administrative agent to select information to go into the letter and put it into the template, which can then be reviewed and emailed to the petitioner
A more efficient offer process presents a positive image to applicants, decreases the time needed to prepare an offer letter, and enables MTC to hire in advance of the competition.
Expected Improvements
As discussed in MTC’s case study, there has been a lot of manual paperwork leading to
the imposition of cession in organizing the interviews. Automating the process will provide
additional benefits to the company. The system will improve communication, ensure the accurate
Stakeholder interest
The Stakeholder involved in the selection procedure at Maryland Technology Consulting
(MTC) takes part in a significant role in meeting the requirement of the leading job applicants to
fill open spots. Currently, MTC is behind its competitors because the time between receiving a
job application and processing it takes too long. Therefore, recruiting technology will enable
talents scouted for by the HR department and improve productivity (Varahagiri, 2018).
The table below shows every shareholder’s fill and what affair they have with the current
recruiting procedure. The predicted recently developed machinery solution will label every of the
shareholder’s specific issues.
Table 5: Role, Current Problem, and Solutions.
Role Specific problem related to the current hiring process
How a technology solution to support the hiring process could address the problem
- CEO Samuel Johnson desires to guarantee job-seekers are compatible with unlocked positions. (IFSM 300, 2019).
This recently developed arrangement tends to acknowledge additional eligible candidates to put in an application to generate a great pond of potential applicants to choose the best independent person.
- CFO Evelyn Liu desires the newly developed recruiting procedure to work with the other present process in the ply of MTC.
With continued renovations, the recently developed recruiting procedure will merge and be in touch with existing processes.
- CIO Raj Patel is wanting MTC to become larger by receiving applicants worldwide. (IFSM 300, 2019).
The recently developed procedures will be accessible in multiple speeches and convenient so that worldwide applicants can apply for spots.
4 of Human Joseph Cummings and the The recently developed recruiting
Resources HR section cannot meet MTC staffing requests through the manual recruiting procedure. (IFSM 300, 2019).
procedure will utilize keywords to rank applicants’ appeal, qualifying them from top to terrible qualified. This tends to minimize the load on the HR section.
5 of Recruiting Sofia Perez is concerned with no longer having competent applicants to competitors because the hiring procedure takes a lot of time.
The recently developed hiring procedure will enable everybody involved in the hiring procedure to review what has been completed and what actions must be taken. This will reduce the time required for processing new applicants.
- Recruiting Agents The recruitment agents are not competent to promptly give you the ranking of your online request when asked.
The recently developed recruitment procedure will provide access to all involved in the recruitment procedure, including applicants, employers, and recruiters, to view up-to-date details on the ranking of an appeal in the present time.
7 Assistant Tom Arbuckle is unable to track appeal progress. He also confuses and overwrites detail. He cannot provide details to others involved in the hiring procedure when they require it. He is not capable of receiving a response. (IFSM 300, 2019).
The recently developed hiring procedure will enable MTC customers to give comments about candidates in a digital communication meeting modernized in the present time. The procedures have a habit of classifying job-seekers by place and capability level.
8 Manager (Functional supervisor the new employee would be working for.)
Recruiting supervisor is not quick to react because he had many duties delegated to him. Consequently, candidates occasionally are failed to be noted or lost in his email.
The recently developed recruiting procedures will enable MTC customers to ascertain and decide a candidate’s rank in the present time, with the recently developed recruiting strategy focusing on the most eligible applicants.
Defining requirements.
- This procedure has to be created to authorize extension updates whenever needed.
CFO – Evelyn Liu
- The procedure must incorporate all the MTC existing details systems presently utilized.
CFO – Evelyn Liu
- The procedure will be made use of in the top 10 languages worldwide.
CIO – Raj Patel
- The procedure must utilize a typical access card (CAC) with password verification to approach this procedure.
CIO – Raj Patel
- This procedure must grant rights to independent customers to view or correct information.
CIO – Raj Patel
IV. SYSTEM RECOMMENDATION
System Justification
System justification for this technology institution is a booklet that analyses and
describes an IT solution that the CIO has chosen, with the Human Resource director’s
endorsement, to improve the hiring process of MTC. In the previous stages, we analyzed the
strategy, how to improve, and the requirements of making the employing process effective.
After reviewing the EZ-ATS booklet, some recommendations are highlighted to make the
hiring process more effective (EZ-ATS Brochure, 2021). The recommendations are stated and
explained below. They are helpful towards achieving the hiring process for the consultant that the
chief information officer should implement to make the operations move smoothly. They are;
Increased participation and communication with employing Managers : The systems
software will be working through an online platform. There will be a direct link of passing
information rather than the manual processes involving a communication channel. This
recommendation will significantly help in reducing the time for the employment process.
The company to advertise the employment process for interested job seekers to prepare
themselves adequately for the job. (IFSM 300, 2019). Since there will be disqualifications, the
company will still retain some people. Advertising will also enable those who have not met the
requirements to turn down the interviews instead of coming for interviews and missing chances.
Advertisement ensures that the hiring process takes the shortest time possible because every
candidate has met the requirements, saving on time.
Making the system automatic to distinguish successful and unsuccessful candidates. This
reduces the work done by the recruiting officer, who in the manual process would use a lot of
time to group qualified candidates and those not fit for the job. The company will ensure that no
one gets employed without meeting the requirements.
Align employment objectives with corporate objectives with clear visibility into how
efficiently hiring the right talent contributes to the company’s success and is also a
recommendation that The CIO should use to enhance the employing process. Finally, drive a
strategic, end-to-end employing strategy with a single, integrated system for all employing-
related activities. This ensures that the company does not face any challenge towards hiring new
job seekers.
Implementation Areas
Implementation planning primarily determines project success because it is essential in
any given company. It is the foundation of strategic goals. Therefore, implementation is a
required step that transforms the strategic plans to achieve the objectives and a given business
venture. The chief information officer should implement several areas to ensure that the
on social media, workforce services, universities, and job boards for more job
seekers. Once they agree with the terms of work with MTC, they will be
automatically screened.
- Testing
Once the configuration is done, the managing accountant and MTC representative
will text each function if it is working correctly. They will conduct research based on
a small group and collect the data at the end of the month, providing some surveying
questions during the User Acceptance Test (UAT). The professionals do check if the
system can handle the required questions and provide a solution as it is in real-life
scenarios. This is the reason why the MTC staff has to test the system first to ensure
that it is working efficiently in the employment process.
- Employee preparation and support
a. Leadership – The chief executive officer, the chief information officer, and the
chief financial officer need to call up the management to give directions on the
new software system (Laudon & Laudon, 2016). They have to provide directives
for the middle-class management, such as the recruiting officers, on implementing
the recent software changes.
b. Change management- passing of information this time will be very vital between
the management band all stakeholders, more so the employees. The employees
must be able to understand their role in MTC towards aiming the goal.
c. Training- the body under the training of the trainees is the EZ-ATS which is
responsible for uploading videos that are useful to train them to acquire skills and
knowledge.
d. User support- there should be a system administrator responsible for handling all
inquiries needed by the employees. If the recruiter faces some problems needs to
consult the system administrator for assistance.
- Data migration
The manually existing data of the applicant should be put manually in the system.
Administrative assistances are responsible for the matter. They have to transfer the
details of the employees into the new software.
- Maintenance
The new system does not require maintenance because it is automatic. It is able to
update itself without altering any information of any individual.
Summary and conclusion
As indicated in the above report, MTC will significantly benefit from using EZ-ATS.
This is the recommended software system that will enable the company’s hiring process to run
effectively without complications. It will be able to reduce a lot of human resources in the
process, thus saving time for the company. The recruiters and administrative managers will not
face such challenges in considering the current software. It will enable the staff to stay organized
and strategized. It is the best option for MTC.
Moseley, C. (2021). 6 ways to improve communication between managers and employees. Jostle.
blog.jostle/blog/6-ways-to-improve-communication-between-managers-and-
employees
UMGC Hiring Solutions, Inc. (2019). EZ-ATS Brochure [Course Resources]. In IFSM 300:
Information Systems in Organizations. Retrieved from learn.umgc
Varahagiri, S. (2018). Streamlining the Hiring Process with the Aid of Technology.
entrepreneur/article/
Villamill, D. (2016) Make target clear: Maryland Technology Competitive Environment.
SlideShare. slideshare/ManahelTrainingCentr/mtc-profile-2016-english?
qid=0b70064a-9349-4eeb-9ade-42ff9f539326&v=&b=&from_search=6References
IFSM 300 Stage 1 to 4 MTC
University: University of Maryland Global Campus
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