Introduction
Every company’s success depends on the quality of its workforce, without employees that are devoted to their job and can help the company succeed there would be no business. Therefore, the hiring process is critical to the business’s success. Today’s businesses must respect innovation, technology, teamwork, and the people that make up their companies if they are to attain organizational excellence. Even while the usage of certificates to evaluate and certify job candidates’ abilities is on the rise, some businesses are still leery of digital badges. Only the strongest organizations survive in today’s corporate environment, which is rife with competition. To be able to keep up with today’scompetition, companies need to bring automation into the workplace to take away the manual portions that can be avoided to be more efficient. After reviewing Maryland Technology Consultants, Inc. (MTC) I found that they have 450 employees currently and are planning to hire another 75-150 withing the next two months. They have one office in Virginia and two in Maryland but plan to open more and with aspirations of expanding internationally. Current annual gross revenue is $95 million but with plans on new contracts soon that number is sure to grow. Withing MTC it is agreed the current hiring process it is a very manual process and until a new system that meets the requirements of the company, and its employees is put in place they are in jeopardy of failing behind in the industry.
I. Strategic Use of Technology
A. Business Strategy
As a result, businesses are turning to technology to improve human resource management performance (HRM). The acquisition and transmission of information to employees, as well as the recruitment process, have become more efficient and expedient thanks to a Human Resources Information System (HRIS). The existing procedure for screening applications, scheduling interviews, selecting the most suitable candidates, and presenting them with a job offer at Maryland Technology Consultants (MTC) is inefficient. Maryland Technology Consultants (MTC) requires a well-trained and experienced personnel to meet the demands of its clients. Because of high staff turnover and quick expansion of new enterprises, there is an urgent demand for fresh IT employees. Maryland Technology Consultants should join Microsoft, Google, and other companies in rethinking how they manage workplace technology integration. Due to high volume of workload and the high demand in hiring new employees, MTC’s current manual process will not cut it. The process is outdated and will not allow MTC to keep up with their competitors.
B. Competitive Advantage
In today’s increasingly competitive global economy, keeping up with the best and brightest is a must. Employers are eager to bring in people from all over the world to fill open positions since experienced engineers and IT experts are in short supply. Many firms have been put off by the cost of recruiting from other countries in the past, but modern technological solutions like as career portals and Attendance Tracking Systems are assisting them in overcoming this barrier while also expanding their candidate pool (Guest, 2017). The HR staff at Maryland Technology Consultants now has a broader pool of candidates to choose from, as well as the tools to choose the best among them. Maryland Technology Consultants can save money by retaining personnel. The MTC’s business plan is to provide superior consulting services and advice to its customers by employing highly skilled consultants and staying up to date on new business concepts and technology, as well as developing new business concepts and best practices of its own. Attracting the top people will help Maryland Technology Consultants reach its goals. Maryland Technology Consultants can now submit job descriptions and make suggestions for how to improve them considering technological advancements. The recruiting team can choose the top candidates from a large pool of CVs submitted by numerous job searchers. Maryland Technology Consultants reduces human dependency by using technology instruments for selection and sorting. Because wise selections have been made, good candidates are chosen. Decisions are frequently made without regard for the merits or experience of the individual making them. They are also notorious for their techniques of drawing unavoidable conclusions, such as stressing unsubstantiated and harsh remarks.
C. Strategic Objectives
People may make biased hiring decisions without even realizing it because of prejudices and beliefs that affect the selecting process. Intelligent screening software that learns about current employees’ talents based on their work experience can be used to automatically screen, evaluate, and select candidates. The use of cutting-edge recruitment solutions is justified by the automation of time-consuming tasks such as CV screening. Maryland Technology Consultants can employ automated interview scheduling, internet interviews, and recruiting chatbots to speed up the hiring process. Shorter recruiting cycles can help companies be more competitive in attracting top talent by reducing the time it takes to locate the best applicants. The purpose of automation is to increase candidate quality rather than reducing the number of candidates. Regardless of the hurdles, digital technology will dominate the future of Maryland Technology Consultants. Hiring managers will rely on technology to locate the best candidates for available vacancies. Even though technology has raised the bar for tech-savvy recruiters, some hiring managers still base their decisions on experience(Impact of technological advancement on recruitment process, 2020). Maryland Technology Consultants HR may now spend more time on strategic projects thanks to advancements in HR technology, which have freed them from administrative responsibilities that formerly hampered them.
D. Decision Making
Finally, Maryland Technology Consultants’ existing hiring procedure is archaic. Maryland Technology Consultants should implement the new technology hiring strategy to streamline the hiring process and ensure that the best candidates are hired. MTC Business Development will be able to secure new IT consulting contracts, as well as build a team of international consultants to assist MTC’s American onsite teams with research and analysis via remote connections and improve MTC’s ability to quickly provide high-quality consultants to contracts awarded, to best serve clients.
| Role | Level as defined in Course Content Reading | Example of Possible Decision Supported by Hiring System | Example of Information the Hiring System Could Provide to Support Your Example Decision |
| Senior/Executive Managers (Decisions made by the CEO and the CFO at MTC supported by the hiring system.) | Strategic | Hiring of middle managers. See payroll and hiring data. | Able to oversee the whole hiring system. Able to hire middle mangers with same tach as the middle managers for the rest of the company. |
| Middle Managers (Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.) | Managerial | Decide what candidates make it to the next stage. Choose which ones should be hired. | Current stage of applicants. Provide the option for them say “hire” |
| Operational Managers (Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.) | Operational | Selecting applicants after the automated screening. Scheduling options. | Data from automated screening about employee’s background. Possible interview dates. |
II. Process Analysis
E. Hiring Process
The following table will cover what the new processes will be with the new system and the benefits the business will obtain from them.
| MTC Hiring Process | |||
| 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.) |
| Recruiter receives application from job hunter via Postal Service Mail. | Recruiter | 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. |
| Recruiter screens resumes to identify top candidates by matching with job requirements from job description. | Recruiter | Systems will automatically select receipts based off the needed requirements selected for the position. | This will give the recruiteremployees that are qualified for the positions instead of having to schedule screens and select the best candidates. |
| Recruiter forwards top candidates to Administrative Assistant via interoffice mail | Recruiter | System will allow the recruiter to click a button to place the candidates in the next category with all their information. | This will make it a current process while taking the assistant out of this part of the process. Placing the candidates in a status will allow everyone to see what status they are in. |
| Administrative Assistant forwards candidates’ resumes and applications to hiring manager for the position via interoffice mail. | Recruiter | When the recruiter places the candidate in the next category the hiring manger will have access to the candidate’s information and get a notification that there is a candidate to review. | This automated process will automatically notify and have all the information available taking more people out of the data processing process. |
| Hiring Manager reviews applications and selects who he/she wants to interview. | Hiring Manager | Will have all the applicants to review in the software and will select the ones to move forward and mark the other ones as not selected to move forward. | This process will make it easier to narrow down the group thus reducing the time in the hiring process. |
| Hiring Manager sends email to Administrative Assistant on who he/she has selected to interview and identifies members of the interview team. | Hiring Manager | When selecting the candidates to move forward an email will automatically be sent to the ones who should be in the interview. | Members will be notified by the system saving the administrative assistant time. |
| AA schedules interviews by contacting interview team members and hiring manager to identify possible time slots | AA | System will send a poll for time slots and will automatically select the most selected choice. | This will save the AA time from find out when all the people attending are free and what times they think the interview should be held. |
| AA emails candidates to schedule interviews. | AA | Once internal team has a date set the AA will click notify candidate and it will send out an email invite for all parties and update the hiring calendar showing the interview and automaticallyput the candidate in the “interview scheduled’ status so anyone can see where the candidate is. | This will save the AA time while also providing updates on the status of the candidate for anyone with access to the hiring database. |
| 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.) | n/a |
| AA collects feedback from interviews and status of candidates | AA | Updates interview information into the hiring system and places the candidate in the “pending” status. | This will allow all the information to sit with the candidate in the system and make it easy for anyone to know where someone is in the process. |
| Hiring manager informs the AA on his top candidate for hiring | Hiring Manager | Clicks on which candidate they want to hire, and an offer letter is automatically sent. | This makes the process move faster making it easier to hire candidates. |
| Administrative Assistant prepares offer letter based on information from recruiter and puts in the mail to the chosen candidate. | Administrative Assistant | 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 enablesMTC to hire in advance of the competition. |
F. Expected Improvements
The below table represents the current issues in the hiring and the improvements the current system will bring in MTC hiring system.
| Area | Current Issues (from the Case Study) | Improvements (due to use of technology) |
| Collaboration: | 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. 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 Hiring Manager states that the candidate’s information gets loss in email or paper train when being passed and when trying to schedule interviews. | The new systems will send out updates and hoist all the information within the systems allowing them to be a clear and consistent message sent to employees and candidates explaining the status and where to access the information on the candidate. |
| 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. | Recruiter receives application from job hunter via Postal Service Mail. Recruiter screens resumes to identify top candidates by matching with job requirements from job description. Recruiter forwards top candidates to Administrative Assistant via interoffice mail. Administrative Assistant forwards candidates’ resumes and applications to hiring manager for the position via interoffice mail. Hiring Manager reviews applications and selects who he/she wants to interview. Hiring Manager sends email to Administrative Assistant on who he/she has selected to interview and identifies members of the interview team. AA schedules interviews by contacting interview team members and hiring manager to identify possible time slots. AA emails candidates to schedule interviews. Interview is conducted with candidate, hiring manager and other members of the interview team. AA collects feedback from interviews and status of candidates. Hiring manager informs the AA on his top candidate for hiring. Administrative Assistant prepares offer letter based on information from recruiter and puts in the mail to the chosen candidate. | System will receive application via on-line submission through MTC Employment Website and store in the applicant database within the hiring system. Systems will automatically select receipts based off the needed requirements selected for the position. System will allow the recruiter to click a button to place the candidates in the next category with all their information. When the recruiter places the candidate in the next category the hiring manger will have access to the candidate’s information and get a notification that there is a candidate to review. Will have all the applicants to review in the software and will select the ones to move forward and mark the other ones as not selected to move forward. When selecting the candidates to move forward an email will automatically be sent internally for who to the ones that should be in the interview. System will send a poll for interview time slots and will automatically select the most popular choice. Once the internal team has a date set the AA will click notify candidate and it will send out an email invite for all parties and update the hiring calendar showing the interview and automatically put the candidate in the “interview scheduled” status so anyone can see where the candidate is. Interview is conducted with candidate, hiring manager and other members of the interview team. (Hiring System is not used for this step.) AA Updates interview information into the hiring system and places the candidate in the “pending” status. Hiring Manager Clicks on which candidate they want to hire, and an offer letter is automatically sent. 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. |
| Relationships: Explain how implementing an enterprise hiring system could foster stronger relationships with applicants/potential employees. | There was a cold relationship between the applicants and the employer. Applicants were not free to express themselves and sometimes they were not given the chance to explain themselves fully | A good system advocating for stronger relationships will make the candidates feel free to express themselves and their full potential will be discovered. Top talents will be identified. |
III. Works Cited
Guest. (2017, February 23). How Technology in the Recruitment and Selection Process Can Save You Money. Retrieved from RPOA: https://blog.rpoassociation.org/blog/how-technology-in-the-recruitment-and-selection-process-can-save-you-money
Hammer, M. (1990). Reengineering work: don’t automate, obliterate. Retrieved from Harvard Business.
Impact of technological advancement on recruitment process. (2020, February 4). Retrieved from IceHrm: https://icehrm.com/blog/impact-of-technological-advancement-on-recruitment-process/