IFSM 300
Chesapeake IT Consulting IFSM 300 Stage IV
IFSM 300 Stage IV
Chesapeake IT Consulting
(NAME)
IFSM 300
Stage
... [Show More] IV
(DATE)
Stage 4: System Recommendation and Final BA&SR Report
A. Benefits of an Enterprise Solution:
Enterprise Solutions allow for an easy to manage programming solution to providing business management and information accessibility for both internal and external clients. Enterprise solutions solve the problem of providing information to clients both externally and internally (Enterprise Solutions, n.d.). Each component of an enterprise solution can be utilized different ways in order the fit the needs of the user.
Enterprise systems will allow for faster, better communication for the employees of the CIC. The system will decrease the time it takes to hire new employees at the CIC. This will enable the CIC HR department to speed up applicant screening and select the most qualified candidates.
B. Proposed IT Solution
iRecruit is a cloud-based SaaS that will assist the CIC in the hiring the best consultants available to fulfill future contract needs. The software is easy to use and is compatible with the current CIC systems. iRecruit uses cloud networking. Cloud networking enables companies to utilize shared computing resources to manage the software and network (What is Cloud Networking or Cloud Based Networking?, n.d.). iRecruit will make the entire applicant database available from anywhere, making it easy for all involved in the hiring process to stay in communication and check on the statuses of current applicants. iRecruit offers a fast, easy to use, flexible way of accomplishing the hiring process.
C. How the Proposed IT Solution Meets the Requirements:
The new hiring system must fulfill the necessary requirements prior to being purchased and placed into use. The table below explains how the proposed system meets the requirements
Req.
Number Requirement
(from Requirements table in Section III) Explanation of How the Proposed System Meets the Requirement
U-1 The new system shall sort and store certification, experience, and skill data on all applicants. The iRecruit database sorts and stores all applicants’ data.
U-2 The new systems will have an integrated calendar to schedule interviews. iRecruit uses an integrated calendar, which can be customized into employee groups, allowing employees to schedule and share their interview appointments.
U-3 The new systems will be updated and maintained by iRecruit as well as be compatible with the current systems already in place at the CIC. iRecruit is updated and maintained by the system specialists. It also offers data migration, which makes iRecruit compatible with the current systems.
U-4 The new system shall be user friendly and have an easy to use interface. iRecruit is user friendly and utilizes a Google style interface for advanced keyword search for applicants as well as provides free monthly training upon request for all users.
UR-1 The new hiring system will allow tracking of current application status. iRecruit offers Candidate Correspondence, which keeps applicants up to date on their application status.
SS-1 The new system will be protect client information by only allowing users with user names and passwords be allowed to log-in. iRecruit is a protects client information by limiting access to users with accounts. All accounts are monitored and logged into a security database.
SS-2 The new hiring system will store all applicant applications, resumes, and notes in a secure on-line database, only accessible by the administrators, recruiters, and hiring managers. iRecruit offers role based secure access for all employees and applicants. All accounts are monitored and logged into a security database.
SP-1 The new hiring systems will be solely an electronic process. iRecruit is completely an electronic hiring process.
SP-2 The new hiring system will have a mobile application for computers and mobile devices. iRecruit is strictly an online SaaS that offers applications for computers and mobile devices as well as the iRecruit website.
SP-3 The new hiring system must be available for use in other countries for expansion of CIC. All aspects are available in multiple languages
D. Implementation Steps:
There are many aspects of a SAAS that must be examined prior to purchasing to ensure that it will properly fit CIC’s needs.
Implementation Areas:
1. Vendor agreement: CIC must have an internet connection, either LAN or wireless, in order to utilize the software. iRecruit is fairly inexpensive and is cost is based on the number of employees employed by the CIC. Applicants hired using the iRecruit could be eligible for the Work Opportunity Tax Credit, which could be used to offset the cost of using iRecruit.
2. Hardware and telecommunications:
a. There is not any hardware that must be bought or installed to be able to use iRecruit.
b. iRecruit is a cloud based software, which means the CIC must have an internet connection to utilize the software.
3. Configuration
a. iRecruit allows for an easy, downloadable installation software, which is compatible any device and can be run on any browser.
b. The configuration of the iRecruit is done by the iRecruit tech support.
4. Testing
a. Track application status- iRecruit utilizes an internal program called candidate Correspondence. This is a tracking application program that is available to both applicants and members of the CIC that gives current application tracking updates and statuses.
5. Employee preparation
a. Leadership: Management must commit to CIC direction and strategic objectives and share the objectives with subordinates (Bourgeois, 2014). This will help the employees understand that new system is a necessary and positive addition to the CIC. Showing confidence in iRecruit will help ease the concerns of the employees who will utilize the new software.
b. Change Management: Growth and expansion is necessary for the CIC. CIC integration of iRecruit is the vital to becoming a leading IT firm as the company expands.
c. Training: iRecruit offers training in the form of site visits as well as on-line. iRecruit allows for one on one interactive training for employees who request it. Employees who use iRecruit need to take the both in class, on-site training as well as the the on-line tutorials (iRecruit Professional, n.d.).
6. Data migration- iRecruit offers data migration services to ease the transition for the old hiring system. All applicant information will be transferred via database uploaded to iRecruit specialists, who will incorporate the data into the new cloud based database.
7. Maintenance- All system maintenance will be provided for by iRecruit, to include updates, application troubleshooting, and on-site maintenance. The iRecruit technical support staff is available 24/7 via telephone or their website.
E. Conclusion:
With the new contracts coming to the CIC, the hiring process needs to be revamped to accommodate anticipated growth. The CIC needs to hire new highly skilled personnel quickly. Utilizing the SaaS iRecruit, the CIC will be able to save time and money by allowing for faster searches for searches of employees with the necessary skill sets need for the new contracts. iRecruit will take the CIC to new heights by allowing the CIC to modernize the hiring process and switching form the old manual process to a digital one. iRecruit will ensure the CIC continues to grow and hire the best IT consultants on the market, guaranteeing the clients of the CIC will continue to receive excellent customer care.
References
Bourgeois, D. T. (2014, February). Information Systems for Business and Beyond. Retrieved Nov 3, 2017, from https://learn.umuc.edu/d2l/le/content/254513/viewContent/9953492/View
Chesapeake IT Consultants Case Study. (n.d.). Retrieved from UMUC IFSM 300 7994 Information Systems in Organizations (2178): https://learn.umuc.edu/d2l/le/content/254513/viewContent/9953505/View
Enterprise Solutions. (n.d.). Retrieved December 13, 2017, from The Computer Technology Documentation Project: http://www.comptechdoc.org/independent/enterprise/
iRecruit Professional. (n.d.). Retrieved December 13, 2017, from iRecruit: http://www.irecruit-software.com/professional/
Richards, L. (n.d.). How Effective Communication Will Help an Organization. Retrieved November 16, 2017, from Chron: http://smallbusiness.chron.com/effective-communication-organization-1400.html
What is Cloud Networking or Cloud Based Networking? (n.d.). Retrieved December 13, 2017, from SDX Central: https://www.sdxcentral.com/cloud/definitions/all-about-cloud-networking/
Stage 3: Strategic and Operational Outcomes
A. Strategic Outcomes
The table below provides a breakdown of strategic goals listed in the CIC’s latest Strategic Business Plan. Meeting these goals would ensure that the CIC continues to expand and remain completive in the IT consulting industry.
Strategic Goal (from case study) Objective
(clear, measurable and time-bound) Explanation
(2-3 sentences)
Increase CIC Business Development by winning new contracts in the areas of IT Consulting Win 4 new contracts in 2 new regions in the next 12 months. Bidding on 4 contracts in only 2 new areas will allow for expansion of the CIC and time to hire to IT consultants in the same area to service all four contracts. By having the new contracts the same but new area, it allows for the new CIC hires to provide service on multiple contracts, reducing the amount of new hires needed if the new contracts were in four new areas.
Build a cadre of consultants internationally to provide remote research and analysis support to CIC’s onsite teams in the U. S. Increase international recruiting efforts and employ 5 research analysts in the next 12 months. The new hiring system would allow applicants from around the world to apply online, increasing the number of international applicants. It would enable the recruiters to carefully monitor the applications for these positions, identify the necessary research and analysis skills needed, and screen resumes for these key skills. Recruiters could quickly view the number of applicants and identify when additional recruiting efforts are needed to meet the objective.
Continue to increase CIC’s ability to quickly provide high quality consultants to awarded contracts to best serve the clients’ needs Ensure training of 100% of project managers in the use of the new SaaS iRecruit is completed 6 months. By ensuring the project managers are properly trained in the use of the new hiring system, it will ease process of selecting current employed consultants to service specific clients or contracts. Keywords, skills, or job experience could quickly searched in the data base, identifying consultants who have the specific skill set for each client or contractual needs.
Increase CIC’s competitive advantage in the IT consulting marketplace by increasing its reputation for having IT consultants who are highly skilled in leading edge technologies and innovative solutions for its clients
Provide 5 on-site mandatory training classes for recruiting and human resource department with 5 weeks after iRecruit has been incorporated. While increasing international recruiting efforts is important, the screening of applicants is vital to quality of new IT consultants being hired by the CIC. By requiring 5 mandatory training classes for both the recruiting and the human resource department, it will not only speed up the hiring process but the screening process as well. The new hiring software will also store all information of applicants, making it easier to review not only new applicants but also all applicants who have applied with the CIC. This increases the hiring pool and which will allow for the CIC to select the best quality applicants for employment.
B. Process Analysis
The CIC hiring process contains many steps. Some of the steps are unnecessary and redundant. The hiring steps in place at the CIC prolong the hiring process and waste time of the recruiting department, human resources department, and the project managers. Additionally, the hiring process also jeopardizes the CIC’s newly acquired contracts as thy company struggles to hire consultants to provide service for those contracts in a timely manner. The current system processes and the new system processes are listed below.
CIC Hiring Process
As/Is Process (copied from Stage 1)
To/Be Process Business Benefits of Improved Process
1. Recruiter receives application from job hunter via Postal Service Mail Receive application via on-line submission through CIC Employment Website and files in applicant database. More efficient submission process presents positive image to applicants and decreases time needed to receive and begin processing applications.
2. The recruiters screen the applications and file the applications. All submitted applications are stored in an online database, which sorts and filters applicants based on location, experience, and kills. The online database eliminates the physical need of storing applications. Eliminates need for initial recruiter screening as the database does automatically screens and sorts applications. It eliminates the need for application filing saving recruiters time.
3. When opening are posted, the recruiters send the best applicants to the Administrative Assistant. Recruiters search the database for applicants using keywords when new opening are posted and forward the names and database links of the most qualified applicants to the HR managers’ e-mail. Faster and more efficient screening process. It get the project managers potential applicants in minutes rather than days.
4. Administrative Assistant then routes the applicant to the HR managers. Process not required/eliminated Speeds up the hiring process by eliminating unnecessary step.
5. The HR manager selects the best candidates. Process remains the same Process remains the same
6. HR manager sends candidate list to Administrative Assistant, who determines who should be involved with interviewing the applicants. Database determines who will be should conduct the interviews. Speeds up the hiring process by allowing the HR manager go straight to scheduling interviews.
7. Interviews are scheduled to accommodate everyone’s schedule. HR manager e-mails applicant to request interview based on SaaS calendar project manager availability dates. Applicant only can select days and times that that fit the automatically selected interviewer’s schedule. Eliminates the need to coordinate with all departments for interviews and the need to call applicants. The speeds up the interview process, which also speeds up the hiring process.
8. Interviews are conducted. Process remains the same Process remains the same
9. After the interview, collect the data from the interview team Process remains the same Process remains the same
10. HR managers make their selections. Process remains the same Process remains the same
11. Recruiters make the job offers to the candidates Recruiters use the SaaS system to generate official e-mail with job offer and send to applicant. Allows for applicants to receive job offers faster allowing the CIC to fill needed positions faster.
C. Requirements
The requirements for the new CIC hiring software vary based on what the users of the SaaS want and need. These wants and needs of the users would ensure faster hiring as well as ensure the most ideal SaaS has been selected.
Requirement Number Requirement Source (individual) from Case Study – name and title
U-1 The new system shall sort and store certification, experience, and skill data on all applicants. Marianne Cho - CFO
U-2 The new systems will have an integrated calendar to schedule interviews. Paul O’Brien - Recruiter
U-3 The new systems will be updated and maintained by iRecruit as well as be compatible with the current systems already in place at the CIC. William Bradley -Director of HR
U-4 The new system shall be user friendly and have an easy to use interface. William Bradley - Director of HR
UR-1 The new hiring system will allow tracking of current application status. Ted Anderson - Administrative assistant
SS-1 The new system will be protect client information by only allowing users with user names and passwords be allowed to log-in. Fadil Abadi - CIO
SS-2 The new hiring system will store all applicant applications, resumes, and notes in a secure on-line database, only accessible by the administrators, recruiters, and hiring managers. Paul O’Brien - Recruiter
SP-1 The new hiring systems will be solely an electronic process. Ted Anderson - Administrative assistant
SP-2 The new hiring system will have a mobile application for computers and mobile devices. Fadil Abadi - CIO
SP-3 The new hiring system must be available for use in other countries for expansion of CIC. Fadil Abadi - CIO
Stage 2: Strategic Use of Technology
A. Decision-Making
Using iRecruit by CIC would allow for more efficient and effective decision making process when it comes to applicants. The table below shows the level of management held by respective roles in the CIC and examples of what possible decisions they would support using iRecruit.
Role Level Example of Possible Decision Supported by Hiring System.
Senior/Executive Managers
(Decisions made by the CEO and the CFO at CIC supported by the hiring system.) Strategic - Monitors accumulative payroll/salary expenses
- Establishes the hiring requirements
Middle Managers
(Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.) Managerial - Monitor number of employees to be recruited
- Screens database for all potential applicants
- Tracking scheduled interviews
- Responsible for routing, tracking, and processing all applications to the operational managers.
- Negotiates all new employee salaries/benefits
- Monitor monthly payroll and over-time
Operational Managers
(Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.) Operational - Scheduling and tracking applicant interviews
- Conducts applicant interviews
- New hire selections
- Inform HR of new hire selection
B. Communication
Communication plays a crucial role in the success of any business or organization. “In fact, communication plays a role in product development, customer relations, employee management” (Richards, n.d.). An improved hiring system would allow the applicants, recruiters, and managers to communicate more effectively, as everyone would be able to share the same software. Using iRecruit would makes applicant feedback more timely, and also keep the recruiters informed about the needs and skills that the managers are looking for. iRecruit would also speed up the interview process, as multiple mangers could schedule interviews with the applicants that fit into all of the mangers’ schedules. iRecruit would increase the number of applicants screened and interviewed, which would help the CIC reach the number of hires needed for the upcoming contracts while continuing to provide excellent service to their current customers.
C. Collaboration
Collaboration between the HR department and the project managers is necessary to ensure that the right people, in the right places are hired. As it stands, there are many people involved in the hiring process at CIC. This collaboration between the HR department and the managers is a slow and repetitive process. iRecruit would allow the HR department and the project managers to streamline their collaboration during application vetting process. No more e-mails or paper applications to review, but only a digital applicant database that highlights & tracks applicants based on skills, certifications, experience, location, and availability date.
D. Relationships
iRecruit would allow for faster application processing time as well as a faster communication between the applicant and the CIC. This fast communication will help establish a more social style of recruiting and build better rapport with the CIC applicants. With 80% of the workforce passive, and 85% looking for a career change (Biro, 2015), using the social communication of iRecruit will help build rapport with that immense market. “Companies which demonstrate authenticity in their communication and interact with passive candidates on social media will create a ready-made talent pool to tap into for their next vacancy” (Why Relationships Are Key To Recruiting Passive Candidates, n.d.). iRecruit would also cultivate relationships with past applicants, by maintaining their application information and matching them up to current open positions. The relationships fostered with iRecruit will ensure that the CIC will always applicants waiting to be hired.
E. Structure
Using iRecruit, the CIC will follow an organized flow chart of the hiring process. Rather than project managers and the HR department going back and forth between applications or interviews, a more condensed process will keep the applications separated with the database and interface with a digital calendar to help the managers and the HR department track and schedule interviews with applicants. Additionally, it will also keep the applicant aware of the status of their application by sending e-mails to the applicants e-mail address informing them hen their application is moved to different departments. iRecruit will speed up our hiring process and ensure that applicants have the most up to date information on where their application is.
F. Competitive Advantage
“As organizations look to manage their processes to gain a competitive advantage, they also need to understand that their existing ways of doing things may not be the most effective or efficient” (Bourgeois, 2014). The CIC is one of many IT consultant companies around the world and the CIC, much like the IT that it consults on, has to change. To maintain the CIC’s competitive advantage in quality of skill employees and to keep its excellent customer service record, iRecruit is the company’s best option. Using the iRecruit will give the CIC the competitive advantage by streamlining the hiring process, open social communication lines between the CIC. iRecruit will also assist in determining which applicants have the right skills, in the right place for the each contract it is awarded. The ability to have the right technician who can remedy the problem the first time helps builds loyalty and trust with clients.
References
Biro, M. M. (2015, March 2016). Recruiting In-Demand Talent Is About Relationships And Trust. Retrieved Novmeber 16, 2017, from Forbes: https://www.forbes.com/sites/meghanbiro/2015/03/16/recruiting-in-demand-talent-is-about-relationships-and-trust/#282071426b3e
Bourgeois, D. T. (2014, February). Information Systems for Business and Beyond. Retrieved Nov 3, 2017, from https://learn.umuc.edu/d2l/le/content/254513/viewContent/9953492/View
Chesapeake IT Consultants Case Study. (n.d.). Retrieved from UMUC IFSM 300 7994 Information Systems in Organizations (2178): https://learn.umuc.edu/d2l/le/content/254513/viewContent/9953505/View
Richards, L. (n.d.). How Effective Communication Will Help an Organization. Retrieved November 16, 2017, from Chron: http://smallbusiness.chron.com/effective-communication-organization-1400.html
Why Relationships Are Key To Recruiting Passive Candidates. (n.d.). Retrieved November 16, 2017, from Zip Recruiter: https://www.ziprecruiter.com/blog/why-relationships-are-key-to-recruiting-passive-candidates/
Chesapeake IT Consulting
Section I: Background and Organizational Analysis
A. Introduction
Chesapeake IT Consultants (CIC) is a successful information technology (IT) consulting service company. It utilizes IT and management technologies to provide business process consulting, IT consulting, and IT outsourcing consulting to its customers. The CIC has provided extraordinary service for small to mid-tier businesses, non-profit organizations, and state and federal governmental agencies. CIC is expanding and currently awaiting two new anticipated contracts. Once these contracts are have been accepted, CIC will need to hire 75 new personnel. To execute these future hiring in a quick and economical manner, it is imperative that CIC switch to the Software as a Service (SaaS), iRecruit. iRecruit is a “cloud-based recruiting, applicant tracking and electronic onboarding software designed to provide any size of business a cost effective, affordable and simple way to manage the recruiting process online” (Applicant Tracking Software, n.d.). Using a cloud based software will allow for access to applications on demand, as well as on the go, regardless of the location, increased speed of processing, and improved analytics for candidates (Charney, n.d.).
B. Organizational strategy
iRecruit is a SaaS program that will help CIC meet the anticipated hiring demands without any delays. This program will enable the hiring of 75 additional personnel required to meet to two upcoming contracts. iRecruit will ensure CIC continues to hire highly qualified and skilled personnel, but with the fraction of the time currently in place. It will also ensure the right people, with the right skills and qualifications, in the right regions are hired to meet the needs and requirements of the customers.
C. Components of an Information System
1. People and Technology
Various stakeholders for the company have a different perception of the software system based on their organizational roles. They include the following:
i. CEO- Alvin Morrison needs software that can effectively recruit and hire the right people at the required time. It is vital that hiring talented staff can be quickly hired to deliver our services when new contracts are awarded.
ii. CFO- Marianne Cho is responsible for the financial affairs CIC needs the investment in the new technology to improve current processes and enable future functionality of the CIC.
iii. CIO- Fadil Abadi responsible for planning as well as the operations information systems with the strategic goals of the company in mind (Bourgeois, 2014). He needs the new software to be compatible with the existing architecture and information systems. Due to the workforce primarily being on mobile devices and working in different regions, a cloud based SaaS in order to effectively manage the hiring process from different locations.
iv. Director of HR- William Bradley is responsible for the Entire HR department. His staff needs software that will help them manage the hiring demands, but it must also be user friendly and compatible with current systems.
v. Manager of Recruiting- Suzanne Rodriguez needs a system that is which enable her as well as her recruiters to find and hire the well qualified employees quickly, and offering the job o the best candidate before the competition.
vi. Recruiters- Paul O’Brien, Mac Thompson, and Juliet Jackson are responsible for screening all applicants and forwarding the best candidates up to the hiring managers as well as making offers once candidates have been selected. They need an innovative way to speed up the entire screening and hiring process. It needs to be user friendly and provide easy to use application and resume management.
vii. Administrative Assistant- Ted Anderson routes the applications and resumes to the hiring manager as well ensure all paperwork and payroll is ready. He needs a system that can utilize electronic routing of the applications and resumes as well as track the status of all the required paperwork necessary for employment with CIC.
viii. Hiring Manager- needs a system that is electronically based and easy to use. It should list the status of job openings, information on applicants, as well as interface with an electronic calendar to be used to setup interviews. With turnover high in the IT community, it is imperative HR mangers sty up to speed with information on potential applicants.
2. Processes
Hiring new personnel in the IT world is time sensitive. Since CIC is expanding, the new software is needed in order to assist in hiring the most qualified candidates in a timely and efficient manner. The CIC’s manual method of hiring is tiresome and time consuming.
Hiring Process Step Responsible CIC Position
2. Recruiter receives application from job hunter via Postal Service Mail Recruiter
2. The recruiters screen the applications and file the applications. Recruiter
3. When opening are posted, the recruiters send the best applicants to the Administrative Assistant. Recruiter
4. Administrative Assistant then routes the applicant to the HR managers. Administrative Assistant
5. The HR manager selects the best candidates. HR managers
6. HR manager sends candidate list to Administrative Assistant, who determines who should be involved with interviewing the applicants. Administrative Assistant
7. Interviews are scheduled to accommodate everyone’s schedule. Administrative Assistant
8. Interviews are conducted. HR managers
9. After the interview, collect the data from the interview team Administrative Assistant
10. HR managers make their selections. HR managers
11. Recruiters make the job offers to the candidates Recruiters
12. Administrative Assistant prepares and sends Hiring Offer to Selected Candidate by mailing offer letter
Administrative Assistant
3. Data / Information
The system needs to have some critical data points that will assist in finding and hiring the right employee for the right job, at the right time.
Data Element
1. Name of Hiring Manager
2. Name of Applicant
3. Contact Information
4. Education
5. Experience
6. Background Check
7. Previous Employer Information
8. Position Sought
9. References
10. Availability
References
Applicant Tracking Software. (n.d.). Retrieved from iRecruit: http://www.irecruit-software.com/applicant-tracking-software/
Bourgeois, D. T. (2014, February). Information Systems for Business and Beyond. Retrieved Nov 3, 2017, from https://learn.umuc.edu/d2l/le/content/254513/viewContent/9953492/View
Charney, M. (n.d.). Why Cloud Computing Matters For Recruiting And Hiring. Retrieved from Monster Worldwide Inc: https://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/acquiring-job-candidates/recruiting-cloud.aspx
Chesapeake IT Consultants Case Study. (n.d.). Retrieved from UMUC IFSM 300 7994 Information Systems in Organizations (2178): https://learn.umuc.edu/d2l/le/content/254513/viewContent/9953505/View
Stage 2: Strategic Use of Technology
A. Decision-Making
Using iRecruit by CIC would allow for more efficient and effective decision making process when it comes to applicants. The table below shows the level of management held by respective roles in the CIC and examples of what possible decisions they would support using iRecruit.
Role Level Example of Possible Decision Supported by Hiring System.
Senior/Executive Managers
(Decisions made by the CEO and the CFO at CIC supported by the hiring system.) Strategic - Monitors accumulative payroll/salary expenses
- Establishes the hiring requirements
Middle Managers
(Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.) Managerial - Monitor number of employees to be recruited
- Screens database for all potential applicants
- Tracking scheduled interviews
- Responsible for routing, tracking, and processing all applications to the operational managers.
- Negotiates all new employee salaries/benefits
- Monitor monthly payroll and over-time
Operational Managers
(Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.) Operational - Scheduling and tracking applicant interviews
- Conducts applicant interviews
- New hire selections
- Inform HR of new hire selection
B. Communication
Communication plays a crucial role in the success of any business or organization. “In fact, communication plays a role in product development, customer relations, employee management” (Richards, n.d.). An improved hiring system would allow the applicants, recruiters, and managers to communicate more effectively, as everyone would be able to share the same software. Using iRecruit would makes applicant feedback more timely, and also keep the recruiters informed about the needs and skills that the managers are looking for. iRecruit would also speed up the interview process, as multiple mangers could schedule interviews with the applicants that fit into all of the mangers’ schedules. iRecruit would increase the number of applicants screened and interviewed, which would help the CIC reach the number of hires needed for the upcoming contracts while continuing to provide excellent service to their current customers.
C. Collaboration
Collaboration between the HR department and the project managers is necessary to ensure that the right people, in the right places are hired. As it stands, there are many people involved in the hiring process at CIC. This collaboration between the HR department and the managers is a slow and repetitive process. iRecruit would allow the HR department and the project managers to streamline their collaboration during application vetting process. No more e-mails or paper applications to review, but only a digital applicant database that highlights & tracks applicants based on skills, certifications, experience, location, and availability date.
D. Relationships
iRecruit would allow for faster application processing time as well as a faster communication between the applicant and the CIC. This fast communication will help establish a more social style of recruiting and build better rapport with the CIC applicants. With 80% of the workforce passive, and 85% looking for a career change (Biro, 2015), using the social communication of iRecruit will help build rapport with that immense market. “Companies which demonstrate authenticity in their communication and interact with passive candidates on social media will create a ready-made talent pool to tap into for their next vacancy” (Why Relationships Are Key To Recruiting Passive Candidates, n.d.). iRecruit would also cultivate relationships with past applicants, by maintaining their application information and matching them up to current open positions. The relationships fostered with iRecruit will ensure that the CIC will always applicants waiting to be hired.
E. Structure
Using iRecruit, the CIC will follow an organized flow chart of the hiring process. Rather than project managers and the HR department going back and forth between applications or interviews, a more condensed process will keep the applications separated with the database and interface with a digital calendar to help the managers and the HR department track and schedule interviews with applicants. Additionally, it will also keep the applicant aware of the status of their application by sending e-mails to the applicants e-mail address informing them hen their application is moved to different departments. iRecruit will speed up our hiring process and ensure that applicants have the most up to date information on where their application is.
F. Competitive Advantage
“As organizations look to manage their processes to gain a competitive advantage, they also need to understand that their existing ways of doing things may not be the most effective or efficient” (Bourgeois, 2014). The CIC is one of many IT consultant companies around the world and the CIC, much like the IT that it consults on, has to change. To maintain the CIC’s competitive advantage in quality of skill employees and to keep its excellent customer service record, iRecruit is the company’s best option. Using the iRecruit will give the CIC the competitive advantage by streamlining the hiring process, open social communication lines between the CIC. iRecruit will also assist in determining which applicants have the right skills, in the right place for the each contract it is awarded. The ability to have the right technician who can remedy the problem the first time helps builds loyalty and trust with clients.
References
Biro, M. M. (2015, March 2016). Recruiting In-Demand Talent Is About Relationships And Trust. Retrieved Novmeber 16, 2017, from Forbes: https://www.forbes.com/sites/meghanbiro/2015/03/16/recruiting-in-demand-talent-is-about-relationships-and-trust/#282071426b3e
Bourgeois, D. T. (2014, February). Information Systems for Business and Beyond. Retrieved Nov 3, 2017, from https://learn.umuc.edu/d2l/le/content/254513/viewContent/9953492/View
Chesapeake IT Consultants Case Study. (n.d.). Retrieved from UMUC IFSM 300 7994 Information Systems in Organizations (2178): https://learn.umuc.edu/d2l/le/content/254513/viewContent/9953505/View
Richards, L. (n.d.). How Effective Communication Will Help an Organization. Retrieved November 16, 2017, from Chron: http://smallbusiness.chron.com/effective-communication-organization-1400.html
Why Relationships Are Key To Recruiting Passive Candidates. (n.d.). Retrieved November 16, 2017, from Zip Recruiter: https://www.ziprecruiter.com/blog/why-relationships-are-key-to-recruiting-passive-candidates/ [Show Less]