Posted: September 19th, 2022

Second Stage

Due Monday 08/12. Read Case Study and look over previous assignment 


Strategic use of Technology: Microsoft Corporation

Denzel Ridley

Professor’s name

Information Systems in Organizations

Univ. of Maryland Global


Strategic use of Technology: Microsoft Corporation

The tracking of applicants and utilization of a hiring system play fundamental roles in the process of recruitment and hiring process. The key elements in this process involve job postings and applications, and the main objective is usually to provide some organization associated with job seekers. The purpose of writing this report is to establish the application of technological developments in enhancing the applicant tracking and hiring system. The essence is to enhance the business operations of Microsoft Corporation in relation to tracking candidates across the entire recruitment and hiring process. The focus is based on the information technology (IT) industry which is the core business area of Microsoft. The goal is to solve various issues such as those associated with engagement of qualified candidates, application of recruitment driven by data and efficiency in the recruitment process. The report covers the solutions in hiring through use of technology, the benefits of improvement of the system, the objectives and decisions that it supports.

Business Strategy

The business strategy that Microsoft applies entails investment in creation of cutting-edge technological products and services which satisfy the needs of clients and customers (Analytics Insight, 2019). In order to achieve this, the company relies on the capabilities and expertise of the employees to foster innovation and creativity. The hiring process is critical in attaining this status as it is imperative to have the right people on the job. The recruitment team applies strategies such use of sources like websites and professional organizations to track and recruit individuals. Websites especially social media sites factor in the strategy. Professional organizations and associations provide grounds for recruitment based on the industry specificity or through networking. Campus recruitment takes place through sourcing from colleges and universities. There is the utilization of referrals from current employees, and partaking in events and career fairs.

The main challenges of the manual hiring process include the recruitment of the wrong types of applicants. There has been the possibility of engaging with candidates who are not the right fit for Microsoft or those that lack fundamental qualifications and capacities which are integral in the success of this company (Kenthapadi et al, 2022). The manual process is at times too slow which means that there are delays in filling vacancies which subsequently causes losses in money and operational capabilities. Microsoft also suffered from shortage of professionals in the market. Other issues that have taken place at some points include high costs of hiring talent and the evolution of the candidate expectations (Kenthapadi et al, 2022). Improvement of the hiring process with the help of the applicant tracking and hiring system will enhance the effectiveness and efficiency in recruiting candidates. The system will promote swift recruitment of skilled and qualified personnel who fit the needs and culture of the organization. These aspects are instrumental in promoting innovation across Microsoft.

Competitive Advantage

Microsoft operates in a business environment that defines the information technology sector; an industry that focuses on the production of software, hardware, internet and data services (Analytics Insight, 2019). This is quite a competitive industry thus the company will benefit from the ability of the hiring system to target, recruit and hire candidates who are proficient and have the skills and capabilities to thrive in roles associated with the aforementioned products and services. This means that Microsoft will have the upper hand in sourcing and recruitment of top talent that is available in the market which gives it the edge in employee competence and proficiency compared to other organizations in the same industry (Padmaja & Koteswari, 2021). The data that is accessible through the system improves competitive advantage through recruitment of the most qualified personnel, saving time and resources as the jobs are published across multiple platforms and easy to apply.

Strategic Objectives

The long term success of organizations relies on having robust strategic objectives in place to influence their performance.

Strategic Goal

(from case study)



(2-3 sentences)

Increase the performance of Microsoft in regards to Business Development through gaining more software and hardware contracts

Increase the total number of business contracts for the company across the country and the globe by 15% over the span of 12 months.

The hiring plan will enable the firm to recruit personnel with the skills that are requisite in expanding the software and computing business sector. The recruitment team will be able to quickly determine the best options among the applicants in terms of potential for innovation (Padmaja & Koteswari, 2021).

Develop a team of consultants across various regions globally to provide software, hardware services to the locals.

Increase the numbers of recruits in different countries by 5% of global coverage in the next 12 months.

The hiring system allows applicants from different countries apply online which helps increase the global reach of Microsoft operations. 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. The hiring system allows the recruiting team to track the applications from different parts of the world and assess possible needs (Nikolaou, 2021).

Continue to increase the capacity of Microsoft to incorporate employees that are proficient in serving the interests of clients

Enhance the employee population in regards to expertise by 10% over the next 12 months.

The system should factor in swiftly discerning and recruiting high value applicants on the market. It should strengthen the ability to tell whose skills and potential will best serve the core objectives of the company with respect to the needs of the clients (Padmaja & Koteswari, 2021).

Increase Microsoft’s competitiveness in the marketplace by improving its image with respect performance that is aided by recruits who are highly skilled and are innovative.

Establish a five-point growth in performance of the organization relative to other companies within six months

Hiring process would ascertain that the applicants with the best resumes are recruited to the organization. This will ensure that not only does the company get the best talent, but the recruits exhibit high levels of performance across the clientele base (Nikolaou, 2021).

Decision Making


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

(CEO and the CFO at MTC supported by the hiring system.)

This is the top most level in the leadership hierarchy of an organization

Approval of the hiring. This entails affirming that the choice are appropriate.

Alignment of the recruits with organization needs

Middle Managers

(Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.)

This is the intermediate level which features leaders who are below the top level

The choice of recruits to hire. This involves ensuring that the recruits have the necessary qualities.

The qualifications and experience of prospective recruits

Operational Managers

(Department and project leaders who are recruiting for their projects through utilization of hiring system.)

These are individuals in management who form the first layer of leadership above the front line workers

Provision of recommendation for new hires. The managers provide perspective on the areas of need.

The fit of recruits to the needs of department or project


Analytics Insight. (2019). Unveiling business strategy: Microsoft.,Augmented%20Reality%20and%20Virtual%20Reality


Kenthapadi, K., Lakkaraju, H., Natarajan, P., & Sameki, M. (2022, August). Model Monitoring in Practice: Lessons Learned and Open Challenges. In 
Proceedings of the 28th ACM SIGKDD Conference on Knowledge Discovery and Data Mining (pp. 4800-4801).

Nikolaou, I. (2021). What is the Role of Technology in Recruitment and Selection?. 
The Spanish journal of psychology, 
24. DOI:

Padmaja P., & Koteswari, B. (2021). Use of Applicant Tracking System (ATS) in Talent Acquisition.
Journal of Exclusive Management Science.

Stage 2: Process Analysis

Before you begin work on this assignment, be sure you have read the Case Study and reviewed the feedback received on your Stage 1 assignment.


As the business analyst in the CIO’s department of Maryland Technology Consulting (MTC), your next task in developing your Business Analysis and System Recommendation (BA&SR) Report is toconduct a process analysis. This will identify how the current manual process is working and what improvements could be made to the process that would be supported by a technology solution.

Assignment – BA&SR: Section II.Process Analysis

The first step is to review any feedback from Stage 1 to help improve the effectiveness of your overall report and then add the new section to your report. Only content for Stage 2 will be graded for this submission. Part of the grading criteria for Stage 4 includes evaluating if the document is a very effective and cohesive assemblage of the four sections, is well formatted and flows smoothly from one section to the next. For this assignment, you will
add Section II of the Business Analysis and System Recommendation (BA&SR) Report to Section I. You will conduct an analysis of the current hiring process and present information on expected business improvements. This analysis lays the ground work for Section III. Requirements of the BA&SR Report (Stage 3 assignment) which will identify MTC’s requirements for a system.

Using the case study, assignment instructions, Content readings, and external research, develop your Section II. Process Analysis. The case study tells you that the executives and employees at MTC have identified a need for an effective and efficient hiring system.
As you review the case study, use the assignment instructions to take notes to assist in your analysis. As the stakeholders provide their needs and expectations to improve the process, identify steps that could be improved with the support of a hiring system. Also look for examples of issues and problems that can be improved with a technology solution.

Use the outline format, headings and tables provided and follow all formatting instructions below.

Begin with your Section I (Stage 1 assignment) and add Section II. Apply specific information from the case study to address
each area along with relevant supporting research.

Process Analysis

Hiring Process

At the beginning of this section, write an
introductory opening sentence for this section that addresses what the complete table provides.
Refer to Week 3 and 4 content on processes and analyzing process improvements. Additional research can expand your knowledge of these areas.

The first step in analyzing the process is to document what the
current process steps are and who is responsible for doing them. Therefore, the table provides the current steps in the manual hiring process provided by the case study. Remember
, a process is a series of steps to perform a task; therefore, think about what the users are doing as part of the hiring process. Retain the as-is process steps provided; do not remove or revise these. Complete the second column by identifying the stakeholder responsible for this step based on the interviews in the MTC Case.

The next step is to identify how a hiring or applicant tracking systemcould improve each step in the process and how the business will benefit from that improvement. For each of the as-is process steps provided, complete the
To-Be Process column in the table.indicating how this step in the process will be done using the
hiring or applicant tracking system.For each process step, the statement should be concise and include an action verb and align with improving or replacing the current manual, as-is process step provided. Then complete
the Business Benefits of the Improved Process column by explaining how this part of the process can contribute to the
overall business strategy– think at a higher level than the specific process step
. Review the examples provided in the Hiring Process table. For each to-be process step, identify the result of using the system, as shown in the two examples. While it is truethat the system will speed up each step of the process, think about how MTCwould benefit more strategically from using an automated system to perform that step.

The first row and last rows have been completed for you as an example and must be retained and not revised.Be sure your table contains a total of 12 steps. Use the examples to help you provide clear to-be process steps and business benefits. Your responses should be written in complete sentences.

MTC Hiring Process

As-Is Process

Responsible MTC Position

To-Be Process – How the system Will Support and Improvethe hiring process

Business Benefits of Improved Process (Align with MTC’s overall business strategy and needs.)

1. Recruiter receives application from job hunter via Postal Service Mail.


EXAMPLE PROVIDED – (Retain text as #1 but remove this label and gray shading in your report)

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.

2. Recruiter screens resumes to identify top candidates by matching with job requirements from job description.

3. Recruiter forwards top candidates to Administrative Assistant via interoffice mail

4. Administrative Assistant forwards candidates’ resumes and applications to hiring manager for the position via interoffice mail.

5. Hiring Manager reviews applications and selects who he/she wants to interview.

6. Hiring Manager sends email to Administrative Assistant on who he/she has selected to interview and identifies members of the interview team.

7. AA schedules interviews by contacting interview team members and hiring manager to identify possible time slots

8. AA emails candidates to schedule interviews.

9. 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.)


10. AA collects feedback from interviews and status of candidates

11. Hiring manager informs the AA on his top candidate for hiring

12. Administrative Assistant prepares offer letter based on information from recruiter and puts in the mail to the chosen candidate.

Administrative Assistant

EXAMPLE PROVIDED – (Retain text as #12 but remove this label and gray shading in your report)

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.

B. Expected Improvements – As noted in the case study, there are a lot of manual processes, overwhelming paperwork, difficulty scheduling interviews, etc. related to MTC’s current manual hiring process. A technology solution can address many of these issues. For each of the areas listed in the table below, provide an example of an issue from the case study and how a technology solution could be used to improve that area. Issues and improvements should be addressed in 1-2 clear, complete sentences with information incorporated from the case study. The first one is provided as an example.
Note: This is not about the stakeholders’ wishes or expectations for the new system but identifying the current issues they have. Some may be explicitly stated in the interviews and for others you may need to apply some critical thinking. (Provide an
introductory sentence and copy the table and insert information within.) For explanations of these areas,
refer to Week 4 content on analyzing process improvements.Additional research can expand your knowledge of these areas.


Current Issues

(from the Case Study)


(due to use of technology)



(Retain text but remove this label and gray shading in your report)

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

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.

Relationships: Explain how implementing an enterprise hiring system could foster stronger relationships with
applicants/potential employees.

Formatting Your Assignment

Consider your audience – you are writing in the role of anMTC business analyst and your audience is MTC and your boss, the CIO. Don’t discuss MTC as if the reader has no knowledge of the organization.
Use third person consistently throughout the report.In third person, the writer avoids the pronouns I, we, my, and ours. The third person is used to make the writing more objective by taking the individual, the “self,” out of the writing. This method is very helpful for effective business writing, a form in which facts, not opinion, drive the tone of the text. Writing in the third person allows the writer to come across as unbiased and thus more informed.

· In Stage 2, you are preparing the second part of a 4-stage report. Use the structure, headings, and outline format provided here for your report. Use the numbering/lettering in the assignment instructions as shown below.

II. Process Analysis

A. Hiring Process

B. Expected Improvements

· Begin with Section I, considering any feedback received, and add to it Section II.

· Write a short concise paper: Use the recommendations provided in each area for
length of response. It’s important to value
quality over quantity. Section II should not exceed 3 pages.

· Content areas should be
double spaced; table entries should be

· To

copy a table
: Move your cursor to the table, then click on the small box that appears at the upper left corner of the table to highlight the table; right click and COPY the table; put the cursor in your paper where you want the table and right click and PASTE the table.

· Ensure that each of the
tables is preceded by an
introductory sentence that explains what is contained in the table, so the reader understands
why the table has been included.

· Continue to use the
title pagecreated in Stage 1 that includes: The title of report, company name, your name, Course and Section Number, and date of
this submission.


at least two
resources with
APA formatted citation and reference for this Stage 2 assignment. Use at least one external reference and one from the course content. Course content should be from the class reading content, not the assignment instructions or case study itself. For information on APA format, refer to Content>Course Resources>Writing Resources.

· Add the references required for this assignment to the
Reference Page. Additional research in the next stages will be added to this as you build the report.The final document should contain all references from all stages appropriately formatted and alphabetized.

· Running headers are
not required for this report.

· Compare your work to the
Grading Rubric below to be sure you have met content and quality criteria.

· Submit your paper as a
Word document, or a document that can be read in Word. Keep tables in Word format – do not paste in graphics.

· Your submission should include

your last name first in the filename:Lastname_firstname_Stage_2




Far Above Standards


Above Standards


Meets Standards


Below Standards

< 60% Well Below Standards Possible Points Stakeholder Identification Identification of a logical stakeholder based on the case study Generally,1 point per stakeholder. 9-10 Points 10 stakeholders correctly identified as derived from the Case Study. 8.5 Points 10 stakeholders correctly identified as derived from the case study or logical assumption. 7.5 Points Minimum of 8 stakeholders correctly identified as derived from the case study or logical assumption. 6-7 Points Fewer than 8 stakeholders correctly identified as derived from the case study or logical assumptions; and/or contains significant incorrect information. 0-5 Points Content missing or extremely incomplete, did not reflect the assignment instructions, demonstrated little effort, is not supported with information from the Case Study; and/or is not original work for this class section. 10 To-Be Process Analysis Analysis describes how the system will supportand improve the hiring process Generally, 0-3 points per to-be process step. Both quantity and quality evaluated. 27-30 Points To-Be Process step improvements clearly relate to corresponding As-Is Process step and fully explain how the system will support it; demonstrates sophisticated analysis. 24-26 Points To-Be Process step improvements relate to corresponding As-Is Process step and explains how the system will support it; demonstrates effective analysis. 21-23 Points To-Be Process step improvement is provided for each As-Is Process step and an explanation is provided for each. 18-20 Points Fewer than 10 To-Be Process step improvements and/or explanations are provided; and/or contains significant incorrect information. 0-17 Points Content missing or extremely incomplete, did not reflect the assignment instructions, showed little or no originality, demonstrated little effort, is not supported with information from the Case Study; and/or is not original work for this class section. 30 Business Benefits of Improved Process Explains how each step in the process can contribute to the overall business strategy Generally, 0-2 points per improved process step. Both quantity and quality evaluated. 18-20 Points Business benefits for all 10 process steps are fully explained; demonstrates sophisticated analysis. 16-17 Points Business benefits for all 10 process steps are explained; demonstrates effective analysis. 14-15 Points Business benefits for all 10 process steps are included. 12-13 Points Business benefits for fewer than 10 process steps are provided; and/or contains significant incorrect information. 0-11 Points Content missing or extremely incomplete, did not reflect the assignment instructions, showed little or no originality, demonstrated little effort, is not supported with information from the Case Study; and/or is not original work for this class section. 20 Expected Improvements Issues from case study and improvements due to technology in areas of Communication, Workflow, and Relationships Generally, 0-7 points per area. Both quantity and quality evaluated. 18-20 Points Issues and improvements for all 3 areas are fully and correctly explained; demonstrates sophisticated analysis. 16-17 Points Issues and improvements for all 3 areas are explained; demonstrates effective analysis. 14-15 Points Issues and improvements for all 3 areas are provided. 12-13 Points Issues and improvements for fewer than 3 areas are provided; and/or contains significant incorrect information. 0-11 Points Content missing or extremely incomplete, did not reflect the assignment instructions, showed little or no originality, demonstrated little effort, is not supported with information from the Case Study; and/or is not original work for this class section. 20 Research Two or more sources--one source from within the IFSM 300 course content and one external (other than the course materials) 9-10 Points Required resources are incorporated and used effectively. Sources used are relevant and timely and contribute strongly to the analysis. References are appropriately incorporated and cited using APA style. 8.5 Points At least two sources are incorporated and are relevant and somewhat support the analysis. References are appropriately incorporated and cited using APA style. 7.5 Points Only one resource is used and properly incorporated and/or reference(s) lack correct APA style. 6.5 Points A source may be used, but is not properly incorporated or used, and/or is not effective or appropriate; and/or does not follow APA style for references and citations. 0-5 Points No course content or external research incorporated; or reference listed is not cited within the text. 10 Format Uses outline format provided; includes Title Page and Reference Page 9-10 Points Well organized and easy to read. Very few or no errors in sentence structure, grammar, and spelling; double-spaced, written in third person and presented in a professional format. 8.5 Points Effective organization; has few errors in sentence structure, grammar, and spelling; double-spaced, written in third person and presented in a professional format. 7.5 Points Some organization; may have some errors in sentence structure, grammar and spelling. Report is double spaced and written in third person. 6.5 Points Not well organized, and/or contains several grammar and/or spelling errors; and/or is not double-spaced and written in third person. 0-5 Points Extremely poorly written, has many grammar and/or spelling errors, or does not convey the information. 10 TOTAL Points Possible 100

Stage 2: Process Analysis03/17/2020 3

Maryland Technology Consultants is a fictitious company created for the IFSM 300 Case Study.

MTC Case Study 11/23/2019 Ver. 1 1

Maryland Technology Consultants, Inc.

Maryland Technology Consultants (MTC) is a successful Information Technology consulting firm
that utilizes proven IT and management methodologies to achieve measurable results for its

customers. Its customer base includes small to mid-tier businesses, non-profit organizations
and governmental agencies at the local, state and federal levels. MTC feels strongly that its
success is dependent on the combination of the talent of its IT consultants in the areas of,

Business Process Consulting, IT Consulting and IT Outsourcing Consulting and their ability to

deliver truly extraordinary results to their clients.

Corporate Profile

Corporate Name: Maryland Technology Consultants, Inc.

Founded: May 2008

Headquarters: Baltimore, Maryland

Satellite Locations: Herndon, Virginia; Bethesda, Maryland

Number of Employees: 450
Total Annual Gross Revenue: $95,000,000

President and

Chief Executive Officer (CEO): Samuel Johnson

Business Areas

MTC provides consulting services in the following areas:

• Business Process Consulting – Business process redesign, process improvement, and best


• IT Consulting – IT strategy, analysis, planning, system development, implementation, and

network support

• IT Outsourcing Consulting – Requirements analysis; vendor evaluation, due diligence,

selection and performance management; Service Level Agreements

Business Strategy

MTC’s business strategy is to provide extraordinary consulting services and recommendations

to its customers by employing highly skilled consultants and staying abreast of new business
concepts and technology and/or developing new business concepts and best practices of its


Maryland Technology Consultants is a fictitious company created for the IFSM 300 Case Study.

MTC Case Study 11/23/2019 Ver. 1 2

Excerpt from the MTC Strategic Business Plan

While the complete strategic plan touches on many areas, below is an excerpt from MTC’s

latest Strategic Business Plan that identifies a few of MTC’s Goals.

Goal 1: Increase MTC Business Development by winning new contracts in the areas of IT


Goal 2: Build a cadre of consultants internationally to provide remote research and analysis
support to MTC’s onsite teams in the U. S.

Goal 3: Continue to increase MTC’s ability to quickly provide high quality consultants to
awarded contracts to best serve the clients’ needs.

Goal 4: Increase MTC’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.

Current Business Environment

MTC provides consultants on-site to work with its clients, delivering a wide variety of IT-related

services. MTC obtains most of its business through competitively bidding on Requests for

Proposals issued by business, government and non-profit organizations. A small but growing

portion of its business is through referrals and follow-on contracts from satisfied clients. MTC

anticipates it will win two large contracts in the near future and is preparing proposals for

several other large projects.

MTC, as a consulting company, relies on the quality and expertise of its employees to provide

the services needed by the clients. When it is awarded a contract, the customer expects MTC

to quickly provide the consultants and begin work on the project. MTC, like other consulting

companies, cannot afford to carry a significant e number of employees that are not assigned to

contracts. Therefore, they need to determine the likelihood of winning a new contract and

ensure the appropriately skilled consultants are ready to go to work within 60 days of signing

the contract. MTC relies on its Human Resources (HR) Department to find, research, and assess

applicants so that line managers can review and select their top candidates and hire

appropriate consultants to meet their needs for current new contracts. It is very much a “just

in time” hiring situation.

The Headquarters in Baltimore, Maryland, houses approximately 350 employees. Satellite

offices have been opened in the last two years in both Herndon, Virginia and Bethesda,

Maryland to provide close proximity to existing clients. It is anticipated that new pending

contracts would add staff to all locations. The management team believes there is capacity at

all locations, as much of the consultants’ work is done on-site at the clients’ locations.

Maryland Technology Consultants is a fictitious company created for the IFSM 300 Case Study.

MTC Case Study 11/23/2019 Ver. 1 3

Strategic Direction

As a small to mid-size business (SMB), MTC recognizes that it needs to carefully plan its future

strategy. Considering the competitive environment that contains many very large IT consulting

firms, such as Hewlett-Packard (HP), Booz Allen Hamilton (BAH), and Science Applications

International Corporation (SAIC), as well as numerous smaller companies with various skill sets,

market niches, and established customer bases, MTC will be evaluating how best to position

itself for the future and recognizes that its ability to identify its core competencies, move with

agility and flexibility, and deliver consistent high quality service to its clients is critical for

continued success. MTC’s plan for growth includes growing by 7% per year over the next five

years. This would require an increase in consulting contract overall volume and an expanded

workforce. One area that is critical to a consulting company is the ability to have employees

who possess the necessary knowledge and skills to fulfill current and future contracts. Given

the intense competition in the IT consulting sector, MTC is planning to incorporate a few

consultants in other countries to provide remote research and analysis support to the on-site U.

S. teams. Since MTC has no experience in the global marketplace, the Director of HR has begun

examining international labor laws to determine where MTC should recruit and hire employees.


Increased business creates a need to hire IT consultants more quickly. Overall, the Director of

HR is concerned that the current manual process of recruiting and hiring employees will not

allow his department to be responsive to the demands of future growth and increased hiring

requirements. There are currently two contracts that MTC expects to win very soon will require

the hiring of an additional 75 consultants very quickly. He is looking for a near-term solution

that will automate many of the manual hiring process steps and reduce the time it takes to hire

new staff. He is also looking for a solution that will allow MTC to hire employees located in

other countries around the world.

Management Direction

The management team has been discussing how to ramp up to fill the requirements of the two

new contracts and prepare the company to continue growing as additional contracts are

awarded in the future. The company has been steadily growing and thus far hiring of new

employees has been handled through a process that is largely manual. The HR Director

reported that his staff will be unable to handle the expanded hiring projections as well as

accommodate the hiring of the 75 new employees in the timeframe required. The Chief

Information Officer (CIO) then recommended that the company look for a commercial off-the-

shelf software product that can dramatically improve the hiring process and shorten the time it

takes to hire new employees. The Chief Financial Officer (CFO) wants to ensure that all

investments are in line with the corporate mission and will achieve the desired return on

investment. She will be looking for clear information that proposals have been well researched,

provide a needed capability for the organization, and can be cost-effectively implemented in a

Maryland Technology Consultants is a fictitious company created for the IFSM 300 Case Study.

MTC Case Study 11/23/2019 Ver. 1 4

relatively short period of time to reap the benefits. The CEO has asked HR to work with the CIO

to recommend a solution.

Your Task

As a business analyst assigned to HR, you have been assigned to conduct an analysis, develop a

set of system requirements, evaluate a proposed solution, and develop an implementation plan

for an IT solution (applicant tracking system hiring system) to improve the hiring process. You

have begun your analysis by conducting a series of interviews with key stakeholders to collect

information about the current hiring process and the requirements for a technology solution to

improve the hiring process. Based on your analysis and in coordination with key users you will

produce a Business Analysis and System Recommendation Report (BA&SR) as your final



In the interviews you conducted with the organizational leaders, you hear the comments

recorded below.

CEO: Samuel Johnson

“While I trust my HR staff to address the nuts and bolts of the staffing processes, what is

critically important to me is that the right people can be in place to fulfill our current contracts

and additional talented staff can be quickly hired to address needs of future contracts that we

win. I can’t be out in the market soliciting new business if we can’t deliver on what we’re

selling. Our reputation is largely dependent on having knowledgeable and capable staff to

deliver the services our clients are paying for and expect from MTC.”

CFO: Evelyn Liu

“So glad we’re talking about this initiative. As CFO, obviously I’m focused on the bottom line. I

also recognize it’s necessary to invest in certain areas to ensure our viability moving forward. I

recognize that the current manual hiring process is inefficient and not cost-effective. Having

technology solutions that improve current process and enable future functionality is very

important to MTC’s success. We must consider the total cost of ownership of any technology

we adopt. MTC is run as a lean-and-mean organization and support processes must be effective

but not overbuilt. We do want to think towards the future and our strategic goals as well and

don’t want to invest in technology with a short shelf-life. Along those lines, we currently have a

timekeeping and payroll system that requires input from the hiring process to be entered to

establish new employees; and to help support our bottom line financially, any new solution

should effectively integrate with, but not replace, those systems.

Maryland Technology Consultants is a fictitious company created for the IFSM 300 Case Study.

MTC Case Study 11/23/2019 Ver. 1 5

CIO: Raj Patel

“As a member of the IT Department, you have a good understanding of our overall architecture

and strategy; however, let me emphasize a few things I want to be sure we keep in mind for this

project. Any solution needs to be compatible with our existing architecture and systems as

appropriate. Obviously, we have chosen not to maintain a large software development staff so

building a solution from the ground up does not fit our IT strategic plan. Our current strategy

has been to adopt Software as a Service (SaaS) solutions that can be deployed relatively quickly

and leverage industry best practices at a low total cost. In addition, our distributed workforce

means we are very dependent on mobile computing – this brings some challenges in term of

portability, maintenance, and solutions that present well on mobile devices. We’ve been

expanding at a rapid rate and are seeking to expand internationally so any solution will need to

be viable globally. And last, but certainly not least, MTC’s success is largely dependent on our

ability to satisfy the requirements of our clients and maintain a reputation of high credibility,

reliability and security. Any security breach of our applicants’ data could have a devastating

effect to our ability to compete for new business as well as maintain current clients. Any

technology solution adopted by MTC must contain clear security measures to control access and

protect data and allow us to use our current security for mobile links. I recognize that MTC can

no longer rely on a manual hiring process to meet these needs.”

Director of HR: Joseph Cummings

“Thanks for talking with me today. I see this effort as very important to the success of

MTC. While the recruiting staff has done an excellent job of hiring top IT consultants, the rapid

growth to date and future plans for expansion have pushed our recruiting staff, and we

recognize we can no longer meet the hiring and staffing demands with manual processes. I’m

also interested in solutions that are easy-to-use and can interface with our existing systems and

enhance processes. I’m willing to consider a basic system that can grow as MTC grows and

provide more capabilities in the future. I’m sure Sofia, our Manager of Recruiting, can provide

more specifics.”

Manager of Recruiting: Sofia Perez

“You don’t know how long I’ve been waiting to begin the process of finding a technology

solution to support our recruiting processes. In addition to myself, there are 2-3 full-time

recruiters who have been very busy keeping up with the increased hiring at MTC; and there are

no plans to increase the recruiting staff. It goes without saying that a consulting company is

dependent on having well-qualified employees to deliver to our customers. We’re in a

competitive market for IT talent and want to be able to recruit efficiently, process applicants

quickly, and move to making a job offer to the best candidate before the competition snaps

him/her up. When I talk with my colleagues in other companies, they mention applicant

tracking systems that have enabled them to reduce their hiring time by 15-20%. I’m so envious

of them and look forward to having our new solution in place before the next set of contracts

are won and we need to hire 75 (to as many as 150) staff in a 2-month period. I do not think my

Maryland Technology Consultants is a fictitious company created for the IFSM 300 Case Study.

MTC Case Study 11/23/2019 Ver. 1 6

team can handle such an increase in an efficient and effective manner. On-going growth at

MTC will continue to increase the demands to hire more consultants quickly. It really seems like

there would be a rapid return on investment in a technology solution to support and improve

the hiring process.”

Recruiters: Peter O’Neil (along with Mike Thomas and Jennifer Blackwell)

“This project should have happened 2 years ago but glad it’s finally getting some attention. As a

recruiter, I’m sort of the middleperson in this process. On one hand, we have the job applicant

who is anxious to know the status of his/her application and fit for the advertised position. It’s

important that the recruiters represent MTC well, as we want the best applicants to want to

come to work for us. Then we have the actual hiring manager in one of our business areas who

has issued the job requisition and wants to get the best applicant hired as quickly as possible.

Obviously recruiting is not the hiring manager’s full-time job, so we’re always competing for

time with other job responsibilities, so we can keep things moving as quickly as possible. They

provide us with job descriptions to meet the needs of clients and look to us to screen resumes

and only forward the best qualified applicants to them so they can quickly identify their top

candidates. Working with Tom, our administrative assistant, we need interviews to be

scheduled to accommodate everyone’s calendars. After the hiring managers make their final

selections of who they would like to hire, it is our task to get the job offers presented to the

candidates – hopefully for their acceptance. Everything is very time sensitive, and the current

process is not nearly as efficient as it could be. Applications and resumes can get lost in

interoffice mail or buried in email; and, when a hiring manager calls us, we often cannot

immediately provide the status of where an applicant is in the process. This can be very

frustrating all around. Speaking for myself and the other recruiters, I have high expectations for

this solution. We need to really be able to deliver world-class service to MTC in the recruiting

and hiring areas to meet the business goals.”

Administrative Assistant: Tom Arbuckle

“I support the recruiters in the hiring process. After the recruiters screen the resumes and select

the best candidates for a position, my job is to route those applications and resumes via

interoffice mail to the respective functional/hiring manager, receive his or her feedback on who

to interview and who should be involved in the interviews, schedule the interviews based on

availability of applicants and the interview team members, collect the feedback from the

interview team and inform the assigned recruiter of the status of each candidate who was

interviewed. In addition to preparing the job offer letter based on the recruiter’s direction, after

a job offer has been made and accepted, I coordinate the paperwork for the new hire with HR

and Payroll to ensure everything is ready to go on the first day. As you can imagine when hiring

volume is up, I’m buried in paperwork and trying to keep all the applicants and their resumes

straight, track their status in the process, and ensure everyone has what they need is very

challenging. I love my job, but want to ensure I can continue to keep on top of the increased

hiring demands and support the recruiting team effectively. Any tool that would help the

workflow and enable many steps in the process to be done electronically would be wonderful.”

Maryland Technology Consultants is a fictitious company created for the IFSM 300 Case Study.

MTC Case Study 11/23/2019 Ver. 1 7

Hiring Manager (in functional area; this person would be the supervisor of the new employee

and would likely issue the job requisition to fill a need in his/her department/team):

“While it’s a good problem to have – new business means new hires — the current method for

screening applications, scheduling interviews, identifying the best qualified applicants, and

getting a job offer to them is not working. My team is evaluated on the level of service we

provide our clients, and it is very important that we have well-qualified staff members to fulfill

our contracts. Turnover is common in the IT world and that along with new business

development, makes the need for hiring new staff critical and time-sensitive. I confess that

sometimes I’m not as responsive to HR as I should be; but although hiring new consultants for

the contracts I manage is important to successfully meet the clients’ needs, this is only one of

several areas for which I’m responsible. I look to the recruiters to stay on top of this for me. In

the ideal world, I’d like an electronic dashboard from which I can see the status of any job

openings in my area, information on all qualified candidates who have applied and where they

are in the pipeline. Electronic scheduling of interviews on my calendar would be a real time

saver. It’s important that we impress candidates with our technology and efficiency – after all

we are an IT consulting company—and using manual processes makes us look bad. And, this

system must be easy to use – I don’t have time for training or reading a 100-page user’s

manual. Just need to get my job done.”

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