MTC BA&SR

Maryland Technology Consultants, Inc.

IFSM 300
This is the Business Analysis and System Recommendation (BA&SR) for Maryland Technology

Consultants, Inc. They provide consulting services and recommendations to their clients by employing

skilled consultants, as well as, staying knowledgeable on new business concepts and technology. They

are expecting to win two new contracts that would need an additional 75 consultants. Having 2 or 3

recruiters makes it difficult to sort through and hire a large number of employees, therefore, needing to

hire 75 manually will be a very difficult task. In this report there will be a business strategy, process

analysis, requirements, and a system recommendation.

Strategic Use of Technology

A. Business Strategy

MTC’s business strategy is to provide consultation in business processes, IT, and IT outsourcing.

Without an automated way to hire many future employees they will lose time attempting to do

the process manually and the ability to hire people globally. Improving the hiring process will

allow MTC to hire the amount of people needed for the two new contracts they are planning on

winning, as well as, any future endeavors.

B. Competitive Advantage

MTCs’ proposals come from businesses, non-profit organizations, and the government with a

small portion of it coming from referrals from satisfied clients. Improving the hiring system will

provide a huge advantage to the MTC over its competitors. If the hiring system stays as is then

MTC will most likely lose future contracts due to lack of consultants and will not be able to hire

globally and in turn expand its services globally.

C. Strategic Objectives
Here are the MTCs’ strategic goals with suggested objectives and explanations
Strategic Goal
(from case study)
Increase MTC Business
Development by winning new
contracts in the areas of IT
Consulting
Build a cadre of consultants
internationally to provide
remote research and analysis
support to MTC’s onsite teams
in the U. S.
Continue to increase MTC’s
ability to quickly provide high
quality consultants to awarded
contracts to best serve the
clients’ needs
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
Objective
(clear, measurable and time-bound)
Acquire 2 more contracts within a 6-
month period.
Increase international recruiting efforts
and employ 5 research analysts in the next
12 months.
Acquire 5 more consultants within 6-
months.
Acquire 5 more IT consultants within 6-
months.
Explanation
(2-3 sentences)
Acquiring 2 more contracts will
increase the need for more
consultants. With the new hiring
system, the hiring process will be
quicker increasing the number of
consultants and contracts.
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.
Acquiring more consultants will
increase the variety of people
the MTC has to offer its clients.
The more quality consultants
MTC has, the better service the
client will get.
Acquiring more IT consultants
will increase MTCs’ reputation
and knowledge in the IT space.
Clients will be satisfied with the
addition.
D. Decision Making.
Here are some decisions that can be made using the new hiring system by all levels of authority.
Role
Senior/Executive Managers
(Decisions made by the CEO
and the CFO at MTC
supported by the hiring
system.)
Middle Managers
(Decisions made by the
Director of HR and the
Manager of Recruiting
supported by the hiring
system.)
Operational Managers
(Decisions made by the line
managers in the
organization who are hiring
for their projects supported
by the hiring system.)
Level as Example of Possible Example of
defined in Decision Supported by Information the Hiring
Course Hiring System System Could Provide
Content to Support Your
Reading Example Decision
Strategic level Expand hiring to worldwide Decision can be made
applicants. because new hiring system
allows for global applicants.
Managerial Sort consultants according to Consultants can be sorted
level specific job knowledge. because the new hiring
system allows MTC to know
who is knowledgeable at
what subject.
Operational Assign qualified consultant to Consultants can be assigned
level contract. because the new hiring
system allows ease of
finding the right consultant
for the right contract.

A. Hiring Process
This table shows the As-Is process and how the new hiring system will improve it.
As-Is Process
(Part 1)
1. Recruiter receives application
from job hunter via Postal
Service Mail.
2. Recruiter sorts application
according to the time received.
3. Recruiter reviews application
and checks to see if the applicant
has the necessary qualifications.
4.Recruiter forwards the best
qualified applicants to the
Administrative Assistant.
5.Administrative Assistant
forwards applications to the
respective Hiring Manager.
6. Hiring manager reviews the
applications and searches for the
Process Analysis
MTC Hiring Process
Responsible MTC To-Be Process – How
Position the System Will
Support and Improve
(Part 1) the hiring process
(Part 2)
Recruiter System will receive
application via on-line
submission through MTC
Employment Website and
store in the applicant
database within the hiring
system.
Recruiter System sorts applicants
automatically from the
applicant database.
Recruiter System picks out qualified
applicants base on keywords
and pre-written
qualifications.
Recruiter Recruiter reviews and
notifies the Administrative
Assistant of the qualified
applicants chosen by the
system via the hiring system.
Administrative Assistant Administrative Assistant
notifies and send applications
to the respective Hiring
Manager via the hiring
system.
Hiring Manager Hiring Manager reviews the
applications using the hiring
Business Benefits of
Improved Process
(Align with MTC’s
overall business
strategy and needs.)
(Part 2)
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.
A more efficient way to
sort applicants means
that the recruiter has
more time to do other
aspects of their job.
The recruiter does not
have to waste time with
unqualified applicants, so
they have more time to
choose the best qualified
applicants.
Using the system is an
easier and faster way to
send the applications and
the applications won’t
get lost because they are
electronic.
This saves time for the
Administrative Assistant
because the respective
hiring manager is in the
system and they do not
have to waste time
searching for them for
each applicant.
The system can use
keywords to sort through
most qualified applicant
7. Hiring manager chooses the
most qualified applicant and
forwards the application to the
administrative assistant.
8. Administrative Assistant gets in
contact with the applicant to set
up a date and time for an
interview.
9.Administrative Assistant
notifies Hiring Manager of the
time and date of the interviews.
10.Hiring Manager conducts
interview with along with other
team members.
11. Hiring manager chooses the
best applicant from the
interviews and makes a job offer.
12. Administrative Assistant
prepares offer letter based on
information from recruiter and
puts in the mail to the chosen
candidate.
B. Expected Improvements.
system.
Hiring Manager Hiring manager notifies the
Administrative Assistant of
chosen applicants via the
hiring system.
Administrative Assistant System enables
Administrative Assistant to
quickly contact applicants
using the stored contact
information in the database.
Administrative Assistant System makes it easier to
keep track of interviews using
a calendar and notification
system.
Hiring Manager If the applicant is overseas
the interview can take place
using a video conference call.
Hiring Manager Hiring manager can use past
and present applicants to
make an offer.
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.
the best applicants
depending on the
applicant that the Hiring
Manager is searching for.
The system makes it
easier because it is not
on paper so the time it
takes to send the
notification is quick.
It is quick and easy to find
the applicant because
their contact information
is already in the
database.
Electronic calendar
means that no interview
will be forgotten or
double booked because
the system will notify
you.
The applicant does not
need to fly from a
different state or country
to do the interview
meaning people that
couldn’t be interviewed
before can now be
interviewed.
The system database has
past and present job
offers which means that
the Hiring Manager can
present a calculated offer.
More efficient offer
process presents positive
image to applicants and
decreases time needed to
prepare offer letter, and
enables MTC to hire in
advance of the
competition.
 This table shows some current issues and how they will be improved with the use of
technology.
Area
Collaboration:
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.
Current Issues
(from the Case Study)
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.
The Administrative Assistant states the
hiring volume goes up, he becomes
buried in paperwork trying to keep all
the applicants and there paperwork
straight.
The Recruiters state that Applications
and resumes can get lost in interoffice
mail or buried in email; and, when a
hiring manager calls them, they often
cannot immediately provide the status
of where an applicant is in the process.
The recruiters state that they are the
middleperson in the hiring process and
that the applicants are anxious to know
the status of their applications.
Improvements
(due to use of technology)
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.
Internal and external communication
improves because being able to notify
the respective parties is faster than
having to call or search for them in
person or even send them an email.
Which makes communication between
everybody faster and easier.
An efficient system with everything
stored inside a database means that all
the information is accessible quickly
and no documents can get lost.
Since all the information is stored in
the database, the recruiter can easily
inform the applicant of the status of
their application as well as the hiring
manager.
 Requirements
A. Stakeholder Interests
Below is a table showing problems relate to the current hiring process and how a technology
solution can help address those problems.
Role Specific problem related to
the current hiring process
1. CEO The hiring of staff for current
and future contracts.
2. CFO The current hiring system is
inefficient and not cost-
effective.
3. CIO The current hiring system is
not globally viable.
4. Director of Human Resources The current hiring system is
not meeting hiring demands.
5. Manager of Recruiting The current hiring system is
not efficient or effective
enough to hire the 75
personnel needed in a 3-
month period.
How a technology
solution to support the
hiring process could
address the problem
The new hiring system
will allow MTC to hire
new staff in less amount
of time and more
efficiently.
The new hiring system
will be more cost-
effective and efficient
because of the speed in
which the hiring will take
place and the reduction
of man hours it will take
to hire new staff.
The new hiring system
will allow the staff to be
hired on a global scale.
The new hiring system
will meet hiring
demands because of
how quick and efficient it
will be.
The efficiency of the new
hiring system will allow
MTC to hire 75
personnel in a 3-month
period.
6. Recruiters Using the current hiring
system resumes can be lost
and the status of applicants
is sometimes unknown.
7. Administrative Assistant It is difficult to keep every
applicant’s data and status
easily accessible.
The new hiring system
will be all electronic so it
is less likely that
applicant’s data can be
lost.
The new hiring system
will make it easier to
track applicant’s data
and their status.

8. Hiring Manager (Functional
supervisor the new employee
would be working for.)
The current process of
screening applicants,
scheduling interviews,
identifying the best qualified
applicants, and getting a job
offer to them is inefficient.
The new hiring system
will make it easier since
everything will be
scheduled electronically.

B. Defining Requirements

Below is a table that shows requirement statements and the stakeholder that identified the

requirements.

Requirement ID Requirement Statement Stakeholder

(Position and Name from
Case Study that identified
this requirement)
User
Requirements –
(What the user
needs the system
to do)
The system must store all information from Recruiter – Peter O’Neil
the candidate’s application/resume in a central
applicant database.
1. The system must be easy to use. Hiring Manager
2. The system must schedule interviews Hiring Manager
electronically.
3. The system must allow screening of applicants Recruiters – Peter O’Neil
more efficiently. (Mike Thomas, Jennifer
Blackwell)
4. The system must show status of applicants. Recruiters – Peter O’Neil
(Mike Thomas, Jennifer
Blackwell)
5. (Reporting- The system must have an applicant tracking Manager of Recruiting –
Output of system. Sofia Perez
organized
information
retrieved from the
system)
System
Performance
Requirements –
(How the system
will perform)
The system must be implemented as a
Software as a Service solution. CIO – Raj Patel
1. The system must be compatible with their CIO – Raj Patel
existing architecture and systems.
2. The system must effectively integrate with the CFO – Evelyn Liu
current system.
3. The system must help the workflow and Administrative Assistant
enable many processes to be done – Tom Arbuckle
electronically.
4. (Security) The system must secure the applicants data. CIO – Raj Patel
5. (Security) The system must secure clients data. CIO – Raj Patel

References:
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https://learn.umuc.edu/d2l/le/content/420590/viewContent/16223739/View.

Davoren, J. (2019, February 1). The Three Fundamental Roles of Information Systems in Business.

Retrieved November 3, 2019, from https://smallbusiness.chron.com/three-fundamental-roles-

information-systems-business-23681.html.

Business Processes. (n.d.). Retrieved November 17, 2019, from

https://learn.umuc.edu/d2l/le/content/420590/viewContent/16223740/View.

Hiring Process Steps: SmartRecruiters Glossary. (n.d.). Retrieved November 17, 2019, from

https://www.smartrecruiters.com/resources/glossary/hiring-process-steps/.

Requirements. (n.d.). Retrieved December 1, 2019, from

https://learn.umuc.edu/d2l/le/content/420590/viewContent/16223749/View.

How key stakeholders are affected by technologies. (n.d.). Retrieved December 1, 2019, from

http://theteacher.info/index.php/ethical-legal-and-environmental-issues/notes/5388-key-

stakeholders.