21GM26

INFORMATION SYSTEM
MANAGEMENT

BUSINESS PROCESS MODEL

As Is and To Be Model Recruitment Process

TEAM MEMBERS
DHANUSREE A -22AB12
DHIEKSHA E.S -22AB13
PAINGUZHALI G -22AB23
POORANI R -22AB24
SHREESUBHIKSHA S -22AB34
 AS- IN PROCESS MODEL

As-is process analysis or current state analysis is a process management strategy that identifies
and evaluates a business’s current processes.

Current state analysis can focus on an entire business organization or on one or more specific
processes within a department or team.

There are several key goals or motivations for implementing current state analysis, including:

• Saving money
• Improving existing processes or creating new processes
• Increasing customer satisfaction
• Improving business coordination and organizational responsiveness
• Complying with new regulatory standards
• Adapting processes following a merger or acquisition

The number-one reason businesses cited for using a process management system was to save
money by reducing costs and/or increasing productivity followed closely by the need to
improve customer satisfaction to remain competitive, according to a 2015 survey conducted by
BPTrends.
AS-IS PROCESS MODEL OF RECRUITMENT PROCESS
 TO- BE PROCESS MODEL

The To Be process shows your proposed future processes - what your organisation plans to
do.

By creating a process model of the To Be you can discuss it with those people who will be
impacted by the changes planned and both take on board their view of the outcome of the
changes and work to get their buy-in.

You can also quantify the return on investment from the changes proposed.

How to Implement an As Is - To Be Process Cycle - Essential for Effective

Continuous Improvement

Implementing an As Is - To Be model and then continuously making improvements does take

time and resources, there is no getting away from that. However in terms of an
implementation plan, there are in fact just 10 steps:

1. Define your business objectives

2. Involve all stakeholders so that you can
3. Capture your As Is processes accurately (an inaccurate process will make business
improvement extremely difficult)
4. Analyse gaps and deficits in your As Is processes – where are time, money or
materials wasted?
5. Create a To Be process model, using (a copy of) your As Is process maps as the start
point
6. Compare your As Is and To Be process maps
7. Determine what need be changed in order to get to your To Be
8. Estimate and thoroughly analyse the business risks of making these changes
9. Implement your To Be process so that it now becomes your new As Is process
10. Analyse the effectiveness of your new As Is process (start from the beginning) and
create another To Be map from the new process data.
TO- BE PROCESS MODEL OF RECRUITMENT PROCESS
CHATBOTS
Chatbots have been around for a few years now, but their use has limited to providing landing
page calls to action and prompting candidates to apply for a job. Chatbots, on the other hand,
are now used to pre-screen candidates and schedule interviews.

These chatbots conduct human-like text conversations with applicants to collect their
responses, pictures, videos, and documents. These chatbots are empathetic, intuitive, and
presumptuous, and they can communicate via chat, email, or text.

Here are some benefits proving chatbots as a trend is here to stay for long:

• Helps to screen candidates and evaluate their potential

• Assist in expediting the scheduling of interviews

• Respond to user inquiries quickly and provide immediate solutions

• Improve the Candidate Experience

PROGRAMMATIC RECRUITMENT

Programmatic recruitment uses programmatic advertising to bid for media space on popular
platforms such as LinkedIn, Facebook, banner ads on websites candidates visit often, and the
like, to get candidates’ attention. This helps in reducing job ad costs and increasing the reach
of a job post.

APPLICANT TRACKING SYSTEM

An applicant tracking system (ATS) is software for recruiters and employers to track candidates
throughout the recruiting and hiring process. This software can come equipped with capabilities
ranging from simple database functionality to a full-service suite of tools that makes it easy for
businesses of any size to filter, manage, and analyze candidates.

In a competitive job market, recruiters and hiring managers look to leverage every potential
advantage in the race for the best talent. As many organizations pivot to remote work, this need
is even more critical. The competitive field has broadened: The barrier of geography has been
removed, giving the best applicants even more choice. An ATS can be a key differentiator for
discerning candidates. Here are a few of the benefits:
Enhanced candidate experience

Job seekers expect a frictionless digital experience during their search. The best ATS automates
many of the most cumbersome aspects of job hunting by providing auto-fill online applications;
self-service interview scheduling; and seamless, consistent communication across recruiting
teams.

Greater efficiency in the hiring process

Low candidate engagement is often the result of disconnected recruiting teams that cannot
collaborate effectively, lack visibility into where the candidate is in the hiring process, or can’t
provide critical information to a candidate. This is a major frustration for top applicants, who
make decisions on whether to accept a job or not based on every aspect of the experience. An
ATS can help avoid any negative issues, getting applicants hired faster, and creating more
positive word-of-mouth for the brand.

Immediate impact after the hire

The best people want to hit the ground running. An ATS not only assists in recruiting and hiring,
but it also offers dozens of tools to streamline the onboarding process. This makes the transition
from candidate to full-time employee a smooth one.

HR ANALYTICS

Just like other departments within an organization, human resources departments continually
generate and collect data. HR analytics refers to the discipline of leveraging this data to find
valuable insights into an organization’s HR processes. When it comes to the recruitment
process, human resources analytics can enable HR professionals to tailor their hiring processes
to attract higher-quality candidates.

VIRTUAL REALITY

Virtual reality (VR) is making waves with all its applications in various aspects of HR, from
recruitment to upskilling. But in recruitment, it has the potential to enhance the candidate
experience tremendously. Imagine candidates receiving a tour of their workplace before they
start working. Imagine yourself being able to assess and show around multiple candidates
without the additional cost of flying them in. While VR is still expensive to implement, it is
another one of those technologies that is expected to go mainstream soon.