Case Study Stage 1

Maryland Technology Consultancy Company

Chelsea Brooke Mattingly
June 1, 2021

Stage 1: Strategic Use of Technology


Maryland Technology Consultants (MTC) is one of the leading constancy companies initiated in 2008 as an information technology consultancy organization. The company relies on its state-of-the-art technology to source consumers of its services (UMGC, n.d.). The company’s main objective is to provide effective Information Technology services to clients through highly qualified and skilled consultants in an on-site service providing a wide overabundance of services such as consulting, new commercial concepts and upended alongside new technology. However, the company has struggled to hire talented and qualified consultants required to meet the growing list of customers and the high demand for the company’s services (UMUC, n.d.). Because of this, the company has decided to develop an applicant tracking system to ease and advance the hiring progression.
I. Strategic Use of Technology
A. Business Strategy
Maryland Technology Consultancy business unit is strategically developed to provide extraordinary information technology services to consumers. To achieve is its business strategy, the company requires to hire highly qualified employees on time to help the organization connect with the consumers and enhance business processes. Having highly qualified professional consultants will ensure that the organization remains relevant in the industry by updating the recent and relevant technologies (UMGC, n.d.). Replacing the current manual hiring system at the company with the automated system using current technology will enhance the recruiting process and save time and money. Still, it will expose the company to highly techno-professionals who are available online and on technology platforms. The hiring department will be able to access and reach as many talented information technology potential employees at the click of the button and improve the hiring process. Implementing a digital hiring process or system will weed out possible candidates and take the aptitude to sufficiently inform, sift through, and timetable appointments to agree with a new adviser and get them handled and going to work.

B. Competitive Advantage

The information consultancy industry has grown and has become more sophisticated in terms of technology. Considering this, it can be concluded that Maryland Technology Consultant company is not sophisticated enough to compete effectively in an industry dominated by technology-savvy consumers. The company has no relevant technology that can allow it to hire a highly talented consultant to help it achieve the required growth (UMUC, n.d.). Therefore, having a new hiring technology system will allow the HR department to hire highly talented employees and enhance its growth. Installing such a system before the company’s expansion will allow the system to be tested and eliminate any system-user hurdles that may be experienced in the future. MTC competes with giant companies such as Hewlett-Packard, Booz Allen Hamilton, and Science Applications International Corporation. Therefore, implementing such as system will give it a competitive advantage over its competitors as they will assume that it is still operating on a manual hiring system (UMGC, n.d.). Similarly, the system will help the organization waste little or no time during the hiring process as the process will be automated.
C. Strategic Objectives

This section explains company goals, objectives, and an explanation of how they will be achieved will be provided in detail. Aching the goals and objectives is the best strategy that the company can strive to achieve.

Strategic Goal

(from case study)


(clear, measurable, and time-bound)


(2-3 sentences)

Increase MTC Business Development by winning new contracts in the areas of IT Consulting

To put in place a competent marketing team that will work with different stakeholders to win more tenders within one year.

As a consultancy company, MTC has to work with relevant stakeholders to bring as many clients. This means that the company will have to hire highly qualified marketers and information technology consultants to ensure that the goal is achieved. Therefore, implementing state-of-the-art hiring technology will ensure that the company reaches and hire only talented and qualified employees.

Build a cadre of consultants internationally to provide remote research and analysis support to MTC’s on-site 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 worldwide to apply online, increasing the number of international applicants. It would enable the recruiters to monitor the applications for these positions carefully, 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 MTC’s ability to quickly provide high-quality consultants to awarded contracts to serve the clients’ needs best.

Increase the number of information technology consultants through the international and local hiring processes and invest in marketing research to reach as many consumers at the local and international levels within six months.

It is interesting to note that the intended new digital hiring system will help the organization access and reach potential employees globally and locally. This will help the company reach international consultants, increase company awareness at the global level, and increase the number of consumers at the global level. HR will be able to easily identify, select, and recruit highly qualified employees without wasting time.

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

Remain up-to-date with information technologies and employ new consultants to increase its customer service provision by at least 25% in one year.

With an increasing number of consultancy contracts at the company, the organization needs to hire more qualified employees to meet the demands of the consumers. This will only be archived if the company will have access to a highly qualified workforce. The new digital system at the company will therefore help the organization attain the goals.

D. Decision Making
Any organization has three levels of decision-making stages that include operational, managerial, and strategic. The decision-making levels are differently categorized to ensure that the information used is not confusing and is from relevant sources (UMGC, n.d.). Implementing a digital or techno-based hiring system will enhance communication among the stakeholders and improve the hiring process.


Level as defined in Course Content Reading

Example of Possible Decision Supported by Hiring System

Example of Information, the Hiring System, Could Provide to Support Your Example Decision

Senior/Executive Managers

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

The high-level leadership is only concern with meeting the budgetary and costs of implementing the hiring system and less concerned with patterns and trends.
The company CEO believes that HR will implement the new system effectively and process the prevailing contracts. The CFO is determined to meet the budgetary concerns and make the project a long-term system.
The executives are responsible for ensuring that the latest software and technology are procured to implement the hiring system. Similarly, the executives have to ensure that the system is implemented effectively and running efficiently.

Middle Managers

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

Middle managers will get information and decision made by the executives, and then they will decide on the suppliers, vendors, and the system implementers, not forgetting the design.
The list of requisitions that will be posted online will be decided by the HR director and the HR management team after analysing and evaluating the system’s effectiveness.
For instance, the data from the system will have to be translated into useful and definite information that the hiring team can use to recruit highly qualified personnel.

Operational Managers

(Decisions made by the line managers in the organization hiring for their projects supported by the hiring system.)

Operational managers such as the recruiting team will have to update the information and provide other imperative information relating to selection and hiring to ensure that the process is successful.
Operational managers will be responsible for scheduling the interviews, providing information relating to the job, and conducting screening, among others.

Plan how the applications will be conducted online, schedule the hiring process, allow access to the online employment application forms, help the team understand the system better, and conduct an effective hiring process.


Maryland Technology Consultants case study [Course Resources]. (2019). In IFSM 300: Information Systems in Organizations: Summer 2020. Retrieved from

UMUC IFMS 300 Week 2 Learning resources. Characteristics of Quality Data; the Organizational mode. (n.d.). Retrieved from

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