To: Kristine Smith (Human Resources Manager)
From: Joyce Holt (IT Manager)
Date: June 1, 2014
Subject: Proposal for Online Résumés and possible upgrade to Electronic Résumés Kristine as per your memo to me about the mounts of paperwork your department wade through and the frustration you employee face reading the many résumés. This letter is to proposal a solution to the amount of paperwork in the hiring process at Memorial Hospital. The problem is the many résumés your department must store, and the employee must read to find the most qualify applicants for the position.
I present a two part solution to this problem the first part of the solution, which is a quick fix the will help with the amount of paperwork your employees must read. Online Résumés: a résumé an individual submit to online résumé databanks, such as www.AMNhealthcare.com, www.rxrecruiters.com, or www.recruitersonline.com. Online résumés databanks are a temporary fix to this problem offering the needed qualify applicants for a specific job decreasing the number of résumés your employees must read to find the right persons for the position. Websites that host job boards and resume banks are in the business of making information about available jobs and job searchers accessible with relative ease and little cost (Brencic, 2014). In this regard, the websites’ potential to improve the workings of the labor market is considerable (Brencic, 2014); the websites can shorten the time that it takes to end the search and increase the quality of the match. In our setting, the presence of network effects implies that employers and job searchers prefer to visit online sites that host a larger number of postings because these websites offer better opportunities for interactions (Brencic, 2014).
The second part of the solution a new job search tool is managed and facilitated within your department the Electronic Résumé a résumé specifically designed to be read electronically by the hospital’s optical character recognition (OCR) hardware and software (Hynes, 2011). E-résumés are scanned, and the results are stored to the hospital résumé database (Quible, 1998), which are monitor by the HR department and as jobs become available the database can facilitate the search process matching the right person to the job. The documents are designed to be electronically scanned and the scanned results are stored in a database that facilitates the search process, which is typically based on a keyword search (Quible, 1998). Some companies develop their own database software programs to store the information scanned from the résumés. Other companies use commercial software, such as Resumix or Restrac (Quible, 1998). According to Wagner (1998), both Resumix and Restrac, in addition to screening resumes, can be used to notify applicants that their resumes have been received as well as to generate interview letters and job offer letters (Quible, 1998). The content of electronic resumes is not designed to be read nor used by humans, in the same way that traditional resumes are read, and their content used (Quible, 1998). Therefore, electronic resumes are not a substitute for traditional resumes; rather, they complement their traditional counterparts. Reading coherence is not of concern with electronic resumes (Quible, 1998).

The scope of the first part of the project time is not a factor it is a matter of finding the databank that will accommodate your needs by creating an account to post positions and the qualified applicants résumés are sent to you for review. However, the second part of the design is a little more time consuming with finding the right software or creating the software to match the current OCR in the system, along implementation, testing, and reviewing the current system. The significant of this proposal will decrease the amount of paperwork your department must handle, and it implies that your employees do not have to read the numerous resumes in your search process.
I propose we implement the use of online résumés databanks as a temporary solution to this problem until decisions are made to incorporate E-Résumé to the current system with new OCR software and possible new hardware.
Electronic résumé has some drawbacks, such as the status of vacant positions are not updated to show they are filled (Hynes, 2011). Even job seeker submitting his or her résumé to the hospital database may not notice the position is filled (Hynes, 2011). Also resumes become outdated when they are in the database over a long period, and error in the optical scanning technology software may cause disruptions to the content and the manager review the document may not see it the exact way (Hynes, 2011). Since résumé search is done using keywords, the absence of particular keywords on an applicant’s résumé can hinder it appearing in the results of the search.
The applicants and hospital can benefit from electronic résumés. According Geraldine Hynes (2011) the applicants are considered for more openings than he or she would be with only a paper résumé because the hospital stores the résumés in it database applicant are considered for future positions without reapplying. The job seekers can create the résumés according to requirements of the job and allow them to include the appropriate keywords (2011). Ensures all applicants are given the same opportunity to obtain an interview (2011). Recruiting employees have the advantage of searching for only qualified candidates using keywords from the résumés stored in the database (2011).
Kristine, I will present my recommendations to the board of directors my proposal with your input of the problem your department must face on a regular basis. Initiating a meeting to present my proposal and what is needed for this project and how it will help the hospital ensuring the have the most qualified persons on their staff.

Reference

1. Quible ZK. The electronic resume: An important new job-search tool. Journal of Education for Business. 1998;74(2):79-82. http://search.proquest.com.library.capella.edu/docview/202818816?accountid=27965.
2. Brenčič V. Search online: Evidence from acquisition of information on online job boards and resume banks. Journal of Economic Psychology. 2014;42(0):112-125. doi: http://dx.doi.org.library.capella.edu/10.1016/j.joep.2014.02.003. Wagner, J. G. (1998). How computers are changing the job-seeking process. Keying In (National Business Education Association Newsletter), 8(3), 1-2, 4-6. Hynes, G. (2011). Technologically Mediated Communication. Managerial Communication: Strategies and Applications.