Research Paper Sample First Name Last Name                Composition 1 Final Essay 26 October 2015 The Death of a Medical Oath             Assisted suicide is a highly controversial subject in an era where people expect to get what they want when they want it. Unfortunately, when citizens of this society are confronted with discomfort, they expect to find relief in a cure. Sadly, for some people there is no comfort, and a cure may not be available. Assisted suicide is what many people consider a feasible solution. Assisted suicide is the act of enabling a patient to end his or her life; usually, this process is made possible with a lethal dose of pentobarbital or secobarbital. This medication is taken orally, and the effects of this medication can occur anywhere from minutes to hours (Fess). Assisted suicide should have never been legalized in the United States because it is unethical for doctors to kill their patients, for government to permit suicide, and for doctors to predict the date of death; however, proponents of mercy killings believe that death should be an individual choice.             Doctors have always been held in high regards. Patients have come to trust their physician’s suggestions and diagnosis. Patients understand and have faith in the oath doctors take upon graduation. The Hippocratic Oath clearly states, “I will not play God.” A doctor who is permitted to prescribe a drug that is intended to end a life can be considered as holding a Godly role. This act breaks the very oath doctors have pledged to uphold. This level of hypocrisy leads to a breach of trust. A patient seeks their  doctor for help as well as hope. Physicians delivering this death sentence on a slip of paper are nicely saying, “I don’t have a chance of helping you” (Sandburn). A physician who a patient feels cannot help him or her in any way, besides death, is not very comforting. Doctors should prevent families from coercing their burdensome loved ones into reluctantly accepting this death sentence. Patients suffering from the debilitating effects of depression can become easily influenced by family members whom have ulterior motives when they suggest assisted suicide. A family member drowning in debt and mourning for the loved one he or she once knew may come to see this option as viable. In Belgium, a study found that there was a shocking thirty-two percent of mercy killings preformed without the consent of the patients they were performed on (Kuo). Doctors without an oath create a scenario in which they become the final deciding factor in life and death. Assisted suicide gives doctors the legal ground necessary to play God. The only difference between doctors with this power and serial killers is that one in prosecuted and the other is praised.             The US Government will soon find that like so many other laws passed with honorable intentions, assisted suicide is a gateway to many loopholes for the case of legalized murder. Belgium allows term ...

1. Research Paper Sample
First Name Last Name
Composition 1
Final Essay
26 October 2015
The Death of a Medical Oath
Assisted suicide is a highly controversial subject in an
era where people expect to get what they want when they want
it. Unfortunately, when citizens of this society are confronted
with discomfort, they expect to find relief in a cure. Sadly, for
some people there is no comfort, and a cure may not be
available. Assisted suicide is what many people consider a
feasible solution. Assisted suicide is the act of enabling a
patient to end his or her life; usually, this process is made
possible with a lethal dose of pentobarbital or secobarbital. This
medication is taken orally, and the effects of this medication
can occur anywhere from minutes to hours (Fess). Assisted
suicide should have never been legalized in the United States
because it is unethical for doctors to kill their patients, for
government to permit suicide, and for doctors to predict the date
of death; however, proponents of mercy killings believe that
death should be an individual choice.
Doctors have always been held in high regards. Patients
have come to trust their physician’s suggestions and diagnosis.
Patients understand and have faith in the oath doctors take upon
graduation. The Hippocratic Oath clearly states, “I will not play
God.” A doctor who is permitted to prescribe a drug that is
intended to end a life can be considered as holding a Godly role.
This act breaks the very oath doctors have pledged to uphold.
This level of hypocrisy leads to a breach of trust. A patient
seeks their doctor for help as well as hope. Physicians
delivering this death sentence on a slip of paper are nicely
saying, “I don’t have a chance of helping you” (Sandburn). A
physician who a patient feels cannot help him or her in any way,

2. besides death, is not very comforting. Doctors should prevent
families from coercing their burdensome loved ones into
reluctantly accepting this death sentence. Patients suffering
from the debilitating effects of depression can become easily
influenced by family members whom have ulterior motives
when they suggest assisted suicide. A family member drowning
in debt and mourning for the loved one he or she once knew
may come to see this option as viable. In Belgium, a study
found that there was a shocking thirty-two percent of mercy
killings preformed without the consent of the patients they were
performed on (Kuo). Doctors without an oath create a scenario
in which they become the final deciding factor in life and death.
Assisted suicide gives doctors the legal ground necessary to
play God. The only difference between doctors with this power
and serial killers is that one in prosecuted and the other is
praised.
The US Government will soon find that like so many
other laws passed with honorable intentions, assisted suicide is
a gateway to many loopholes for the case of legalized murder.
Belgium allows terminally ill children the opportunity to choose
assisted suicide. Physicians should not be permitted to allow a
child to choose death. Children aren’t even able to legally sign
their own consent forms. The government in the Netherlands
intends to expand its assisted suicide laws to enable citizens
seventy years of age and older to choose death simply because
they have become tired of living (Kuo). In Switzerland, there
has already been cases where euthanasia has been used for
purposes other than terminal illness. In one such case a woman
chose to end her life just because she did not feel she looked as
pretty as she once was. This woman paid a large sum of money
to end her life without even consulting her loved ones. A second
case of assisted suicide preformed without family consent was a
lady who was in deep depression. In both cases, the families
were shocked at the circumstances leading to the deaths of their
loved ones (Kuo ), and the decisions these patients can make,
which some government support, leave a lot of turmoil behind.

3. The US Government should be aware of these losses as to
prevent laws from enabling the deaths of our loved ones.
Finally, many times the first question a patient asks
after being diagnosed with a terminal illness pertains to how
much time he or she has left to live. Doctors may make
extremely educated deductions; unfortunately, physicians are
not able to predict a person’s death with certainty. For instance,
David Kuo was diagnosed with terminal cancer in 2003. Three
different times, in that same year, he was given six to twelve
months to live. David lived ten years after this diagnosis. David
and his wife had two beautiful children during this time (Kuo).
None of these accomplishments would have been possible if
David had listened to his doctor and ended his life. One study
that investigated the accuracy of a doctor’s ability to predict the
date of a patient’s death found that these predictions were less
than accurate. Doctors giving an estimation of how long a
patient has left to live must take a lot of information into
account. Some factors include the person’s weight, age,
personal habits and, genetic markers (Manoj). It is unethical to
allow a doctor to end a life, legally or otherwise, on the basis of
an educated guess. Patients who choose to end their lives with
the aid of medication harm themselves, their future and, their
loved ones. Assisted suicide is unacceptable because doctors
cannot guarantee a patient will not outlive their diagnosis;
unfortunately, their families will be left with the nagging
question of what if.
Proponents of assisted suicide would have patients
believe that the patient is the only one with the right to decide
when he or she will die so the practice should be acceptable. In
reality, patients must ask permission before being granted
assistance in death. Patients must make two separate requests to
end their life. These requests must be made at least fifteen days
apart. After making these two separate requests, the patient
must then submit a written request. Next, the doctor accepts this
written request and must then have it signed by two witnesses
(Fess). Appropriately, more than one person—the patient—must

4. make this crucial decision.
Our society is one in which the laws we hold in high
regards allow us the freedoms we hold dear. We need to be
careful when we petition the United States Government to
legalize assisted suicide. A society in which we are healed by
the very doctors who may eventually kill us is very worrisome.
Physicians are incapable of accurately predicting the date of
death of their patients. Enacting a law that will allow a doctor
to give a patient a death sentence without being able to
accurately judge the amount of time they have remaining is
unethical. Death may not always be painless or dignified;
unfortunately, neither is life. Legalizing assisted suicide does
not give patients the freedom they desire. Assisted suicide will
not allow patients the choice of when they will die. Citizens are
actually creating a legal stepping stone for the government to
tell patients when they will die. Allowing the government and
doctors this power in our lives may come to haunt us in the
future.
Works Cited
Fess, Jennifer. “Physician-Assisted Suicide: Ongoing
Challenges for Pharmacists.” Am J Health-Syst Pharm 68
(2011): Web 26 October 2015.
Kuo, Kim. “Giving Our Final Days to God.” Christianity Today
(2015): Web 26 October 2015.
Manoj, Jain. “When Terminally Ill Patients Ask How Long They
Have, Doctors Find it Hard to Say.” The Washington Post.
Health & Science, 19 December 2011: Web 26 October 2015.
Quill, Timothy. “Physician Assisted Death.” The Hasting
Center, 10 October 2008: Web 20 November 2015.
Sanburn, Josh. ”The Last Choice.” Time. Time, 28 September
2015: Web 26 October 2015.
Seale, Clive. “Legalization of Euthanasia or Physician- Assisted
Suicide: Survey of Doctors’ Attitudes.” Sage Publications
(2009): Web 26 October 2015.

5. Good thesis that includes the three arguments and counter-
argument/refute focus.
Please be cautious of pronoun agreements. Check to see if the
pronoun's subject is singular or plural, and then adjust this
pronoun accordingly. Remember, the pronoun rule should also
apply across sentences, so if you use a pronoun in a sentence
without noting the subject, be sure to check your last sentence
or two in order to determine if you last used a singular or plural
form of the noun. Then, if you change your pronoun, be sure
any related verbs still agree.
Remember, words such as everybody, everyone, anybody,
anyone, each, neither, nobody, someone, a person, etc., take
singular pronouns.
Good parenthetical citation the includes the first component of
the related works cited entry.
Please review the Purdue Owl website listed below for MLA
Works Cited format. Please remember that each entry needs at
least one parenthetical citation or signal phrase within the
essay. Use the left navigation menu on the page to locate the
type of reference you need:
http://owl.english.purdue.edu/owl/resource/747/08/
You can also visit http://www.easybib.com or Straighterline's
citation generator at http://www.thesladvisor.com/citation-
generator/ to have citations generated for you. Be sure to select
the correct source type first and then be sure the boxes contain

6. the appropriate elements.
NOTE, some of the citation generators may not include
placeholder elements for components that are missing from your
source. For example, according to the MLA Handbook 7th
Edition, which is considered the ruling document for MLA
format, when a web source or other source requiring publisher
information does not list a publisher and/or publication date,
you should use N.p. and n.d. respectively in their typical
positions within the entry. Many websites have publishers.
Please use the following source to check for the publishers of
your web entries: http://whois.domaintools.com/. The publisher
will be listed under Registrant Org.
As you revise your work, try very hard to edit out most uses of
the following phrases: there are, there is, it is, it would be,
there has been, etc.—especially when these phrases come at the
beginning of a sentence. These phrases usually add bulk to your
writing without adding clarity or meaning, and they can make
your point more difficult to understand. Sometimes you can
simply omit the phrase, and in other cases you should try to
begin the sentence with the sentence’s subject. See below.
Weak: “There is controversy surrounding that prescription
drug.”
Strong: “The prescription drug has caused a lot of controversy
within the medical community because it renders most users
incomprehensible.”
Name the opposition.
A counter-argument section for this paper should explain what
the opposition believes, which is the opposite of the opinion
you are arguing in your paper. Be sure to name your opposition
person, group, organization, etc., and explain how you know
this person or group has this opinion. Did you conduct an
interview or research to learn of this group or person’s
opposition to your idea?

7. Then, in the refute, try to prove that claim false, insignificant,
or unimportant with information that is new to the essay. Note
that a refute should not be a solution. Include researched data
for at least the counter-argument side to create a strong counter-
argument/refute section; however, a separate source for each
section works well. If you explain a counter-argument and
refute from one source, you are essentially summarizing the
source, which is not the purpose of the section, so be sure to
vary the source/opinion for each component: the counter-
argument and the refute.
Simplistically, the counter-argument/refute section is a fourth
argument for your essay presented in a new way: you state the
opposition’s opinion first as a way to lead into your paper’s
fourth argument. Be sure all four arguments in the essay are
distinctly different from one to the next, so do not recycled data
and ideas across arguments.
See
http://www.shoreline.edu/doldham/101/html/what%20is%20a%2
0c-a.htm
Please avoid first person (“I,” “my,” “we,” “us,” etc.) and
second person pronouns (“you”). Instead, use third person
pronouns: “he or she,” “him or her,” “they/them,” etc. Avoiding
first person pronouns prevents you from grouping the reader
into a particular opinion ("we," "our," etc.), and avoiding
second person pronouns prevents you from speaking to or
referencing the reader directly ("you"). You should even be
cautious of speaking for a particular community or group (“we,”
“our”) in which you belong. Instead of using a term such as
“our,” be sure to pinpoint your target group. Are you referring
to a particular society (American society)? What is the age
range (American adolescents)? Typically, a better word exists in
place of first and second person pronouns, such as “reader,”
“audience,” etc.

8. Avoid personal experience in essays, especially research essays,
unless otherwise noted in the assignment instructions.
In other cases, you should start the sentence with the subject.
For instance, instead of saying, “We discover this in the scene
where the mother enters,” use “The scene’s lighting increases
when the mother enters.” Note that the second example is more
specific and direct.
Last modified: Wednesday, May 18, 2016, 11:24 AM
CIC Case Study 3/18/2017 1
Chesapeake IT Consultants
Chesapeake IT Consultants (CIC) is a successful Information
Technology consulting services 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.
CIC feels strongly that its
success is dependent on the combination of the talent of its IT
consultants, the best practices
CIC employs, and a dedication to delivering truly beneficial IT
solutions to their clients.
Corporate Profile
Corporate Name: Chesapeake IT Consultants, Inc.

9. Founded: May 2004
Headquarters: Baltimore, Maryland
Satellite Locations: Herndon, Virginia; Bethesda, Maryland
Number of Employees: 400
Total Annual Gross Revenue: $80,000,000
President and
Chief Executive Officer (CEO): Alvin Morrison
Business Areas
CIC provides consulting services in the following areas:
- Business process redesign,
process improvement
ing - IT strategy, analysis, planning, system
development, implementation,
and network support
– Requirements analysis; vendor
evaluation, due diligence,
selection and performance management; Service Level
Agreements
Business Strategy
CIC's business strategy is to provide extraordinary consulting
services and recommendations to
its customers by employing highly skilled consultants and

10. staying abreast of new business
concepts and technology and/or developing new business
concepts and best practices of its
own.
Current Business Environment
CIC provides consultants on-site to work with its clients,
delivering a wide variety of IT-related
services. CIC 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. CIC
anticipates it will win two large contracts in the near future and
is preparing proposals for
several other large projects.
CIC Case Study 3/18/2017 2
CIC, 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 CIC to
quickly provide the consultants and begin work on the project.
CIC, like other consulting
companies, cannot afford to carry a large 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 when needed. CIC relies

11. on its HR Department to find and hire the personnel that the
line managers need for upcoming
contracts. It is very much a "just in time" hiring situation.
The Headquarters in Baltimore, Maryland, houses
approximately 300 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 customers' locations.
Strategic Direction
As a small to mid-size business (SMB), CIC 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, CIC 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.
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

12. contracts. With all the
competition in IT consulting services, CIC is planning to
incorporate consultants in other
countries to provide remote research and analysis support to the
on-site teams. Since CIC has
no experience in the global marketplace, the Director of HR has
begun examining international
labor laws to determine where CIC should recruit and hire
employees.
Challenges
The two contracts that CIC expects to win very soon will
require the hiring of an additional 75
consultants very quickly. The Director of Human Resources
(HR) is concerned that the current
manual process of recruiting and hiring employees will not
allow his department to be
responsive to these needs. 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 CIC to hire employees
located in other countries around
the world.
CIC Case Study 3/18/2017 3
Additional business plans include adding help desk support as a
provided service. This may
include partnering with another vendor offshore to provide
economical competitive services in
this area.

13. 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 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 relatively short period of
time to reap the benefits. The
CEO has asked the CIO to work with HR to recommend a
solution.
Your Task
As a business analyst in the CIO's department, you have been
assigned to conduct an analysis,
develop a set of system requirements, and propose an IT
solution. The CIO has set up a series

14. of interviews for you to collect information about the current
hiring process and the
requirements for a system. He has asked you to produce a
Business Analysis and System
Recommendation Report (BA&SR) as your final deliverable.
Interviews
In the interviews you conduct with the organizational leaders,
you hear the comments recorded
below.
CEO: Alvin Morrison
“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 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 CIC.”
CFO: Marianne Cho
“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
CIC Case Study 3/18/2017 4

15. forward. Having cost effective technology solutions that
improve current processes and enable
future functionality is very important to CIC’s success. We
must consider the total cost of
ownership of any technology we adopt. CIC 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 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, but what is lacking is
the ability to track skills and
certifications of the current staff so we know who has what
capabilities when certain expertise
is needed on a project. A capability like that would really help
our bottom line financially, as we
could put the right person in the right place at the right time. I
know this is beyond the scope of
a hiring system, but when we choose our hiring system, it
should be able to provide employee
skill and certification data either in an additional module or by
exporting it to another system."
CIO: Fadil Abadi
“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

16. 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. 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, CIC’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 clients’ data would
have a devastating effect to our
ability to compete for new business as well as maintain current
clients.”
Director of HR: William Bradley
“Thanks for talking with me today. I see this effort as very
important to the success of CIC. 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 CIC grows and
provide more capabilities in the future. I’m sure Suzanne, our
Manager of Recruiting, can
provide more specifics.”

17. Manager of Recruiting: Suzanne Rodriguez
“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 CIC. It goes without
saying that a consulting company is dependent on having well-
qualified employees to deliver to
CIC Case Study 3/18/2017 5
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 software applications for hiring 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 3-month
period. I do not think my team can handle such an increase in
an efficient and effective
manner. It really seems like there would be a rapid return on
investment in a technology
solution to support and improve the hiring process.”
Recruiters: Paul O’Brien (along with Mac Thompson and Juliet
Jackson)

18. “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 CIC well, as we want the
best applicants to want to
come to work for us. Then we have the 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 a 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 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 Ted, our administrative assistant,
we need interviews to be
scheduled to accommodate everyone’s calendars. After the
hiring managers makes their
selections, 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 CIC in the recruiting and hiring areas to

19. meet the business goals.”
Administrative Assistant: Ted Anderson
“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 their feedback on who they
would like 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. Then, after a job offer has been made, 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. Any tool that would help the workflow and
enable many steps in the process
to be done electronically would be wonderful.”
CIC Case Study 3/18/2017 6
Hiring Manager (in functional area):
“While it’s a good problem to have – new business means new

20. 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 this is
only one of several areas I’m
responsible for. 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 on my calendar of interviews
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. One last thought is that when we are
preparing proposals to bid on work, we
are often required to submit resumes of employees who can
fulfill the needs. Having a way to
quickly identify key skills and experience of the current
workforce would facilitate this process.”