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Business Systems Analyst Job and Selection Process Term Paper

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Updated: Jan 18th, 2021


A successful hiring process requires thorough preparation. One of the preparations is developing a precise job description. The recruiting team ought to outline the duties of the new employee. This step helps in identifying the most qualified applicant amongst those that attend an interview. Moreover, establishing a clear job description helps in determining if the organization requires a part-time or full-time employee (Kluemper, 2009).

Job description helps the hiring team in structuring the interview questions and in screening the applicants during the recruitment process. This paper will come up with a job description for a business systems analyst job, design three selection assessments, establish assessment criteria for making decisions, develop a selection flow chart, and create a proposal for the selection process.

Job description

Date: August 28, 2012
Job Title: Business Systems Analyst Employment status: Full-time
Department: Development Reg. hours worked: 45
FLSA: Nonexempt
General Summary
The core purpose of this job is to offer functional support and enhance capacities in the fields of customer management and development, programming, project management, and administration. This duty offers the first stage in the course of delivering incorporated information and business solution. The role calls for the capacity to create and deliver presentations to customers and to identify business openings that are employed in development of detailed technical and business provisions, proposals, and estimated costs.
Principal Duties and Responsibilities
  1. Design and Architecture: gathering customer requirements and conducting interviews to establish comprehensive project plans that are achievable within the set time and budget.
  2. Team Management: Supervise all work teams like creative, technical, and production team, external contractors, as well as suppliers.
  3. Project Management: border with customers to scope projects, manage project development sequence, from inauguration to completion, and manage budgets
  4. Programming/development: Help the programmers and developers in planning, coding, analyzing, installing, maintaining, and propping up customer activities.
  5. Administration: development of infrastructure to help in organizational expansion, giving room for integration of new processes and systems into the business without affecting its stability and consistency
  6. Code library: Run and nurture code library and expansion structure for rapid application design and development (RADD).
Knowledge, Skills and Abilities Required
  1. Technical skills: MS SQL 2005, MS.NET 2.0, Visual Studio 2005
  2. Have widespread experience of business problems and processes, and IT experience and supporting technologies.
  3. Applicant must be in a position to assess customers, identify unsatisfied marketing and business needs, and transform them into project plans.
  4. Applicant will be responsible for identifying business opportunities and developing automated solutions to exploit them.
  5. Be in a position to run multiple projects of different complexities, work efficiently under pressure and meet deadlines.
  6. Be able to work autonomously on critical issues with customers, capable of running moderately intricate projects.
  7. Tertiary education in information technology or business related area with five years experience.
Working Conditions
The qualified candidate will work under no supervision. Hence, the individual should be responsible and motivated to work under no supervision and meet the set target within the timeframe.
Name Title Date
Name Title Date
Name Title Date
The above assertions are not intended to be a comprehensive list of the functions and responsibilities of the job described, nor are they projected to be such a listing of the skills and abilities required to do the job. Rather, they are intended only to describe the general nature of the job.

Selection assessments

Screening interview questions

Screening interview questions are conducted to scale down on the number of applicants. In most cases, it is conducted via telephone. Prior to inviting the applicants for face-to-face interviews, organizations conduct screening interviews to identify the most qualifying applicants and invite them for the face-to-face interview (Kluemper, 2009). The screening interview for the Business Systems Analysts is expected to last for utmost 15 minutes. During the interview, the applicants will be responding to these questions.

  1. How did you learn about this job posting?
  2. If the recruiting team happens to select you for the first interview to be held early next month, will you be available?
  3. How soon will you be available to commence working if we happen to hireyou?
  4. What is you current salary and your expectation if we happen to hire you?
  5. Have you worked as a Business System Analyst before?
  6. What reasons make you believe that you are the right person for this job? Do you anticipate improving on your professional qualifications?
  7. How does this job rhyme with your long-term objectives?
  8. Did you give the contacts of three referees that we can call? Should I feel free to contact the referees listed in your curriculum vitae?
  9. Do you have any question? We will be through with our phone interviews by 31 August 2012. We intend to contact those shortlisted for interviews by 15 September 2012.

Behavioral interview questions

These interview questions help one to analyze applicant’s professional qualities and skills to determine how he or she makes use of these skills (Kluemper, 2009). Organizations wish to recruit individuals that demonstrate their ability to utilize their skills and professional qualities in enhancing organizational growth. In the behavioral interview questions, these are among the questions that will be asked during the recruitment process for Business System Analyst.

  1. What worth did you add in your previous employment?
  2. Careers develop and grow. They are initiated, reach their youthful stage, reach their prime stage and they mature. Which stage do you place your career? Why? What are you doing to develop it?
  3. Tell me about an incidence where you identified a challenge or opportunity that other employees were not seeing. How did you respond?
  4. How do you pass information to other employees? How do you make judgment on what is right for the company?
  5. Give me the most competitive work situation you have ever encountered. How did you overcome the challenge? What were the outcomes?
  6. Do you have projects going on currently? What prompted you to come up with these projects?
  7. How efficient has your department performed? What have you done to enhance its performance?
  8. What new ideas have you introduced into your job? How did you come up with them? Have you applied them?
  9. How do you go about creating a strong relationship with clients? What do you do to win their confidence?
  10. Have you ever been in a situation where you were to make critical decisions on your own? What was the situation? How did you manage?

Performance-based test

The idea of performance-based testing has been operational for decades. For instance, firefighters could use burning facilities to practice and evaluate their skills in a restricted setting (Outtz, 2002). Consequently, to hire the best business systems analyst, there will be a performance-based testing for the qualified applicants. The test will entail developing an application for small business enterprises.

The application should be capable of monitoring the inventory system of the enterprise, identify products that are running out in the inventory, those that take long in the inventory and send commands on the number of products to order. The applicants will have five hours to come up with this simple application and the exercise will be used to determine those applicants that are capable of meeting the deadline.

Assessment criteria

The assessment criteria used in the recruitment process will evaluate the applicant’s response to the questions on a scale of 1 to 4, where 1 will stand for strongly agree, 2 for agree, 3 for disagree, and 4 will stand for strongly disagree. The assessor will tick appropriately. Each scale will represent some points where the scale of 1 having ten points, 2 will represent eight points, 3 will represent five points, and 4 will represent two points.

Screening interview questions

Assessment criteria 1 2 3 4
Applicant able to explain how he learnt about the job posting
Applicant’s availability
Does the applicant have relevant experience in the applied field?
Is the applicant able to support her qualifications for the job? Is he or she ambitious?
Are the applicants long-term goals in line with the vacant applied for?
Did the client ask any question related to the vacancy?

Behavioral interview questions

Assessment criteria 1 2 3 4
Does the applicant demonstrate the ability to work as a business system analyst?
Is client working to improve his skills and competences?
Is the applicant able to identify opportunities and challenges facing his or her department and exploit them?
Is the applicant capable of relating with other employees and making informed decisions on matters affecting the business?
Is the applicant able to cope with challenges in his area of specialization?
How relevant to this application are the projects being run by the applicant?
Does the applicant have skills to enhance organizational efficiency?
Is the applicant able to bring in innovations in his area of specialization?
Does the applicant have strong interpersonal skills and able to relate with customers?
Is the applicant capable of making critical decisions with limited supervision?

Performance-based testing

Assessment criteria 1 2 3 4
Is the applicant capable of developing the application?
Is the developed application meeting all the required conditions?
Is the applicant capable of identifying errors in his or her application and debugging them?
Is the applicant able to meet the deadline?

Selection Process Flow Chart

Selection Process Flow Chart


Business system analyst is one of the most sought services in today’s business environment. Business institutions are looking for ways to establish business systems that would make them stand out in the market and overcome competition. Business system analyst helps organizations come up with such systems. He or she is responsible for establishing systems that assist organizations manage their clientele base, projects and run other administration activities. The main reason why I chose this job is that it is among the most competitive and economically rewarding jobs currently.

Among the duties bestowed on business system analyst, include design and architecture, project management, team management, program development, and administration. The business system analyst is responsible for designing and establishing business systems aimed at enhancing business performance. He or she ought to analyze the business, identify bottlenecks, and come up with strategies to address them.

Upon establishment of the system, he or she is supposed to implement and monitor it to ensure that it works as expected. A business system covers all operations carried out in the entire organization. Hence, business system analyst is responsible for managing the entire business team to ensure that it familiarizes with the established system.

To qualify for a business analyst job, there are individuals have to possess numerous skills and experience. One has to have technical skills in information technology like MS.NET. Moreover, one has to have good analytical skills and management skills.

The main reason for including the above-mentioned duties is that they are the major tasks that contribute to organizational growth and development. It would be hard for an organization to grow without proper management. Besides, a system analyst can only manage to come up with a viable system if he or she has strong analytical skills. S/he has to be capable of “analyzing an organization, identifying potential opportunities or challenges and establish a system capable of solving the identified challenges and exploiting the identified opportunities” (Kluemper, 2009, p.576).

To identify and select the most qualified candidates, an organization ought to come up with a good assessment process in selecting the business system analyst; a three-phase assessment process is employed. The process comprise of the screening interview, behavioral interview and a performance-based test. This criterion was chosen mainly because it would help the company get a pool of applicants and then select the best out of all the applicants by taking them through a process that helps identify the skills and competencies.

The first step in selection flow chart is receiving applications from interested candidates. For an organization to hire a staff, he or she has to show interest in working for the organization. After receiving the applications, the applicants will be taken through a screening interview.

The interview would help the organization identify the most qualifying staffs as well as those that would be ready to work for the organization if hired thus reducing the overheads incurred in having to re-advertising the vacancy because the previous applicants did not meet the required qualities. All applicants that do not pass the screening interview will be notified. Those that will pass the screening interview will be scheduled for behavioral interview. This will help in identifying applicants that have strong analytical skills and experience in the career.

Those that do not pass this stage will be notified through e-mail. The candidates that pass this stage will be required to go through a performance-based test. The test will be used to identify those capable of identifying a problem and coming up with a feasible solution to the problem because a business system analyst will be mainly responsible for this task. The candidate that will pass the performance-based test will be considered for employment.

The organization will notify him or her through the phone and proceed to check his or her background. Information gathered from the referees will be used to determine if the candidate is a reputable person before being hired. Upon learning that the candidate has good reputation, the recruiting team will embark on compiling candidate packets and send them to the human resource manager for employment. Candidate packets comprise of information regarding the candidate, which supports his or her credibility for the job.


Kluemper, D. H. (2009). Future employment selection methods: evaluating social networking web sites. Journal of Managerial Psychology, 24 (6), 567-580.

Outtz, J. L. (2002). The role of cognitive ability tests in employment selection. Human performance, 15 (2), 161-171.

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