Professional Documents
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Recruitment System
Recruitment System
No:
Date:
RECRUITMENT SYSTEM
1.2 Objectives
To provide a complete version of recruitment system to manage the entire
recruitment process of an organisation into a shared service concepts.
1.3 Scope
• To ensure the portability and therefore compatibility.
• To ensure our system moves with time (i.e.) allow for maintenance,
upgrades and periodic backups by developed and authorized personnel.
• To program the system using the appropriate design, application, platform
and programming.
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graduates and the employers in the recruitment process in a periodical base.
Access rights are allocated in following order.
Administrator->Organization/Company->Candidates
Candidates are the end users of the system. They login the recruiting session
and attend the aptitude test. The candidates cannot access any of the databases
including the questions, report or the profile database. The candidates can view
their results through this system. Each Candidate is given a username and
password to ensure the security.
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maintainable. This system helps in restricting any graduate to register itself
multiple times.
2. Problem statement (Use case) analysis
i Candidate Registration
ii Acknowledgement:
iii Login:
iv Aptitude Test :
v Result Verification:
vi Update:
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vii Direct HR Interview:
i Candidate:
iii Administrator:
Administrator has the full authority over the website. He can view all the
registered users and have the power to delete them. He/she can edit the web pages
and update them. He/she can view all the company details also.
iv Database:
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This actor stores the entire contents of the quizzing system including
databases such as report, questions, results and user profiles.
v Printer:
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3. Design of Recruitment System
3.1 Design Documentation
1. Candidate Registration
This use case starts when the actor wishes to login to recruitment system
1. The system request that the actor enter name and password.
2. As he enters, the system validates & user logs into the system.
3. Enter the details of the applicant who apply for the job.
1. If the actor enters an invalid user name and password, the system displays
an error message.
2. The actor can either re-login or cancel it.
Enter into the candidate information form, and then candidate should enter
the personal details, qualification etc.
2. Acknowledgement
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2.1 Brief description:
The use case describes how the administrator makes acknowledge for the
candidates.
Candidate could receive the mail from admin and get the register no.
3. Login
This use case describes how the candidate logs into a recruitment system
1. The system request that the actor enter name and password.
2. As he enters, the system validates & user logs into the system.
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1. If the actor enters an invalid user name and password, the system displays
an error message.
2. The actor can either re-login or cancel it.
Candidate should given the register no as user name and same password
which has already given while sign up his/her account.
Enter into the software to attend the aptitude test. It will show the home
page.
4. Aptitude Test
This use case helps the candidates to takes participate in aptitude test
conduct to recruit them.
4.2 Flow of events:
1. If the candidate does not finish the question in the stipulated time then the
question lapses and no marks are awarded.
2. After answering he has to confirm to move to next.
3. He can keep in pass to answer in future.
If the actor want to quit in between; he can quit and come back to login.
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Candidate should attend the test which is conducted on online.
Admin should correct the answer sheet which has been sent by candidate.
Admin should select the candidate on the basis of his/her process and send
the report to concerned candidate (selected candidate).
6. Update
None
Admin should update the admin tools and company details to respective
candidates.
Update is correctly views on the screen while user (candidate) browses the
particular webpage.
7. Direct HR Interview
The use case helps the company or organization to shoot questions and
select candidates.
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7.2.2 Alternative flow:
Organization should check the certificates (if valid or not) and calls for the
HR interview.
Direct questions are shooting out to the particular candidate and select the
candidate.
The use case helps the candidates to get confirmation about their jobs.
1. For selected candidates the organization sends the job offer letter.
8.2.2 Alternative flow:
None
SEQUENCE DIAGRAM
Administrator
Main form Login form Applicaton
: Candidate form
1: Login()
3: Enter details
in application
4. Verification
6 Acknowledgements
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2. Login
1: Login()
3: Verification()
4: Valid()
5: Invalid()
6: Error message()
7: Relogin()
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3. Aptitude Test
Aptitude
options Questioning
: Candidate test : Administrator : Time out
form form
form
2: to avail options( )
3: Options taken( )
4: start time( )
5: Getting questions( )
6: time maintainance( )
8: Stored( )
9: time out( )
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4. Result Verification
Test Result
performance
: Candidate : HR / Company : Administrator
Updates results
5. Update
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6. Direct HR Interview and Job confirmation details
Selects the
eligible
candidates
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COLLOBORATION DIAGRAM
Main
1: Login() form
: Candidate
Administrator
4: Verification
Application
form
2. Login
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Main
1: Login() form
: Candidate
3: Verification()
6: Error message()
Administrator
4: Valid() 5: Invalid()
Error
message
Welcome
screen
3. Aptitude Test
Options
2: to avail options ( ) Form
Candidate
3: Options taken( )
Questioning
form
6: time maintenance ( )
Administrator
4. Result Verification
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1.HR sees test performance
Test
Performance
Candidate HR / Company
Administrator
Result 2. Updates results ( )
5. Update
Company and
Interview Details
Candidate Administrator
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2: Attends the interview 1. HR conducts the interview
HR Interview
Candidate HR / Organization
Job Confirmation
4. Receives 3. Selects
Job Eligible
Confirmation Candidates
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CLASS DIAGRAM
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COMPONENT DIAGRAM
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