Kauma Mbewe - 28025968 Recruitment Management System

National Institute of Public Administration
Business Studies Division
FINAL YEAR PROJECT
RECRUITMENT MANAGEMENT SYSTEM
NAME: KAUMA MBEWE

STUDENT ID: 28025968
COURSE: Business Information Systems BCS 405
PROGRAMME: Bachelor Of Computer Science
SUPERVISOR: Mr R. Msendo
THIS REPORT IS SUBMITTED IN PARTIAL FULFILMENT FOR THE

AWARD OF BACHELOR OF COMPUTER SCIENCE FOR THE 2020
ACADEMIC YEAR
BACHELOR OF COMPUTER SCIENCE
DECLARATION
I, the undersigned declare that the work in this dissertation is original except were indicated by
special reference in the text and no part of the research has been submitted for any degree,
diploma or academic qualiﬁcation. I further declare that the research has not been presented to
any other College/University for examination either in Zambia or outside Zambia.
Author Name: Kauma Mbewe Supervisor Name: ………………
Date: 10th July 2021 Date: …………………………….
Signature: Signature: ………………………
RECRUITMENT MANAGEMENT SYSTEM 2

DEDICATION
I dedicate this project to God Almighty, whose has made it possible for me to embark on this
project. I also dedicate this project to National Institute Of Public Administration in hopes that
it would be of positive impact.

ACKNOWLEDGEMENTS
My sincere appreciation goes to the Almighty God for the grace and wisdom given to me
during the course of this project. I also would like to show my profound gratitude to my family
their unending support throughout this journey.
My acknowledgement would be incomplete without due recognition and appreciation of my

supervisor, Mr. R. Msendo. Words cannot quantify the effect of his effort and time put into this
project. His input put into this project is most appreciated.

ABSTRACT
In our society today, the issue of managing human resources in firms, companies or
organizations is a great challenge to the management. Hence the purpose of this project
(recruitment management system).
Hence the purpose of this project aimed at developing a recruitment management system
called Job Trust that manages the recruitment processes of organizations and reduces the cost
used in the recruitment of staffs.
In the development of this project a review of existing processes and systems was carried out,
System modelling using UML diagrams, use case and sequence diagrams Database
management system is used to create the database and using php for the backend, HTML and
CSS for design, Ajax for Client-side scripting, PHPSTORM as the IDE for the
implementation.
The result and conclusion of this project is efficient management of recruitment processes and
also provision of a medium in which people get to apply for jobs at their convenience.

Table of Contents
DECLARATION ..................................................................................................................... 2
DEDICATION ......................................................................................................................... 3
ACKNOWLEDGEMENTS ..................................................................................................... 4
ABSTRACT ............................................................................................................................. 5
Table of Contents ..................................................................................................................... 6
LIST OF FIGURES(IF ANY) ................................................................................................. 9
LIST OF TABLES(IF ANY) ................................................................................................ 11
LIST OF ACRONYMS .......................................................................................................... 12
CHAPTER 1-INTRODUCTION ............................................................................................... 13
1.1 Introduction ................................................................................................................. 13
1.2 Problem Statement....................................................................................................... 14
1.3 Aim & Objectives............................................................................................................. 14
1.3 Methodology................................................................................................................ 15
1.4 Significance of Study .................................................................................................. 15
1.5 Limitation Of Study ..................................................................................................... 15
1.7 Research Questions .......................................................................................................... 16
CHAPTER 2 - LITERATURE REVIEW .................................................................................. 17
2.1 Introduction ...................................................................................................................... 17
2.1.1 Definition of Recruitment ......................................................................................... 17
2.2 The old-style method of recruitment ................................................................................ 18
2.3 Process of recruitment ...................................................................................................... 19
2.4 E-Recruitment .................................................................................................................. 20
2.4.1 The Direction of E-recruitment ................................................................................. 20
2.4.2 Benefits of E-Recruitment......................................................................................... 22
2.4.3 Advantages of Online Recruitment ........................................................................... 22
2.4.4 Disadvantages of Online Recruitment....................................................................... 24
2.4.5 E-Recruitment Methods ............................................................................................ 26

2.4.6 Criteria for Effective E-Recruitment ......................................................................... 27

2.5 Review of existing systems .............................................................................................. 28
2.5.1 Jobberman ................................................................................................................. 28
2.5.2 Glassdoor................................................................................................................... 29
2.5.3 Jobadviser .................................................................................................................. 30
2.5.4 Indeed ........................................................................................................................ 31
2.5.5 Linkup ....................................................................................................................... 32
2.5.6 Simply Hired ............................................................................................................. 33
CHAPTER 3 – METHODOLOGY............................................................................................ 35
3.1 INTRODUCTION ....................................................................................................... 35
3.2 SYSTEM ANALYSIS ................................................................................................. 35
3.2.1 Information Requirements......................................................................................... 36
3.2.2 Requirement Analysis ............................................................................................... 36
3.2.2.1 Functional Requirements...................................................................................... 36
3.2.2.2 Non-Functional Requirements ............................................................................. 37
3.3 SYSTEM ARCHITECTURE ...................................................................................... 38
3.4 SYSTEM DESIGN ...................................................................................................... 39
3.4.1 System Modelling ..................................................................................................... 39
3.4.1.1 Unified Modelling Language ............................................................................... 39
3.5 ACTIVITY DIAGRAM .............................................................................................. 47
3.5.1 Activity diagram for candidate .................................................................................. 48
3.5.2 Activity Diagram for Company................................................................................. 49
3.6 CLASS DIAGRAM ..................................................................................................... 49
3.7 DEPLOYMENT DIAGRAM ...................................................................................... 50
3.8 DATABASE DESIGN ................................................................................................ 51
CHAPTER 4 – SYSTEM IMPLEMENTATION ...................................................................... 54
4.1 INTRODUCTION ......................................................................................................... 54
4.2 SYSTEM REQUIREMENTS ....................................................................................... 54
4.2.1 Hardware Requirements ............................................................................................ 54
4.2.2 Software Requirements ............................................................................................. 56

4.3 IMPLEMENTATION TOOLS ..................................................................................... 57

4.4 INTERFACES AND MODULES ................................................................................. 57
4.4.1 Landing Page ............................................................................................................. 57
4.4.2 Login Page................................................................................................................. 59
4.4.3 Candidate Homepage ................................................................................................ 60
4.4.4 Posting Job Page........................................................................................................ 62
4.4.5 Registration Pages ..................................................................................................... 63
4.4.6 Other Modules ........................................................................................................... 65
CHAPTER 5 – CONCLUSION AND FURURE SCOPE ........................................................... 0
5.1 Introduction ..................................................................................................................... 0
5.3 Recommendations and Future Works ............................................................................. 0
5.2 Summary ......................................................................................................................... 0
5.4 Conclusion....................................................................................................................... 0
REFERENCES ............................................................................................................................. 1
APPENDIX .................................................................................................................................. 3

LIST OF FIGURES
Figure 2.1: jobberman user interface
Figure 2.2: Interface for Glassdoor
Figure 2.3: Interface for Jobadviser
Figure 2.4: Interface for indeed site
Figure 2.5: Interface for LinkUp
Figure 2.6: Interface for SimplyHired
Figure 2.7: Interface for Snagajob
Figure 3.1: System Architecture.
Figure 3.2: Use case diagram for the job seeker
Figure 3.3: use case diagram for job providers
Figure 3.4: User login Validation
Figure 3.5: Job search
Figure 3.6: Candidate Activity Diagram.
Figure 3.7: Company Activity Diagram.
Figure 3.8: Class Diagram
Figure 3.9: Deployment Diagram
Figure 4.1: Jobseek landing page.
Figure 4.2: Login page
Figure 4.3: Candidate homepage.
Figure 4.4: Homepage showing the most recent jobs posted.
Figure 4.5: Post a job page.
Figure 4.6: Company registration page.
Figure 4.7: Candidate registration page
Figure 4.8: Add experience/education
Figure 4.9: Jobs page
Figure 4.10: Candidate profile page

Figure 4.11: Update profile page.

Figure 4.12: Job search page.
Figure 4.13 Upload page.

LIST OF TABLES
Table
Table 3.1: User Authentication use case Narrative
Table: 3.2 Job provider
Table 3.4: individual information table
Table 3.5 Company Information Table
Table 3.6: Job posting table
Table 4.1: Server-Side Hardware Requirements
Table 4.2: Client-Side Hardware Requirements
Table 4.3: The Development Software Requirements
Table 4.4: Web Client Software Requirements

LIST OF ACRONYMS
EMS – Employee Management System
MSS – Management Self-Service
HRMS – Human Resource Management System
HRIS – Human Resource Information System
HR – Human Resource
HOD – Head of Department
ESS – Employee Self-Service
WBS – Work Breakdown Structure
ERP – Enterprise Resource Planning

CHAPTER 1-INTRODUCTION
1.1 Introduction
A recruitment management system is a comprehensive instrument to manage the entire
recruitment processes of an organization. It is one of the technological instruments facilitated
by the information management systems to the Human Resource (HR) of the organizations.
Just like performance management, pay roll and other systems. Recruitment Management
System (RMS) helps to control the recruitment processes and effectively controlling the return
on investment (ROI) on recruitment (Härtel, 2007).
Acquiring and retaining high quality talents is critical to an organization’s success. As the job
market becomes increasingly competitive and the available skills grow more diverse, recruiters
need to be more selective in their choices, since poor recruiting decisions can produce long-
term negative effects, among them high training and development costs to minimize the
incidence of poor performance and high turnover which, in turn, impact staff morale, the
production of high-quality goods and services and the retention the organizational integrity. At
worst, the organization can fail to achieve its objectives thereby losing its competitive edge and
its share of the market.
In Zambia, public service organizations have had little need to worry about market share and
increasing competition since they operate in a non-competitive environment. Recruitment is
described as “the set of activities and processes used to legally obtain a sufficient number of
qualified people at the right place and time so that the people and the organization can select
each other in their own best short- and long-term interest”. In other words, the recruitment
process provides the organization with a pool of potentially qualified job candidates from
which judicious selection can be made to fill vacancies. Successful recruitment begins with
proper employment planning and forecasting. In this phase of the staffing process, an
organization formulates plans to fill or eliminate future job openings

based on an analysis of future needs, the talent available within and outside of the organization,
and the current and anticipated resources that can be expended to attract and retain such talent.
Also related to the success of a recruitment process are the strategies an organization is
prepared to employ in order to identify and select the best candidates for its developing pool of
human resources. Organizations seeking recruits for base level entry positions often require
minimum qualifications and experience. These applicants are usually recent high school or
university/technical college graduates, many of whom have not yet made clear decisions about
future careers or are contemplating engaging in advanced academic activities. At the middle
levels, senior administrative technical and junior executive positions are often filled internally.
The push for scarce, high-quality talents, often recruited from external sources, has usually
been at the senior executive levels. Most organizations utilize both mechanisms to effect
recruitment to all levels (Turban D. B., 1993).
1.2 Problem Statement

In our society today, the issue of managing human resources in firms, companies or
organizations is a great challenge to the management.
Hence the purpose of this project aimed at developing a recruitment management system called
Job Trust that manages the recruitment processes of organizations and reduces the cost used in
the recruitment of staffs.
1.3 Aim & Objectives

The aim of this work is to develop a recruitment management system. The following are the
objectives that will be used to achieve this aim:
• To perform critical investigation and analysis of the existing recruitment process.
• To design/model the recruitment management system
• To create database system for the applicants and companies record
• To implement the recruitment management system.

1.3 Methodology
In order to achieve the stated objectives, the following methodology was used.
• Review of existing processes and systems to perform critical investigation and analysis
of the existing recruitment process.
• System modelling using UML diagrams, use case and sequence diagrams to
design/model the recruitment management system.
• Database management system (MYSQL) is used to create the database for the
applicants and companies record.
• Using php for the backend, HTML and CSS for design, Ajax for Client-side scripting,
PHPSTORM as the IDE for the implementation of the recruitment management system
1.4 Significance of Study

Undoubtedly, this research work would break new grounds as concerning recruitment
management systems. Without much emphasis, this work would aid users in obtaining jobs
faster rather than utilizing the tedious method of going from one company to another in search
for a particular job, as a result, would reduce the number of unemployed and also manage the
recruitment process starting from the applicant, ending with a firm or an organization.
1.5 Limitation Of Study

Recruitment management system is a segment of human resource management system, but has
many sub-modules, this study will be restricted to the fundamental recruitment processes
without some in-depth explication of some segments due to the time factor.
The activities that will be involved in recruitment process will involve the sourcing for
prospective candidates and sending of mail to qualified applicant, matching job profile with the
applicants’ profile.
This recruitment management system will not be constrained to an organization or firm.

Additionally, the authentic provision for a computerized test will not be implemented as its
scope is beyond that of the research work.

1.7 Research Questions

• How do companies have an effort less hire of employees
• How can companies hire talented trusted individuals who don’t need to be on probation
to really discover their true capabilities?
• How can job seekers only submit their CV and other documents only once then use that
single upload to send them to multiple employers.

CHAPTER 2 - LITERATURE REVIEW

2.1 Introduction
Literature is scrutinized to discuss these ideas: understanding of the study area, emphasis on the
study queries, preparation of the data collection method, illumination of the meaning of the
terms, Identification of the scheme. The utmost important mission is to comprehend the
research field which is recruitment management.
Working on the literature, attention is on how to advance the best system which can satisfy the
needs of job seekers, job creators and how the system can be easily understood and also
understanding the meaning of different terms, and then in developing a system which can fulfil
the objectives and answer the research questions.
Superior recruitment and selection strategies result in enhanced organizational results. With
locus to this framework, the literature review of recruitment management system will be
prepared to shed light on Recruitment and Selection procedure. The core matter is to recognize
universal practices which organizations adopt in recruitment and selection of employees then,
to determine how the recruitment and selection procedures have effects on organizational
results (Nel P.S., 2004).
2.1.1 Definition of Recruitment

Recruitment is the process of finding people to work for a company or become new members
of an organization.
A noteworthy favorable position of online recruitment is the quickness with which all exercises
are composed. Different retailers are confronted with the issue of quickly selecting staff amid
pinnacle seasons, most uncommonly amid Christmas. Everything happens so quick that it is
entirely troublesome for them to play out all viewpoints serially. Followed back to the past it
was extremely hard to assess the applications as retailers needed to concentrate on the business
while enrolling their staff too. With e-recruitment candidates can apply for occasional work and
when the open door emerges, they can be offered positions to involve. To bolster this online

tests and screening alternatives for selecting the ideal individual are set up. Most retailers
search for individuals between the ages 18 and 23 for regular work which, fortunately, this age
gathering is essentially hunting down openings for work on the Internet. Along these lines
candidates land the position without much stretch and the business gets qualified hopefuls
inside a brief timeframe, with less push in the determination procedure. By along these lines
both sides are fulfilled (Trapp, 2002).
2.2 The old-style method of recruitment

The obsolete way to deal with the association of representatives stayed paper based,
followed by meetings at some geological position. This technique included an unlimited
measure of time in foundation, travel and testing.
The distinct strategy included the resulting stages:
• Singular division decides business necessities,
• Approval of essential existing
• Consent to utilize chose
• promoting strategies resolved to suit likely sources
• Length of short rundown chose
• Determination of some of CV's to peruse, store adjust
• If short rundown finish, mastermind meet
• If not locked in pick supplementary from spared CV's
• Ask named candidates to a meeting
• Elect strategy for meeting and testing
• Interview
• Form last rundown

• Following meeting
• pick perfect applicant
• Make an offer to the fruitful hopeful
• Affirmation or restart (incase applicant decay arrangement.)
This strategy, dependent on the amount of entries, may have brought about a decent
competitor not being requested a meeting. This is collective reiteration, since when a
cumbersome number of resumes has been gotten, the strategy is to just choose a
predetermined number of conceivable workers for meetings. Hopefuls who knew the
framework would every now and again attempt to make their CV "emerge" by using
particular or novel envelopes and paper. The entire procedure was defective, expensive and
tedious (R., 2005).
2.3 Process of recruitment

The structure used to enroll individuals recorded straightforwardly above recommends that it
needed redesign. The beginning of computerization of HR offices suggests that employments
can now be advanced on the Internet and candidates can be screened by various sorts of
programming existing. This determines in all candidates getting non-one- sided chances of
being in the preliminaries. Once the preparatory is through PC grounded programs which give
proficient mental testing, consequently, empowering the choice procedure on the web.
Innovation has created to a degree in which the meeting of people can be led on the web and
determination of pertinent individuals from wherever on the planet. E-recruitment has made the
world a general group. Reports recommend that around 60% of specialists required in
programming improvement enrolled in United States are from developing nations especially
from India and they are screened through internet testing and video gatherings. Which has
made it reasonable to choose candidates with the best aptitudes and learning from round the

world. It is an exceptionally powerful method for selecting staff for occupations including
specialized qualities decisively.
Also, this appears not to be an exceptionally pertinent strategy when it limits down to
employments where the candidate is required to have facial association with customers. More
concentrate on e-recruitment now (R., 2005).
2.4 E-Recruitment
E-recruitment (electronic recruitment) was characterized as the determination of imminent
applicants applying for employment through the utilization of the Internet and the Intranet
(Härtel, 2007). E-recruitment is in like manner characterized to be online recruitment. Utilizing
this e-recruitment, a competitor who is to apply for a broadcasted spot sends their educational
programs vitae and a point-by-point letter by electronic intends to the publicist's site. That
specific educational modules vitae are gotten by the promoter and examined in the midst of the
other CV's gotten from various competitors.
One fundamental preferred standpoint of electronic enlisting frameworks is the get to capacity.
Anybody from anyplace can apply for an advertised occupation. It is of no significance if the
candidate is situated in Zambia and the business is in Liberia. The framework is open by both
sides every minute of every day, which is included favorable position.
2.4.1 The Direction of E-recruitment

The reality which expresses that innovation is an extremely significant gadget for HRM
procedures to play out its obligations in an association is upheld by (A, 2007). It does not just
streamline the treatment of representative data, it is additionally significant amid selecting
methodology. It is extremely viable and quick; henceforth, it is in vogue in all nations and by
more selection representatives. E-recruitment is extending particularly quickly as a greater
amount of the populace picks up dish to innovation. Indeed, even people which don't have PCs
are cunning to work this road for occupation seeks by the utilization of web shops.
Associations furthermore work organizations show their openings and occupation discoverers

can transfer their educational programs vitae onto the World Wide Web at a reasonably
minimal effort.
Setting up programming like 'dynamic selection representative' has supported Nike to

completely enhance their recruitment procedure to make it advance compelling. Previously it
required 62 days to involve purge spots, yet now, with the guide of e-recruitment, it was
diminished to 42 days. With the usage of e-recruitment, chiefs free themselves of most printed
material and not regularly free data, for the reason that a huge number of résumés effectively
can be spared and recouped. At the Nike HQ, every single application is considered as a
potential worker and they would prefer not to lose the road to get the most talented staff.
Consequently, each résumé must be sorted deliberately. Programming like
Dynamic selection representative' has made that technique less unpleasant for the organization.
'Dynamic enrollment specialist' is a part of the recruitment strategy from the beginning.
Candidates transfer their résumés onto the organization site subsequent to overhauling their
profile. Once finished, the fundamental part of the work is finished. The
paper print résumés vanish and all the résumés are stockpiled onto a database and chiefs can
show the short-recorded representatives at whatever point they wish to do as such. In amassing
to this, the framework chooses candidates, in view of their aptitudes and mastery. The reprieve
of the competitors is spared in the databases for future referrals. By doing this Nike does not
need to rely on upon organizations when future employment opening ascent as they have their
own gathering of intrigued applicants as of now in presence in the database. Another
unmistakable normal for the framework is that it guides programmed messages to enlisted
competitors in Nike at regular intervals to upgrade their data. With the utilization of e-enlisting
Nike has spared near or more than 54 percent of their recruitment cost and has 8500 intrigued
competitors in their database. Before the end of 2003, Nike was the world's real shoemaker
connecting with 23000 individuals worldwide and having reported incomes of 10.3 billion
dollars (Nike’s., 2005).

2.4.2 Benefits of E-Recruitment

The advantages of online recruitment include:
• Limitless presentation of promotions for nearby, national and worldwide markets

• Low promoting costs
• Positions are reachable for 24 hours amid the day
• Limitless scope of the publicizing material
• Applicant and boss can convey making utilization of online specialized gadgets
• The recruitment framework can be fused with other mechanized HR frameworks, for
example, databases and finance utilizing the human asset data frameworks (HRIS).
Amid online application, applicants quickly input their data into the database, and can apply for
the same number of occupations as they yearning. Online recruitment underpins the
robotization and proficiency of data administration, chops down expenses to enrollment
specialists and expands the assortment of occupations to hopefuls. "It likewise kills the need to
oversee mail-outs of recruitment structures and receipt of finished applications" (Furness,
2007).
2.4.3 Advantages of Online Recruitment

E-recruitment is forming into a more appealing customary route by which associations build up
their sites and shape vital associations with online occupation associations. A case of this is
glassdoor. A noteworthy favorable position of online recruitment is the quickness with which
all exercises are composed. Different retailers are confronted with the issue of quickly enrolling
staff amid pinnacle seasons, most uniquely amid Christmas. Everything happens so quick that
it is entirely troublesome for them to play out all viewpoints serially. Followed back to the past
it was extremely hard to assess the applications as retailers needed to concentrate on the
business while selecting their staff too. With e-recruitment candidates can apply for regular
work and when the open door emerges they can be offered positions to possess. To bolster this
online tests and screening choices for selecting the opportune individual are set up.

Most retailers search for individuals between the ages 18 and 23 for regular work which,
fortunately, this age gathering is basically hunting down openings for work on the Internet.
Along these lines candidates land the position without much stretch and the business gets
qualified applicants inside a brief timeframe, with less push in the choice procedure. By along
these lines both sides are fulfilled (Trapp, 2002).
Alongside quickness emerges the aspiration of utilizing the best applicant. Pulling in the best
can be enormous test for the HR office on occasion. Utilizing the wrong individual can end up
being misuse of cash, assets and time. With the help of online recruitment, bosses think that it’s
simple hunting down the candidates best reasonable for a particular employment. Most online
recruitment sites and programming have strainers which give organizations get what is
required; rather than squandering time getting to a ton of non- related applications as was
available previously. 'Unquestionably, online recruitment has turned out to be superior to any
type of paper distribution' as expressed by (Schoen, 2002). Online recruitment isn't just loaning
help to establishments in the private area additionally the organizations out in the open
division. In America, the charge of employing a medical caretaker has ascended to 60-70
percent in the only couple of years. Each wrong judgment in selecting a competitor costs the
doctor's facilities $120000 (36792000 naira) in both immediate and roundabout charges.
Coordinate charges incorporate the charges obtained in enlisting, meeting and preparing.
Roundabout charges incorporate mischief to notoriety, impact on resolve, truancy and less
efficiency. Online recruitment underpins wellbeing associations with a few clinics in a market
to allocate the applications and data and to incorporate finance and other human asset
frameworks. Online recruitment underpins clinics in the part of web talking which shades out
candidates which would be misuse of
cash and time in the event that they go continue to the following phase of the meeting strategy.
Close by, organizations can figure out whether the candidate will adjust the organization's train
and most likely if the individual likes a quick paced environment.
A fundamental advantage is that steady data is gotten from all candidates as similar inquiries
are asked to every candidate; this gives space for lawful commitment of equivalent treatment of

candidates. Likewise, online recruitment programming underpins healing facilities in the part
of showing openings for work on a huge number of sites and jobsites which spares cash by not
placing commercial in printed arrange. Online recruitment has furnished organizations with an
upper hand in the work showcase (T, Marzulli, 2002). One of the noticeable programming
utilized by the doctor's facility industry is the prophet's e- recruitment, built up by prophet's
HRM framework. It gives assistance to directors, spotters, and candidates, to effectively deal
with the enlisting grouping through an unconstrained web-based interface
Hospitals advantage from this innovation as well as other open segment associations including
schools also, which have incorporated databases for the locale or for an entire nation.
Competitors transfer résumés to concentrated database; the framework later screens the
application and sends it to schools in light of their cravings. Pre-screening programming
executed at this point are incredible helps for managers and candidates too. They can help
enrollment specialists to make diverse online surveys for particular occupation detail. With this
present programming's help, bosses can without much of a stretch channel the great from the
awful, and conceivable hopefuls find rapidly if or not they are capable or not for the
employment being advertised. The product additionally gives data access of the candidate's
past data to the enrollment specialist which for the most part is not found on any résumés (J,
Dysart, 2006).
The utilization of online recruitment techniques has grown incredibly that most enormous
organizations have computerized résumé sifting and seeking apparatuses to remain aggressive
in their comparing enterprises. Résumé sifting machines have made screening, sorting out, and
discovering résumés simple. Online recruitment is altering the way representatives are
contracted managers (J. May, 2006).
2.4.4 Disadvantages of Online Recruitment

• Being PC proficient is required: The strategy is limited inside PC educated
candidates. As the channel is reliant on a few sites, their separating, catchphrases
application requires for a PC educated individual and organization.

• Lawful punishments: like other recruitment sources this source additionally ought to
be ready of the words utilized as a part of the advertisements else it might to the charge
for separation. For example, Disney World was contested for screening the resumes
inclining toward the primary words utilized by whites.
• Massive pool of applicants: this is preference to the Organizations additionally as it is
disadvantageous to them. For the reason that the gigantic database can't be sifted in
profundity. Whichever initial few applicants are rung for a meeting or the resumes are
separated subject to some watchwords. On the other hand, candidates likewise are
confronted with worldwide rivalry.
• Unserious hopefuls: bounty competitors transfer their resumes just to discover their
fairly estimated value. The competitors are unchecked henceforth most likely they are
stern, it is not known. Right now, of meeting the enrollment specialist will most likely
understand that the hopeful is not genuine about stopping the present employment. In
any case, at that point some genuine applicants likely would have been turned down.
• Leaking of data: Candidate’s profile and organization data are open to masses. The
applicants don't need their manager to know that they are searching for a change of
work place. Versatile number, deliver points of interest has prompted to numerous
security issues. Over, the organizations don't need their rivals to know about their
present situation.
• Out-of-date occupation postings intermittently, human asset remain in disregard the
evacuation of old postings for spots which have been filled from the site. Infrequently
this is because of wrong correspondence among the employing administrator and HR or
an abnormality in the framework. Enrollment specialists get overwhelmed with resumes
for employments that are do not open anymore. However, managers will stay to get
overwhelmed with this resumes from pulled in hopefuls until the posting is erased.
• Website flaws: applicants regularly cry about organization sites that fizzles when
trying to present their structures. Others protest that some site plans are so bewildering
and think that it’s difficult to coordinate around the site. Some get so steamed that they
quit attempting to apply for work on that particular site.

2.4.5 E-Recruitment Methods

• Scouting: scouting is defined as sending the organizations representations to diverse
recruitment sources with the view of persuading or encouraging candidates to apply for
job openings. These representatives offer information about the organization and
exchange information and ideas and clarify the doubts of the candidates.
• Networking: networking is a very good technique and usually is carried out by almost
all HR pros. Sustained and relevant connections over a period of time may help HR
pros in networking with their partners to gain resources from different areas.
• Recruiting events: hosting events where the applicant you are seeking attend. By giving
presentation and advertising the company in a way which would attract the applicants
and letting them know that the company knows what the candidates are searching for,
most suitable candidates which can be considered for hiring can be brought in through
this means.
• Cast A Wilder Net: expand recruiting to include people who do not have all he skills
which you would like, but who are showing promise of contributing if they are trained.
• Sending Of SMS: for example, converges provides individuals with the option of
sending their application by texting the word ’APPLY’ to a number and in return they
receive a reply from the organization to go on with their application process.
• Visual Networks: lately, organizations are using online video avenues like google video
portal, YouTube to recruit staffs by posting adverts on this video avenues.
• Social Networking Sites Blogging: for example, companies are now making the use of
social media avenues to recruit candidates, example of such social media includes the
like of Facebook, twitter, HRLink, LinkedIn etc.
• Applicant Tracking System: ATS is a software application which involves the
electronic management of recruitment requirements. An ATS can be implemented
online on a small business level or enterprise, based on the requirements of the
company, it is a free and open source software available for download. ATS is similar
to CRM (customer relationship management) systems, but they are designed for the
purpose of recruitment tracking. In most cases, they screen applications automatically

depending on given requirement such as skills, former employers, and years of

experience, school attended and keywords. This caused many to adopt the resume
optimization techniques of similarity to the ones used in search engine optimization
when formatting and creating résumé.
• Employer Web Sites: These sites can be companies’ personal sites, or a site designed by
diverse employers. For instance, Directemployers.com is known as the first cooperative,
employer-owned e-recruiting conglomerate modeled by the Direct Employers
Association. It is a nonprofit based organization developed by the executives from top
U.S corporations.
• Websites by Professionals: These are for particular job areas, skills and unique in
nature. For instance, in case of HR jobs Human Resource Management sites to be
visited include the likes of www.shrm.org (J. May, 2006).
2.4.6 Criteria for Effective E-Recruitment

The requirement for it is to aid the selection process. Hence to make this procedure operative,
the Organizations should be worried about diverse factors. Among them the most significant
ones include:
• Return on investment (ROI) is to be calculated to lay a comparison of risks and costs. It

facilitates the evaluation of advantages and to evaluate the estimated return.
• Policies governing recruitment should be elastic and positive, to shift to market
fluctuations. The companies will have their mix and match sources according to their
objective.
• Effect of providing payment information to be put in consideration. Which is wage,
salary, benefits, when unveiled online then it should be accompanied by the lawful
standards. Opportunity for negotiation will not be given opportunity. Payment rate of
the organization is not only available to the candidates but will be made known to all.
• Defenses to be engaged for resume filtering: Words which indicates discrimination of
gender, age, religion etc. should be avoided. For instance, ‘recent’ graduates only in an
ad are not advisable.

• Cross-check the outputs sporadically and also upgrade frequently to accomplish better
outputs, or else pool of applicants will stay static and will not deliver its expectation as
a system.
• Companies need to be careful while picking the websites. This points to if it is
important which is given unto the job filtering websites similarly www.monster.com or
in their own website. If superior skilled applicants where filtered, generic job filtering
sites will avoided
2.5 Review of existing systems

2.5.1 Jobberman
Jobberman is an e- recruitment site which brings recruiters and job seekers to the same avenue
in which the recruiter uploads the specification for the kind of candidates they are willing to
employ. While the job seeker uploads his credential unto the platform and the system finds jobs
which have been posted onto the site which are related to the credentials which the applicant
has uploaded.
Jobberman is a very vast network of different people, organizations in Africa. It has helped in
the reduction of unemployed people and has created plenty job avenues over the years.
Jobberman has been in existence for over 7 years and is still in existence setting standards for
other recruiting agencies in Nigeria and also in Africa.

Figure 2.1: jobberman user interface (jobberman, 2011)
2.5.2 Glassdoor
Glassdoor is another recruitment site which connects the job seekers to jobs which suits them.
The company is a cofounded company and it was cofounded in the year 2007 by Robert
Hohman who is currently the CEO, Rich Barton who is currently occupying the position of the
company’s chairman. The concept came as a result of brainstorming sections between them.
In the year 2008, the company launched its ratings site as a site which collects company
reviews and salaries of staffs of large corporations and viewed them anonymously for all
members of the site to see.

Figure 2.2: Interface for Glassdoor (glass door, 2008)
2.5.3 Jobadviser
Launched in the year 2012 in the month of March, Job Advisor is an Australian website for the
review of employer based on providing employers the opportunity to improve their online
branding. Like other review sites, all submissions are anonymous with all companies graded
against alike organizations.
The main aim of this service is to encourage employment branding for organizations. Job
Advisor employs employers to use the feedback gotten from the site as a standard for employee
satisfaction while during the same time, leveraging the encouraging reviews as a tool for
attracting new hires.

Figure 2.3: Interface for Jobadviser (jobadvisor, 2006)
2.5.4 Indeed
Indeed is debatably the most noticed top search engine for looking for job. It sums postings
from uncountable other job sites such as CareerBuilder, Monster, Journalism Jobs, etc... You
can search by state, city, or zip code and reduce the output down by job type, title, salary and
other filters, then save the searches for later access. For more progressive search, the site makes
use of keyword progression which helps refine your search much further. The mobile software
comes in handy when searching on the go. But Indeed enables the option of uploading your
CV, this is so you can be found easily by recruiters online.

Figure 2.4: Interface for indeed site (indeed, 2005)
2.5.5 Linkup
LinkUp is amongst the top best job search engines for the reason that it is the only one to
exclusively total listings from company career web pages. LinkUp behaves like Google in the
aspect of indexing company websites and transporting the most up-to-date and useful job
information. This method helps in the avoidance of scams and duplicate listings for the reason
that it pulls data only from a source which is the company itself.

Figure 2.5: Interface for LinkUp (linkup, 2007)
2.5.6 Simply Hired

SimplyHired consist of some smooth features similar job search engines don’t. They provide
one of the major job pools because they pull job listings from round the web, including from
social-media avenues. Its mobile app is one of the best in the business, flawlessly implementing
with the web version to save and keep track of previous searches no matter your position.
Furthermore, SimplyHired’s mobile software allows you quick application for jobs from your
mobile device by prepopulating fields from your resume and profile.

Figure 2.6: Interface for Simply Hired (simple hired, 2005)

CHAPTER 3 – METHODOLOGY
3.1 INTRODUCTION
Recruitment has been always been a big issue in the business industry. Different approaches
have been applied to make sure that the problems associated with recruitment are reduced
drastically, an example of such approach which had been applied includes the use of online
mediums for recruitment. There are various mediums which are used in recruitment, one of
them includes the use of recruitment sites like jobber man, glass door etc. The way this sites
work have been explained in the literature review of this project. This chapter presents the
system design and the methodologies adopted in the course of the development of the
recruitment management system.
3.2 SYSTEM ANALYSIS

The term system analysis can be defined as the research of a business issue domain with the
aim of prescribing enhancements and indicating the business prerequisites and needs for the
solution. Simon Bennet characterizes system analysis as a procedure of searching to understand
the association, taking into account its necessities and displaying them. It is the examining of a
system and its components as an essential to the system design. It is the consequence of this
analysis movement that gives the determinations of the proposed system in view of the
necessities. System analysis falls under the basic building phase of programming improvement
and is essential in the expert advancement of a system. System analysis includes gathering
accurate information, having an understanding of what the procedures include, differentiating
problems and finding possible methods for developing the system's usefulness. This involves
concentrating on the business forms, gathering operational information, understanding the data
stream, discovering stops and always looking for answers for conquer the systems
shortcomings with a specific end goal to accomplish authoritative objectives. The real
destinations of systems analysis are to discover responses for every Business process, it means
to answer inquiries, for example, what is being done? How is it being done? Who is doing it?

And why is it being done. It hence requires basic and innovative intuition in the event that it is
to succeed it endeavors
to bring forth another effective system that fulfills the present needs of the client and has scope
for future development inside of the authoritative limitations, this procedure is iterative until
the ideal arrangement rises. The consequence of this procedure is a coherent system design
3.2.1 Information Requirements

This research project is aimed at developing a web application which would enable users such
as CEOs, job seekers, job providers, private organizations, random users, et cetera make quality
decision based on information which is provided.
3.2.2 Requirement Analysis

The requirement analysis is a well-structured document that displays detailed information of
the system’s functions and constraints. It displays exactly what should be implemented.
3.2.2.1 Functional Requirements

The functional requirements for a system depict what the system ought to do. These
requirements rely on upon the sort of software being produced, the normal users of the software
and the general methodology taken by the organization when composing requirements. At the
point when communicated as user requirements, the requirements are generally portrayed in a
genuinely theoretical manner. Be that as it may, functional system requirements depict the
system capacity in subtle element, its inputs and yields, special cases, et cetera. (.I,
Sommerville, 2011).
The functional requirements are upheld by the non-functional requirements, they force
imperatives on the design and implementation. The functional requirements of a system can be
broken down into user requirements, the software requirements. User requirements are
statements in natural language backed up by the diagrams of the services the system provides
and its operational constraints written for customers. It is the most important factor in the
development of a system. A system that does not meet user requirements is a failed system.
The system requirements is a structured document which states the functions, services as well

as the operational constraints of the systems to be developed. The Functional Requirements of

this research work include:
• The system should provide applicants easy to understand information about job
vacancies.
• The system should accurately differentiate job applicants from job providers.
• The system should be able to search for jobs based on the input of the user.
• The system should allow job providers access job seekers resumes.
• The system should be able to search for applicants based on the input by the job
providers.
3.2.2.2 Non-Functional Requirements

Non-functional requirements, are requirements that are not specifically concerned with the
functions conveyed by the system. They might identify with rising system properties, for
example, dependability, reaction time and storage capabilities. On the other hand, they might
characterize limitations on the system, for example, the abilities of I/O gadgets and the
information representations utilized as a part of system interfaces. Non-functional requirements
are once in a while connected with individual system features. Maybe, these requirements
indicate or compel the eminent properties of the system. Subsequently, they might determine
system execution, security, accessibility, and other rising properties. This implies they are
regularly more basic than individual functional requirements. System clients can as a rule
discover approaches to work around a system capacity that does not generally address their
issues. Therefore, neglecting to meet a non-functional prerequisite can imply that the entire
system is unusable.
The Non-Functional Requirements for the Research work include:
• Speed: The system should be able to provide quick results for the users based on the
options selected.
• Size: The system should not take up a lot of the users systems’ Memory.
• Ease of use: The system should be easy to use with a clean user Interface.

• Reliability: The system should have very little down time and produce a small
percentage of errors.
• Robustness: The system should be able to recover quickly and efficiently from failures.
• Portability: The System must be able to function properly on a wide range of devices.
• Scalability: The System must perform efficiently even as it grows in size.
3.3 SYSTEM ARCHITECTURE

Software architecture refers to the fundamental structures of a software system, the discipline
of creating such structures, and the documentation of these structures. These structures are
needed to reason about the software system. Each structure comprises software elements,
relations among them, and properties of both elements and relations, along with rationale for
the introduction and configuration of each element. The system architecture for the RMS
software is shown below:
Figure 3.1: System Architecture.

3.4 SYSTEM DESIGN

System design is the development of a specialized, PC based solution for business requirements
recognized amid system analysis, its definitive objective is to oversee intricacy by partitioning
the system into smaller pieces, making it less demanding to concentrate how well these
segments function and connect to achieve their motivation.
System design includes displaying which goes for drawing so as to depict the system better one
or more graphical representations of a system. The drawing of an appropriate system model
includes analysis and comprehension of the issue and how the system is to understand it, an
appropriate meaning of business requirements and having the capacity to depict the business
process.
3.4.1 System Modelling

A system model is a visual representation that depicts and explains a system, the system model
helps to identify how the system performs it operations. Modeling is the demonstration of
making a representation of a system. A model portrays reality; it is the unique representation of
a few elements of an entire element.
3.4.1.1 Unified Modelling Language

A formal model of this proposed system will be built utilizing Unified Modelling Language
(UML). It is an institutionalized, broadly useful demonstrating dialect that incorporates an
arrangement of realistic documentation strategies for making visual models of object- oriented
software systems. It combines techniques from data modeling, business modeling, object
modeling and component modeling. It can be utilized with all procedures, all through the
software advancement life cycle. UML can likewise be portrayed as a broadly useful visual
demonstrating dialect used to imagine, indicate, build and record software system.
There are two basic types of UML diagrams: Structural and Behavioral UML diagrams
• Structural UML Diagrams:

They depict the core components that must be included in the system being modeled,
the static aspect of the system is represented using Structural. Classes, interfaces,
objects, components and nodes are used to represent the static aspect of the system. The
Structural UML diagrams used in this study include:
• Deployment Diagram
• Behavioral UML Diagrams
Behavioral diagrams however capture the dynamic parts of a system and it can
depicted as the changing parts of a system. The Behavioral UML used in this study
include:
o Use Case Diagram
o Sequence Diagram
Use Case Diagram
Use case modeling describes the proposed functionality of a system, it represents a discrete
unit of interaction between a user and a system, the user can be a human or a machine, Use
cases describe this interaction in a manner the users can understand. A use case outline
portrays the functionality gave by a system as far as actors, their objectives spoke to as use
cases and any conditions among those use cases. Use cases are as an aftereffect of
disintegrating the extent of the system. They represent graphically with the name of the use
case appearing above or inside a horizontal eclipse. The use case describes a sequence of
activities and user-system interactions in trying to achieve the system goals. Use cases have
proven to be an excellent technique in order to better understand system requirements and
document them. During the process of discovering and defining the requirements of a
system use cases are used to capture the problem and model the functionality of the system.
Use cases are the starting point for identifying data and objects of the system. They describe

the behavior of the system as seen from the actors’ point of view, this is referred to as external
behavior.
Actors
They are stakeholders that represent the external components/entities of the system i.e.
individuals or things that connect with the system that is being modeled. Use cases are
activated by actors, they start system exercises with the end goal of finishing an
undertaking. In this venture, the main arrangement of actors are the users.
Use Case Relationships
A relationship exist when an actor is involved in an interaction. There are also two kinds of
relationships between use cases, they are;
• Includes: Use cases that are connected with actors can be exceptionally broad. Here and
there they "include" more particular functionality. Includes relationship is spoken to by
dashed bolts that indicate the included functionality. The bolt has a <<uses>>
catchphrase alongside it.
• Extends: An expansion use case is an insertion to the base use case. For instance, a few
users may choose to amend the classifier in case it isn't right. Extends relationship is
spoken to by dashed bolts that indicate the base functionality. The bolt has a
<<extends>> watchword adjacent to it. Figure 3.5 demonstrates the use case outline for
the user of the system.

User authentication use case narrative
This section displays the user authentication use case narrative alongside the use case
diagram for the user authentication module.
Table 3.1: User Authentication use case Narrative
Use Case 1 User Authentication

Brief Description This singular module is for getting access into the system by
the user.
Actor(s) Users
Flow Of Events Basic Flow:
The use case begins when the user accesses the webpage
1. The user enters the URL to the page.
2. The user inputs his or her login details.
3. System Displays Homepage
Alternative Flow:
If user information is incorrect he or she is not granted access to
the recruitment platform.
Level User use case
Parameters Input: user login details

Output: The recruitment platform homepage
Pre-Conditions All users must:
• Have valid user account.
• Have working Internet connection.
Post-Conditions If use case is successful, user is granted access to the System.

(Success End)

Job provider use case narrative

This section displays the job provider use case narrative alongside the use case diagram for the
job provider module.
Table: 3.2 Job provider
Use Case 3 Job provider information page

Brief Description This module gives the job provider the ability to view his or
her information and also to edit it.
Actor(s) Job providers

Flow Of Events Basic Flow:

The use case begins when the user has successfully logged in
to the system.
• The Job provider is directed to the homepage from the

login page where he/she can decide to direct to his/her
information page.
• The job provider can decide to update the information
which he/she initially inputted when he/she registered.
• System displays job seeker information.
• Job provider can decide to post a job opening.
Alternative Flow:
If the job provider is not logged in he or she is redirected to
the login page.
Level User use case
Parameters Input: session values
Output: the job provider information page.
Pre-Conditions The job provider must have been successfully authenticated.
Post-Conditions If use case is successful, the job provider information page is
displayed.
(Success End)
Post-Conditions If use case is not successful, an error page is returned or in

some cases the user is redirected to the login page.
(Failed End)
Trigger Webpage getting the correct session values

Sequence Diagram
UML sequence diagrams demonstrate the stream of rationale inside your system in a visual
way, empowering you both to report and approve your rationale, and are normally used for
both examination and configuration purposes. Sequence diagrams are the most famous
UML antiquity for element displaying, which focuses on distinguishing the conduct inside
your system

User Validation
Figure 3.4: User login Validation
Job Search

Figure 3.5: Job search
3.5 ACTIVITY DIAGRAM

Activity diagram is a flow chart to represent the flow from one event to another. The event
can be described as an operation of the system; therefore, the control flow is drawn from
one operation to another. This flow can be parallel, sequential, branched or concurrent. The
activity diagram of each of the users in the system is presented below:

3.5.1 Activity diagram for candidate
Figure 3.6: Candidate Activity Diagram.

3.5.2 Activity Diagram for Company
Figure 3.7: Company Activity Diagram.
3.6 CLASS DIAGRAM

The class diagram shows the building blocks of any object-orientated system. Class diagrams
depict a static view of the model, or part of the model, describing what attributes and behavior it has
rather than detailing the methods for achieving operations. Class diagrams are most useful in

illustrating relationships between classes and interfaces. Generalizations, aggregations, and

associations are all valuable in reflecting inheritance, composition or usage, and connections
respectively.
Figure 3.8: Class Diagram
3.7 DEPLOYMENT DIAGRAM

Deployment diagrams are used to envision the topology of the physical parts of a system where the
software segments are sent.
A deployment graph portrays a static perspective of the run-time arrangement of handling hubs and
the parts that keep running on those hubs. At the end of the day, deployment diagrams demonstrate the
equipment for your system, the software that is introduced on
that equipment, and the middleware used to associate the different machines to each other.

Figure 3.9: Deployment Diagram
3.8 DATABASE DESIGN

A database is a gathering of data that is sorted out so it can without much of a stretch be
accessed, managed, and updated.
Individual Information Table

Table 3.4 displays the specification of the information in the individual table
Table 3.4: individual information table
Field Data Type Null Key

Name Varchar NO
Title Varchar NO
Username Varchar NO YES

Dob Date NO
Location Varchar NO
Personal_information Text NO
Video Varchar NO
Job_category Varchar NO
Skills Varchar NO
Number Varchar NO
Date_created Timestamp NO
Date_modified Timestamp NO
Company Information Table
Table 3.5 displays the specification of the information in the company table
Table 3.5 Company Information Table

Email Varchar NO YES
Company_name Varchar NO
Brief Text NO
Address Varchar NO
State Varchar NO
Country Varchar NO
Number Varchar NO
Logo Varchar NO

Job Posting Table
Table 3.6 displays the specification of the information in the job posting table
Table 3.6: Job posting table

Job_id Int NO YES
Email Varchar NO
Title Varchar NO
Region Varchar NO
Location Varchar NO
Job_type Varchar NO
Job_category Varchar NO
Description Text NO
Job_url Varchar NO
Company_name Varchar NO
Logo Varchar NO
Amount Varchar NO
Slogan Varchar NO

CHAPTER 4 – SYSTEM IMPLEMENTATION

4.1 INTRODUCTION
This chapter provides an insight on the decision of platform and programming languages,
software and hardware requirements, and the modules and interfaces that were executed.
4.2 SYSTEM REQUIREMENTS

System requirements are representations of systems capacities, administrations and operational
imperatives. Requirements may deviate from abnormal state theoretical explanations of a
system imperative, to a nitty-gritty numerical functional specification. Two types of system
requirements include:
• Hardware Requirements
• Software Requirements
4.2.1 Hardware Requirements

This aspect of the system requirements is concerned with the physical components of a
computer that is needed for the effective operation of the software. The hardware
requirements can be split into:
• Server Requirements as shown in table 4.1

• Client Requirements as shown in table 4.2

Table 4.1: Server Side Hardware Requirements
Requirements Hardware
Processor Intel Core i5 2.0 Ghz and Higher
Primary Memory (RAM) 6 GB of RAM or higher
Secondary Memory 10GB Hard Disk Space or higher
Architecture x64 (64 Bit)
Table 4.2: Client Side Hardware Requirements
Requirements Hardware
Processor Intel Pentium III 1.2 Ghz and Higher
Primary Memory (RAM) 1 GB of RAM or higher
Secondary Memory 3 GB Hard Disk Space or higher

4.2.2 Software Requirements

Software requirements manage characterizing software asset requirements and essentials
that should be introduced on a PC to give ideal working of an application. Likewise, this
can be separated into
• Development Software Requirements: These are tools and software that are needed
for the successful development and deployment of the software, table 4.3 shows the
development software requirement
• Client Software Requirements: These are required software needed to run the
Application, table 4.4 shows the web client software requirement.
Table 4.3: The Development Software Requirements
Requirements Software
Operating System Microsoft Windows XP/7/8/8.1/10, Linux,
Macintosh
Internet Browser Google Chrome, Safari, Microsoft Edge,
Mozilla Firefox, Opera, UC Browser, etc.
Table 4.4: Web Client Software Requirements
Requirements Software
Operating System Microsoft Windows 8/8.1/10
Database Management System SQLite
Programming Languages PHP, HTML, CSS, JavaScript, JQuery,
Ajax
Phpstorm IDE
Development Tool
Web Server Xampp development server

4.3 IMPLEMENTATION TOOLS

The Tools implemented in the system include:
• HTML: Hyper-Text Markup Language, regularly alluded to as HTML, is the standard

markup dialect used to make website pages. Alongside CSS, and JavaScript, HTML is
a foundation innovation used to make pages, and additionally to make user interfaces
for portable and web applications (Flanagan).
• SQL: SQL (Structured Query Language) is special programming language expected for
administering information put away in a relational database management system
(RDBMS), or for stream taking care of in a relational information stream management
system (RDSMS).
• Phpstorm: Phpstorm is an Integrated Development Environment (IDE) used for
programming in PHP. It gives code investigation. Phpstorm is produced by the Czech
organization JetBrains. It is cross-platform taking a shot at Windows, Mac OS X and
Linux.
4.4 INTERFACES AND MODULES

This section gives a pictorial view of the various modules, sub modules and interfaces of the
web application.
4.4.1 Landing Page

This is the first page that is shown anytime the site is accessed. It states the different services
offered by the application.

Figure 4.1: Job Trust landing page.

4.4.2 Login Page

At this module the users of the platform login to their accounts using their respective
username and password. A couple of things would happen on this page.
• The user is verified if he has an account with us.

• The account type is verified, whether or not the user is either a company or a
candidate.
• The user is redirected to his or her home page based on the account type which he has
on the platform.
•
Figure 4.2: Login page

4.4.3 Candidate Homepage

This is the page which the user is redirected to after opening a candidate account and has been
successfully authenticated by the login platform for the application. This page displays the
most recent jobs which have been posted and the page also contains a rundown of the
information which is on the platform, this page also happens to contain a contact us section.
Figure 4.3: Candidate homepage.

Figure 4.4: Homepage showing the most recent jobs posted.

4.4.4 Posting Job Page

This page is where the jobs that are viewed by the candidate are created, this page can only be
accessed by the companies which have registered on the platform and are currently logged in to
the platform also.
Figure 4.5: Post a job page.

4.4.5 Registration Pages

These pages are where the company and the candidates that are interested in joining the
platform register and they are given the chance to use their email as the username and are also
allowed to input the password which they would prefer to be used when they want to login to
the Job Trust platform
Figure 4.6: Company registration page.

Figure 4.7: Candidate registration page

4.4.6 Other Modules

Modules which were also added to the platform include the following: the jobs page, the
candidate profile page, the profile update page, the search result page, the upload page, the add
experience/education page.
Figure 4.8: Add experience/education

Figure 4.9: Jobs page
Figure 4.10: Candidate profile page

Figure 4.11: Update profile page.
Figure 4.12: Job search page.

Figure 4.13 Upload page.

CHAPTER 5 – CONCLUSION AND FURURE
SCOPE
5.1 Introduction
This chapter summarizes the contributions of this work and highlights some areas for future
study.
5.3 Recommendations and Future Works

The field of e-recruitment still has a lot of issues that are not completely resolved.
Recommendations for the further improvement of this project includes:
• Notifications on new job posted by email or SMS.

• Company information viewing.
• Creation of test to validate the skills of candidates.
• Account verification via email notification.
5.2 Summary
This project “Design and Implementation of a Recruitment Management System – Job Trust” is
the development of an e-recruitment software to help organizations manage their recruitment
processes. Job Trust implementation was done in php while also using html, JavaScript and CSS
for visual appeal. MySQL was used for the database backend program. A review of history,
growth and societal effect of existing e-recruitment systems are provided
5.4 Conclusion
E-recruitment otherwise known as online recruitment is a time and money saving platform which
companies can use in order to reduce cost of recruitment for themselves.
Through this research project, the stress of job search can be eradicated and reduced to a minimal
level. This project is targeted towards the easy and efficient job search.
Job Trust E-recruitment can be improved further by creating modules or functionalities which
support the testing of candidate and also referral of such candidates to companies based on their
scores and their ranking on the recruitment platform
REFERENCES
.I, Sommerville, 2011. Software engineering. s.l.:Pearson.

A, J. D. P., 2007. Change, organizational development and culture: human resource. In:
s.l.:International Review of Business, pp. 1-10..
Furness, 2007. Measure for measure. In: s.l.:Personnel Today, pp. 3(1):53-54.
Glassdoor, 2008. homepage. [Online]
Available at: http://www.glassdoor.com/
Härtel, F. S. F., 2007. Human resource management. Transforming theory into practice..
s.l.:Australia: Pearson Education..
Indeed., 2005. homepage. [Online]
Available at: http://www.indeed.com/
J, Dysart, 2006. Electronic recruiting.. In: s.l.:American School Board Journal, pp. 193(7):27-29.
J. May, 2006. Effective hiring processes will keep your company in motion. In: s.l.:Caribbean
Business, p. 34(11):9..
JobAdvisor, 2006. homepage. [Online]
Available at: http://www.jobadvisor.com/
Jobberman, 2011. homepage.. [Online]
Available at: http://www.jobberman.com/
Linkup., 2017. Linkup.. [Online]
Available at: http://www.linkup.com/
Nel P.S., V. D. H. G. S. H. S. T. &. W. A., 2004. Human Resources Management. 6th edition..
Cape Town: Oxford University Press..
Nike’s., 2005. Nike’s successful e-recruitment. In: s.l.:Strategic HR Review, p. 4(3): 4.
R., R., 2005. Human Resources Management in New Zealand. 4th edition. s.l.:Auckland Prentice
Hall.
Schoen, 2002. E-technology streamlines staffing. In: S. L, ed. s.l.:Offshore, p. 62(12):64.
Simplehired., 2005. homepage. [Online]
Available at: http://simplehired.com/
Snagajob., 2009. homepage.. [Online]

Available at: http://www.snagajob.com/
T, Marzulli, 2002. Using internet technology to streamline healthcare recruiting. In: M. T, ed.
s.l.:Health Financial Management, pp. 56(6):62-64.
Trapp, 2002. Bargain hunt. In: s.l.:People Management, pp. 8:25, 32-35.
Turban D. B., &. K. T. L., 1993. Organizational attractiveness: An interactionist perspective.. In:
s.l.:Journal of Applied Psychology, p. 78(2):184.
APPENDIX
recruitment
The recruitment process involves finding the candidate with the best skills, experience, and
personality to fit the job. It requires a series of collecting and reviewing resumes, conducting job
interviews, and finally selecting and onboarding an employee to start working for the
organization.
System
Simply put, a system is an organized collection of parts (or subsystems) that are highly integrated
to accomplish an overall goal. The system has various inputs, which go through certain processes
to produce certain outputs, which together, accomplish the overall desired goal for the system.
management
Management is a process of planning, decision making, organizing, leading, motivation and

controlling the human resources, financial, physical, and information resources of an
organization to reach its goals efficiently and effectively.
Job
noun. a piece of work, especially a specific task done as part of the routine of one's
occupation or for an agreed price: She gave him the job of mowing the lawn. ...
anything a person is expected or obliged to do; duty; responsibility: It is your job to be
on time.

Kauma Mbewe - 28025968 Recruitment Management System

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Kauma Mbewe - 28025968 Recruitment Management System

Uploaded by

Copyright:

Available Formats

National Institute of Public Administration

Business Studies Division

FINAL YEAR PROJECT

RECRUITMENT MANAGEMENT SYSTEM

NAME: KAUMA MBEWE

THIS REPORT IS SUBMITTED IN PARTIAL FULFILMENT FOR THE

Author Name: Kauma Mbewe Supervisor Name: ………………

Date: 10th July 2021 Date: …………………………….

Signature: Signature: ………………………

RECRUITMENT MANAGEMENT SYSTEM 2

RECRUITMENT MANAGEMENT SYSTEM 3

My acknowledgement would be incomplete without due recognition and appreciation of my

RECRUITMENT MANAGEMENT SYSTEM 4

RECRUITMENT MANAGEMENT SYSTEM 5

RECRUITMENT MANAGEMENT SYSTEM 6

2.4.6 Criteria for Effective E-Recruitment ......................................................................... 27

RECRUITMENT MANAGEMENT SYSTEM 7

4.3 IMPLEMENTATION TOOLS ..................................................................................... 57

RECRUITMENT MANAGEMENT SYSTEM 8

RECRUITMENT MANAGEMENT SYSTEM 9

Figure 4.11: Update profile page.

RECRUITMENT MANAGEMENT SYSTEM 10

RECRUITMENT MANAGEMENT SYSTEM 11

MSS – Management Self-Service

HRMS – Human Resource Management System

HRIS – Human Resource Information System

HOD – Head of Department

ESS – Employee Self-Service

WBS – Work Breakdown Structure

ERP – Enterprise Resource Planning

RECRUITMENT MANAGEMENT SYSTEM 12

RECRUITMENT MANAGEMENT SYSTEM 13

1.2 Problem Statement

1.3 Aim & Objectives

• To perform critical investigation and analysis of the existing recruitment process.

• To design/model the recruitment management system

• To create database system for the applicants and companies record

• To implement the recruitment management system.

RECRUITMENT MANAGEMENT SYSTEM 14

1.4 Significance of Study

1.5 Limitation Of Study

This recruitment management system will not be constrained to an organization or firm.

RECRUITMENT MANAGEMENT SYSTEM 15

1.7 Research Questions

RECRUITMENT MANAGEMENT SYSTEM 16

CHAPTER 2 - LITERATURE REVIEW

2.1.1 Definition of Recruitment

RECRUITMENT MANAGEMENT SYSTEM 17

2.2 The old-style method of recruitment

The distinct strategy included the resulting stages:

• Singular division decides business necessities,

• Approval of essential existing

• Consent to utilize chose

• promoting strategies resolved to suit likely sources

• Length of short rundown chose

• Determination of some of CV's to peruse, store adjust

• If short rundown finish, mastermind meet

• If not locked in pick supplementary from spared CV's

• Ask named candidates to a meeting

• Elect strategy for meeting and testing

• Form last rundown

RECRUITMENT MANAGEMENT SYSTEM 18

• pick perfect applicant

• Make an offer to the fruitful hopeful