Dr B R Ambedkar National Institute of Technology,

Jalandhar
Software Engineering Lab-File (CSPC-325)

Topic: Recruitment System

Submitted BY:
Name: Ravi Ranjan Kumar Name: Shubham Kumar
Roll No: 20103122 Roll No: 20103136

Submitted To: Dr Jagdeep Kaur

 Index
week Experiment title Deliverables Tools
Week 1 PROBLEMS IN RECRUITMENT
SYSTEM
Week 2 SRS IN RECRUITMENT
SYSTEM
Week 3 Use Case Diagram
Week 4 E-R Modeling from the Problem
Statements
Week 5 Identifying Domain Classes from
the Problem Statements
Week 6 State Chart
week
week
week
week
week
 PROBLEMS IN RECRUITMENT SYSTEM

As reported by Glassdoor, 76% percent of hiring managers admit attracting the right job
candidates is their greatest challenge. They are wasting their precious time by going through
tons of applications from candidates that are not a good fit for their open positions.
Due to the lack of qualified candidates, employers who want to fill their open positions with great
candidates will have to look beyond their employees’ social networks and local communities.
They have to find a way to expand their candidate reach in order to find those rare hidden gems.
The way things are going, soon there will be no job seekers - only passive candidates.
According to LinkedIn’s research, 70% of the global workforce is made up of passive talent who
aren’t actively job searching and the remaining 30% are active job seekers.

Major problems faced by many Tech and Non-Tech companies in recruiting are.

1. Attracting the right candidates - Choosing the best person that can find at the time—not
the best fit for the job.
2. Engaging qualified candidates - Candidates with hard-to-find skills are often
considering several jobs offers at the same time.
3. Hiring fast - Hiring teams want to hire as fast as possible, because vacant positions cost
money and delay operations.
4. Testing candidates’ skills accurately and fairly can be tricky - Virtual Hiring
Processes Fostering Candidate Fraud
 5. There’s a shortage of talent with the skills your company needs

The right candidates are out there. However, without an efficient talent sourcing strategy, HR
professionals spend countless hours and invest a lot of effort trying to find them, but with poor
results. Recruiters find it very difficult to find high-quality candidates and obtain their resumes
and contact information.
Even though many companies struggle with attracting and engaging high-quality applicants,
some still haven’t been able to streamline, simplify and automate their hiring processes.

SOFTWARE REQUIREMENTS SPECIFICATION IN RECRUITMENT SYSTEM

Requirement is the specification of implementation. It specifies the how the system

behave, what to do. Requirements engineering refers the process of understanding
what a customer expects from the HR. It is necessary and important before the
starting the recruitment we are clear about its requirements. If we don't have the
clear vision for recruitment, then facing the serious issues.

CHARACTERISTICS OF REQUIREMENTS

Requirements have some property which are following -

1. Unambiguity: There should not be any ambiguity which employed should be

to hire.
2. Consistency: At the time of hiring of employee clear vision among all the
hiring managers.
3. Completeness: For hiring the employee it is clear that which employee should
hire or which employee should not be hire.

CATEGORIZATION OF REQUIREMENTS

Based on the target or subject requirements can be classified into the groups which are
following-

1. Functional Requirements: It is covering all the functionality of recruitments system.

 Recruitment Planning: Recruitment planning is the first step of the recruitment
process, where the vacant positions are analyzed and described. It includes job
specifications and its nature, experience, qualifications, and skills required for the
job, etc. A structured recruitment plan is mandatory to attract potential candidates
from a pool of candidates. The potential candidates should be qualified,
experienced with a capability to take the responsibilities required to achieve the
objectives of the organization.
 Identifying Vacancy: After the planning we have required identify the vacancy after
receiving request from different department of the organization to HR department.
After vacancy is identified, it is the responsibility of manager to this is position is
required or not.
 Job Analysis: Job analysis is a process of identifying, analyzing, and determining the
duties, responsibilities, skills, abilities, and work environment of a specific job.
 Job Description: Job description is an important document, which is descriptive in
nature and contains the final statement of the job analysis.
 Job Specification: Job specification focuses on the specifications of the candidate,
whom the HR team is going to hire. The first step in job specification is preparing the
list of all jobs in the organization and its locations.
 Job Evaluation: Job evaluation is a comparative process of analyzing, assessing,
and determining the relative value of a job in relation to the other jobs in an
organization.
 Recruitment Strategy: Recruitment strategy is the second step of the recruitment
process, where a strategy is prepared for hiring the resources. After completing the
preparation of job descriptions and job specifications, the next step is to decide
which strategy to adopt for recruiting the potential candidates for the organization.

 Searching to the Right Candidate: Searching is the process of recruitment where

the resources are sourced depending upon the requirement of the job. After the
recruitment strategy is done, the searching of candidates will be initialized.
 Shortlisting: Finally shortlisting the candidate after completion of all above process.

2. Non-functional Requirements: They are not directly related with the

functionalities of the system. However, this defines how the system should
behave under certain situations.

 Reviewing of Resumes and Cover Letters: Reviewing is the first step of

screening candidates. In this process, the resumes of the candidates are reviewed and
checked for the candidates’ education, work experience, and overall background
matching the requirement of the job
 Use Case Diagram
Introduction
Use case diagram is a platform that can provide a common understanding for the end-users,
developers, and the domain experts. It is used to capture the basic functionality i.e., use
cases, and the users of those available functionality, i.e., actors, from a given problem
statement.

Objectives
 How to identify different actors and use cases from the problem statement.
 How to associate use cases with different types of relationships.
 How to draw a use-case diagram.

Definition
Use case diagrams belong to the category of behavioral diagram of UML diagrams. Its aim
to present a graphical overview of the functionality provided by the system. It consists of a
set of actions (referred to as use cases) that the concerned system can perform, one or more
actors, and dependencies among them.

Graphical Representation
From the use case diagram, it is clear that user first go to the home page and then login or
signup as an employee or a recruiter after that recruiter post the jobs and employee can apply
for the jobs. After that employees go to the contest section after qualifying that it can give
the hackathon. And then HR generate the final result and employee can hire or not finally
notified.
 E-R Modeling from the Problem Statements

Introduction
Developing databases is a very important task to develop a system. Before going to form
exact database, tables and establishing relationships between them, we conceptually or
logically can model our database using ER diagrams.

Objectives
 Identify entity sets, their attributes, and various relationships.
 Represent the data model through ER diagram.

Entity Relationship Model

Entity-Relationship model is used to represent a logical design of a database to be created. In
ER model, real world objects or concepts are abstracted as entities, and different possible
associations among them are modeled as relationships.

ER Diagram
From the our problem statement, the first step is to identify the entities, attributes and
relationships. We represent them using an ER diagram. Using this ER diagram, table
structures are created, along with required constraints. Finally, these tables are normalized in
order to remove redundancy and maintain data integrity. Thus, to have data stored
efficiently, the ER diagram is to be drawn as much detailed and accurate as possible.

Identifying Domain Classes from the Problem Statements

Introduction
Same types of objects are typically implemented by class in object-oriented programming.
As the structural unit of the system can be represented through the classes, so, it is very
important to identify the classes before start implementing all the logical flows of the
system.

Objectives
 Understand the concept of domain classes.
 Identify a list of potential domain classes from a given problem statement.

Domain Class
In Object Oriented paradigm Domain Object Model has become subject of interest for its
excellent problem comprehending capabilities towards the goal of designing a good software
system. Domain Model, as a conceptual model gives proper understanding of problem
description through its highly effective component is the Domain Classes. Domain classes
are the abstraction of key entities, concepts or ideas presented in the problem statement. As
stated, domain classes are used for representing business activities during the analysis phase.

Domain Class
Obtain the user requirements from problem statement as a simple, descriptive English text.
Identify and mark the nouns, pronouns, and noun phrases from the above problem
statements. List of potential classes is obtained based on the category of the nouns.

State Chart

Introduction
Capturing the dynamic view of a system is very important for a developer to develop the
logic for a system. State chart diagrams are popular UML diagram to visualize the dynamic
behavior of an information system.

Objectives
  Identify the distinct states a system has.
 Identify the events causing transitions from one state to another.
 Represent the above information pictorially using simple states.
 Identify activities representing basic units of work, and represent their flow.

State chart Diagrams

In case of Object-Oriented Analysis and Design, a system is often abstracted by one or more
classes with some well-defined behavior and states. A state chart diagram is a pictorial
representation of such a system, with all it is states, and different events that lead transition
from one state to another.

Thank You