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 Jobseek 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 CONTENT
Title Page
CERTIFICATION II
DEDICATION III
ACKNOWLEDGEMENT IV
ABSTRACT V
TABLE OF CONTENT VI
LIST OF FIGURES IX
LIST OF TABLES X
CHAPTER ONE: INTRODUCTION
1.1 BACKGROUND INFORMATION 1
1.2 STATEMENT OF THE PROBLEM 2
1.3 AIM AND OBJECTIVES 2
1.4 METHODOLOGY 3
1.5 SIGNIFICANCE OF STUDY 3
1.6 LIMITATION OF STUDY 3
1.7 PROJECT ORGANISATION 3
CHAPTER TWO: LITERATURE REVIEW
2.1 INTRODUCTION 5
2.1.1 Definition of Recruitment 5
2.2 THE OLD-STYLE METHOD OF RECRUITMENT 6
2.3 PROCESS OF RECRUITMENT 7
2.4 E-RECRUITMENT 7
2.4.1 The Direction of E-recruitment 8
2.4.2 Benefits 9
2.4.3 Advantages of Online Recruitment 10
2.4.4 Disadvantages of Online Recruitment 12
2.4.5 Various Online Recruiting Systems in Existence Include: 13
2.4.6 E-Recruitment Methods 13
2.4.7 Criteria for Effective E-Recruitment 15
2.5 REVIEW OF EXISTING SYSTEMS 16
2.5.1 Jobberman 16
2.5.2 Glassdoor 17
2.5.3 Jobadviser 18
2.5.4 Indeed 19
2.5.5 LinkUP 20
2.5.6 SimplyHired 21
2.5.7 Snagajob 22
CHAPTER THREE: SYSTEM ANALYSIS AND DESIGN
3.1 INTRODUCTION 23
3.2 SYSTEM ANALYSIS 23
3.2.1 Information Requirements 24
3.2.2 Requirement Analysis 24
3.2.2.1 Functional Requirements 24
3.2.2.2 Non-Functional Requirements 25
3.3 SYSTEM ARCHITECTURE 26
3.4 SYSTEM DESIGN 26
3.4.1 System Modelling 27
3.4.1.1 Unified Modelling Language 27
3.5 ACTIVITY DIAGRAM 35
3.5.1 Activity diagram for candidate 36
3.5.2 Activity Diagram for Company 37
3.6 CLASS DIAGRAM 37
3.7 DEPLOYMENT DIAGRAM 38
3.8 DATABASE DESIGN 39 CHAPTER FOUR: SYSTEM IMPLEMENTATION
4.1 INTRODUCTION 42
4.2 SYSTEM REQUIREMENTS 42
4.2.1 Hardware Requirements 42
4.2.2 Software Requirements 43
4.3 IMPLEMENTATION TOOLS 44
4.4 INTERFACES AND MODULES 44
4.4.1 Landing Page 45
4.4.2 Login Page 46
4.4.3 Candidate Homepage. 47
4.4.4 Posting Job Page. 48
4.4.5 Registration Pages 49
4.4.6 Other Modules 50
CHAPTER FIVE: SUMMARY, RECOMMENDATION AND CONCLUSION
5.1 INTRODUCTION 54
5.3 RECOMMENDATIONS AND FUTURE WORKS 54
5.2 SUMMARY 54
5.4 CONCLUSION 54
REFERENCES WEB REFERENCES
LIST OF FIGURES
Figure Page
Figure 2.1: jobberman user interface 16
Figure 2.2: Interface for Glassdoor 17
Figure 2.3: Interface for Jobadviser 18
Figure 2.4: Interface for indeed site 19
Figure 2.5: Interface for LinkUp 20
Figure 2.6: Interface for SimplyHired 21
Figure 2.7: Interface for Snagajob 22
Figure 3.1: System Architecture. 26
Figure 3.2: Use case diagram for the job seeker 30
Figure 3.3: use case diagram for job providers 32
Figure 3.4: User login Validation 33
Figure 3.5: Job search 33
Figure 3.6: Candidate Activity Diagram. 34
Figure 3.7: Company Activity Diagram. 35
Figure 3.8: Class Diagram 36
Figure 3.9: Deployment Diagram 37
Figure 4.1: Jobseek landing page. 43
Figure 4.2: Login page 44
Figure 4.3: Candidate homepage. 45
Figure 4.4: Homepage showing the most recent jobs posted. 45
Figure 4.5: Post a job page. 46
Figure 4.6: Company registration page. 47
Figure 4.7: Candidate registration page 48
Figure 4.8: Add experience/education 48
Figure 4.9: Jobs page 49
Figure 4.10: Candidate profile page 49
Figure 4.11: Update profile page. 50
Figure 4.12: Job search page. 50
Figure 4.13 Upload page. 51
Table 3.1: User Authentication use case Narrative 29
Table 3.4: individual information table 37
Table 3.5 Company Information Table 38
Table 3.6: Job posting table 39
Table 4.1: Server Side Hardware Requirements 40
Table 4.2: Client Side Hardware Requirements 41
Table 4.3: The Development Software Requirements 41
Table 4.4: Web Client Software Requirements 41
Table Page
CHAPTER ONE INTRODUCTION
1.1 BACKGROUND INFORMATION
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 Nigeria, public service organizations have had little need to worry about market share and increasing competition since they operate in a non-competitive environment. But in recent time, the emphasis on New Public Management (NPM)/Public Sector Management (PSM) approaches has forced public organizations to pay closer attention to their service delivery as consumers have begun to expect and demand more for their tax nairas.
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 et al., 1993).
1.2 STATEMENT OF THE PROBLEM
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 Jobseek that manages the recruitment processes of organizations and reduces the cost used in the recruitment of staffs.
1.3 AIM AND 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.
1.4 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.
1.5 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.
1.6 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 PROJECT ORGANISATION
Chapter one presents a general introduction, identifies the statement of the problem, the aim and specific objectives of the work, the methodology used, the significance of the project work and the limitation of the project. In Chapter Two, critical review of the literature and existing systems are presented. The system analysis and design are well described in Chapter Three.
Also, in Chapter Four, the system implementation and results are presented. The project is concluded in Chapter Five with summary, conclusion and recommendations.
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