Design and Implementation of a Recruitment Management System

Design and Implementation of a Recruitment Management System.

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 seek 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 modeling 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

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 Jobber man 16

2.5.2 Glass door 17

2.5.3 Job adviser 18

2.5.4 Indeed 19

2.5.5 Link UP 20

2.5.6 Simply Hired 21

2.5.7 Snag a job 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 Modeling 27

3.4.1.1 Unified Modeling 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

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.

REFERENCES

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