Certificate

This is to certify that the following group of Name students, from the Information
Technology Department have successfully completed their final three years project titled
as Online Job Portal Management system and hereby given all necessary privileges and
authorities by Horseed International University with full support to fulfill their degree
requirements under the supervision of Eng:.Ibraahim Faarah Hilowle (Lecturer) and
with the approval of IT Department.

Names of students:

1.Maxamed Axmed Abdi

2.Shuceyb C/laahi Cilmi

3.Ismaciil Ali Mohamed

4. Mahad Maxmed Cali

NB: Any alteration renders this certificate invalid.

Dean, Faculty Of CS&IT Project Supervisor

_______________ _________________

Date: 8 May , 2021

Website: www.hiu.edu.so Mogadishu - Somalia

I
 Online Job Portal Management system

By

Mohamed Ahmed Abdi

Shuceyb C/laahi Cilmi

Ismail Ali Mohamed

Mahad Mohamed Cali

A PROJECT

RESENTED TO THE FACULT OF

COMPTER SCIENCE AND TECHNOLOGY

HORSEED UNIVERSITY

MOGADISHU-SOMALIA

INPARTIAL FULFILMENT OF THE REQUIRMENTS FOR THE DEGREE

BACHELOR OF COMPUTER SCIENCE IN INFORMATION TECHNOLOGY

MAY,2021

II
 DECLARATION A

“I hereby declare that I have read this thesis and my opinion this thesis is
sufficient in terms of scope and quality for the award of the degree of
Information Technology

Signature : Name of Supervisor Eng. Ibrahiim Faarax

Hilowle Date: May, 2021

III
 DECLARATION B

A report submitted in partial fulfillment of the requirements for the award of

the degree of Bachelor of Information Technology.

IV
 DEDICATION

This thesis is sincerely dedicated to our lovely Family who give our basic
care and unforgettable encouragement for all stages of our education and
paying my requirements without any hesitation. Moreover, we dedicate this
thesis to all our beloved brothers, sisters and friends who have been helping
for any time.

V
 ACKNOWLEDGEMENTS

We thank to Allah the Creator of this world, who gave us the opportunity to complete
this project successfully. You won't find a successful person made his way to the top,
without a support. Each one of us is debt to known or unknown people. Those who
gave us hands when darkness was everywhere around. Show us the way, surrounded
us, and smiled to us… gave us hope. We would like to thank our family and parents
for supporting us emotionally and financially.
We would like to thank the administration of Horsed International University,
especially Dean of Faculty of Computer Science and Technology, Eng./ Ibrahim
Farah Hilowle for his guidance, training, supervision and encouragement during our
study at the university especially Information Technology (IT).

We would like to extend our warmest gratitude to our supervisor, Eng Ibrahim Farah
Hilowle for his immense amount of support, advice, and guidance throughout the
process.

We couldn’t have done any of this without their support.

VI
 ABSTRACT

In the name of Allah the creator and peace is upon Mohamed the prophet of Allah.

As Students who are assigned to develop their final project with the title “Online

Job Portal Management System”. We are here to develop system that is our final project
and Four Students will involve in the process of development of this system. The project
will facilitate the Online Job Portal Management system of Universities by using simple
procedures. We are preparing this project to reduce the complexity of the current system
from manual to computerized one.

VII
Contents

DECLARATION A ............................................................................................................ III

DECLARATION B............................................................................................................. IV

DEDICATION ......................................................................................................................V

ACKNOWLEDGEMENTS ............................................................................................... VI

ABSTRACT ......................................................................................................................VII

CHAPTER ONE………………………………………………………………………….. 1

INTRODUCTION ............................................................................................................... 1

1.1 Introduction ............................................................................................................. 1

1.2 Background and History ........................................................................................ 2

1.2.1 Job Search ........................................................................................................... 2

1.2.2 The Internet .......................................................................................................... 2

1.3 Statement of The Problem ..................................................................................... 3

1.4 Justification of The Problem ................................................................................. 4

1.5 Aims of Research .................................................................................................... 5

1.6 Objectives of Research ......................................................................................... ..5

Chapter One ........................................................................................................................ 6

Chapter Two ....................................................................................................................... 6

Chapter Three ..................................................................................................................... 6

Chapter Four ....................................................................................................................... 6

VIII
Chapter Five ....................................................................................................................... 6

Chapter Six ......................................................................................................................... 6

CHAPTER TWO………………………………………………………………………….7

LITERATURE REVIEW .................................................................................................. 7

2.1 Introduction ............................................................................................................ 7

2.2 Definitions of Recruitment .................................................................................... 8

2.3 The Recruitment Processes ................................................................................... 10

Figure 2. 1 Recruitment Process Diagram ..................................................................... 10

2.4 The Impact of Using the Internet for Job Search ............................................... 10

2.5 Existing System .................................................................................................. 11

2.6 Proposed System ................................................................................................ 13

2.8 Features of Job Portals ....................................................................................... 14

CHAPTER TREE……………………………………………………………………17

METHODOLOGY .................................................................................................... 17

3.1 Introduction .......................................................................................................... 17

3.2 Data Collection .......................................................................................................17

3.2.1 Interview ........................................................................................................... 17

3.2.2 Observation ...................................................................................................... 17

3.2.3 Secondary Source ............................................................................................. 18

3.3 Software Development Methodology .................................................................. 18

Figure 3. 1 Waterfall methodology ................................................................................ 19

3.4 Development Tools and Platform ........................................................................19

3.4.1.1 PHP ........................................................................................................................ 20

3.4.1.2 MYSQL ................................................................................................................. 21

Sublime Text 3 .................................................................................................................. 21

IX
 CHAPTER FOUR.……………………………………………………..…………………22

SOFTWARE REQUIREMENTS SPECIFICATIONS ..................................................... 22

4.1 Introduction .......................................................................................................... 22

4.2 Functional Requirements ..................................................................................... 22

4.2.1 Job Seekers ........................................................................................................ 22

4.2.2 Employers ..................................................................................................... 23

4.2.3 Administrator. ................................................................................................... 24

4.3 Use Case Diagrams ............................................................................................... 24

4.3.1 Use Case Diagram for Administrator ........................................................................... 25

Figure 4. 1 use case for administrator ...................................................................................... 25

4.3.2 Use Case Diagram for Job Seeker. ……………………………………………………26

Figure 4. 2 use case diagram for job seeker ............................................................................. 26

4.3.3 Use Case Diagram for Recruiter............................................................................ 27

Figure 4. 3 use case for recruiter .................................................................................... 27

4.3.4 Use Case Description ..................................................................................................... 28

4.4 Non-Functional Requirements.......................................................................................... 31

CHAPTER FIVE.………… ……...…………..………………………………………… 33

SYSTEM DESIGN AND IMPLEMENTATION ............................................................. 33

5.1 Introduction .......................................................................................................... 33

5.2 System Architectural Design ............................................................................... 33

Figure 5. 1 The 3-Tier Architecture Design .................................................................. 33

5.3 Database Design ................................................................................................. 34

Table 5. 1 Admin Table ................................................................................................. 35

Table 5. 2 Apply job post Table .................................................................................... 35

Table 5. 3 Career Table ................................................................................................. 35

Table 5. 4 Cities Table .................................................................................................. 36

X
 Table 5. 5 Company Table ............................................................................................36

Table 5. 6 Education Table ............................................................................................ 37

Table 5. 7 Industry Table .............................................................................................. 37

Table 5. 8 Job Post Table .............................................................................................. 37

Table 5. 9 Mailbox Table .............................................................................................. 38

Table 5. 11 State table ................................................................................................... 39

Table 5. 12 Users Table ................................................................................................. 39

Figure 5. 3 job portal system database design .............................................................. 42

5.4 User Interface Design ....................................................................................................... 43

Main home page ................................................................................................................ 44

Figure 5. 4 Main home page .......................................................................................... 44

Job Search page ................................................................................................................. 45

Figure 5. 5 Job search page ........................................................................................... 45

Recruiter login page .......................................................................................................... 45

Job Seeker registration page .............................................................................................. 46

Figure 5. 7 Job seeker registration page ........................................................................ 46

Recruiter’s home page ....................................................................................................... 47

Figure 5. 8 Recruiter's home page ................................................................................. 47

Search candidate page ....................................................................................................... 47

Settings page ...................................................................................................................... 48

Figure 5. 10 Settings page ............................................................................................. 48

Figure 5. 11 Admin login page ...................................................................................... 49

Admin home page ............................................................................................................. 49

Figure 5. 12 Admin home page ..................................................................................... 49

5.5 Implementation .................................................................................................. 49

5.6 Testing ................................................................................................................ 50

XI
 5.7 Quality Assurance .............................................................................................. 52

5.8 Software Quality Assurance (SQA) Plan ........................................................... 52

CHAPTER SIX……………………………………………………………………..…..54

CONCLUSION ……………………………………………………………………..54

6.1 Summary ............................................................................................................... 54

6.2 Challenges ............................................................................................................. 55

6.3 Recommendation and Future Work ................................................................... 55

REFERENCES .................................................................................................................. 56

GLOSSARY ...................................................................................................................... 59

Installation Guide ...............................................................................................................60

System Admin ................................................................................................................... 62

Employer ........................................................................................................................... 62

Job Seeker ...........................................................................................................................63

APPENDIX C SAMPLE CODE ...................................................................................... 6

XII
XIII
 CHAPTER ONE

INTRODUCTION

1.1 Introduction
Unemployment is a still one of the serious problems for both developed and
developing countries in the world. The increasing number of unemployed
graduates has become one of the serious problems in Somaalia. According
to the latest Somaalia Labor Force Survey Report by the
Somaalia Statistical Service, Somaalia’ unemployment rate stood at 11.9
percent in 2015 (Arthur, 2017). People are unable to get access to job
opportunities due to inefficient distribution of information on job offers but
now the Internet has made a huge impact on knowledge management and
information dissemination all over the world. In today’s competitive world,
it is difficult for people to get job easily and also difficult for people to find
suitable jobs that match with their skills. It has also become difficult for
organizations to find people who are best in their fields and intelligent to be
hired. Normally when people want to search for job, they search the
newspapers, employment agencies, existing employee contacts, listen to
radio or watch television broadcasts that may advertise job vacancies but
access to the Internet has changed the ways for searching for jobs and
looking for quality candidates.

The Internet has changed the way of looking for job vacancies and searching
for right and qualified candidates, through the development of job portals.
Job portal system has made job searching processes easier. A job portal
system provides an efficient way for searching the Internet for job vacancies
available and looking for suitable candidates. It has reduced the manual
efforts in job and applicant searching process. This system is to eliminate
and some cases reduce the hardships faced by the existing system and also
the problems prevailing in the practicing manual system.

1
1.2 Background and History
1.2.1 Job Search

Job search in simple terms is the process whereby people look for job due
to unemployment or unsatisfied with current job. People usually search for
job posts or vacancies that they qualify to apply to.

Job posts, according to Richardson (2003), is the practice of publicizing an

open job to job seekers (often by literally posting it on bulletin boards) and
listing its attributes, such as criteria of knowledge, qualification, skill and
experience.

According to Anne (2011), job search is the process that aims to match job
seekers to suitable job opportunities. From an economics perspective,
jobsearch theory is concerned with individuals’ decisions to accept or reject
job offers given the cost of searching and the reservation wage. A
sociological perspective on job search takes into account more aspects of
the job-search process such as motivating factors leading individuals to
search and activities that lead to job offers being made (Mogadishu 2014).

Anne ( 2011) points out that job search methods have traditionally been divided into formal and
informal methods.

• Formal methods include using the services of employment agencies or answering advertisements
published in newspapers, journals and Internet.

• Informal methods include using one’s personal contacts, contacting employers directly.

1.2.2 The Internet

The Internet is the global system of interconnected computer networks that use
the Internet protocol suite(TCP/IP) to link devices worldwide. The Internet is
the largest computer network in the world, connecting millions of computers.

In this age of technology, the Internet has become one of the key methods
for getting information relating to job vacancies and suitable candidates.
The Internet has drastically changed the face of job search and recruitment.

2
 Employers must now actively market themselves by instituting a wellimplemented e-
recruitment program to find better quality candidates and improve hiring decisions, all in less
time and at a lower cost (Smith and Rupp, 2004).

People access the Internet from several locations including home, work,
school, library or community center, in addition to, new wireless devices
that provide access essentially anywhere within the network range (
Mogdishu 2014).

Monster.com, LinkedIn, Indeed.com are some of the top online job search sites being used by
job seekers and recruiters worldwide.

Job Portal System or a job search site is a powerful, flexible and easy to use
software which is developed to provide a common platform for interaction
to address the communication gap between job seekers and recruiters. The
system is to make the job searching processes simpler and easier.

Job Portal also known as job boards or job search site uses the Internet to
make the process of finding suitable candidates and jobs quicker, cheaper
and more efficient (searching for jobs which have been advertised
electronically). For job seekers, a recent research shows that 69% of job
seekers see that Internet has been “very helpful” in their job search, and

22.3% see it “somewhat helpful”, that is a sum of 91.3% (Sabatin, 2007).

1.3 Statement of The Problem

Good quality work is done by quality people and hence, the effectiveness of an organization depends on
its staff, their training, organization and discipline.

According to Smith and Rupp (2004), “Shifting hiring processes from the paper
and time intensive manual method to an automated one save time and money and
boosts productivity by leaving positions vacant for shorter periods of time in
addition, the cost associated with posting on a job board compares favorably with
placing job ads in newspapers, and, in some cases, may be more cost-effective”.

Job portals are now popularly used all over the world and some of these existing
systems are monster.com, indeed.com,

3
 linkedIn.com, SimplyHired.com, etc. The following are some of the problems encountered
in the existing systems.

• No feedback mechanism

• No use of social media and social networking sites such as Facebook, Twitter, etc.

• Friendly and interactive graphical user interface

• Candidates unable to personalize or customize their pages or interfaces

• Less Security

1.4 Justification of The Problem

It is necessary to develop this system to help solve the problems that are stated above.

Feedback mechanism: The proposed system will have the mechanism of

taking feedback from all users (employers and job seekers) from time to
time. Also, in case a user faces any issue while using the system, there is an
option to report.

SMS and E-mail integration: The proposed system will send SMS
notifications to job seekers when there is an update or a job is posted and
also reminders will be sent to users to update their profiles to current status
and an e-mail-based newsletter for awareness.

Friendly and interactive graphical user interface: The proposed system

will allow easy usage, interactivity, meaning there will be a two-way
communication between job seekers and recruiters, and among job seekers.

Personalization and Customization: the proposed system will allow users to change the interface based
on their preferences or behavior.

Security: For privacy and data protection, the proposed system will allow
users have access to data only they must access. Unauthorized users will not
have access to data. And also, an email alert will be sent to users when
logged in.

4
 1.5 Aims of Research
Thousands of job seekers move from one business to another every day in search
of a job. This process of seeking job is a huge task that job seekers have to go
through every day before they get job as it is time consuming and also costly.

The main aim of the research is to develop a web-based system that will
hopefully eliminate or reduce the manual work in job searching process and
also reduce cost and time when advertising their job vacancies.

The system will provide job seekers the platform where they can search for jobs easily and faster.

1.6 Objectives of Research

The objectives of this research are:

• To detect and identify the needs of recruiters and job seekers which was incorporated into the
system
• To design, develop and implement an effective and efficient job portal system • To develop a
job portal that allows employers to post job advertisements
• To minimize the time consumed in job searching process and provide 24/7 accessibility

• To develop a job portal that allows job seekers to search for jobs and upload their resume.

1.7 Scope and Limitations of the Research Work

Some of the features of this system are:
• It alerts job seekers through an email and SMS when a job is posted, when chosen for a job, etc.
• Job seekers uploads their resume.

• It keeps information recruiters and job vacancies available.

• It keeps information of job seekers like personal details, educational details, skills, experience,
etc.
• Communication between job seekers and the company.

• It contains feedback mechanisms

Every research or study has its own challenges and consequently, this research work has its limitations.
Online interview of applicants is not included in this project.

5
1.8 Proposed Chapter Outline
The following outlines a summary of what each chapter entails;

Chapter One

In chapter one, we will look at the introduction of the job portal system such
as the general overview, background and history of the foundation of the
research. It also outlines the problems why it is important undertaking this
project as well as the aims and objectives of the software. It also states the
scope and limitations of the research work and finally a summary of each
chapter.

Chapter Two

The chapter two includes the literature review, setbacks of the existing system, purpose of the proposed
system and limitations of the proposed system.

Chapter Three

In this chapter, we explain the research methodologies such as the data

collection, the software development methodology and finally the platform
and tools used in the development of the proposed system.
Chapter Four

The chapter four shows system requirement specification, which outlines the functional requirements
that states the functions of the system, use cases which illustrates behavioral requirements and finally
non-functional requirements of the system such as speed, security, availability, etc.

Chapter Five

The chapter five includes the system architectural design, the database design and finally the

user interface design and finally the ways the software will be tested.

Chapter Six

This chapter outlines the challenges or problems encountered and conclusion of

the system some recommendations for the system so as to help produce a better
system in the future.

6
 CHAPTER TWO

LITERATURE REVIEW

2.1 Introduction
This reviews some of the works various researchers have provided in an
attempt to explain the concept of manual or traditional ways for job
procurement. It also sells at the relationship of the proposed research for
purposes of good representation and critical review of the existing literature
and also critically examines the process of employee recruitment in an
organization and from the perspective of human resource management and
compare to that of online processes.

Job seeking usually involves different ways to look for jobs such as through
personal contacts, direct telephone calls to employers, job agency office,
etc. (Mansourvar and Mohd, 2010). The choice of a particular recruitment
strategy by an organization is specific to the resources available to the
organization at hand and its environmental dynamics.

Before the Internet became widely used as a method of seeking jobs,

jobseekers spent a lot of time using various methods to look for job openings
(M. Mansourvar and N. Y. Mohd, 2014). According to E. Galanki (2002),
the following methods are to be the traditional ways for recruitment:

• Employment recruitment agencies

• Job fairs

• Advertising in the mass media such as newspapers

• Management Consultants

• Existing employee contacts

• Schools colleges or universities students’ services department

• Workers or professional referrals

7
 These old jobs seeking methods are too slow, stressful, challenging and also lack quality (Mauno, et al.,
2007).

In this age of technology, the Internet plays an important role in the area of
Human Resource Management and has also become a powerful tool that job
seekers can use to get the information they need at less cost and within the
shortest possible time. Most organizations in the world now uses computer
technology and the Internet for the recruitment of their staff.

Observation has shown that although the Internet has made the process of job
seeking easier and faster, it has not completely replaced the manual or traditional
methods for recruitment.

2.2 Definitions of Recruitment

Various researchers have contributed to the field of HRM and have offered
intensive and profound knowledge on the branches of HRM especially on
recruitment and selection (Gold and Bratton, 2007). Recruitment basically
links the job seekers and the employees.

The following are some of the different definitions of recruitment;

Recruitment is the process of generating a pool of capable candidates applying to an organization for
employment (Gold and Bratton, 2007).

According to DeCenzo and Robbins (1994), “Recruitment is that set of

activities an organization uses to attract job candidates who have the
abilities and attitudes needed to help the organization achieve its
objectives”. The recruiting efforts thus consist of where to search (source)
and how to notify applicants of positions (methods).

According to Armstrong (2006), “the aim is to obtain, at a minimum cost, the number of
suitable and qualified candidates to satisfy the needs of the organization”. Raymond J.
Stone (2005) defines recruitment as the process of seeking and attracting a pool of
applicants from which qualified candidates for job vacancies within an organization can
be selected.

8
 The Chartered Institute of Personnel Management of Nigeria(CIPM) gave the definition
of recruitment as the process of identifying and attracting or encouraging individuals with
the requisite skills and profile (potential candidates) to apply to fill existing or future
vacant positions in the organization by making them aware that such vacancies exist.

2.3 The Recruitment Processes

As defined earlier by Raymond J. Stone (2005), recruitment is the process
of seeking and attracting a pool of applicants from which qualified
candidates for job vacancies within an organization can be selected. The
recruitment process comprises of five stages, namely:

• Planning

• Strategy development

• Searching

• Screening

• Evaluation and control

This is shown in the Figure 2. 1 below.

9
 The Recruitment Process Diagram

Figure 2. 1 Recruitment Process Diagram

2.4 The Impact of Using the Internet for Job Search

This section of the project deals written documents and other research conducted to assess the impact
of the use of the Internet and ICT on job search.

According to Green, et al. (2011), the use of the Internet can impact on
individuals’ job search by reducing the cost of finding information about
job opportunities and applying for jobs. This may in turn allow more
intensive job-search activity and increase the probability of finding a job.

Reporting on a survey of recruitment activities, Parry and Tyson (2008)

investigated the usage and perceived success of both corporate and
commercial websites by employers in the UK over a six-year period. In
addition, 20 interviews with users and providers of online recruitment were
conducted in order to provide a deeper exploration of the factors that may
affect the success of these methods. The results indicated that the most
common reasons why organizations used corporate or commercial websites
were effectiveness, ease of use for candidates, to obtain a larger candidate
pool, ease of use for the organization, speed to hire and company policy.

10
 (Bangfu, 2014)
Also, researchers have also investigated other ways in which the use of this
ICT has impacted on job search, using data from former welfare recipients
in Florida, McDonald and Crew (2006) investigated ‘the extent to which
Internet job search results in the receipt of better jobs than traditional search
methods’ (p. 240). The authors found that those who searched on the
Internet were significantly more likely to have found jobs that offered
pension benefits, health care for their children and training opportunities.
Furthermore, their analysis indicated that women who searched on the
Internet found jobs with significantly higher wages than those who did not
search on the Internet. However, these results need to be interpreted with
caution since the authors also found that those who searched on the Internet
have more skills, and that the jobs posted on the Internet tended to be more
highly skilled jobs. After measuring the vocational preparation (in terms of
training, education and experience) necessary to perform the jobs
concerned, they concluded that: ‘(1) the Internet searchers have greater
jobrelated skills than people who do not search on the Internet and that (2)
highly skilled jobs are more likely to be advertised on the Internet.’ (p. 246).
Thus, it is difficult to discern whether a better job is the result of using the
Internet or if the population who use the Internet to look for jobs is
representative of more skilled individuals with potential access to higher
quality jobs (Green, et al., 2011).

2.5 Existing System

2.5.1 Case Study: Recruitment Agencies
Recruitment agencies is one of the traditional methods used for recruitment
and still used in Somalia. Employment Recruitment agency is an
organization that matches job seekers to recruiters or employers. Job seekers
registers with the agency providing all the personal and necessary
information needing to apply for a job and the agency searches for job
vacancies. Clients are notified when they have been accepted for a job.
Some of the examples of recruitment agencies in Somalia are Job House
Recruitment Agency and Mon-Tran Somaalia Ltd.

11
2.5.2 Case Study: Online Recruitment System for Unisky Group of Companies
An existing system was submitted by Asamoah Evans to Sunyani Polytechnic in
the year 2016. The system was developed to improve on the existing system being
used at Unisky Group of
Companies. The system was developed with the aim of converting the manual or
traditional ways of recruiting employees at Unisky Group of Companies into a
computerized or electronic way. (Asamoah, 2016)

The following are the features of the system;

• Displays job vacancies

• Job Seekers registration

• storing application data

• Interview process initiation

• Scheduling Interviews

• Storing Interview results for the applicant and finally hiring of the applicant

Some of the functionalities the system lacks;

• No feedback

• No resume uploads

• No SMS notification

• No Email notification

• Less security

2.5.3 Case Study: Research at University of Horseed.

A survey was conducted by Bernice Mogadishu at the University of Horseed
on the use of the Internet as a site for job searching in 2014. The findings of
the study showed that majority of the job seekers surveyed perceived online

12
 job search to be more effective as compared to alternative or traditional job
search methods. Ease of use and improved chances of getting job faster and
easier were revealed as the two biggest factors influencing the use of the
Internet for job search than any alternative job search methods. (Mogadishu
2014)

2.6 Proposed System

The development of this Job Portal System will save job seekers time and
money that would have been spent on manually visiting organizations to
look for job vacancies and also the time and money employers would have
spent to make bill boards, flyers, posters and to pay radio stations for
announcements. And also, employers are able to view and search for good
and quality job candidates.

Some features of this system are modules that:

• Authentication of users

• High performance

• Security

• Advanced job searches by keywords such as region, city, date, category, status

• Advanced company search by keywords such as region, city, category, status

• Send and reply messages

• Report or send feedback

• Email and SMS notification

• Site personalization

• User friendliness

• Resume upload and download

13
 People all around the world can apply and register. This in no doubt will help simplify the
recruitment process at the company. According to (M. Mansourvar and N. Y. Mohd,
2014),

“Job portals are the starting point of jobseekers when searching for jobs. It is believed
that three quarters of people who are searching for jobs, use the Internet and online
portals”.

2.7 Benefits of The Proposed System.

M. Gangle (2007) stated that online recruitment has the following advantages:

• Employers can identify a large number of eligible job seekers and

get their information easily. This means organisations or employers
are able to attract a higher number of candidates or get a pool of job
seekers.
• Cost saving. This means companies or organizations using the job
portals spend less to advertise their job vacancies as compared to the
use of the traditional methods such as the newspaper, etc.
• It is very fast and also saves time. This means that when
organizations or employers post or publish their job vacancies on
the portal, jobseekers are able to view it and send in their resume
with the shortest period of time.

Therefore, cost and time saving are two significant advantages of job portals (M.

Mansourvar and N. Y. Mohd, 2014).

2.8 Features of Job Portals

The members of the European Commission (EC) stated that online job
portals should have quite similar characteristics that include: an online
searchable database of positions for job searcher, facilities to send CVs to
the website, email alerts of jobs which match the users profile, employers
must have the ability to publish and manage job positions, search CV
database (M. Mansourvar and N. Y. Mohd, 2014).

14
There are many job portals available online such as Monster.com, LinkedIn, Salary.com, etc.

I. LinkedIn is a business related social networking site mainly used

for professional networking. Users maintain a list of contact details
of people with whom they have some level of relationship, called
connections. This list of connections can then be used to build up a
contact network, follow different companies and find jobs, people
and business opportunities (Broughton, et al., 2013).
II. Jobberman.com is another job portal available. It is a jobs search
website in Nigeria that started on 16 August, 2009 at the Obafemi
Awolowo University, Osun State, Nigeria. It is described by Forbes
as “West Africa’s most popular job search engine and aggregator”
(Anon., n.d.). Jobberman.com gives you full access to search tools,
all the jobs that match you career needs as well as unlimited
application to jobs vacancies of choice and other services that give
you full value for you job search.
III. Salary.com is another job portal available online. It is based on
advertising, while it also provides some paid services such as
Personal Salary Report for job seeker, which is based on the job,
location, personal skills, and other company factors (Salary.com,
n.d.). Salary.com enables the basic search by job title, location, or
the salary, in general. It focuses on providing detailed salary
information organized by job type and by geographic location,
jobstar.org, and wageweb.com are similar (Kulik, 2004). It also gets
some of jobs data from other portals like Dice, Monster, etc.

IV. Monster.com is one of the Internet’s earliest dotcom domain

registrants and the first commercial online job placement
destination (Tatnall, 2005). It was created in 1999 through the
merger of the Monster Board (TMD) and Online Career
Centre(OCC). The idea is based on posting CV by the user or job
seekers then the system makes it available for employers. Monster
is primarily used to help those seeking work to find job openings,
for lower to mid-level employment, that match their skills and
location (Monster.com, n.d.). Monster also offers employers
15
 costeffective and efficient recruiting solutions including real-time
job postings, complete company profiles and resume searching.

The above examples of job portals are general job portals or job search engines.
However, there are specialized portals which focus on a certain area, an example is
Dice.com, which is owned by Earth Web Network (the largest online IT jobs portal)
with 175,000 high-tech listings (Moss, 2000). This search engine is specialized in
listing IT careers all around the world. The use of semantic web technology gives
market transparency, higher speed of procurement but reduced transaction cost
(Mocho, et al., 2007), which ensures worker performance and positive organizational
outcomes. Consequently, there is the need for every company or organization to have
an electronic recruitment system, hence, the essence or need for this project work.

16
 CHAPTER THREE

METHODOLOGY

3.1 Introduction
This section of the project describes or includes three main areas: data
collection procedures, software development methodology and
development tools and platform. In the development of a system, it is
important to obtain the accurate, necessary and needed requirements to
ensure good and quality system development.

3.2 Data Collection

Data collection is the process of gathering and measuring information on
targeted variables in an established systematic fashion, which then enables
one to answer relevant questions and evaluate outcomes (Anon., n.d.). Most
common approaches for application development studies include
Inquisitive techniques (interviews, questionnaires, Brainstorming and
Focus Groups) and Observational techniques (Work Diaries, Participant
Observation).

The data collection approaches used are as follows:

3.2.1 Interview
Interview is a very powerful method or tool for gathering data since it allows
the person conducting the interview clarify a number of issues and also
achieve detailed information. This provided the opportunity to get the in
depth understanding of the users’ needs and requirements. Unstructured
interview gives the chance to ask open-ended questions which helps
identifies most of the system requirements. With interview, there is
opportunity to ask most relevant questions customized for each respondent.

3.2.2 Observation
Observation is the process of monitoring something or someone closely to
get an information. It helps one to gather life information or data from
naturally occurring situation. This means that hidden or concealed data
17
 would be revealed or disclosed. First-hand information rather than
secondhand information would be collected by looking at what is taking
place in the real situation again. Observing or seeing the current system in
action gives a thorough understanding and additional perspective of system
procedures.

3.2.3 Secondary Source

Secondary sources of data were also used in this project. This includes obtaining
or gathering data from library source, newspapers, Internet, journals, articles,
reports, bulletins, newsletters.

Most of the data collected have been covered in the chapter two, the literature review, of the project.

3.3 Software Development Methodology

A software development methodology in software engineering is a
framework that is used to structure, plan and control the process of
developing an information system. A methodology defines a paradigm (i.e.
approach) to be used and a precise lifecycle to be used.

In the development of this system, an Iterative and Waterfall Methodology

was used to ensure systematic and sequential flow of the system stages and
also considering error fixing during and after development.

18
 Figure 3. 1 Waterfall methodology
This methodology was chosen for its classic life cycle, systematic and sequential.

Figure 3. 2 Iterative Methodology

This methodology was chosen for its classic life cycle that enable error fixing during and after
development.

3.4 Development Tools and Platform

This system was developed using the following architecture and tools;

• Microsoft Windows 10

• MySQL

19
 • PHP, HTML, CSS and JavaScript

• Apache Server (XAMPP)

• Browser (Chrome and Firefox)

• Sublime Text 3

3.4.1 XAMPP (Apache Server)

XAMPP stands for Cross-Platform (X), Apache (A), MariaDB (M), PHP
(P) and Perl (P). It is a simple, lightweight Apache distribution that makes
it extremely easy for developers to create a local web server for testing and
deployment purposes. XAMPP is also cross-platform, which means it works
equally well on Linux, Mac and Windows. XAMPP was chosen because of
its portability. XAMPP consists of the following;

3.4.1.1 PHP
PHP is an acronym for “Hypertext Pre-processor” and is a server-side
programming language used for web development. It is a widely used, open
source scripting language. PHP language has its roots in C and C++ so it is
easy to learn and manipulate. PHP can run on both UNIX and Windows
servers. In the development of this job portal system, PHP was chosen
20
 because it is dynamic, cheap and easy to setup, secure, fast, reliable and can
interact with many different relational database management systems
(DBMS).

3.4.1.2 MYSQL
MySQL is one the world’s most popular open source database management
system. It is a freeto-use, open source database that enables users to create
database and perform various forms of data manipulations and database
administration. MySQL was chosen for the development of this system
because of its advanced features like the following;

• Data Security

• On-Demand Scalability

• High Performance

• Complete workflow control

• Easy to learn and use

Sublime Text 3

Sublime Text is a proprietary cross-platform source code editor with a

Python application programming interface (API). It natively supports many
programming languages and mark-up languages, and functions can be
added by users with plugins, typically community-built and maintained
under freesoftware licenses. I used sublime text 3. Sublime text was chosen
because of its features like;
• Multiple selections – this allows you to change texts on different line at once, with ease and also
faster.
• Performance

• Cross platform – sublime text is available for Mac, Windows and Linux.

21
 CHAPTER FOUR

SOFTWARE REQUIREMENTS SPECIFICATIONS

4.1 Introduction
Software requirements specification gives a complete description of the
behavior of the system being developed. This includes the minimum
requirements (hardware and software requirements) that is required by the
system to ensure high performance. For developers to derive requirements
of a system, it is important to get a clear and thorough understanding of the
products or system being developed. This is achieved through detailed
communication with users of the system.

These requirement identifications and gathering of the system is what is acknowledged in technical
terms as specifications.

4.2 Functional Requirements

A function is described as a set of inputs, the behavior and outputs.
Functional requirements define the functions of a system or its components.
It also describes the services that a system is expected or can provide. The
following are some of the functionalities the system will provide;

4.2.1 Job Seekers

• Registration

• Login

• Search for job vacancies

• Upload or create resume

• Apply for job

• Search company profile.

• Update Profile

• Send and receive messages

22
 • Deactivation of account

• Email and SMS notification

• Logout

• Send feedback

• View applied jobs

4.2.2 Employers
• Registration.

• Login

• Send and receive messages

• Deactivation of account

• Email and SMS notification

• Search resume

• View job applications

• Create and view job post

• Search job seekers profile

• Update profile

• Send feedback

• Logout

23
4.2.3 Administrator
• Login

• View number of job seekers and employers registered in the system

• Activate job seekers and employers account

• Delete job seekers and employers account

• View job posts

• Delete job posts

• Generate reports

4.3 Use Case Diagrams

In Software Engineering, a use case is used to describe the steps between a
user and a software system which guides the user to useful output. The user
(also called an actor) could be a human user, an external hardware, software
systems, or other subjects.
Use case diagram give a description of the behavior of the target system
from an external point of view. A use case diagram consists of actors, use
case(s) and the relationship between them.

24
4.3.1 Use Case Diagram for Administrator

Figure 4. 1 use case for administrator

25
4.3.2 Use Case Diagram for Job Seeker

Figure 4. 2 use case diagram for job seeker

26
4.3.3 Use Case Diagram for Recruiter

Figure 4. 3 use case for recruiter

4.3.4 Use Case Description
Below description gives a detailed description of the use case.

27
Actor Use Case Description

Administrator Login The administrator login to the system with valid username
and password.

Approve The administrator adds accounts of candidates

candidates

Approve The administrator adds accounts of companies

companies

Delete candidates The administrator deletes accounts of candidates

Delete companies The administrator deletes accounts of companies

Delete job posts The administrator deletes job posts

View details The administrator views the number of registered

candidates, companies, job posts, job applications,
inactive companies and candidates in the system.

Generate report The administrator generates reports on companies,

candidates and job posts.

Logout After every activity, the administrator finally logs out of

the system.

Job Seeker / Login The candidate logs into the system with valid email and
password.
Candidate
Do registration A candidate registers a new account

View applied jobs A candidate views all the job posts he/she has applied for

Search for a job A candidate searches for a job post

28
 Apply for a job A candidate applies for a job he/she is interested

Send/ Receive A candidate receives and replies messages

messages

Upload and view A candidate uploads his/her resume into the system
resume

Search for A candidate can search for companies in the system by

name, location.
company

Change password A candidate changes his/her password

View, edit and A candidate views, edit and update his/ her profile

Update profile

Deactivate A candidate deactivates his/her account

account

29
 Logout After the activities, the candidate logs out from the system

Recruiter/ Login The company logs into the system with valid email and
password.

Company Do registration A company registers a new account

Create job post A company creates new job posts

Delete job post A company deletes existing job posts

View all jobs A company views all job posts created

posted

Download and A company downloads candidate resumes from the system

view resume

Search for A company can search for candidates in the system by

candidate skills, location.

Change password A company changes his/her password

Deactivate A company deactivates his/her account

account

Logout After the activities, the company logs out from the system

30
 Send/ receive A company receives and replies messages
messages

View job A company can view all those who have applied for a job
application vacancy

View, edit and A company views, edit and update his/ her profile

Update profile

4.4 Non-Functional Requirements

A non-functional requirement is a requirement that specifies criteria that can
be used to judge the operations of a system rather than specific behaviours.
This includes performance requirements, security, reliability,
maintainability, scalability and usability.

The following are the non-functional requirements of the system;

• Ease of use

• Easy to learn (learnability)

• User friendliness

• 24/7 availability

• Secured enough to allow only authorized users

• This system can be accessed from any type of platform.

• Information in fields like phone numbers, email, names are validated

• Efficiency
31
• Speed

• Maintainability

32
 CHAPTER FIVE

SYSTEM DESIGN AND IMPLEMENTATION

5.1 Introduction
This chapter of the project highlights and describe a high-level overview of
the system architecture design of job portal system used and also the
implementation environment of the system.

5.2 System Architectural Design

The architectural design of a system emphasizes the design of the system architecture that describes the
structure, behavior and more views of that system and analysis.

The three-tier architecture model was used in the development of this system.

This type of design consists of three tiers;

• The client tier – this is usually the interface, web browser, that interacts with the
application. Examples of web browsers are Internet Explorer, Mozilla Firefox, Google
Chrome, Microsoft Edge, Opera, etc.
• The second/middle tier – this consists of the application logic that communicates data or
information between other two tiers.
• The database tier – this consists of the database managements system that manages the
database.

Figure 5. 1 The 3-Tier Architecture Design

33
 The figure below shows the system architectural design of job portal system

Figure 5. 2 Architectural design of job portal system

5.3 Database Design
A database design is the process of producing a detailed data model of a
database. This model contains all the entity relationship and table, column
and key design tools required to create a design which defines detailed
attributes for every entity.

A database is simply an organized collection of related data, mostly stored

on disks. The Database Management System (DBMS) creates and maintain
the database. Examples of DBMS software available today are; Microsoft
Access, Oracle Database, MySQL, Microsoft SQL Server, PostgreSQL,
IBM Db2, FileMaker and so on.

For the development of this system, the DBMS used is MYSQL. MYSQL
is developed, distributed and supported by Oracle Corporation. It is a
database system used on the web. MYSQL was chosen because it is very
fast, reliable and easy to use and it is ideal for both small and large
applications.

The database for the project holds the following tables;

i. [admin] – This table holds the information of the administrator.

34
ii. Table 5. 1 Admin Table
FIELD NAME DATA TYPE DATA SIZE

id_admin int 11

username varchar 15

password varchar 70

iii. [apply_job_post] – this table holds information of applied jobs

Table 5. 2 Apply job post Table

FIELD NAME DATA TYPE DATA SIZE

id_apply int 11

id_jobpost int 11

Id_company int 11

id_user int 11

status int 3

iii. [career] – this table holds information of career

Table 5. 3 Career Table

FIELD NAME DATA TYPE DATA SIZE

id int 3

name text

iv. [cities] – this table holds information of cities

35
Table 5. 4 Cities Table
FIELD NAME DATA TYPE DATA SIZE

Id int 11

name text

State_id int 11

v. [company] – this table holds information of recruiters

Table 5. 5 Company Table

FIELD NAME DATA TYPE DATA SIZE

id_company int 11

Industry_id int 3

companyname text 70

address varchar 30

state_id int 11

city_id int 11

contactno varchar 15

website varchar 100

email varchar 70

password varchar 70

aboutme text

hash varchar 255

createdAt timestamp

active int 3

36
 esta_date date

Profile_pic longblob

vi. [education] – this table holds information of education

Table 5. 6 Education Table

FIELD NAME DATA TYPE DATA SIZE

id int 3

name text

vii. [industry] – this table holds information of industry

Table 5. 7 Industry Table

FIELD NAME DATA TYPE DATA SIZE

id int 3

name text

viii. [job_post] – this table holds information of job posts

Table 5. 8 Job Post Table

FIELD NAME DATA TYPE DATA SIZE

id_jobpost int 11

Id_company int 15

jobtitle text

job_category text

state_id int 11

37
 city_id int 11

job_status text

description varchar 1000

maximumsalary Decimal 10,2

minimumsalary decimal 10,2

experience int 2

createdat timestamp

ix. [mailbox] – this table holds information of sent messages

Table 5. 9 Mailbox Table

FIELD NAME DATA TYPE DATA SIZE

id_mailbox int 11

id_fromuser int 11

fromuser varchar 15

id_touser int 11

subject text

message text

createdAt timestamp

x. [reply_mailbox] – this table holds information of messages replied Table 5. 10 Reply mailbox
table
FIELD NAME DATA TYPE DATA SIZE

id_reply int 11

38
 id_mailbox int 11

id_user int 11

usertype varchar 15

message text

createdAt timestamp

xi. [states] – this table holds information of regions

Table 5. 11 State table

FIELD NAME DATA TYPE DATA SIZE

id int 3

name text

xii. [users] – this table holds information of job seekers

Table 5. 12 Users Table

FIELD NAME DATA TYPE DATA SIZE

id_user int 11

firstname tex

lastname text

address varchar 30

state_id int 11

city_id int 11

39
contactno varchar 15

career_id int 3

email varchar 70

password varchar 70

aboutme text

hash varchar 255

education_id int 3

active int 3

dob date

profile_pic longblob

gender text

skills text

resume varchar 30

age int 3

40
Figure 5. 3 job portal system database design

41
5.4 User Interface Design
User Interface design (UI) is the design of user interfaces for machines and software
such as computers, home appliances, mobile devices and other electronic devices with
the focus of maximizing usability and the user experience. The goal of user interface
design is to make the user's interaction as simple and efficient as possible, in terms of
accomplishing user goals Making user interaction with the system as simple and
efficient as possible when designing and developing the GUI is very important.

There are ten usability principles developed by Nielsen (2001) and his colleagues that must be
followed to design good GUI for system.

• Visibility of system status - always keep users informed about what is going on, through
providing appropriate feedback within reasonable time.
• Match between system and the real world - speak the users' language, using words, phrases
and concepts familiar to the user, rather than system-oriented terms.
• User control and freedom - provide ways of allowing users to easily escape from places they
unexpectedly find themselves, by using clearly marked 'emergency exits'.
• Consistency and standards - avoid making users wonder whether different words, situations,
or actions mean the same thing
• Help users recognize, diagnose, and recover from errors - use plain language to describe the
nature of the problem and suggest a way of solving it
• Error prevention - where possible prevent errors occurring in the first place

• Recognition rather than recall - make objects, actions, and options visible so that users will
easily remember.
• Flexibility and efficiency of use - provide accelerators that are invisible to novice users, but
allow more experienced users to carry out tasks more quickly
• Aesthetic and minimalist design - avoid using information that is irrelevant or rarely needed
• Help and documentation - provide information that can be easily searched and provides help
in a set of concrete steps that can easily be followed.

A usable interface has three main outcomes:

42
 • It should be easy for the user to become familiar with and competent in
using the user interface during the first contact with the website. For example,
if a travel agent’s website is a well-designed one, the user should be able to
move through the sequence of actions to book a ticket quickly.
• It should be easy for users to achieve their objective through using the
website. If a user has the goal of booking a flight, a good design will guide
him/her through the easiest process to purchase that ticket.
• It should be easy to recall the user interface and how to use it on subsequent
visits.

So, a good design on the travel agent’s site means the user should learn from the first time
and book a second ticket just as easily (Foundation, n.d.).

5.4.1 User Interface Snapshots

Main home page

Figure 5. 4 Main home page

This is the first page that appears when the system is launched. It contains two links
“Company” and “Candidate” which allows recruiters and job seekers to register into
the system as a new user and also login respectively. This page also contains a button

43
with the name “Search Job” that allow job seekers to search for job vacancies without
them being logged in to the system.

Job Search page

Figure 5. 5 Job search page

This page will appear after clicking the button “Search Job” at the main home page
(see Error! Reference source not found. above). This page allows users to search
for job vacancies registered or saved into the system and also view its details. Filters
are also on this page to help users to perform their search more easily and faster.

Recruiter login page

When a recruiter clicks on the login button at the main home page, the page below
(Error! Reference source not found.) appears. Only registered recruiter with the
right email and password can login into the system to have access to system resources.
The link “I forgot my password” is used to recover valid user’s password via email address registered
in the system by user during registration.

44
 Figure 5. 6 Company login Page
Job Seeker registration page

Figure 5. 7 Job seeker registration page

When “join us” button under “Candidate” is clicked on the main home page, the above
page appears. This page contains a form used to register new job seekers into the
system after filling and providing all the required data.

45
Recruiter’s home page

Figure 5. 8 Recruiter's home page

When a recruiter provides valid email and password, the above page appears. This is
the home page of a recruiter. It shows all the resources and functions that a recruiter
can perform in this system.

Search candidate page

A logged in recruiter can search for job seekers that are registered in the system by skills
or by using filters. The figure below is the page that will allow recruiters to search for
job seekers or applicants

Figure 5. 9 Search applicant page

46
Settings page

Figure 5. 10 Settings page

The figure above shows the settings page for both job seekers and recruiters in the
system. This page allows users to change their password and also deactivate their
account if they wish. Admin login page

Figure 5. 11 Admin login page

The figure above is the login page for the administrator. It allows the admin to login to the system
after providing valid username and password.

47
Admin home page

The figure below shows the home page of the administrator. This page appears after
the admin enters valid username and password and clicks sign in. It shows all the
resources and functions that the administrator can perform in this system.

Figure 5. 12 Admin home page

5.5 Implementation
This section talks about the platform, languages and tools used to develop or
implement this system. This web-based system was developed to assist and help job
seekers to look and search for job vacancies easily and faster.

The system was developed and implemented in three modules namely.;

• Administrator

• Job Seeker

• Employer

Waterfall methodology and iterative methodology applied in the development and implementation of
this system.
48
The following are the platforms, languages and tools used in the implementation of this Job Portal
System;

• Windows 10 Pro

• PHP, HTML, CSS and JavaScript

• XAMPP (Apache server)

• MYSQL

5.6 Testing
Software testing is the process of evaluating a software item with the intent of
detecting bugs or differences between given input and expected output. In other words,
testing is a verification and validation process. The system went through various types
of testing to validate and verify if it has met the functional and nonfunctional
requirements. It is a way of checking software to ensure that it has all the required
functionality that's specified within its functional requirements.

The following describe the types of tests that were conducted to verify and validate this system.

5.6.1 System Testing

System testing is level of software testing where testing is conducted on a complete
integrated system to evaluate the system’s compliance with it specified requirements.
This type of testing is performed on the system entirely.

5.6.2 Unit Testing

Unit testing is a level of software testing where individual units/components of a
software are tested. Unit testing is the first level of software testing. The purpose is to
validate that each unit of the software performs as designed.

The following are some of the snapshots captured during the testing of the system. Email Validation

Figure 5. 13 Email Validation

Entering wrong email or password

49
 Figure 5. 14 Wrong email or

Figure 5. 15 Password Mismatch

5.6.3 Test Cases

The tables below show test cases made on the system.

Table 5. 13 Test Case 1

Name Login

Precondition Login page is loaded

Input Valid email and password

Output Dashboard page load

50
 Description input valid email and password to enter into
the system

Table 5. 14 Test Case 2

Name Job Search

Precondition Job search page is loaded

Input Job title or select filters

Output Job search results pop up

Description Input job title or select filter to get search

results.

Table 5. 15 Test Case 3

Name Registration

Precondition Registration page is loaded

Input Fill registration form

Output Activation message and activation link to

email

Description Fill registration form and get activation link in

your email

5.7 Quality Assurance

According to ISO 9001:2000, quality assurance is an activity that focuses on
identifying the potential hazards that may cause software system to fail. Software
reliability involves determining the likelihood that a failure will occur, while software
safety examines the ways in which failures may result in conditions that can lead to a
mishap.

The following elements ensured that Job Portal System produced went through quality assurance;

51
 • Standards: standards were adopted and followed.

• Reviews and Audit: - audits and reviews were performed to and ensured that quality guidelines
were followed.

• Error detection, collection and analysis: error detection and its analysis helps to better
understand how errors are introduced and can be eliminated. Through testing, most of the
errors were eliminated.
• Change Management: - the owners (Subject Matter Experts) were educated that, the system
developed would not harm or cause a negative change to their institution rather, something
that would improve on their operational standards.
• Security Management: appropriate security processes and technology were ensured to achieve
desired security level.
• Safety: - the impact of software failure was assessed and steps were initiated to reduce risk in
terms of usage.
• Risk management: – risk management activities were properly conducted and that contingency
plans have been established such as tasks management process error ending for the system to
be eased when there is an error.

5.7.1 Quality Assurance Goals.

• Ambiguity

• Completeness

• Volatility

• Traceability

• Model clarity

• Design quality

• Architectural integrity

• Component completeness

• Interface complexity

52
 • Patterns

• Code quality

• Complexity

• Maintainability

• Understandability

• Reusability

• Documentation

Quality control effectiveness;

• Resource allocation

• Completion rate

• Review effectiveness • Testing effectiveness

53
5.8 Software Quality Assurance (SQA) Plan
• Management section – description of SQA in the structure of the organization.

• Documentation section – This describes each work product produced as part of the software
process. From table of content to implementation and testing.
• Standards, practices, and conventions section – all applicable standards/practices applied during
production process and metrics collected as part of the software engineering work taught in HCI
(Human Computer Interaction).
• Reviews and audits section – provision of an overview of the approach used in the reviews and
audits conducted during the project testing and evaluation.
• Test section - references the test plan and procedure document and defines test record keeping
requirements.
• Problem reporting and corrective action section - defines procedures for reporting, tracking, and
resolving errors or defects, identifies organizational responsibilities for these activities.
• Other - tools, SQA methods, change control, record keeping, training, and risk management are
would take effect in improving upon the welfare of the software.

54
 CHAPTER SIX

CONCLUSION

6.1 Summary
People are unable to get access to job opportunities due to inefficient distribution of
information on job offers but now the Internet has made a huge impact on knowledge
management and information dissemination all over the world.

The Internet is considered as one of the most popular method of accessing information
all over the globe. Any person who has access to the Internet can access information
anywhere in the world.

Due to the widespread use of the Internet in Somaalia and how it has made tasks easier
to do, this system, JOB PORTAL SYSTEM, is meant to make job searching or job
hunting easier and faster. This system aims and objective is to provide a platform
where recruiters and job seekers can communicate and also users can have access to
the system 24/7.

The following are some of the problems encountered in the existing systems.

• No feedback mechanism

• No SMS and email integration

• No Resume Upload

• Friendly and interactive graphical user interface

• Less Security

This system is a web-based application designed using PHP and MYSQL database. The development
and implementation of the system provides the following features;

• User authentication

• SMS and email integration

55
 • Security

• CV or resume upload

• Feedback mechanism

• Report

6.2 Challenges
The main challenge I had in the development and implementation of this system is the programming
language and tools used as I was now learning.

6.3 Recommendation and Future Work

This JOB PORTAL SYSTEM has successfully solved some of the problems of
traditional job search methods. Regardless of the fact that the aims and objectives of
the system are met, there is still room for further improvement.

With the recent technological advancements, I recommend that in any future work
features such as personalization, SNS integration, resume video upload and the
development of the android version of this system should be taken into consideration
to enhance the efficiency and effectiveness of the system.

56
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74.

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 APPENDIX A

GLOSSARY

CSS: Cascading Style Sheet

CV: Curriculum Vitae

DBMS: A Database Management System (DBMS) is a system software used for creating and
managing a database.

HTML: Hypertext Mark-up Language

GUI: Graphical User Interface

ISO: International Organization for Standardization

MySQL: MySQL is an open source relational database management system (RDBMS) based on
Structured Query Language (SQL).

PHP: Hypertext Pre-processor is widely used open source general-purpose scripting

language that is especially suited for web development and can be embedded into
HTML.

SNSs: Social Media and Social Networking sites

SERVER: A server is a computer device that provides functionality for other programs or devices
called clients.

TCP/IP: Transmission Control Protocol/Internet Protocol

USECASE: A use case is a list of actions or steps, typically defining the interactions
between a role (known in the Unified Modelling Language as an actor) and a system to
achieve a goal.

UML: Unified Modelling Language (UML) is a general-purpose, development,

modelling language in the field of software engineering, that is intended to provide a
standard way to visualized the design of a system.
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XAMPP: Cross-Platform (X), Apache (A), MariaDB (M), PHP (P) and Perl (P)

APPENDIX B

USER MANUAL

Installation Guide

Step 1: The first most important step in Software Installation is to verify that the target meets the
general hardware requirements of this application.

The general hardware requirements for this application are:

• Intel Dual Core or higher and peripherals (mouse, printer and keyboard)

• Processor Speed 1.8MHz or higher

• Memory Size 1GB or higher

• Hard disk Size 20GB or higher

Step 2: Aside the general hardware requirements, this program also has software requirements which
would have to be installed.

These software requirements are:

• Operating System: Microsoft Windows XP or higher.

• Apache server (XAMPP)

• MySQL Database – a minimum of V3.23

• Web browser (e.g. Chrome, Firefox, etc)

Step 3: Once all the initial requirements have been met, make sure that no programs are running before
beginning the installation procedure.

NB: Installing a program in windows requires Administrative Privileges.

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Step 4: Ensure that the service MySQL is running. From the console, type in this command;

C:\>cd MySQL\bin.

*with your web server installed on drive C, and MySQL running on it:

Step 5: Extract the zipped file “jobport” to the htdocs for XAMPP users.

Step 6: Launch the Web Server and ensure that it is running.

Step 7: Launch Web browser and type “http://localhost/phpmyadmin” into the address bar. It loads
the PHP administrator to create a new database.

Create a new database as shown in the diagram below and name the database as “jportal”.

Step 8:

Click on the import tab of the newly created database as shown in the diagram below:

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Click on the button “browse” to open the dialog box. Please select the database file “jportal.sql” on
the CD.

Make sure to check the radio button” SQL” and then click “Go” as shown in the figure above.

A message will appear that the database was successfully imported. From here, the website is on.

NB: To launch the web site that is now properly created; type http://localhost/jobport on your web

browser’s address bar.

This system has three types of users, the system administrator, the employer and the job seeker.
The system has a default admin account.

System Admin

• Type “http://localhost/jobport/admin” in your web browser’s address bar and the admin login
page will load
• Enter the right username and password to log into the system

Employer

• Employers must be registered users to have access to the system

• Registered users can log in with valid email and password

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 • Unregistered employers must fill the form on the employer registration page

• A link will be sent to the email address used in the registration form

• Copy the link to the browser’s address bar and load to verify your email address

• Then use your email and password to log in

Job Seeker

• Job seekers must be registered users to have access to the system

• Registered users can log in with valid email and password

• Unregistered users must fill the form on the job seekers registration page

• A link will be sent to the email address used in the registration form

• Copy the link to the browser’s address bar and load to verify your email address • Then use

your email and password to log in

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 APPENDIX C SAMPLE CODE

The code below has been used under the login button of the job seeker’s login form to
enable access to the home page. Successful login will lead to the job seeker’s home
page and a login message alert is sent to the user’s email account else a pop-up
message will tell to the enter the correct email or password to login.

<?php

//To Handle Session Variables on This Page session_start();

//Including Database Connection From db.php file to avoid rewriting in all files
require_once("db.php"); require
'phpmailer/PHPMailerAutoload.php'; //If user Actually clicked login button if(isset($_POST))
{

//Escape Special Characters in String

$email = mysqli_real_escape_string($conn, $_POST['email']);

$password = mysqli_real_escape_string($conn, $_POST['password']);

//Encrypt Password

$password = base64_encode(strrev(md5($password)));

//sql query to check user login

$sql = "SELECT * FROM users WHERE email='$email'

AND password='$password'";

$result = $conn-

>query($sql); //if user table has

this this login details
if($result>num_rows > 0) {
//output data while($row =
$result>fetch_assoc()) {
if($row['active'] == '2') {
$_SESSION['loginActiveError'] = "Your Account Is Not Active. Check Your

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Email."; header("Location: js_login.php"); exit();

}else if($row['active'] == '0') {

$_SESSION['loginActiveError'] = "Your Account Is Rejected. Please Contact For More Info.";

header("Location: js-login.php"); exit();

} else if($row['active'] == '1' && $row['user_delete'] == 0) {

//Set some session variables for easy reference

$_SESSION['name'] = $row['firstname'] . " " . $row['lastname'];

$firstname = $row['firstname'];

$_SESSION['id_user'] = $row['id_user'];

$mail = new PHPMailer();

$today = date('Y-m-d');

$mail->isSMTP();

$mail->Host = "smtp.gmail.com";

$mail->SMTPSecure = "tls";

$mail->Port = 587;

$mail->SMTPAuth = true;

$mail->Username = 'jobportal400@gmail.com';

$mail->Password = 'finalyearproject';

$mail->setFrom('jobportal400@gmail.com', 'Job Portal');

$mail->addAddress($email);

$mail->isHTML(true);
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$mail->Subject = 'Job Portal - Job Portal Login';

$mail->Body = '

<p>Hi '.$firstname.'</p>

<p>Someone just logged into your account on '.$today.'.</p>

<p>If this was you, please disregard this email.</p>

<p>If this was not you, please change you password. </p>

';

//$mail->addAttachment('img/maxresdefault.jpg'); $mail->send(); header("Location:

user/index.php"); exit();

} else if($row['active'] == '3' || $row['user_delete'] == 1) {

$_SESSION['loginActiveError'] = "Your Account Is Deactivated. Contact Admin To Reactivate.";

header("Location: js_login.php"); exit(); }

//Redirect them to user dashboard once logged in successfully

} else {

//if no matching record found in user table then redirect them back to login page

$_SESSION['loginError'] =

$conn->error; header("Location:

js_login.php"); exit(); }

//Close database connection. Not compulsory but good practice.

$conn->close();

} else {

//redirect them back to login page if they didn't click login button header("Location:
js_login.php"); exit(); }

67