DEPARTMENT OF INFORMATION TECHNOLOGY

OBJECT-ORIENTED MODELING & DESIGN WITH UML

LAB
Course Code: ITPC-324

B.TECH (6TH SEMESTER)

GROUP: G-4

SUBMITTED TO SUBMITTED BY

Ms. Tanuja Sushant Yadav

22124107

Dr. B R Ambedkar National Institute of Technology

Grand Trunk Road, Barnala - Amritsar Bypass Road,
Jalandhar, Punjab 144008
 INDEX
Practical Submission
S.no. Title Signature
Date Date
 Practical Submission
S.no. Title Signature
Date Date
 LAB ASSIGNMENT 1
OBJECTIVE:
1. Perform a thorough analysis of Recruitment System project.
2. Prepare a Problem Statement to define the scope, stakeholders,
requirements, and challenges of the project.
3. Identify key use cases and project requirements.
4. Define system constraints and any assumption.

1. PROBLEM STATEMENT :
The traditional recruitment process, involving manual resume submission,
candidate screening, interview scheduling, and tracking, leads to inefficiencies,
inconsistencies, and potential biases. This results in delayed hiring, poor candidate
experience, and a lack of centralized oversight for hiring teams. An integrated
recruitment system is essential to automate and streamline these tasks, ensuring a
standardized, efficient, and unbiased process.
2. Scope :
Develop a centralized recruitment platform to automate job postings, resume
parsing, candidate screening, interview scheduling, and applicant tracking ,
ensuring a streamlined and unbiased hiring workflow.
3. Key Stakeholders :
 Candidates: Apply for jobs and track application status.
 Hiring Managers: Review applications, assess candidates, and conduct
interviews.
 HR Teams: Manage job postings, screening, and onboarding.
 Company Leadership: Monitor hiring metrics, diversity, and efficiency.
4. Core Requirements :
1. Automated Resume Screening: AI-powered resume parsing and ranking
based on job fit.
2. Interview Scheduling: Integrated calendar tools for seamless
coordination.
3. Collaborative Hiring: Tools for feedback sharing and decision-making.
 4. Analytics & Insights: Hiring efficiency, diversity metrics, and process
optimization.
5. Challenges & Considerations :
1. Reducing Unconscious Bias: Implementing fair and explainable AI in
screening.
2. HR System Integration: Seamless connectivity with ATS, LinkedIn, and
HR tools.3.
3. Regulatory Compliance: Ensuring GDPR/CCPA compliance in candidate
data handling.
 LAB ASSIGNMENT 2

OBJECTIVE:
To prepare Software Requirements Specification (SRS) Document for
the Recruitment System.

Software Requirements Specification (Srs) Document

1. Introduction

1.1 Purpose

The purpose of the Online Recruitment System is to provide a platform that connects job seekers
with employers for recruitment purposes. The system will allow candidates to create profiles, apply
for job listings, and track their application statuses, while employers can post job openings, review
applications, and manage recruitment processes efficiently.

The recruitment system will function as a web-based application that allows organizations to
manage their hiring process digitally. Key features include:

 Job Posting & Management – Employers can create, edit, and manage job postings.

 Candidate Registration & Profile Management – Job seekers can create accounts,
upload resumes, and apply for jobs.

 Application Tracking System (ATS) Integration – Employers can review and manage
candidate applications.

 Interview Scheduling – Employers can schedule interviews and notify candidates.

 Admin Dashboard – HR managers can oversee the recruitment process and generate
reports.

 Notifications & Alerts – Automatic notifications for job postings, application status,
and interview updates.
1.2 Definitions, Acronyms, and Abbreviations
 ATS – Applicant Tracking System

 HR – Human Resources

 UI/UX – User Interface / User Experience

 API – Application Programming Interface

  GDPR – General Data Protection Regulation

1.3 References

 IEEE 830-1998 Software Requirements Specification Standard

 Recruitment best practices from industry sources

 GDPR/CCPA compliance guidelines

1.4 Overview

This document provides a detailed description of the Recruitment System, including

functional and non-functional requirements, system constraints, assumptions, and external
interface requirements.

2. Overall Description

2.1 Product Perspective

The recruitment system is a standalone web-based platform designed to facilitate the hiring
process. It can be integrated with third-party job boards, email services, and HR
management systems. The system aims to replace traditional recruitment methods with a
more efficient and organized approach.
2.2 Product Functions
The system provides the following key functionalities:

 Employer account management

 Job posting and editing

 Candidate registration and profile creation

 Resume submission and parsing

 Application tracking

 Interview scheduling and notifications

 Admin dashboard for analytics and reporting

2.3 User Characteristics

 Job Seekers: Basic computer literacy, ability to upload resumes and apply for jobs.
 Recruiters/Employers: Familiarity with recruitment tools and candidate evaluation.

 HR Managers: Require administrative access to oversee recruitment activities.

 Administrators: Manage system users, monitor activity, and generate reports.

2.4 Constraints
  The system must be accessible via web browsers on desktop and mobile devices.

 Compliance with GDPR and other data protection regulations.

 The system should support at least 1,000 concurrent users without performance
degradation.

2.5 Assumptions and Dependencies

 Users must have a stable internet connection.

 The system will integrate with third-party services (e.g., email notifications, job
boards).

 The platform will be hosted on a cloud-based server for scalability.

3. Specific Requirements

3.1 Functional Requirements

1. User Registration & Authentication

o Users (job seekers and recruiters) can create accounts using email
authentication.

o Secure login mechanism with password encryption.

2. Job Posting & Management

o Recruiters can create, edit, and delete job postings.

o Jobs can be categorized based on industry and location.

3. Candidate Profile & Resume Management

o Job seekers can create profiles, upload resumes, and update their details.

o Employers can view candidate profiles and download resumes.

4. Application Tracking & Management

o Candidates can apply for jobs and track their application status.

o Employers can review applications and shortlist candidates.

5. Interview Scheduling & Notifications

o Recruiters can schedule interviews and send automated notifications to
candidates.

o Candidates receive email alerts for interview confirmation.

6. Admin Dashboard

o HR managers can oversee recruitment activities and generate reports.

 o System logs user activities for auditing purposes.
3.2 Non-Functional Requirements

 Performance: The system must respond within 2 seconds for 95% of requests.

 Security: Data encryption, role-based access control, and multi-factor authentication.

 Usability: Intuitive UI with clear navigation for job seekers and employers.
 Maintainability & Scalability: The system should support 1000 concurrent users.

3.3 External Interface Requirements

 User Interfaces: Responsive web-based UI with a clean and user-friendly layout.

 Hardware Interfaces: Compatible with desktops, tablets, and mobile devices.

 Software Interfaces: Integration with email services, job portals, and HR

management tools.

4. System Features

4.1 Job Posting Module

 Employers can create job listings with job descriptions, required skills, and salary
range.

 Jobs are categorized based on industry and location.

4.2 Candidate Management Module

 Job seekers can create profiles and upload resumes.

 Candidates receive automatic updates about their application status.

4.3 Interview Scheduling Module

 Recruiters can select interview slots and notify candidates.

 Candidates can confirm or request to reschedule interviews.

4.4 Admin & Reporting Module

 HR managers can monitor job postings, candidate applications, and hiring trends.

 Reports can be generated for hiring statistics and recruiter performance.