ABSTRACT

The Online Recruitment System is a digital platform designed to streamline and enhance
the process of recruitment for organizations and job seekers alike. In the modern busi-
ness landscape, recruitment has become a critical endeavor, and the shift towards digital
solutions has necessitated the development of comprehensive online systems. This ab-
stract provides an overview of the key features, benefits, and objectives of the Online
Recruitment System.
The system offers a user-friendly interface that facilitates efficient job posting, appli-
cation submission, and candidate evaluation. Organizations can post detailed job listings,
specifying roles, responsibilities, requirements, and other relevant information. Job seek-
ers can explore these listings, submit applications, and manage their profiles.
The Online Recruitment System incorporates advanced search and filtering capabili-
ties, enabling job seekers to find positions that align with their skills and aspirations. For
organizations, this means a larger pool of qualified candidates to choose from. Moreover,
the system’s notification features keep both parties informed about application statuses,
interview schedules, and updates throughout the hiring process.

Keywords: Recruitment System, Job Portal, Candidate Evaluation, Online Appli-

cations

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INDEX

S.No Topic Name Page No.

1 Introduction 7
2 Problem Statement 8
3 Software Requirements and Specifications 9
4 Project Design 10
5 Project Testing 21
6 Project Outcome 24
7 Conclusion and Future Scope 26
8 References 27

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Chapter 1

INTRODUCTION

1.1 Purpose
Day by day number of people entering into the software industries is increasing. In gen-
eral, the Recruitment process in done manually, with increase in the number of candidates
the recruitment process may take several days. In order to save time of both the recruiter
and the job seeker, the automated system becomes the ultimate solution.

1.2 Scope
• The recruitment system acts as an interface between the jobseeker and the recruiter.

• Reduces HR department workload.

• Helps shortlist skilled employees from large applicants.

1.3 Definitions, Acronyms and Abbreviations

• Organization: Refers to the super user who is the Central Authority with the
privilege to manage the entire system. It can be any higher official in the HR
department.

• Applicant: Job seeker.

• RS: Recruitment System.

• HTML, J2EE, HTTP, TCP/IP: Technical standards and protocols.

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Chapter 2

PROBLEM STATEMENT

The project requires an efficient Recruitment system to select the candidate for the or-
ganization based on aptitude test interview. In Recruitment system all the graduates,
employer and administrator information are maintained in normalized database instead
of manual records. This feature helps in maintaining in database which is consistent, not
redundant and easily. The HR department selects the Applicant based on the perfor-
mance in the Test and Interview. This also reduces the time consumption for both for
the job seeker and organization.

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Chapter 3

SOFTWARE REQUIREMENTS SPECIFI-

CATIONS

3.1 Functional Requirements

3.1.1 User Registration and Authentication:

• Users can create new accounts.

• Users can log in using credentials.

• Users can reset passwords if forgotten.

3.1.2 Job Listings:

• Employers/recruiters can post job listings.

• Job seekers can search and view job listings.

• Job seekers can filter job listings based on criteria.

3.1.3 Application Submission:

• Job seekers can apply for jobs by submitting resumes.

• Employers/recruiters can receive and review applications.

3.1.4 Notifications:
• Users receive notifications about application status and new job listings.

• Employers/recruiters manage company profiles and update job listings.

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3.1.5 Interview Scheduling:
• Employers/recruiters schedule and manage interview slots.

• Job seekers select interview slots and receive confirmation.

3.1.6 Communication:
• Employers/recruiters communicate with applicants.

• Applicants communicate with employers/recruiters.

3.1.7 Candidate Shortlisting and Selection:

• Employers/recruiters shortlist candidates based on qualifications.

• Manage selection process information and feedback.

3.1.8 Reporting and Analytics:

• System administrators generate reports on job listings and user activity.

• Integrate data analytics tools for recruitment trends.

3.1.9 Integration:
• Integrate with HR tools and third-party services for background checks and assess-
ments.

3.2 Non-Functional Requirements

• Performance and Speed

• Operational Safety

• Data Security

• Software Quality and Reliability

• Business Rule Definitions

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Chapter 4

PROJECT DESIGN

4.1 Overview
The project design encompasses the architectural and operational details of the Recruit-
ment System (RS). This section outlines the components, interfaces, and interactions
that define how the system will function to meet the specified requirements.

4.2 Product Perspective

The RS acts as a comprehensive interface between applicants, organizations, and HR
managers. It integrates with backend databases and external services to facilitate job
postings, applicant tracking, and recruitment processes.

4.3 Software Interface

Front End Client:

• Applicants and Organization Interface: Built using JSP (JavaServer Pages) and
HTML, providing user-friendly job search, application submission, and profile man-
agement features.

• Administrator Interface: Developed in Java, allowing HR managers to access back-

end functionalities like database management and application processing.

Web Server:

• Utilizes Glassfish application server to host and manage the RS application, ensur-
ing scalability and reliability for concurrent user interactions.

Back End:

• Relational SQL database stores applicant profiles, job listings, and recruitment
data. Ensures data integrity and accessibility across all system components.

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4.4 Hardware Interface
The RS operates on a client-server architecture:

• Server: Hosts the application and database, accessible to client systems via net-
work connections.

• Client Systems: Devices (computers, tablets, smartphones) used by applicants

and HR managers to access the RS through web interfaces.

4.5 System Functions

Key Functions:

• Job Listing Management: Enables employers to post job openings with detailed
descriptions.

• Application Submission: Allows applicants to apply for jobs by submitting resumes

and supporting documents.

• Interview Scheduling: Facilitates scheduling and confirmation of interview slots by

employers and acceptance by applicants.

• Notification System: Sends automated notifications regarding application status

updates, interview schedules, and other relevant information to users.

• Database Management: Ensures consistent and secure storage of applicant and job
data, supporting efficient retrieval and manipulation by authorized personnel.

4.6 User Characteristics

Types of Users:

• Applicant: Individuals seeking job opportunities, interacting with the RS to apply

for jobs and manage their profiles.

• Organization: Employers and recruiters responsible for posting job listings, re-
viewing applications, and conducting interviews.

• HR Manager: Administrators overseeing the recruitment process, managing ap-

plications, and ensuring compliance with organizational policies.

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4.7 Constraints
The RS operates within the following constraints:

• Technological: Relies on Java-based development tools (Eclipse IDE, J2EE plat-

form) and SQL database management for backend operations.

• User Proficiency: Assumes basic computer literacy and proficiency in English

language among users (applicants, organizations, HR managers).

• System Performance: Must meet performance requirements, ensuring respon-

siveness and reliability during peak usage periods.

4.8 Assumptions and Dependencies

Assumptions:

• Users have access to internet-connected devices for accessing the RS.

• Applicants possess necessary qualifications and documents to apply for jobs through
the RS.

• Organizations comply with legal and ethical standards in job postings and applicant
interactions.

Dependencies:

• Relies on Glassfish application server for hosting RS applications.

• Requires JDBC (Java Database Connectivity) for seamless interaction with SQL
databases.

• Depends on reliable network connectivity to ensure real-time updates and commu-

nication between users and the RS.

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Chapter 5

UML Diagrams

1.Use Case Diagram

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2.Class Diagram

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3.Sequence Diagram

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4.Activity Diagram

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5.Deployment Diagram

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6.Package Diagram

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7.State-Chart Diagram

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8.Object Diagram

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9.Collaboration Diagram

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Chapter 6

PROJECT TESTING

Test Cases

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Chapter 7

PROJECT OUTCOME

7.1 System Performance and Functionality

7.1.1 User Experience

• User Interface: The Recruitment System (RS) offers a user-friendly interface for
both applicants and organizations, facilitating seamless navigation and interaction.

• Efficiency: Job seekers can easily search, filter, and apply for jobs, while employers
can efficiently manage job listings, applications, and interview schedules.

7.1.2 Functionality
• Job Management: Employers can post detailed job listings with specific require-
ments and responsibilities, enhancing the clarity of job roles for applicants.

• Application Process: Applicants can submit resumes and other documents di-
rectly through the system, simplifying the application process and ensuring com-
pleteness of submissions.

7.1.3 Communication and Notifications

• Real-time Updates: Automated notifications keep applicants informed about
application statuses, interview schedules, and other relevant updates.

• Interactions: Seamless communication channels enable effective interactions be-

tween applicants and employers, fostering a transparent recruitment process.

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7.2 System Reliability and Security

7.2.1 Reliability
• Stability: The RS operates reliably under various conditions, handling concurrent
user interactions and maintaining system uptime.

• Performance: Meets defined performance requirements, ensuring responsive user

interactions and minimal downtime during peak usage periods.

7.2.2 Security
• Data Protection: Implements robust security measures to protect applicant and
organizational data, including encryption protocols and access controls.

• Privacy: Ensures compliance with data privacy regulations, safeguarding sensitive

information throughout the recruitment lifecycle.

7.3 Business Impact

7.3.1 Efficiency and Cost Savings

• Time Savings: Reduces recruitment cycle times significantly compared to manual
processes, benefiting both applicants and organizations.

7.3.2 Enhanced Recruitment Outcomes

• Candidate Quality: Facilitates the identification and selection of skilled candi-
dates through comprehensive applicant tracking and evaluation capabilities.

• Organizational Growth: Supports organizational growth by attracting and re-

taining top talent suited to specific job requirements and organizational culture.

7.4 User Feedback and Adoption

7.4.1 User Satisfaction

• Feedback: Positive user feedback regarding system usability, functionality, and
overall experience.

• Adoption Rate: High adoption rate among users (applicants, organizations, HR

managers) due to intuitive design and tangible benefits offered by the RS.

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7.5 Challenges and Lessons Learned

7.5.1 Challenges
• Technical Challenges: Overcoming initial technical hurdles during system devel-
opment and integration phases.

• User Adoption: Addressing user training and adoption challenges to ensure

widespread acceptance and utilization of the RS.

7.5.2 Lessons Learned

• Iterative Improvements: Continuous refinement based on user feedback and
evolving recruitment trends.

• Flexibility: Importance of system flexibility to accommodate changing organiza-

tional needs and technological advancements.

7.6 Future Enhancements and Scalability

7.6.1 Roadmap for Future Development

• Enhancements: Plans for adding new features such as AI-driven candidate match-
ing, enhanced analytics, and mobile accessibility.

• Scalability: Strategies for scaling the RS to support larger user bases and accom-
modate organizational growth.

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Chapter 8

CONCLUSION AND FUTURE SCOPE

8.1 Conclusion
The implementation of the Online Recruitment System represents a pivotal advancement
in modernizing and optimizing the recruitment process for organizations and job seekers
alike. By leveraging digital technologies and automation, the system has successfully
streamlined job posting, applicant management, and candidate evaluation. This has
significantly reduced the time and effort traditionally associated with manual recruitment
methods, benefiting both HR departments and prospective employees.
Key achievements of the project include:

• Efficiency: Drastic reduction in recruitment cycle times, allowing organizations to

fill positions faster and more effectively.

• User Experience: Enhanced user interface and functionality that simplifies job
searching, application submission, and communication between applicants and em-
ployers.

• Security and Reliability: Implementation of robust security measures to protect

applicant data and ensure system reliability under varying operational conditions.

8.2 Future Scope

Looking ahead, the Online Recruitment System can further evolve and expand its capa-
bilities to meet emerging trends and stakeholder expectations in the dynamic recruitment
landscape. Future enhancements and areas of focus include:

• Integration of AI and Machine Learning: Incorporating AI-driven algorithms for

automated candidate matching, predictive analytics for recruitment trends, and
natural language processing for improved communication interfaces.

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• Mobile Optimization: Enhancing mobile compatibility and developing dedicated
applications to cater to the growing trend of smartphone usage among job seekers
and recruiters.

• Enhanced Analytics and Reporting: Implementing advanced data analytics tools

to provide deeper insights into recruitment metrics, applicant behaviors, and orga-
nizational hiring patterns.

• Globalization and Scale: Expanding the system’s scalability to support multina-

tional recruitment efforts and diverse job markets beyond national boundaries.

• Continuous Improvement: Iterative updates based on user feedback, technological

advancements, and evolving regulatory requirements to maintain competitiveness
and relevance in the market.

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Chapter 9

REFERENCES

1. Byars, L.L. and Rue, L. (2000). Human Resource Management, 6th ed., McGraw-
Hill, New York, NY.

2. Cappelli, P. (2001). Making the most of on-line recruiting. Harvard Business

Review, 79.

3. David Yoon Kin Tong (2009). Study on the E-Recruitment technology adoption in
Malaysia.

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