Contents

1 Introduction
to 'A Job Portal-Online Recruit-
ment Management System' 1
1.1 Introduction to 'A Job Portal-Online Recruitment Management Sys-
tem' . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
1.2 Motivation behind the 'A Job Portal-Online Recruitment Manage-
ment System' . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
1.3 Introduction to 'Recruitment using candidates pro_ling report' . . 2
1.4 Objectives of 'Recruitment using candidates pro_ling report' . . . . 2
2 PROBLEM DEFINITION 3
2.1 Literature Survey . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
2.2 Problem De_nition . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
3 Analysis 5
3.1 Existing System . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
3.1.1 Drawbacks: . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
3.2 Proposed System . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
4 The System Requirements 7
4.1 Software Requirements . . . . . . . . . . . . . . . . . . . . . . . . . 7
4.2 Hardware Requirements . . . . . . . . . . . . . . . . . . . . . . . . 7
5 New System Design 8
5.1 Basic design of system . . . . . . . . . . . . . . . . . . . . . . . . . 8
6 References 11
SCOE IT vi
Online Recruitment System

List of Figures
5.1 Level 0 DFD . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
5.2 Level 0 DFD . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
SCOE IT vii
Online Recruitment System

List of Tables
5.1 Motivation and Drive . . . . . . . . . . . . . . . . . . . . . . . . . . 10
5.2 Personal Traits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
SCOE IT viii
Online Recruitment System

Chapter 1
Introduction to 'A Job Portal-Online
Recruitment Management System'
1.1 Introduction to 'A Job Portal-Online Recruit-
ment Management System'
This project Online Recruitment System is an online website in which jobseek-
ers can register themselves online and apply for job.Online Recruitment System
provides online help to their users. Using web recruitment systems like recruit-
ment websites or jobsites also play a role in simplifying the recruitment process.
Such websites have facilities where prospective candidates can upload their CV's
and apply for jobs suited to them. Such sites also make it possible for recruiters
and companies to post their sta_ng requirements and view pro_les of interested
candidates.
1.2 Motivation behind the 'A Job Portal-Online
Recruitment Management System'
Earlier recruitment was done manually and it was all at a time consuming work.
Now it is all possible in a fraction of second. It is all done online without much
time consuming. Today's recruitment applications are designed to do a whole lot
more than just reduce paperwork. They can make a significant contribution to a
company's marketing and sales activity. Recruitment websites and software make
possible for managers to access information that is crucial to managing their staff,
which they can use for promotion decisions, payroll considerations and succession
planning.
SCOE IT 1
Online Recruitment System
1.3 Introduction to 'Recruitment using candi-
dates pro_ling report'
Many job application on the web provide only simple boolean comparing using only
basic requirements that is degree, age for searching and matching jobs to candidates
the net effect shows too many results showed that personality is an important
factor for hiring and satisfaction of employers and employees. In designing better filters
for searching and matching a job application on the web, we considered this
factor with general job requirement and then combined it to our matching process.
1.4 Objectives of 'Recruitment using candidates
pro_ling report'
Our team is aimed at developing a web-based and central recruitment process
system for the HR Group for any company. Some features of this system will
be creating vacancies, storing application data, and Interview process initiation,
Scheduling Interviews, Storing Interview results for the applicant and finally hiring of the
applicant. This project will be an online website in which jobseekers
can register themselves. Personality should be considered in employment process.
Employers then get the employees who match not only the basic requirements but
also have a suitable personality for the job. Obviously, if both sides are satisfied
with the jobs, it will inevitably show up as increased productivity while reducing
employee relationships problems, employee turnover, stress, tension, conflicts and
overall human resources expenses, and higher profit for employers.
SCOE IT 2
Online Recruitment System
Chapter 2
PROBLEM DEFINITION
2.1 Literature Survey
Job Portal-A Web Application for Geographically Distributed Multiple Clients
gives brief idea about that, recruitment is the premier major step in the selection
process in the organization. It has been explained that acquiring knowledge and
having specific job skills become an main objectives for student and job seeker.
And problem that address here how to improve the services to the job seeker by
using internet . This paper aims to develop a web portal that will allow the employer
companies to share relevant data and information with job aspirants, as
well as to make available information on online-recruitment.[1]
A Tool for Knowledge Management Synchronization provides idea about that
corporate web portals. corporate intranets becomes common during the 1990s.
Corporate portals can also give organizational participants the ability to create a
shared community because they present a natural forum for online collaboration
by assembling a set of content and services to which members of a group have
special accesses. Collaboration can also entail offering native portal services such
as threaded conversation, project management tools such as task lists, calendars,
document sharing or instant messaging.[2]
Recruitment Filtering With Personality-Job Fit Model gives ideas about that
the candidates are recruits not only bases of there education qualification but also
personality also taken in a consideration. That means personality is an important
factor for hiring process and satisfaction of employers and employees.[3]
SCOE IT 3
Online Recruitment System
2.2 Problem De_nition
Recruitment is done manually. These tasks are time consuming. It may take
one month or long. People around the world cannot apply. Online Recruitment
system very convenient because in the manual system there are lot of difficulties in
conducting and managing a recruitment exam, short listing, maintaining staff etc.
Most of the times, results are shown in tons based on the keywords present in the
resume such as qualification, work experience etc. Our system will be providing
company with better and lesser results which will help them choose the right and
fit candidate for their company.
SCOE IT 4
Online Recruitment System

Chapter 3
Analysis
3.1 Existing System
The number of job listings on the Internet is increasing dramatically. Today, many
newspapers include their employment classi_ed ads online, and employers of all
types are posting current vacant positions on their company web sites. Many of
these sites provide search engines to help to narrow selections. However, many
existing Job search web sites on the Internet are not the best tools to help recruit-
ment to _nd the satis_ed results yet. Since the majority of them support users to
_nd the results by using the Boolean Logic for the searching and matching func-
tion that queries from the various criteria - such as any keyword(s), job area, year
experience(s), and education level. The results are then shown as a list that will
be sorted by date or alphabetically. The problem with these results is that users
always get too many listed outputs then they have to view all, and waste a lot of
time in _nding the best _t for them .
3.1.1 Drawbacks:
_ High Volume of Responses
Manual Because anybody in the world with internet access could potentially
see your job posting, you may be inundated with responses, many of them
from unquali_ed candidates. You'll have to take time that you may not really
have to wade through each application. To avoid unwanted applications,
you'll need to be careful as to how you word your job posting and be as
speci_c as possible about the job duties and the quali_cations you're seeking.
_ Technology Issues
If your hiring process involves _lling out an application, you may miss out on
quali_ed candidates who would rather send a resume. Some candidates may
SCOE IT 5
Online Recruitment System
not want to take the time or may not be con_dent enough with the security
of an online application, especially if they are attempting to complete a
lengthy application with a mobile device. There's always the possibility that
your application system may operate slowly or lose information during the
submission process.
_ Too Impersonal
Because much of the online recruiting process may involve emails and possi-
bly telephone interviews, it can be viewed as somewhat impersonal. Without
the opportunity for the employer to hold multiple in-person interviews, it can
be di_cult to determine if the candidate will be a good _t for the company
and its culture. The candidate may also have a hard time gauging whether
the company is the right place for her.
_ Improper Validation:
There are many cases where validation is to be performed between the exist-
ing data and yet to be entered data. Also, a graduate who appears for the
interview and fails to succeed should not be reconsidered until a period of 3
months.
3.2 Proposed System
This project proposes a prototype that works as a job search engine on the web. We
outline a clear purpose and requirements of the model with the improvement goals
for a new system. It provides two possible solutions to the problems addressed
above, which are:
_ Prioritizing the results format by sorting them as a percentage in descending
order derived mainly from considering users' requirements and quali_cations.
_ Adding an important factor to the common criteria in order to get a better
_ltering quality.
There are two main reasons for bringing the personality characteristics as cri-
teria besides the basic criteria. The _rst, the personality characteristics are an
important factor usually used to decide in the hiring process. Secondly, the per-
sonality factor can help to narrow an applicant pool down to the precisely quali_ed
to improve the _ltering results. Therefore, making use of this concept will proba-
bly help users to get a better screen of the searching and matching processes from
above technique. It should be more convenient for the users' view and easy to _nd
the most suitable from the percentage sorted list.
SCOE IT 6
Online Recruitment System

Chapter 4
The System Requirements
4.1 Software Requirements
_ Operating system Windows XP Professional
_ Database Sql server
_ Language:Java
4.2 Hardware Requirements
_ RAM 512 mb or above
_ HDD 20 GB
_ Processor Pentium-III Intel 80486
SCOE IT 7
Online Recruitment System

Chapter 5
New System Design
5.1 Basic design of system
The personality-job _t model measures essential data an employer needs, to make
hiring better. This model employs matching between the Job seekers' personality
and the Employers' speci_cs, the system predicts job suitability and accurately
matches the job seekers with the work they do. It is used to help employers _nd
employees who "_t" their needs. To compute result as a percentage, it matches on
the personality traits criteria speci_ed in the form called "Job Match Patterns"
by user members. So, the _nal results is weighted by a percentage value which
is sorted in descending order, the best match is of the top of the list and the
rest follows. A di_erent style of the output format from the existing systems has
been used. Users _nd the better matched results from the _ltering of the 2 steps
mentioned above, and also, to represent the output format as a user friendly style
and hope that the results lead to job satisfaction and career success.
Figure 5.1: Level 0 DFD
SCOE IT 8
Online Recruitment System
Figure 5.2: Level 0 DFD
Personality can be judged by various factors. We are testing the employer by
many aspects; some of them are listed below. They are rated on the scale of 1-5
in which 1 represents not good, 2 represents below average, 3 represents average ,
4 for good and 5 for excellent.
SCOE IT 9
Online Recruitment System
Table 5.1: Motivation and Drive
Service Orientation
Competitiveness
Need for Recognition
Proactivity
Need for Company
Table 5.2: Personal Traits
Openness
Agreeableness
Neuroticism
Extraversion
Conscientiousness
SCOE IT 10
Online Recruitment System