ACCRA TECHNICAL UNIVERSITY

DESIGN AND IMPLEMENTATION OF ONLINE AND RECRUITMENT

SYSTEM
By

ADZORLO ERIC KODZO

(01191709D)
AMOAH EMMANUEL KWAKU
(01191730D)
BENJAMIN MICHAEL
(01191820D)

RESEARCH PROJECT REPORT/ THESIS Submitted to the

DEPARTMENT OF COMPUTER SCIENCE,

FACULTY OF APPLIED SCIENCE,

in Partial Fulfilment of the Requirements for the

AWARD OF HIGHER NATIONAL DIPLOMA (HND)

In

COMPUTER SCIENCE

SEPTEMBER, 2022
 DECLARATION
This research project is submitted as part of fulfillment for the award of a Higher National
Diploma in Computer Science: The work is a result of our investigation. All sections of the text
and results which have been obtained from other works/sources are fully referenced. We
understand that cheating and plagiarism constitute a breach of Accra Technical University and
will be dealt with accordingly.

NAME SIGNATURE DATE

ERIC ADZROLO KODZO ……………… ………………
(STUDENT)

AMOAH EMMANUEL KWAKU ……………… ………………

(STUDENT)

BENJAMIN MICHAEL ……………… ………………

(STUDENT)

DECLARATION BY SUPERVISOR
I hereby confirm that the above students are HND students in the Department of Computer
Science under my academic and research supervision in accordance to the requirements in Accra
Technical University. The students are currently in their final year of study and they are expected
to complete in 2022.

NAME SIGNATURE DATE

(MR ISAAC BANSAH) ……………… ………………
 DEDICATION
We dedicate this Project to the Highest God, our lovely parents, siblings, friends, and all

lecturers for their support & assistance throughout our training

 ACKNOWLEDGEMENTS
Taking this opportunity to show our gratitude to everyone who made this project a success.
However, it will not have been possible without the kind support and help of my course mates,
sincere thanks to all of them. We are highly indebted to our Supervisor (MR ISAAC BANSAH),
HOD (TONNY ADEGBOYEGA), for their guidance and constant supervision in providing
necessary information regarding the project and also their support in completion. A special
thanks also to our SRC President for always having our back whenever the need arose.
 ABSTRACT
Thousands of job hopefuls wait in line every day to get recruited by various firms. The job
search process may be exhausting and unpleasant. Hence the purpose of this project (recruitment
management system). The goal of this project was to create the online recruitment system
SmartJobber, which streamlines recruiting procedures for businesses while cutting costs
associated with recruiting new employees.

This project's development included an assessment of current systems and procedures, system
modeling using UML diagrams, use case diagrams, and sequence diagrams. The database is
created using a database management system, while the computer languages PHP, HTML, and
JavaScript are utilized for design.

This project's outcome and conclusion are effective online recruiting system and the
development of a platform through which individuals may apply for employment whenever it's
convenient for them.
 TABLE OF CONTENTS
CONTENTS PAGES
DECLARATION............................................................................................................................i
DEDICATION...............................................................................................................................ii
ACKNOWLEDGEMENTS.........................................................................................................iii
ABSTRACT..................................................................................................................................iv
TABLE OF CONTENTS..............................................................................................................v
LIST OF FIGURES.....................................................................................................................vii
LIST OF TABLES........................................................................................................................ix
CHAPTER ONE............................................................................................................................1
INTRODUCTION.........................................................................................................................1
1.0 INTRODUCTION.................................................................................................................1
1.1 STATEMENT OF PROBLEM..............................................................................................2
1.2 OBJECTIVES OF STUDY....................................................................................................3
1.3 SIGNIFICANCE OF THE STUDY.......................................................................................3
1.4 SCOPE OF STUDY...............................................................................................................4
1.5 LIMITATIONS OF STUDY.................................................................................................4
CHAPTER TWO...........................................................................................................................5
LITERATURE REVIEW.............................................................................................................5
2.0 INTRODUCTION
2.1 Conceptual Framework..........................................................................................................5
2.2 Concept of Internet.................................................................................................................5
2.4 Online Recruitment System...................................................................................................6
2.5 Review of Related Literature.................................................................................................7
CHAPTER THREE.....................................................................................................................11
SYSTEM ANALYSIS AND DESIGN........................................................................................11
3.0 Introduction..........................................................................................................................11
3.1 System analysis....................................................................................................................11
3.1.1 Existing System:...........................................................................................................................11
3.1.2 Proposed System:........................................................................................................................12
 3.2 Feasibility study...................................................................................................................14
3.3 Scope of the Project:............................................................................................................15
3.4 System design:.....................................................................................................................16
3.5 Use Case Diagram................................................................................................................17
3.6 Activity Diagram:................................................................................................................23
3.7 Sequence Diagrams:.............................................................................................................26
CHAPTER FOUR.......................................................................................................................37
SYSTEM IMPLEMENTATION................................................................................................37
4.0 INTRODUCTION...............................................................................................................37
4.1 System Requirements...........................................................................................................37
4.1.1 Software requirement.................................................................................................................37
4.1.2 Hardware Requirements..............................................................................................................38
4.2 Interfaces and Modules........................................................................................................39
CHAPTER FIVE.........................................................................................................................46
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS.............................................46
5.0 INTRODUCTION...................................................................................................................46
5.1 SUMMARY.............................................................................................................................46
5.2 CONCLUSIONS ....................................................................................................................46
5.3 RECOMMENDATIONS AND FUTURE WORKS...............................................................46
REFERENCE...............................................................................................................................48
 LIST OF FIGURES
Figure 2. 1 Figure 2.1: Jobberman user interface............................................................................9

Figure 2. 2 Indeed user interface...................................................................................................10

Figure 3. 1 Usecase Diagram.........................................................................................................18

Figure 3. 2 User Interface Module.................................................................................................19

Figure 3. 3 Check Status................................................................................................................19

Figure 3. 4 Online Exam................................................................................................................20

Figure 3. 5 Generating reports.......................................................................................................21

Figure 3. 6 Processing Stage..........................................................................................................22

Figure 3. 7 User Interface Register................................................................................................23

Figure 3. 8 Administrative Interface Login...................................................................................24

Figure 3. 9 Edit profile...................................................................................................................24

Figure 3. 10 Job Application.........................................................................................................25

Figure 3. 11 Online Exams............................................................................................................26

Figure 3. 12 Personal Details Entry...............................................................................................27

Figure 3. 13 Educational and Reference details Entry..................................................................28

Figure 3. 14 Experience Details Entry...........................................................................................29

Figure 3. 15 User Login.................................................................................................................30

Figure 3. 16 Change Password......................................................................................................31

Figure 3. 17 Check Status..............................................................................................................32

Figure 3. 18 Applying for Available Jobs.....................................................................................33

Figure 3. 19 Employer Login.........................................................................................................34

Figure 3. 20 Post Requirements.....................................................................................................35

Figure 3. 21 Generating Report.....................................................................................................36

Figure 4. 1 Landing Page...............................................................................................................39

Figure 4. 2 Login Page...................................................................................................................40

Figure 4. 3 Job Search Page...........................................................................................................41

Figure 4. 4 Registration Pages.......................................................................................................42

Figure 4. 5 Submit Application page.............................................................................................43

Figure 4. 6 the Applicant Page......................................................................................................44

Figure 4. 7 Dashboard Page...........................................................................................................45

 LIST OF TABLES
Table 4. 1 Development Software Requirements..........................................................................38

Table 4. 2 Client Software Requirements......................................................................................38

Table 4. 3 Hardware Requirements...............................................................................................38

 CHAPTER ONE
INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The fast development of contemporary information and communication technologies in recent

years, as well as their widespread use, has substantially expanded the amount of information
available to individuals at all levels of their social context (Neumann, 2010). People are
increasingly using the internet to better their knowledge and abilities (Ho et al., 2010), as well as
to advance their careers (Jansen et al., 2005). The process of attracting, screening, choosing, and
hiring appropriate individuals for employment is known as recruitment. Managers, human
resource generalists, and recruitment experts may be entrusted with recruiting, although public-
sector employment agencies, commercial recruitment agencies, and specialty search
consultancies may also be utilized in some situations. The use of internet-based tools to assist
with all elements of recruiting has become commonplace (Adam, 2016).

Online recruitment platforms have exploded in popularity in recent years (Meo et al., 2007),
allowing Human Resources (HR) organizations to reach a large number of people for a cheap
cost. Online recruitment systems have exploded in popularity as useful tools for recruiting
services in recent decades (Hong, Li, Li, & Pan, 2013). Finding competent personnel is one of
the top business problems entrepreneurs encounter when establishing a firm from the ground up,
according to a new poll (Martins, A. T, 2011). Recruiting individuals with the exact knowledge,
skills, talents, and attitudes required to support the organization's aims and goals allows it to
achieve high performance and improve its competitiveness (Anaeke, O. F., 2016).

In reality, one of the most vital, but tough, duties for most Human Resource department is
recruiting. This is owing to the fact that businesses frequently get an enormous amount of job
applications which takes time and effort to manually identify and choose viable prospects
(Kmail, A. et al, 2016). Organizational success is strongly reliant on the tremendous imagination
and effort required in designing recruiting and retention strategies in order to be comprehensive.

Traditionally, Professionals recruiting for a vacant post is a demanding undertaking in terms of

data gathering and processing because many applicants will apply for a certain job. Processing
application data leads to a slew of mistakes, inaccuracies, partiality, nepotism, and unreliability,
all of which contribute to the organization's inability to attract the proper people to fill open jobs
(Anaeke, O. F., 2016). Because there are so many application data, manually processing them
wastes a lot of resources, allowing the firm to hire additional personnel to undertake these duties.
Because finding a decent employee is tough, entrepreneurs frequently experience anxiety when
hiring their first employee.

On the other side, most job searchers express concerns about how difficult it is to locate the
proper employment for them. Job searchers turn to the Internet to look for openings. This means
that job postings would reach a vast number of potential employees, which has both benefits and
drawbacks.

1.2 RECRUITMENT CHALLENGES

Thousands of job hopefuls wait in line every day to get recruited by various firms. The job
search process may be exhausting and unpleasant. For both businesses and job seekers, the
traditional recruiting process is costly and time consuming. Candidates must travel from one
location to another in order to apply for the job.

Traditional recruiting also favors connected individuals, even if they do not match the business'
basic standards. Human resource professionals have long been under pressure to change the HR
function into one that is both efficient and strategic to the firm (Parry and Tyson, 2009).

The problem that usually arises in Ghana in spite of Professionals being an essential flow of
employment, is that most professionals face complexities to be active participants. Some of the
difficulties faced by them are Hardship in Building Customer Base, Having a Low Number of
Experts, Inability to Provide Diversified Service, and Hard to Be Found by Public. Lack of the
right skill set is also an issue. The free education system practiced in the country has helped
reduce the illiteracy level but it has also reduced the quality of education. Thus, they are more
graduates who are knowledgeable in the theoretical aspect of things but unable to implement
them in reality.

As earlier stated professionals are in a great position right now as more people are looking to
maintain and improve their lives. However, they’re also facing fierce competition because of the
low barrier of entry, and many are entering the niche to take advantage of the opportunity. For
those looking to get into the industry, there may be pain points that are not obvious anywhere.
The system is designed to allow ease of access.

Manually analyzing all of the applicants' curriculum vitae (CVs) and determining their
appropriateness for vacant positions can be burdensome for Human Resource departments,
especially for large firms that get hundreds of thousands or millions of applications for open
positions.

The following are some of the most common issues that arise throughout the traditional
recruitment process:

 There is no centralized database for storing and retrieving information.

 Manually examining and filtering CVs takes time.
 The hiring process takes substantially longer, which increases costs.
 In the traditional recruitment process, there is a lot of administrative burden.

The scope of this study is to create an online recruiting system that uses the Analytic Hierarchy
Process (AHP) to assess candidates' CVs. The method is set up to only select candidates who
fulfill the employer's basic requirements, decreasing their effort.

The study's limitations are obstacles and challenges that researchers can confront during the
research that may influence or impact the findings and interpretations (Price and Murnan, 2004).
According to Baron (2009), limitations are elements that may impact the study's results or how
the results are understood. These factors are normally outside the researcher's control. This
online recruitment system will not be restricted to a company or organization. Additionally, as its
breadth exceeds that of the study effort, the authentic provision for a computerized test will not
be implemented.

These objectives are as follows:

1. To conduct a thorough assessment and analysis of the current Recruiting Procedure.

2. To propose and develop an efficient online Recruitment system.
3. To implement the proposed and developed online Recruitment system.
The fundamental goal of developing this system is to improve recruitment processes. This will
simplify the process of recruitment for both users and the professionals. The method was created
to cut down on paperwork, reach out to a larger audience, save time, decrease prejudice, and save
money.
 CHAPTER TWO

LITERATURE REVIEW

2.0 INTRODUCTION

The literature review locates and organizes concepts found in relevant literature (Rowley, J &
Slack, F. 2004). A literature review is a procedure that involves searching for, gathering,
assessing, and drawing conclusions from all disputes and concerns presented in relevant projects
by others that are related to the project's topic (Alignment & Your, 2019). A literature review's
primary goal is to help readers comprehend the whole body of available research on a topic by
informing them of the strengths and shortcomings of studies within that body (De Los Reyes &
Kazdin, 2008). Its guiding principle or thematic emphasis defines it: an account of what has
previously been written on a given topic (Rhoades, et al 2011).

2.1 Conceptual Framework

The conceptual framework examines the key concepts that are central to this research and how

they can help you better understand the subject. The concepts that will be explored include,

Internet, Online Recruitment system, and Review of Related Literature.

2.2 Concept of Internet

According to Emeka and Nyeche (2016), the internet is now a global phenomenon whose

essence cannot be readily or simply described. Many people think of the internet as a big

computer network that connects billions of other computer users in different parts of the world in

order to communicate and share information. The internet is a medium that does not impose a

limit on the amount of information available to each user and offers numerous benefits that can

make a lot of work easier (Puspita, 2018). The internet, according to Jibrin, Musa, & Shittu

(2017), is a worldwide community with a very active existence. The usage of the internet has

increased rapidly in nations all around the world, including Ghana.

2.3 Recruitment

The process of finding, evaluating, and choosing candidates for a position or opening inside an

organization is referred to as recruitment. Despite the fact that individuals can participate in

specific steps of the hiring process, mid- and large-sized companies frequently keep professional

hires. The company works continuously to build a pool of competent candidates for the

organization, both now and in the future, should there not be a current opening (Md. R et al,

2017). The process of attracting and hiring people to fill open positions is known as recruitment.

The main goal of the hiring process should be to find as many qualified workers as necessary to

meet the organization's demands for human resources at a minimal or fair cost. To do this,

analyze a job opening, specify the prerequisites, and advertise (Armstrong & Taylor, 2014).

Recruitment is called a positive process with its approach of attracting as many candidates as

possible for the vacant positions. It is the process of identifying and making potential candidates

to apply for the jobs. The fact that a company is happy with more productive workers
demonstrates the importance of recruiting. In addition to boosting productivity and profitability,

it also promotes positive interactions between employers and employees (Kapur, R., 2018).

2.4 Online Recruitment System

Many organizations have been transitioning to the use of electronic recruitment (e-recruitment)

or a combination of the traditional paper-based recruitment method with electronic recruitment in

the last twenty years, but the trend towards adoption of electronic recruitment is ever increasing

as the enormity of the task becomes more apparent (Mohammed, 2019). The internet is used to

link people with employment through online recruiting. It ultimately boils down to posting job

openings on employment boards or business websites. It is very successful in getting a high

degree of reaction at this very basic level (UKEssays). According to Härtel et al. (2007), online

recruiting is the process of identifying potential candidates who are actively seeking work and

using the Intranet and the Internet to do so. Online hiring has given employers a competitive

advantage in the job market (Marzulli, 2002). Online Recruiting is highly important in the

recruitment process since it delivers an appropriate quantity of applicants that meet the firms'

criteria (Bhupendra & Swati, 2015).

Online recruitment has the power to transcend geographical boundaries, allowing it to reach

diverse groups. Online recruitment also enables candidates to come into contact with more job

opportunities and accessing a greater flow of information (Brandão, et al, 2017). According to a

study performed by Brando, et al. in 2017 titled Using Online Recruitment: Implicit Theories and

Candidates' Profile, Online Recruitment has been a key facilitator of job candidates' access to

employment possibilities and is a means for candidates to gain faster access to the firm. It was

further revealed in their study that Online Recruitment is fast and practical, making the

application process for candidates faster and more practical.

2.5 Review of Related Literature

More individuals are turning to web-based technologies as a result of increased internet usage.

The recruitment problem is no exception. The graphic online (a Ghanian-based online news site)

reports that Ghana has over 10 million internet users in its February 19, 2018 issue. The

increasing of Ghanaian internet users indicates that the web is becoming more feasible in the

country, making internet-based services more viable. The efficacy of an online recruiting system

is determined by its capacity to screen people looking for positions. Whereas traditional methods

just draw more applicants, new recruiting software would do an initial screening and present a

list of candidates who are qualified for the post.

Parry and Tyson (2008) used survey and interview methodologies to perform case studies on the

recruitment efforts of firms over a six-year period. The survey found that using career websites

and recruiting systems offers various advantages, including cost savings, increased efficiency,

greater client service, and improved strategic direction.

According to a CIPD poll, employment websites' Online Recruiting sections are currently the

fourth most popular recruitment tool. More than seven out of ten businesses post job openings on

their company websites, while four out of ten utilize job boards, with 73 percent citing cost

savings as a result of adopting e-Recruitment in Europe (Omolawal, 2015). The work market has

changed as a result of increased globalization and the usage of new technology. Online

recruitment emerges in this dynamic environment, where new technologies are rapidly

developing (Brandão, et al, 2017). According to a study conducted by the APEC, the French

organization for executive employment, the job market is becoming increasingly transparent:

63% of recruiting activities result in job postings.

Jobberman

Jobberman is an online employment platform that connects employers with job searchers,

allowing employers to publish the requirements for the kind of people they are looking to hire.

While the applicant uploads his credentials to the platform, the system searches for jobs that have

been placed on the website and are relevant to those qualifications.

Africa's Jobberman is a very large network of various individuals and groups. Over the years, it

has helped to lower the unemployment rate and has opened up several employment

opportunities. Jobberman has been in business for over 7 years and continues to do so by

establishing standards for other recruitment firms in Nigeria and around Africa.

Figure 2. 1 Figure 2.1: Jobberman user interface

Indeed
Without a doubt, the most well-known job search engine is Indeed. It compiles job posts from

countless different employment sites, like Journalism Jobs, CareerBuilder, and Monster, among

others. You may do a search using a state, city, or zip code, filter the results by job type, title,

pay, and other factors, and store the searches for later use.

The site uses keyword progression for a more thorough search, greatly enhancing its refinement.

When conducting searches while on the go, the mobile software is useful. However, Indeed gives

you the opportunity to submit your CV, making it easier for recruiters to find you online.

Figure 2. 2 Indeed user interface

 CHAPTER THREE

RESEARCH METHODOLOGY
3.0 INTRODUCTION

We used a combination of methods, current system to analyze techniques, models of pre-existing

systems quantitatively. It explains the rationale behind the method chosen in more detail. These
are the results of the types of data and the method search, as well as the thorough examination of
the information gathered. This chapter provides a general overview of research design, research
instrument used, types of data to be collected, sampling design, relevant interpretation towards
the conduct of the relevant research, and necessary statistical tools selected for the research's
proposed hypotheses.

A questionnaire was selected as the method of data collection, and for the research study,
primary data were gathered by administering a printed questionnaire to respondents in a random
setting.

SYSTEM ANALYSIS AND DESIGN

3.0 Introduction

The corporate sector has long had a serious problem with recruitment. In order to ensure that the

difficulties connected with hiring are significantly reduced, many strategies have been used. One

such strategy is the use of online recruiting platforms. The utilization of job boards like

Jobberman, Glassdoor, and others is one of the many mediums that are employed in the
recruiting process. The system design and methodology used to construct the Online recruitment

system are presented in this chapter.

3.1 System analysis

The study of a business issue domain with the goal of prescribing improvements and identifying

the commercial requirements and demands for the solution can be characterized as system

analysis. Examining a system and all of its parts is crucial to the design of the system. The

conclusions of this analytical process are what determine the proposed system's requirements-

based decisions. System analysis entails acquiring precise data, comprehending the operations,

detecting issues, and identifying potential solutions for increasing the system's utility

(Aransiola,O. G., 2017).

3.1.1 Existing System:

The company recruits Professional by maintaining manual records which involves many loop

holes. These Loop Holes include the following;

1. Redundancy:

Manual records tend to contain data which are redundant. This is because Normalization

followed is consistent data base is missing feature in manual records.

2. Inconsistency:

Because of redundant data, there is no consistency in the data.

3. Time Consuming:

Maintaining each Professional and employee’s data with much number of fields is a tedious

process and takes more time to retrieve back.

4. Improper Validation:
There are many cases where validation is to be performed between the existing data and yet to be

entered data. Also, a Professional who appears for the interview and fails to succeed should not

be reconsidered until a period of 3 months.

5. Tedious:

An organization data base goes through many numbers of updates each day which is hard to

maintain in registers.

6. More HR:

In order to maintain the information of all the employees and Professional who applied for

different jobs a special group of employees should be hired, which ultimately tends to the waste

of resources.

3.1.2 Proposed System:

The developed system overcomes all the above listed drawbacks.

 All the Professional, Employer and Administrator information is maintained in

normalized database instead of manual records.

 This feature helps in maintaining database which is consistent, not redundant and easily

maintainable.

 This system helps in restricting any Professional to register itself multiple times.

The three main users are

1. Professional

2. Employer

3. Administrator

Professionals

 Professionals are the ones seeking for work inside the same organization, whether they

are new or experienced.

  After entering all the details, the Professional can view a page containing all the

vacancies available.

 Professional now apply to one or any number of jobs whose interview details are later

intimated by the Administrator.

Employer

 Employer is a resource of the organization from HR department. He/she acts as a

mediator between the employer and the graduate.

 The Professional gives the complete details about his/her Personal, Educational and Skills

which can be updated accordingly until a valid period of six months.

 Whenever there is a vacancy, the employer comes into play by specifying the

requirements to the administrator.

Administrator

 Administrator generates report to view the systems usage by the Professional and the

employers in the recruitment process in a periodical base.

 The report specifies the number of applied and selected Professional for all the

designations with the details in brief.

3.2 Feasibility study

Whenever we design a new system, normally the management will ask for a feasibility report of

the new system. The management wants to know the technicalities and cost involved in creation

of new system.

- Technical feasibility

- Economic feasibility

- Physical feasibility
Technical feasibility:

Technical feasibility involves study to establish the technical capability of the system being

created to accomplish all requirements to the user. The system should be capable of handling the

proposed volume of data and provide users and operating environment to increase their

efficiency. For example, system should be capable of handling the proposed volume of data and

provide users.

Economic feasibility:

Economic feasibility involves study to establish the cost benefit analysis. Money spent on the

system must be recorded in the form of benefit from the system. The benefits are of two types:

Tangible benefits:

- Saving man labor to do tedious tasks saves time.

Intangible benefits:

- Improves the quality of organization.

Physical feasibility:

It involves study to establish the time responses of the new system being created. For e.g., if the

new system takes more than one day to prepare crucial finance statement for the management,

wherever it was required in an hour, the system fails to provide the same. It should be clearly

established that the new system requirements in the form of time responses would be completely

met with. It may call for increase in cost. If the required cost is sacrificed then the purpose of the

new system may not be achieved even if it was found to be technically feasible.

3.3 Scope of the Project:

The proposed system will affect or interface with the activities of graduate, employer and

administrator. The system works and fulfills all the functionalities as per the proposed system. It
will provide reduced response time against the queries made by different users. The

administrator will have a clear view of number of vacancies for a particular job, number of

candidates applied and number of candidates selected. All possible features such as verification,

validation, security, user friendliness etc have been considered.

The different types of modules present in this project are;

Proposed System:

1. User Interface

- Login

- Register

- Change password

- Edit profile

- Apply for jobs

2. Portfolios

- Jobs handled

- Automatic uploading

- Photographs

3. Check status

- employer

- graduate

4. Verification

- Voter id

- Passport no

5. Administration
 - Create employer

- Delete employer

6. Generate report

- Generates the no of Professional registered

- Generates the no of Professional selected

3.4 TOOLS USED

PHP
Html: HTML (HyperText Markup Language) is the most basic building block of the Web. It
defines the meaning and structure of web content. Other technologies besides HTML are
generally used to describe a web page's appearance/presentation (CSS) or functionality/behavior

JavaScript: JavaScript is a lightweight, interpreted programming language. It is designed for

creating network-centric applications. It is complimentary to and integrated with Java. JavaScript
is very easy to implement because it is integrated with HTML. It is open and cross-platform. It
makes web pages functional for specific purposes and if disabled for some reason, the content or
the functionality of the web page can be limited or unavailable

JQuery: JQuery is a fast, small, cross-platform and feature-rich JavaScript library. It is designed
to simplify the client-side scripting of HTML. It makes things like HTML document traversal
and manipulation, animation, event handling, and AJAX very simple with an easy-to-use API
that works on a lot of different type of browsers.

CSS
MySQL: MySQL is a relational database management system (RDBMS) developed by Oracle
that is based on structured query language (SQL).
System design:

System design is the creation of a specialized, PC-based solution for business requirements

identified during system analysis. Its main goal is to manage complexity by breaking the system

down into smaller pieces, making it simpler to concentrate on how well these segments work

together to accomplish their goals.

One or more graphical representations of a system are displayed during system design, which

also includes sketching in order to better portray the system. A suitable definition of business

needs, the ability to describe the business process, and analysis of the problem and how the

system is to interpret it are all part of creating an adequate system model.

 USER INTERFACE

PROFESSION PROFILING
AL
ADMINISTRATOR

CHECK STATUS
EMPLOYER

PHONE CALL / SMS

GENERATE REPORT

3.5 Use Case Diagram

Use cases are a discrete unit of interaction between a user and a system, which can be either a

person or a computer. Use case modeling outlines the intended functionality of a system in a way

that users can comprehend. A use case overview depicts a system's functionality in terms of

actors, the goals they refer to as use cases, and any interdependencies between those use cases.

Use cases are a result of the system's scope being disintegrated. The name of the use case appears

above or inside a horizontal eclipse to visually depict this. The use case details a series of actions

and user-system interactions aimed at achieving the system's objectives. The system's data and

objects are first identified using use cases. They explain the system's behavior as it appears to the

actor; this is known as external behavior. In the present use case diagram, we have three actors.
 This include the actors are Professionals, Administrator and Employer. The use cases are user

interface, Profiling, and check status, Phone call/SMS and generating reports.

Figure 3. 1 Usecase Diagram

User Interface Module

In the user interface module, we have sub modules like register, login, edit profile and apply for

jobs.

- Registering is mandatory for the user.

- The user can edit his profile by going to edit profile.

- During registering the Professional would be given a unique id which he has to use as his

further proceedings.
 USER INTERFACE

REGISTER
<<extend>>

<<include>>
LOGIN
<<extend>>
USER INTERFACE

<<extend>> EDIT PROFILE

APPLYING FOR JOBS

Figure 3. 2 User Interface Module

Check Status

Check status is used by the Professional to see his status whether he is selected or not. It is also

used by the employer to see whether he is eligible for the post. It is also used by the

administrator to change the status of both the Professional and the administrator.

CHECK STATUS

INTERVIEW RESULTS

CHECK STATUS

STATUS UPDATION

Figure 3. 3 Check Status

Online Exam
During the online exam the student goes to the prometric center and writes the exam. There

initial validation will be done. First the deployment of the question paper will be done at the

main server of the prometric center. The uploading of the answer sheet will be done to the main

server. The answer sheet will be loaded in the database and will be evaluated.

ONLINE EXAM

QUESTION PAPEWR
<<include>> DEPLOYMENT

<<include>>

ONLINE EXAM
AUTOMATIC
UPLOADING
<<include>>

EVALUATION

Figure 3. 4 Online Exam

Generating reports
Report generation is the process of generating reports using a tool designed for business users,

and the program used to implement this approach is referred to as a report generator. A report

generator is more capable of creating reports. The following are the processes involved in the

report generation;

 Reports will be generated by the administrator.

 He will generate both weekly and monthly reports.

 He will be preparing the reports based on the number of people applied and the number

of people who got selected.

<<include>> WEEKLY REPORTS

GENERATING
REPORTS <<include>>

MONTHLY REPORTS

Figure 3. 5 Generating reports

 PROCESSING STAGE

Figure 3. 6 Processing Stage

In the class diagram we have three classes that is the graduate, administrator and the employer.
3.6 Activity Diagram:
A flow chart used to show how one event leads to the next is called an activity diagram. The

control flow is drawn from one operation to another because the event may be thought of as a

system operation. This flow may be concurrent, parallel, sequential, or branching. Below is

displayed the activity diagram for each system user:

User Interface Register

In the user interface register the user has to give all his mandatory fields then only he will get the

form if not he will not be given form. After entering all the details, he has to submit his form His

entire details will be stored in the database server.

Figure 3. 7 User Interface Register

Administrative Interface Login

In the administrative interface login, the administrator has to give his e-mail id and password to

access his details. From here he can interact with the Professional and the employer He can

select employer in each and every region.

Figure 3. 8 Administrative Interface Login

Edit profile

Edit profile is used by the Professional to change his profile. He can change his profile if in the

meantime he completes any certification courses. For this he has to give his emailed and

password or his registration number to access his account.

Edit profile

enter the graduate id

and passwd

is valid
NO Please enter the
id correctly
YES

Edit profi le

Update
profile

Figure 3. 9 Edit profile

 Job Application

The Professional can apply for one or many of jobs. But he has to first satisfy the eligibility

check. Depending upon the eligibility he will be given the form. If he meets the company’s

requirements he will be notified in his homepage.

Applying for job

Enter the graduate id

and passwd

no Incorrect id

yes

Get job
deatails

Ap[ply for job

Eligibility
check

no you are
inelligible
yes
Store in DB
details

Figure 3. 10 Job Application

Online Examination

If the time set by the administrator and the time set the internet server becomes same then the

deployment of the question paper will be done

This will be done in the main server. Then from here it will be transformed to all the clients (i.e.

all the systems.)

ONLINE EXAM

Get the time set by

the administrator

Get the time from

internet server
NO
If both times are same

YES

Deploy the question

paper to the local server

Figure 3. 11 Online Exams

3.7 Sequence Diagrams:

UML sequence diagrams show the logic flow within your system in a visible manner, enabling

you to report and validate your logic. They are often used for both setup and inspection reasons.

The most well-known UML antecedent for element display that focuses on identifying the

behavior inside your system is the sequence diagram.

Personal Details Entry

First the user has to give his details in the educational details’ entry form, there the self-checking

will be done and it will be submitted to the personal details’ servlet. From there the user can

mount the database and set the query in the grad details table where the processing will be done

in the database. Then the educational and reference form will be show.
 PERSONAL DETAILS ENTRY

:personaldetails :personal :grad details educational &

form details servlet table reference form

1:Enter Data & Check form

2:Submit
3:Mountdb & setquery
4:process db

5:Accept results

6:Show form

Figure 3. 12 Personal Details Entry

Educational and Reference details Entry

In the educational and reference form he has to give his details where self-checking will be done.

Then he will submit his form to the educational servlet. He can mount the database and set the

query. Then the form will be showed to him.

 EDUCATIONAL & REFERENCE DETAILS ENTRY

:educational&re :educational :graduate table :grad ref table :grad tech

ference form servlet skills form

1:Enter details & Check form

2:submit

3:Mount db&set query

4:Process db

5:Accept result

6:Set query
7:Process db

8:Accept result

9:Show form

Figure 3. 13 Educational and Reference details Entry

Experience Details Entry

In the experience details entry form the Professional has to give the entire details in the

Professional experience form where self-checking will be done and the form will be done to the

experience servlet. Then he can mount the database and set the query in the Professional

experience table and he will be given the unique id.

 EXPERIENCE DETAILS ENTRY

:grad experience :experience :grad experience

form servlet table

1:Enter details & check form

2:Submit

3:Mount db & set query

4:Process db
5:Accept Values

6:Display Unique id

Figure 3. 14 Experience Details Entry

User Login

In the Professional login form the Professional has to give his user id and password then his

details will be submitted to login servlet. There he can mount the database and set the query

where the self-checking will be done and the Professional details form will be shown.
 GRADUATE LOGIN
USER LOGIN
:login form :login servlet :grad login :grad options
table form

1:Give user id & pwd

2:Submit

3:Mount db

4:Set query

5:Check db

6:Accept results

7:Display message

8:Show form
mismatch

Figure 3. 15 User Login

Change Password

In the change password module, the user has to give his email id and passwd then he has to

submit to the change passwd object. Then he can set the query in the grad details form where the

verification will be done and the results will be displayed by giving the confirmation to the new

password.
 CHANGE PASSWORD
:web :change pwd :grad details
application

1:Give existing & new pwd with confirmation

2:Submit

3:Post query
4:Verify & Update db

5:Send results
6:Display results

New pwd
confirmation

Figure 3. 16 Change Password

Check Status

In the check status form the Professional and the employer interact with it. This is used by the

Professional and the employer to see the status. He will be seeing his status in the status servlet.

He can mount the database and set the query in the applied Professional object where the query

will be processed and the result will be shown in the check status form.
 CHECK STATUS
:check status :status servlet :applied grad
form

1:Check Status

2:Mount db

3:Set query

4:Process query

5:Accept Values

6:Display status

Figure 3. 17 Check Status

Applying for Available Jobs

sequence of the apply for available jobs the Professional has to give his entire details in the grad

options page and he has to mount the database in the apply servlet and set the query in the emp

requirement table. There he can insert the values processing of the database will be done and the

result will be displayed to grad details page

 APPLY FOR AVAILABLE JOBS
:grad options :apply servlet :emp :grad details :applied grad
page requirements

1:Apply
2:Mount db

3:set query

4:Process query

5:Accept details

6:set query

7:Process query

8:Accept Values

9:Failure notice
10:Insert values
11:Update db

12:Accept results

13:Display successfully applied notice

Figure 3. 18 Applying for Available Jobs

Employer Login

First the employer has to login into company’s website. Then he has to login in the employer

login form. Then he can mount the database and set the query. Validation will be done at the emp

login. If it is correct the form will be displayed.

 EMPLOYER LOGIN
:login :employer login :emp login :employer
options form

1:Give id & pwd

2:Submit
3:Mount db

4:Set query
5:Validate db

6:Accept values

7:Show the same form

8: Display form
invalid

valid

Figure 3. 19 Employer Login

Post Requirements

In the post requirements sequence diagram the employer has to give his entire details where the

self-validation will be done. Then the form will be submitted to the post requirements object

where he can set the query in the employee skills form. Then the result will be showed to

employer options form.

 POST REQUIREMENTS
:employer :post req :emp req :emp skills
options form

1:enter requirements & check form

2:Submit
3:Mount db

4: Set query
5:Update db

6:Accept values

7:Set query
8:Update db

9:Accept values

10:Display result

Figure 3. 20 Post Requirements

Generating Report

Generating the report will be done by the administrator. From the generate report form he has to

mount the database and set the query in the applied grad object. There he can set the query in the

emp select where the processing will be done and the report will be shown in the generate report

form.
 GENERATING REPORT
:generate report :generate report :appliedgrad :empselect
form

1:generatereport
2:mount db

3:set query 4:process DB

5:accept values

6:set query
7:process DB

8:accept values

9:display result

Figure 3. 21 Generating Report

 CHAPTER FOUR
SYSTEM IMPLEMENTATION

4.0 Introduction

The selection of platform and programming languages, software and hardware requirements, and

the modules and interfaces that were used are all covered in this chapter.

4.1 System Requirements

System requirements are depictions of a system's administration, operating needs, and capacity.

Requirements might range from detailed numerical functional specifications to abnormal state

theoretical justifications of a system necessity. There are two categories of system requirements:

 Software Requirements

 Hardware Requirements

4.1.1 Software requirement

Software requirements control defining the software asset needs and prerequisites that must be

installed on a PC to provide optimum program performance. Similarly, this may be divided into

Development Software Requirements, and Client Software Requirements.

 Development Software Requirements: These are the software and tools required for the

effective development and deployment of the program, as shown in Table 4.

 Client Software Requirements: These are the programs that must be installed in order for

the Application to function properly for the client; table 4.4 lists these programs.
Table 4. 1 Development Software Requirements
REQUIREMENTS SOFTWARE

Operating System Windows XP, 98, 2000

Database Management System MySQL

PROGRAMMING LANGUAGES PHP

Web Server Apache

WEB TECHNOLOGIES HTM, JavaScript

Table 4. 2 Client Software Requirements

REQUIREMENTS SOFTWARE

Operating System Microsoft Windows XP/7/8/8.1/10

Internet Browser Google Chrome, Microsoft Edge, Opera, etc.

4.1.2 Hardware Requirements

This section of the system requirements is concerned with the actual hardware elements required

by a computer to run the program. Table 4. Indicates the hardware requirements to run the

program

Table 4. 3 Hardware Requirements

REQUIREMENTS SOFTWARE

Processor Intel Pentium III or IV

Memory 2 GB RAM or greater

4.2 Interfaces and Modules

This section provides a visual representation of the various web application modules,

submodules, and interfaces.

Landing Page

Every time a user accesses the website, this is the page that appears. It lists the many services the

program provides.

Figure 4. 1 Landing Page

Login Page
Users of the platform log in to their accounts using their unique usernames and passwords at this

module. On this page, a few things might happen.

 The user is verified if he has an account with us.

 The account type is verified, whether or not the user is either a company or a candidate.

 The user is redirected to his or her home page based on the account type which he has on

the platform.

Figure 4. 2 Login Page

Job Search Page

Candidates can identify numerous Jobs on the internet using this page. While not registered, a

candidate can perform searches, but must first register in order to apply.

Figure 4. 3 Job Search Page

Registration Pages

The organization and the applicants interested in joining the platform register on these pages,

where they have the option of using their email as the username and may also enter the

password, they choose to use to log in to the Smartjobber platform.

Figure 4. 4 Registration Pages
Other Modules

The following modules were additionally added to the platform: Submit Application Page, the

Applicant Page, and the Dashboard Page.

Figure 4. 5 Submit Application page

Figure 4. 6 the Applicant Page
Figure 4. 7 Dashboard Page
 CHAPTER FIVE

SUMMARY, CONCLUSIONS AND RECOMMENDATIONS

5.0 INTRODUCTION

This chapter emphasizes several topics for further research and summarizes the contributions of
this work.

5.1 SUMMARY

This project aims to create an online recruitment system to assist businesses in managing their
recruiting procedures. PHP was used to implement the layout, whereas HTML, JavaScript, and
CSS were used for aesthetic purposes. The database backend application utilized MySQL. An
overview of current online recruitment systems and their impact on society is given.

Finding a job that is open requires a lot of data gathering and processing. Processing applications
results in a plethora of errors, inaccuracies, partiality, nepotism, and unreliability, all of which
make it more difficult for the business to recruit qualified candidates to fill open positions.

The website considerably improves its refining by using keyword progression for a more
thorough search. The mobile program is helpful for searching while on the go. However,
increasing internet usage has led to a rise in the use of web-based technologies among people. It
is also true of the recruitment issue indeed allows you to post your CV, which makes it simpler
for employers to locate you online. A system's ability to screen job seekers is what determines
how effective it is at recruiting. New recruiting software would perform an initial screening and
present a list of candidates who are qualified for the position, in contrast to traditional methods
that only attract more applicants.

 Chapter Three discussed the goal of this project, to create an online recruitment system
to assist businesses in managing their recruiting procedures. PHP was used to implement
the SmartJobber, whereas HTML, JavaScript, and CSS were used for aesthetic purposes.
The database backend application utilized MySQL.
 Chapter Four presented of results and discussions pertaining to the study.
5.2 CONCLUSION
Companies may leverage the time and money-saving platform of online recruiting to lower their
own recruitment costs. The stress associated with looking for a job can be eliminated or
drastically decreased thanks to this study initiative. The project's focus is on quick and effective
job searching. By developing modules or functions that assist the testing of applicants and the
recommendation of such individuals to employers based on their scores and their ranking on the
recruiting platform, SmartJobber Online recruitment may be further improved.

5.3 RECOMMENDATIONS AND FUTURE WORKS

A monthly update of this system is advised to ensure it is effectively running and cater for the
adjustments due daily changes in the nature of transactions. Users of the system need to be
thoroughly able to know how the tool works.
The admin should also ensure a backup is created periodically. To avoid loss during disaster
period. The proposed system should adopt the use of more advanced Database Management
Systems such as Oracle, SQL et cetera which have unlimited capabilities unlike Microsoft
Access Database that may develop performance problems.

There are still many problems in the area of e-recruitment that are not fully handled. The
following suggestions are made for this project's further improvement:

 Account verification via email notification.

 Notifications on new job posted by email or SMS.
 Company information viewing.
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