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Development of E-Recruitment Software

3. 7 Advantages & Disadvantages of E-Recruitment

There are many benefits both to the employers and the job seekers however the not also free from a few shortcomings. Some of the advantages and the negatives of e -Recruitment are as follows:

Advantages of E-Recruitment (For the Proposed System) are:

  • Lower costs to the organization. Also, posting careers online is cheaper than advertising in the newspapers.
  • No intermediaries.
  • Reduction in enough time for recruitment (over 60 percent of the hiring time).
  • Facilitates the recruitment of right type of individuals with the mandatory skills.
  • Improved efficiency of recruitment Process
  • Gives a 24*7 access to online collection of resumes.
  • Online recruitment helps the organizations to weed out the unqualified individuals in an robotic way.
  • Recruitment websites also provide customer companies with valuable data and information about the compensation made available from their rivals which helps the HR professionals for taking various HR decisions like marketing promotions, salary tendencies in industry etc

Disadvantages of E-Recruitment Apart from the earlier called benefits, e-recruitment has its own demerits/ disadvantages. A few of them are:

  • Screening and checking the skill mapping and authenticity of an incredible number of resumes is problems and frustrating exercise for organizations.
  • Internet access is yet to become a household need and not a want as there continues to be little or no awareness in many locations across Nigeria.
  • In Nigeria, the employers and the employees still choose a face-to-face conversation rather than sending e-mails.
  • Other users can have access to the system provided she or he matches the pre condition
  • Unacceptable changes can be made to any of the editable information details i. e. upgrading false records.
  • Unauthorized staff are prohibited from getting usage of the center as the truth may be

ENTITY Romance DIAGRAM WITH THE APPLICATION

(ER DIAGRAM)

DATABASE DESIGN FOR THE E-HIRING APPLICATION

Chapter Four

System DESIGN

4. 1 System design is change from a user oriented document to developers or data basic personnel. The design is a remedy about how to approach the creation of a fresh system. That is composed of several steps. It provides the understanding and procedural details necessary for implementing the machine suggested in the feasibility review. Designing will involve the reasonable and physical stages of development, rational designs reviews the present physical system, prepares source and output specs, details of implementation plan and make a reasonable design walkthrough.

The database desks were created by analyzing functions involved in the system and format of the fields is also designed. The fields in the databases tables should establish their role in the system. The unnecessary areas should be prevented because it influences the storage regions of the system. Then your design of the source and output display screen should be made user-friendly. The menu should be exact and compact.

4. 2 ANALYSIS IN THE PROPOSED SYSTEM

The newly designed system should improve the workability of the prevailing system. It could look after the shortfalls i. e. problems came across using the manual system of recruitment. It has a self service module for the applicant's subscription. The suggested system will be user-friendly which makes it easier, faster, and much more reliable to utilize. For this project, the program will have a internet site which any customer of internet can access. Once the applicants have documented they can send their details and the system will automatically store them in the respected fields.

The user can:

  1. Login to the system through the first site of application
  2. Centralize and automate supervision of the application at the departmental level.
  3. Use self-service and self-guided services (applicants registration)
  1. Consolidate recruitment activities over a scalable web-based platform
  2. Support portability and standards
  3. Personalize content and enable exchange of applicants
  4. Manage applicants
  5. Handle applicant selection and sending of mails to successful applicants
  6. Display ratings and transcripts

4. 1 SOFTWARE DESIGN: -

ARCHITECTURE OF THE BRAND NEW SYSTEM

In designing the program certain ideas are followed:

1. Modularity and partitioning: Software is designed in a way that, each system should consist of a hierarchy of modules, partitioned to carry out specific functions.

2. Coupling: Modules must have little dependence on other modules of a system.

3. Cohesion: Modules should perform a single handling function.

4. Shared use: Avoid duplication by allowing a single component to be called by others that need the function it offers.

4. 2 PROCESS REQUIREMENTS USE-CASE MODELLING

The main objective of constructing the requirements use-case model is to elicit and evaluate requirements information which helps to prepare a model that communicates what's required from a user point of view but is free of specific details of the way the system will be built and applied. Cockburn, A (2001), notes that "a use circumstance captures a contract, describes the system's behavior under various conditions as the system responds to a get from one of its stakeholders". Essentially, a use circumstance talks about in a nut shell how a user (who are able to play lots of functions) interacts with the machine under a specific set of circumstances. Pressman, S. R (2010), explains Use Case as how a user interacts with the system by defining the steps necessary to accomplish a specific goal. Using this process will produce a more robust design which will be in three modules data source, business logic and interface. The use of the waterfall system, RAD (rapid program development) with iterative and incremental development allows for the benefits of new requirements later in the task without seriously impacting on the development of the final solution. The steps necessary to produce this model are the following:

  1. Identify business celebrities.
  2. Identify business need use instances.
  3. Construct use-case model diagram.
  4. Document business necessity use-case narratives.

The task is likely to address the next areas:-

  • Applicants Registration
  • job category creation
  • job Information Management Module
  • shortlisted job seekers Information Management Module

The subscription and management of the Company asset will support the following unique information items:

  • Name of applicants,
  • Applicants details
  • Application id,
  • emails,
  • discipline,
  • job description
  • grade
  • ARCHITECTURE AND DESCRIPTION OF THE NEW SYSTEM
  • Because the suggested system is web based and is likely to be an ERP (venture Resource planning), application staff can Login at everywhere to gain use of the machine. The graphical interface that might be adopted for this assessment system is one whereby there's a comparison with the conventional login system where one user is allowed to login to the system at the same time, multiple end user login is impossible. The brand new system is more reliable and secure, and because it is a online application, it can be deployed on the central server, where other work channels can be linked to it after they are on the network and users can view the application form. This explains the type of the versatility of the assessment system to be developed.
  • 4. 5 Type DESIGN
  • The applicant enrollment form will be designed so that it includes all information required about the personnel job duties. The contents of the form will be like the hard duplicate form currently used for staff appraisal
  • A test of a few of the domains in the applicant Reg form user interface is depicted below:

CHAPTER FIVE:

IMPLEMENTATION WITH THE PROJECT

5. 1 PROJECT IMPLEMENTATION OVERVIEW

The development of the recruitment (E-hiring) system for the HR section of Visafone Company is made up of three layers specifically:

  1. The Interface Layers.
  2. The Midsection tier Layers(Business Reasoning)
  3. The Repository Structure(Casing the database furniture and stored types of procedures)

This n tier method of the engineering, design and implementation of the job is to ensure that the application form is steady and consistent in a way that any changes on any of the layers won't have an effect on the other levels. For example, if the database is evolved from Microsoft SQL to Oracle, all that should be done is an alteration in connection rather than an alteration in the whole three tier software.

The key called "HR" (located between your two ) is the connection string as the key "SMTP" is the server settings that connects to the internal mail server to send mails.

A Category (Human being. cs) was made as a pot for all your methods that will be used by the application because the principles of object focused coding was used.

5. 1. 1 HARDWARE

Windows 7 operating system

Visual studio embedded on Glass windows 7 operating-system for development

Laptop 60GB HDD

2GB RAM

5. 1. 2 SOFTWARE

Visual studio room 2010 C# programming language

SQL 2008 server as rear end database

Microsoft Visio 2007

5. 2IMPLEMENTATION PROCEDURE

Implementation of the web based recruitment application (E-HIRING system) went through many stages that are:

5. 2. 1 Database Construction

After installing Microsoft SQL 2008 server, a fresh database called HRManagement was made using the SQL Enterprise Manager. The repository was created using the flowchart designed in the last chapter such that columns and desk attributes needed for the application were created. The next tables and their equivalent parameters were designed for this database.

  1. tbl_vaccancy
  2. tbl_HR
  3. tbl_Applicant
  4. tbl_ApplicantRegistration
  5. tbl_event
  6. tbl_department
  7. tbl_interviewer
  8. tbl_RegisterUser
  9. tbl_AllRequest

5. 2. 2 Web server Configuration

To configure the net server, Microsoft Internet Information Service (IIS) was installed on the machine to be utilized for hosting the net internet pages to be reached.

This is performed by: Click Start - Click Control -panel - Click Add/Remove Program - Click Add/Remove House windows Part - Check Internet Information Service - Place Windows XP CD - Click Next - Click Finish and Reboot the device.

Click Start - Right Click My Computer and choose Manage - Click Services and Request - Expand the web Information Services Icon - Expand Internet sites - Right Click Default Web Site - Select Properties and configure the parameters.

5. 2. 3Business part Creation and Referencing

After installing Microsoft Visual Studio 2003, the business layer (which includes regarding the business reasoning behind the study project) was created using the namespace FIRSBusinessLayer and the Visible Studio application gives us the Microsoft. ApplicationBlock. Data which is employed for the bond to the data source. To make them usable, they were referenced in the application by doing the next:

Start Visual Studio - Click on HRManagement - Click View and select Solution Explorer (which opens at the side of the webpage) - Right-click Personal references under HRManagement and click Add Reference which opens the Add Guide box.

Click on Assignments button - double click on the FIRSBusinessLayer and click fine to add the research as shown below:

Also double go through the Microsoft. ApplicationBlocks. data and click fine to research it.

A screenshot of the created methods and properties is shown below:

5. 2. 4Creation of Interfaces

These were created as modules to provide the many methods the expected variables. Visual Studio was used for designing the interfaces using the control toolbox which contains textbox, image, buttons and labels. The following interfaces were created and looked at using Windows Explorer:

CHANGEPASSWORD. aspx

createApplicant. aspx

CreateChannelmanager. aspx

RegisterUsers. aspx

setupInterviewers. aspx

aboutus. aspx

AllallocatedApplicant. aspx

AllRegsisteredApplicant. aspx

StaffLogin. aspx

careers. aspx

HOME. aspx

HRADminframe. aspx

HRlogin. aspx

HRmanagement. aspx

HRrespond. aspx

listofjobsforRRespondr. aspx

RecoverPassword. aspx

StaffLogin. aspx

Under Create folder

createApplicant. aspx

createDepartment. aspx

createHRstaff. aspx

CreateVacancy. aspx

StaffLogin. aspx

SearchAndRequstForApplicant. aspx

SearchAndRequstForvaccancy. aspx

SearchAndRequstForvaccancyByVcancyNo. aspx

StatusOfApllicant. aspx

5. 2. 5Debugging the Application

The debugging tool is employed essentially for tests the application form to see if the three tiers (i. e. the repository structure, middle tier and Program) are properly linked. The debugging tool was used severally to see if the application form can compile, many problems were viewed and break things were created at suspected sources of error plus they were corrected accordingly. To verify that the application form is problem free, the next was done:

Open the Task in Visual Studio (i. e. HRManagement in cases like this) and Click Build solution on the Build button. After successful compilation, it'll show "Build Succeed, 0 Skipped, 0 failed". See screenshot below:

Home. aspx is configured as the start up webpage for the application form and all web pages are linked back again to the key site by pressing the HOME button on web page. To run the applying, Go through the Debug button and Click Start, this starts the key site through the web browser.

5. 3 SYSTEM REQUIREMENTS

In order to effectively run this application, the required minimum amount hardware specifications are:

Processor Velocity: Pentium V, 1. 4GHZ

RAM Size: 512MB

A USB interface or Disc Drive

Display Configurations: 1024X768 pixels

Operating System: OR WINDOWS 7, Windows 2000 or 2003 Server

5. 5USER GUIDE/MANUAL

This application is to be used by three groups of individuals namely:

  1. Registered users: They are registered users e. g. personnel, interviewers, HR associate, Admin. etc they can demand, check Applicant position, and consequently view and allocate job seekers once they have been properly authenticated by the machine. The Administrator manages the software software. He carries out administrative tasks such as configuring the application form to automatically send mails to determined applicants make summarized records and create staff. They can also Create HR Managers, Create Registered Users and Create Interviewers etc.
  2. HR personnel: These are also the spirit of the program they can easily see all Applicants application on the system, they can also authorize/select, delete, retain, they can also create other users in the machine, can close vacancy, create applicant, create interviewers and allocate interviews.
  3. Applicants: This is the person that can be applied for a vacancy or one which has chosen to use into the various careers vacancies publicized. He uses the application form by applying for the many openings, and when applied a reference point number is made. With the guide amount he/she can check the status of its program. i. e. hired, rejected and if vacancy is still available. Once he has posted its application into the system, he/she can also change a few of its account.

CHAPTER Half a dozen:

CONCLUSION AND RECOMMENDATIONS

6. 1 ACHIEVEMENTS

The following were attained by the job:

  • Uncover cost savings through business process improvement and support for proper decision making
  • Gained control of the Recruitment process
  • Increased accountability to ensure compliance
  • Enhanced performance of property and the life span cycle management
  • Risk lowering through standardization and tracking, proper documentation, lack of records, diagnosis of employees records
  • Align IT with business goals to support business decisions

6. 2 LIMITATIONS AND CONSTRAINTS

The limitations experienced throughout this task are as follows:

  • Because this job has to do with recruitments, the various security measures put in place by others visited and this made it difficult to obtain additional information. No enterprise wishes to divulge its security information i. e. staff records
  • Limited materials open to specifically address the project goals
  • Limited time to develop the application
  • Lack of enough coding skills to come up with something better than this in conditions of job delivery

6. 3 REGIONS OF FUTURE DEVELOPMENT

While I really believe a great work has been done in the introduction of an e-hiring recruitment control systems for the HR section, the next still needs to be resolved:

  • The system should be integrated with an Text alert system using a third party service provider system
  • The application must be tested by so many users to see its durability
  • It database must be upgraded to SQL 2008 full version
  • The system should provide high level-based endorsement process in order to improve security and hasten requisition process.
  • It should provide features to aid IT infrastructure staff knowing what IT assets they may have, where they are simply and their position.
  • Provide an avenue for easy IT Property movement and project.
  • An encryption algorithm was not used for the repository as it's not suitable for commercial use and citizen only on my system for project purposes. Nevertheless the research work is available to further development by whoever deems it fit.

6. 4 RECOMMENDATIONS

Due to the deficiencies of the existing method and the necessity to improve the method, there's a need for a online recruitment finalizing system, that reduces or totally eliminates paper involvement, providing exact inventory status statement, simplicity decision making, and an avenue where by each IT property can be tracked, designated and re-assigned.

6. 5 CONCLUSION

It is expected that the E-hiring (Recruitment) system should help to increase productivity to the organization through sourcing for qualified job seekers. It should help get rid of the burden of space that is required to store the hard copies of Cvs. Thus, different organizations (governmental and nongovernmental) are anticipated for source for prospects through the web necessity system. ORS should be the determinants of recruitment due to its benefits which has astounding advantages.

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