Development of E-Recruitment Software

Development of E-Recruitment Softw ar3.7 Advantages Disadvantages of E-RecruitmentThere are many benefits both to the employers and the job seekers but the not also free from a few shortcomings. some(prenominal) of the advantages and the disadvantages of e Recruitment are as followsAdvantages of E-Recruitment (For the Proposed administration) areLower costs to the organization. Also, posting jobs online is cheaper than advertising in the impudentlyspapers.No intermediaries.Reduction in the time for enlisting (over 60 percent of the hiring time).Facilitates the enlisting of right type of people with the indispensable skills.Improved efficiency of recruitment ProcessGives a 24*7 entre to online collection of resumes.Online recruitment helpers the organizations to weed out the unqualified scum bagdidates in an automated way.Recruitment websites also provide client companies with valuable data and information regarding the earnings offered by their competitors which helps the HR managers to take conglomerate HR decisions like promotions, salary trends in industry etc Disadvantages of E-Recruitment Apart from the earlier named benefits, e-recruitment has its own demerits/ disadvantages. Some of them are back and looking the skill mapping and authenticity of millions of resumes is a problem and time consuming exercise for organizations.Internet access is yet to become a ho parthold deal and not a want as there is calm little or no awareness in many locations across Nigeria.In Nigeria, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.Other dors dejection have access to the outline provided he or she meets the pre conditioninsufferable re jells can be made to any of the editable information details i.e. updating false records.Unauthorized staff are banned from getting access to the instalment as the case may beENTITY RELATIONSHIP DIAGRAM OF THE APPLICATION(ER DIAGRAM)DATABASE DESIGN FOR THE E-HIRING A PPLICATION Chapter Four System DESIGN4.1 System design is change from a user oriented document to programmers or data base personnel department. The design is a solution on how to approach the creation of a new transcription. This is composed of several stairs. It provides the understanding and procedural details necessary for implementing the clay recommended in the feasibility study. Designing involves the logical and personal stages of development, logical designs reviews the present physical brass, prepares arousal and output particularizedation, details of implementation plan and prepare a logical design walkthrough.The database tables are designed by analyzing functions involved in the system and format of the fields is also designed. The fields in the database tables should define their role in the system. The unnecessary fields should be avoided because it affects the storage areas of the system. Then the design of the input and output screen should be made user fri endly. The menu should be precise and compact.4.2 ANALYSIS OF THE PROPOSED SYSTEMThe newly designed system should improve the workability of the be system. It would take care of the shortfalls i.e. problems encountered victimization the manual system of recruitment. It entrust have a self service mental faculty for the applicants registration. The proposed system will be user friendly which makes it easier, faster, and more reliable to use. For this tolerate, the platform will have a web site which any user of internet can access. Once the applicants have registered they can send their details and the system will automatically store them in the respective fields.The user should be able toLogin to the system through the first page of actionCentralize and automate administration of the application at the departmental level.Use self-service and self-guided services (applicants registration)Consolidate recruitment activities on a scalable web-based platformSupport portability and s tandardsPersonalize content and enable exchange of applicantsManage applicantsHandle applicant selection and sending of mails to thriving applicantsDisplay scores and transcripts4.1 SOFTWARE DESIGN ARCHITECTURE OF THE NEW SYSTEMIn designing the software certain principles are followed1. Modularity and partitioning Software is designed such that, each system should consist of a hierarchy of modules, partitioned to carry out specific functions.2. Coupling Modules should have little dependence on opposite modules of a system.3. Cohesion Modules should carry out a single processing function.4. Shared use Avoid duplication by allowing a single module to be called by others that need the function it provides.4.2 PROCESS REQUIREMENTS USE-CASE MODELLINGThe main objective of constructing the requirements use-case baffle is to elicit and analyze requirements information which helps to prepare a model that communicates what is required from a user perspective but is free of specific detail s of how the system will be built and implemented. Cockburn, A (2001), notes that a use case captures a contract, describes the systems behavior under various conditions as the system responds to a request from one of its stakeholders. In essence, a use case explains in a nut shell how a user (who can play a number of roles) interacts with the system under a specific set of circumstances. Pressman, S.R (2010), describes Use Case as how a user interacts with the system by defining the steps required to accomplish a specific goal. victimization this approach will produce a more robust design that will be in three modules database, argumentation logic and porthole. The use of the waterfall system, RAD (rapid application development) with iterative and incremental development allows for the introduction of new requirements later in the project without seriously affecting the development of the final solution. The steps required to produce this model are the followingIdentify business actors.Identify business requirement use cases.Construct use-case model diagram.Document business requirement use-case narratives.The project is expected to address the following areas-Applicants Registrationjob category creationjob Information management Moduleshortlisted applicants Information Management ModuleThe registration and management of the Company asset will contain the following unique information itemsName of applicants,Applicants detailsApplication id,emails,discipline,job interpretationgradeARCHITECTURE AND DESCRIPTION OF THE NEW SYSTEMBecause the proposed system is web based and is going to be an ERP (enterprise Resource planning), application staff can Login at anywhere to gain access to the system. The graphical interface that would be adopted for this examen system is one whereby there is a comparison with the conventional login system where one user is permitted to login to the system at a time, multiple user login is impossible. The new system is more reliab le and secure, and because it is a web based application, it can be deployed on the central server, where other work stations can be connected to it once they are on the network and users will be able to view the application. This explains the nature of the flexibility of the testing system to be developed.4.5 INPUT DESIGNThe applicant registration form will be designed such that it will include all information required about the staff job duties. The contents of this form will be similar to the tight copy form flow rately in use for staff appraisalA sample of some of the fields in the applicant Reg form interface is depicted belowCHAPTER FIVEIMPLEMENTATION OF THE PROJECT5.1 PROJECT IMPLEMENTATION OVERVIEWThe development of the recruitment (E-hiring) system for the HR department of Visafone Company is made up of three layers namelyThe Interface Layers.The Middle tier Layers(Business Logic)The Database Structure(Housing the database tables and stored procedures)This n tier approach to the construction, design and implementation of the project is to ensure that the application is stable and undifferentiated such that any changes on any of the layers will not affect the other layers. For instance, if the database is changed from Microsoft SQL to Oracle, all that needs to be done is a change in connection and not a change in the entire three tier application.The key called HR (located between the two ) is the connection string enchantment the key SMTP is the server configuration that connects to the internal mail server to send mails.A Class (Human.cs) was readyd as a container for all the methods that will be utilize by the application because the concepts of object oriented programming was used.5.1.1 HARDWAREWindows 7 operational systemVisual studio embedded on Windows 7 operating system for developmentLaptop 60GB HDD2GB RAM5.1.2 SOFTWAREVisual studio 2010 C programming languageSQL 2008 server as back end databaseMicrosoft Visio 20075.2IMPLEMENTATION fun ctionImplementation of the web based recruitment application (E-HIRING system) went through many stages which are5.2.1 Database ConstructionAfter the installation of Microsoft SQL 2008 server, a new database named HRManagement was created using the SQL enterprisingness Manager. The database was constructed using the flowchart designed in the previous chapter such that columns and table attributes needed for the application were created. The following tables and their corresponding parameters were created for this database.tbl_vaccancytbl_HRtbl_Applicanttbl_ApplicantRegistrationtbl_eventtbl_departmenttbl_interviewertbl_RegisterUsertbl_AllRequest5.2.2 Web server ConfigurationTo tack together the web server, Microsoft Internet Information Service (IIS) was installed on the machine to be used for hosting the web pages to be accessed.This is done by while away bolt down Click Control Panel Click Add/Remove Program Click Add/Remove Windows Component Check Internet Information Serv ice enfold Windows XP CD Click Next Click Finish and Reboot the machine.Click Start Right Click My Computer and Select Manage Click service and Application Expand the Internet Information Services Icon Expand Web sites Right Click Default Web Site Click on Properties and configure the parameters.5.2.3Business layer Creation and ReferencingAfter the installation of Microsoft Visual Studio 2003, the business layer (which has to do with the business logic behind the research project) was created using the namespace FIRSBusinessLayer and the Visual Studio application gives us the Microsoft.ApplicationBlock.Data which is used for the connection to the database. In order to make them usable, they were referenced in the application by doing the followingStart Visual Studio Click on HRManagement Click View and select Solution Explorer (which opens at the side of the page) Right-click deferred payments under HRManagement and click Add Reference which opens the Add Reference box .Click on Projects button retroflex click the FIRSBusinessLayer and click ok to add the reference as shown belowAlso double click on the Microsoft.ApplicationBlocks.data and click ok to reference it.A screenshot of the created methods and properties is shown below5.2.4Creation of InterfacesThese were created as modules to give the various methods the expected parameters. Visual Studio was used for designing the interfaces using the control toolbox which consists of textbox, image, buttons and labels. The following interfaces were created and viewed using Windows ExplorerCHANGEPASSWORD.aspxcreateApplicant.aspxCreateChannelmanager.aspxRegisterUsers.aspxsetupInterviewers.aspxaboutus.aspxAllallocatedApplicant.aspxAllRegsisteredApplicant.aspxStaffLogin.aspxcareers.aspxHOME.aspxHRADminframe.aspxHRlogin.aspxHRmanagement.aspxHRrespond.aspxlistofjobsforRRespondr.aspxRecoverPassword.aspxStaffLogin.aspxUnder Set up foldercreateApplicant.aspxcreateDepartment.aspxcreateHRstaff.aspxCreateVacanc y.aspxStaffLogin.aspxSearchAndRequstForApplicant.aspxSearchAndRequstForvaccancy.aspxSearchAndRequstForvaccancyByVcancyNo.aspxStatusOfApllicant.aspx5.2.5Debugging the ApplicationThe debugging tool is used essentially for testing the application to see if the three tiers (i.e. the database structure, middle tier and Interface) are properly connected. The debugging tool was used severally to see if the application can compile, many errors were displayed and separate points were created at suspected sources of error and they were corrected accordingly. To confirm that the application is error free, the following was doneOpen the Project in Visual Studio (i.e. HRManagement in this case) and Click Build solution on the Build button. After successful compilation, it will show Build Succeed, 0 Skipped, 0 failed. See screenshot belowHome.aspx is tack as the start up page for the application and all pages are linked back to the main site by clicking the HOME button on page. To run the appli cation, Click on the Debug button and Click Start, this opens the main site through the browser.5.3 SYSTEM REQUIREMENTSIn order to effectively run this application, the required minimum hardware specifications areProcessor Speed Pentium V, 1.4GHZRAM Size 512MBA USB port or CD DriveDisplay Settings 1024X768 pixelsOperating System Windows XP, Windows 2000 or 2003 Server5.5USER GUIDE/MANUALThis application is to be used by three groups of people namelyRegistered users These are registered users e.g. staff, interviewers, HR assistant, Admin. etc they can request, check Applicant status, and subsequently view and allocate applicants once they have been properly authenticated by the system. The Administrator manages the software application. He performs administrative tasks such as configuring the application to automatically send mails to selected applicants generate summarized reports and create personnel. He can also Create HR Managers, Create Registered Users and Create Interviewers e tc.HR personnel These are also the soul of the software they can see all Applicants application on the system, they can also authorize/select, delete, hire, they can also create other users in the system, can close vacancy, create applicant, create interviewers and allocate interviews.Applicants This is the person that applies for a vacancy or one that has chosen to apply into the various jobs vacancies advertised. He uses the application by applying for the various openings, and when applied a reference number is generated .With the reference number he/she can check the status of its application .i.e. hired, rejected and if vacancy is still available. Once he has submitted its application into the system, he/she can also edit some of its profile.CHAPTER SIXCONCLUSION AND RECOMMENDATIONS6.1 ACHIEVEMENTSThe following were achieved by the projectUncover savings through business process improvement and support for strategic decision makingGained control of the Recruitment processincrea se accountability to ensure complianceEnhanced performance of assets and the life cycle managementRisk reduction through standardization and tracking, proper documentation, loss of records ,detection of employees records aline IT with business goals to support business decisions6.2 LIMITATIONS AND CONSTRAINTSThe limitations encountered in the course of this project are as followsBecause this project has to do with recruitments, the various security measures put in place by other companies visited and this made it difficult to get more information. No company wants to divulge its security information i.e. personnel recordsLimited materials available to specifically address the project goalsLimited time to develop the applicationLack of enough programming skills to come up with something better than this in terms of project delivery6.3 AREAS OF FUTURE DEVELOPMENTWhile I believe a great work has been done in the development of an e-hiring recruitment processing systems for the HR depar tment, the following still needs to be addressedThe system should be integrated with an SMS alert system using a third party provider systemThe application needs to be tested by so many users to ascertain its durabilityIt database needs to be upgraded to SQL 2008 full versionThe system should provide high level-based approval process in order to improve security and hasten requisition process.It should provide capabilities to aid IT infrastructure staff knowing what IT assets they have, where they are and their status.Provide an avenue for easy IT Asset movement and assignment.An encryption algorithm was not used for the database as its not designed for commercial message use and resident only on my system for project purposes. However the research work is open to further development by whoever deems it fit.6.4 RECOMMENDATIONSDue to the deficiencies of the current method and the need to improve the method, there is a need for a web based recruitment processing system, that reduces or totally eliminates paper involvement, providing completed inventory status report, ease decision making, and provides an avenue where by each IT asset can be tracked, assigned and re-assigned.6.5 CONCLUSIONIt 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 eliminate the burden of space that is needed to store the hard copies of Cvs. Thus, different organizations (governmental and nongovernmental) are expected for source for candidates through the online requirement system. ORS should be the determinants of recruitment due to its benefits which has astounding advantages.