CHAPTER ONE
1.1 General Summary
of the Chapter
Recruitment
(hiring) is a core function of human resource management (Buettner .R. 2015).
Recruitment refers to the overall process of attracting, selecting and
appointing suitable candidates for jobs (either permanent or temporary) within
an organization. (Buettner R. 2014). Recruitment can also refer to processes
involved in choosing individuals for unpaid positions, such as voluntary roles
or unpaid trainee roles. Managers, human resource generalists and recruitment
specialists may be tasked with carrying out recruitment, but in some cases
public-sector employment agencies, commercial recruitment agencies, or
specialist search consultancies are used to undertake parts of the process.
Internet-based technologies to support all aspects of recruitment have become
widespread. (Buettner R.2014). Online recruitment system recruitment is
to enable job seekers to search for available vacancies in an organization
nationwide, submit their qualification which is easier and faster than that of
traditional approach. The recruitment and selection of this very important
system is therefore very crucial in any organization looking to build
organizational competencies through its people.
1.2 Backgrounds of
the study
The
electronic-recruitment, also called as online recruitment, is the process of
hiring the potential candidates for the vacant job positions, using the
electronic resources, particularly the internet. (Business jargons 2016). The
activity of using the internet to find new employees for companies and
organizations, for example by employers advertising online and employees making
job applications. (Cambridge business English dictionary 2016).
E-recruitment is
the use of technology and electronic resources for the process of attracting,
selecting and managing the recruitment in a company.
E-recruitment
includes practices carried out by the organization using technology,
particularly web-based technology for the purpose of identifying and attracting
potential employees. Through e-recruitment employers can save resources by
reaching larger number of potential employees and facilitation of the
recruitment process like using assessment tools incorporated into recruitment
software.
E-recruitment is
also known as online recruitment as internet communication is vital to this
process. However, e-recruitment has certain disadvantages such as being too
impersonal, high volume of responses and faces certain technology issues.
(Debarka C. Mbaskoll 2016)
The main elements of
e-recruitment are as follows:
i)
Applicant tracking: status of candidate with respect to the
jobs applied by him/her.
ii)
Employer’s website: communicate details of job opportunities
and collect data for the same.
iii)
Job boards: just like
recruitment advertising section of a newspaper or magazine, will carry job
advertisements from employers and agencies.
iv)
Online testing: some kind of evaluation of candidates over
internet.
v)
Others like multiple posting tools, intelligent cv parsing
etc.
Companies and
recruitment agents have moved much of their recruitment process online so as to
improve the speed by which candidates can be matched with live vacancies. Using
database technologies, and online job advertising boards and search engines,
employers can now fill posts in a fraction of the time previously possible.
Using an online
e-recruitment system may potentially save the employer time as usually they can
rate the online candidate and several persons in human resources independently
review online candidates. Recruitment agencies also use a method of online
recruitment by using a cloud based service; there are several online offerings
for ready to use recruitment software.
The internet, which
reaches a large number of people and can get immediate feedback has become the
major source of potential job candidates and well known as online recruitment.
However, it may generate many unqualified candidates and may not increase the
diversity and mix of employees.
Job searches and
recruitment had been predominantly done through publishing on newspaper,
word-of-mouth and agency recruitment which is very cost and time consuming
before the advent of the internet.
1.3 Problem
statement
Job searches and
recruitment is predominantly done through publish on newspapers, word-of-mouth
and agency recruitment which is very costly and time consuming before the
advent of the internet. One of the major problems associated with the
traditional approaches to recruitment more especially in a vacancy in high
position e.g. Regional manager, general manager etc. The problem may include
loss of documents, storage and retrieval of document and packaging. Manual
systems put pressure on people to be correct in all details of their work at
all times, the problem being that people aren’t perfect, however much each of
us wishes we were. With manual systems the level of service is dependent on
individuals and this puts a requirement on management to run training
continuously for staff to keep them motivated and to ensure they are following
the correct procedures. It can be all too easy to accidentally switch details
and end up with inconsistency in data entry or in hand written orders. This has
the effect of not only causing problems with customer service but also making
information unable be used for reporting or finding trends with data discovery.
(Alan M. Saks 2016).
i)
Inconsistency in data entry, room for errors, miscopying
information.
ii)
Large on-going staff training cost.
iii)
System is dependent on good individuals.
iv)
Reduction in sharing information and customer services.
v)
Time consuming and costly to produce reports.
vi)
Lack of security.
vii)
Duplication of data entry.
With the
development of an online system recruitment can recruit many employees and at
low cost and in a short time.
From the
investigation carried out we have seen that, the manual recruitment system
employers find it difficult to reach the recruitment agency because some of
them are not region with the recruitment agency, they have lack quick contact
with the agencies.
Paper is used all
the time when doing work. This generates a lot of records and keeping them can
be a problem in a sense that they can be easily mixed up, making retrieval
difficult especially when the reports are urgently needed for decision-making.
Using a manual system are prone to mistakes.
1.4
Aims and Objectives of the Study
The aim of the
study is to develop an online recruitment system to enable online job posting
and enable job seekers to apply. The study objectives are;
i)
To conduct analysis to get requirements for the online
recruitment system.
ii)
To design online recruitment system that will enable online
job posting and job application.
iii)
To implement the design system.
iv)
To test and validate the designed system.
1.6 Significance of
the study
The online system
will benefit if used for recruitment agency in a number of ways. Online
recruitment, also known as e-recruitment, is the practice of using technology
and in particular web-based resources for tasks involved with finding,
attracting, assessing, interviewing and hiring new personnel.
-
The purpose of this online recruitment is to make the
processes involved more efficient and effective, as well as less expensive.
-
Online recruitment can reach a larger pool of potential
employees and facilitate the selection process.
-
The online promotion of an organization as a desirable place
to work, through the corporate website or other venues, is one element of
e-recruitment. E-recruitment software and systems are available as standalone
applications, product suites and services.
The current system
for recruitment uses traditional approach which include publish on newspaper,
announcement on television and radio media and sometime the information is not
qualified candidate for right job. The traditional method of recruitment
practice in relation to the ones mentions above are as follows: applicant
registration is done manually by filling up an application form in response to
advertised position to the agency. Applicant forms are physically carried to
head quarter for evaluation and assessment, based on their qualification, age,
sex, and experience and field specialization. Successful candidate are short
listed and posted to the organization physically. Therefore the online
recruitment system will help to speed up the process of recruiting many
candidates online at low cost.
1.7 Scope of the
study
This project
developed an online recruitment system. The boundary for this system is very
wide because any candidate can apply form everywhere around the globe if she/he
have an internet connection. In other word is to limits the system based on
different units or department.
The chapter deals with methods of data collection that were used in the
system study, source of data, questionnaire, tools used to design the system,
system implementation, and design of the develop system. An investigation of
the current manual system was carried out in order to determine the requirement
specifications for the online recruitment system. Therefore the process of data
collection involved identifying all the major activities and selective sampling
to choose what activities should be considered for the development of the
system. During the fact-finding process, the researcher used different
techniques to study the existing situation.
The
design of this research was based on structured system analysis and design
methodology (SSADM). This describes how the objectives will be achieved. This
includes the tools, techniques and methods that were used in the data
collection, analysis, design and implementation of the proposed system.
CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction
(Rynes, S. L.
2012,) defines recruitment in organizations as “all practices and decisions
that affect either the number or types of individuals who are willing to apply
for or to accept a given vacancy”. It includes organizational actions carried
out with the intent of identifying and attracting prospective employees (J.A.
Breaugh And M. Starke 2011). Attracting high quality employees is a source
of true competitive advantage, especially in periods of fierce competition
(Birgelen E. T, 2012). Recruitment is therefore regarded as an important
constituent of human resources, as its main function is to attract and grow
human capital – an important resource, within the organization (Barber, A.
E.2011).
Shortages in the
labor market, and difficulties in finding the right talent, especially in
technological and knowledge based organizations, have led to a more competitive
recruitment industry in recent years (Hrl, 2010; Edwin A. J., 2012). The
emphasis for human resource professionals is now on attracting competent talent
that have specialties in important skills (Jones E.T, 2012), as research has
shown that recruitment constitutes the second most important priority for
(Human Resource 2011).
The increasing
priority being attributed to recruitment has also been corroborated by a
research report by chartered institute of personnel and development (2010)
reporting that 84% of all organizations experience difficulties in recruitment.
Recruitment techniques could therefore be facilitated further through an
efficient application of technologies, such as online recruitment (E. Parry,
And S. Tyson 2013)
2.2 Recruitment and
technology:
Technology
utilization in human resource management (HRM) has grown at an exponential rate
in recent years, as a survey by chartered institute of personnel and
development (CIPD, 2010) showed that 77% of all organizations adopt efficient
human resource practices through information system technologies. Internet
technology is increasingly being used in sophisticated functions such as talent
recruitment, training and development as opposed to basic functions such as
payroll, benefits or absent management (Moser .K. 2012).
Traditional
recruitment methods:
Though technology
may constitute an increasing proportion of recruitment method in recent years,
it was never the predominant method in which employees were usually hired.
Online recruitment:
Recruitment over
the internet first started between 1999 in n the United States and one of the
largest in the world. It is owned and operated by monster worldwide, Inc. It
was created in 1999 by the merger of the monster board (Tmb) and online career
center (Occ), which were two of the first and most popular career web sites on
the internet. Monster is primarily used to help those seeking work to find job
openings, for lower to mid-level employment, that match their skills and
location. And was regarded then as a revolution in recruitment due to the
enormous benefits it presented to employers and prospective job applications
(K.M. Boydell, 2012). It is no surprise then that its use has grown
substantially in recent years, fuelled mainly by a „headlong rush‟ by large
organizations to utilize technology and adopt competitive practices in their
recruitment processes (Anderson R.A 2012). This has also been facilitated by
new forms of media and innovations in psychometric procedures that have
significantly changed the recruitment processes within organizations, and made
it more engaging and appealing for prospective applications (S. Highhouse
2010).
2.2.1 Benefits of
online recruitment
I. Web appearance: first impressions formed on
interaction with career websites have the potential to shape an individual’s
attitude towards the organization, and their choice to apply for a job vacancy.
ii) Advertisement
and information availability: job applicants usually go through two stages when
pursuing prospective companies to apply to: broad search to identify as many
recruiting organizations as possible, and sorting, selection and research on a
short list of potential employers where applications would be made.
(iii)
corporate brand: potential job employees are usually attracted to a more
developed corporate brand, as they believe that an established brand would
constitute a more stable and growing organization (Crispin .R, 2012).
(iv) Lack of
boundaries: a study by (E. Parry, And S. Tyson 2010) reports that organizations
with a strong brand and geographical presence are better able to attract more
applicants through their corporate websites. Also, (Ganalaki .E. 2012) states
that corporate websites are very good tools for reaching global targets as the
internet did not necessarily have any boundaries.
2.2.2 Limitations
of online recruitment
i) Candidate
without internet access
In as much as there
are widely acclaimed efficiencies and cost effectiveness that have been
attained through the use of online recruitment, several theorists also attest
to the fact that it does bring out a few shortfalls. One such shortfall, as
demonstrated by (Van Rooy E.T 2013) is the exclusion of candidates without
internet access, who are now therefore at a competitive disadvantage to their
counterparts. This seclusion is also said to have a discriminating impact on
certain ethnic or demographic minorities and people who lack access to
computers, or do not have the skills necessary to use the internet (E. Parry,
2010).
Candidate filtering
The limitation of
online recruitment to particular demographics have also been raised by (Younger
2013), who acclaims that the internet seems to attract a different demographic
to those usually recruited using traditional means.
(Zusman .L. 2010)
further asserts that this limited pool seems to be „younger white males, more
highly educated, more frequent job changers an already in employment within the
sector‟. Widespread access to the organization by the general population, and
the workforce diversity could therefore be affected (P. Searle, 2010).
ii) Unsuitable
candidate
Several theorists
such as E. Parry, And S. Tyson (2012) have also raised questions regarding the
enormous number of applications from unsuitable applicants that online
recruitment permits. (Younger 2011) illustrates that while some organizations
and theorists may fear the growing popularity of online recruitment may exclude
candidates who are used to traditional methods, others state that these
recruitment methods are not exclusive enough now that anyone can submit an
application with just a few clicks. (Othman .M. 2012) also argue that
online-based vacancies yield high quantities of applications, but with a low
quality fit.
iii) Difficulties
in recruiting experienced and executive hires (Othman .M. 2012) also discuss
the difficulties faced in recruiting and attracting executive level candidates
over the internet. Whilst some job vacancies are too important to be left in
the hands of automated online systems (E. Parry, 2011), some other executive
level applicants just prefer personal contact (P. Searle, 2010).
iv) More effective
for known companies Several theorists (Ganalaki .E. 2012; P. Searle, 2004;
Othman .M. 2012) have also identified another shortfall with regards to online
recruitment. They proclaim that online recruitment proves more effective for
companies already known, and companies that have an established brand.
Establish brands are more successful at attracting applications through online
recruitment methods, as they are able to leverage their competencies in such a
way that potential candidates are eager to join them (P. Searle, 2010).
2.2.3 International
employees
In a highly
globalized world of today the role human resources becomes highly crucial. It
becomes essential to developed effective international human resource policies
which would be aligned with the organization‟s international business strategy.
Expatriate management has become a significant challenge in international human
resource management. International human resource practices are critical to a
help firms build competitive advantage by providing a differentiated set of
products and services (Anne Crocker, 2010). Mergers between firms are quite
common these days and thus there is limited freedom in managing business which
includes a highly culturally diverse environment with new challenges.
Expatriate
recruitment of employees requires many complex considerations along with the
normal requirements in domestic requirements. Gender plays a major role in
international placements as women face some challenges of their own in global
work scenarios (Harris R.A 2012). Expatriate human resource management success
requires constant planning, preparation and continuous support.
2.2.4 Difficulties
in recruiting experienced and executive hires
(Othman .M. 2012)
also discuss the difficulties faced in recruiting and attracting executive
level candidates over the internet. Whilst some job vacancies are too important
to be left in the hands of automated online systems (E. Parry, 2011), some
other executive level applicants just prefer personal contact (P. Searle,
2011). (Fister .G. 2013) asserts that online recruitment trends to be more
useful when looking for junior positions and entry level graduates within
organizations, as it is not suitable for recruiting top management (Othman .M,
2012) chartered institute of personnel and development (Cipd 2010) also affirms
that many organizations still prefer to use traditional recruitment methods,
such as agency, head-hunters and newspaper adverts to hire certain types of
employees.
2.3 Summary
The review of
available technology that could aid design and development of the system in
this project was carried out so as to enable a good selection of applications
to use in this project. It also exposed me to the capabilities other
applications which i did not choose for use have. It also exposed me to the
knowledge of how to interrelate some applications so as to optimize performance
of the system.
Every
aspect of application design that was considered here was done because of the
purpose the system will serve and not because other applications were not good
enough.
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Introduction
The chapter deals
with methods of data collection that were used in the system study, source of
data, questionnaire, tools used to design the system, system implementation,
and design of the develop system. An investigation of the current manual system
was carried out in order to determine the requirement specifications for the
online recruitment system. Therefore the process of data collection involved
identifying all the major activities and selective sampling to choose what
activities should be considered for the development of the system. During the
fact-finding process, the researcher used different techniques to study the
existing situation.
The design of this
research was based on structured system analysis and design methodology
(SSADM). This describes how the objectives will be achieved. This includes the
tools, techniques and methods that were used in the data collection, analysis,
design and implementation of the proposed system.
Details description
of what we did and what we follow:
3.2 Data collection
method
3.2.1 Interview
The system analyst
sat face to face with the job seekers and writes or records their feedback.
The researcher had
some questions that would ask the agency and patronages who visit the website
for so many consultations and what motivate them, whether they like the system.
The fact-finding
techniques proposed are; interviews and related data sources such as sample
project reports, e-journals and websites that are closely related to the
problem area.
Sources of data
The researcher used
both primary and secondary sources of data collection.
Primary Data: is data collected at the source to
solve a problem at hand. The researcher collected first-hand information
directly from the respondents by use of both questionnaire and interview guide.
Secondary
Data: is data that was
collected in the past to solve a certain problem but intended to solve the
current problem. The researcher obtained secondary data from a number of books
containing studies on the variables researched, journals kept by the
organization. Data obtained from these sources, was analyzed with the
first-hand information from primary sources, so as to arrive at the conclusion.
3.2.2 Questionnaire
Questionnaire is a very cheapest tools used in the requirement
gathering, which allow facts to be gathered form a large number of people while
maintaining some control above their responses. It contains questions asked to
get statistically useful information about a specific topic.
A well designed questionnaire that is used effectively can gather
information on both the overall performance of a system as well as information
on specific components of the system both from employees and customers.
3.3 Tools Used To Design the System
In this part, the tools that would be used in developing the
system will be carefully discussed. The justifications and reason for choosing
the specific tools will be also be discussed.
Context diagrams and data flow diagrams (DFDS) were used for
process modeling to show the logical flow of data and represent processes in
the system. More so, entity relationship diagram (ERD) was used as the main
tool for designing the database.
System requirements
The requirements for the developed system after analysis of all
the information that has been gathered from the data collected, this is carried
out in order to give a detail description of the proposed and desired system.
This consists of the users and system functional and non-functional
requirements.
3.4 System analysis
In order to
document all the end user requirements for the proposed system, data collected
was analyzed using both non-structured and structured analysis approaches. This
section also includes the requirements of the new system characterized into
user requirements, functional and non-functional requirements.
3.4.1 Functional
requirements
These include the
functionalities under the different constraints that the proposed system should
provide, according to the demands of all affected stakeholders.
From the system
study, two stakeholders were identified. These are systems accountant and the
employee.
a)Job
seeker.
i) Shall
be able to register
ii) Shall
be able to search for available jobs.
iii) Shall
be able to apply for jobs.
b)
Employer
i)
Shall be able to register
ii)
Shall be able to post new job
c)
Administrator
i)
Shall be able to view registered employers and job seekers
ii)
Shall be able to add new job categories
iii)
Shall be able to view posted jobs
iv)
Shall be able to activate posted jobs
v) Shall be able to
view job applications
3.4.2 Functional
requirements
These include the
services that the proposed system has to provide to the entire system users.
The system will perform the following functionalities:
-
Register new employers.
-
Register new job seekers.
-
Stores posted jobs.
-
Activate posted jobs.
-
Stores job application.
3.4.3
Non-functional requirements
These are
constraints that should be imposed on the services provided by the proposed system.
The system was designed to fulfill the following non-functional requirements.
-
System should be complete and consistent that is, able to
deal with all the possible outcomes during its operation.
-
System should be robust that is, able to run on the specified
platforms with no predictable failure.
-
System should be able to sustain the heavy load offered to it
due to network requests (provide high performance in all situations).
-
System should operate efficiently under the TCP/IP protocol
suite.
-
All its operations should be correct, that is, should produce
expected results when supplied with the right inputs.
-
System should be reliable, up and running every time its
operations are needed.
-
System should verify/validate all user input and users must
be notified in case of errors.
-
The system should only allow system administrators to delete
records.
-
The system should be extensible.
3.5 System
requirements
In
order for the system to perform as expected, the following system specification
for hardware and software, security and operations are required.
a) Table 3.5.1: hardware requirements
|
Hardware
|
System requirement (minimum)
|
|
2gb
|
b) Table 3.5.2: software requirements
|
Software
|
System
requirement
|
|
Operating system
|
Microsoft windows xp or higher
|
|
Web browser
|
Mozilla, ie etc
|
3.6 SYSTEM DEVELOPMENT
The system was developed using Dreamweaver cs3 as the
platform for the system development. The web pages were developed html with a
support of java scripts and CSS as client side languages. Php was used as a
server-side scripting language together with MySQL database management system
(DBMS). The operating systems (OS) platform on which the system runs include: windows
XP, windows vista, windows 7, and windows 8.
3.7 SYSTEM DESIGN
This section describes the system design that includes
the context diagram, level one dfd, system architecture and database design.
3.7.1 Process modelling
Context diagram (Level Zero Dfd)
|
|
|
Job Seeker
|
|
Job Search
|
|
Job Application
|
|
Registration
|
|
Account Profile
|
|
Available Jobs
|
|
Posted Jobs
|
|
Employers
|
|
New Job Category
|
|
Job Seekers info
|
|
Job Post Activation
|
|
Administrator
|
|
Job Applications
|
|
Account Profile
|
|
Posted Jobs
|
|
New Job Post
|
|
Registration
|
|
Employer
|
|
Online
Recruitment System
|
3.7.2 Data modeling
A) Data requirement
Employer
An employer who provide available jobs in their company to the
recruitment agency. .
Data to be captured from employee
Data to be captured from employee
·
Record company name
·
Record posted job
Employee’s unique fields
·
Company name
·
Employer’s physical address
·
Employer’s phone numbers
·
Employer’s email address
·
Employer’s post address
b) Identification of entities and attributes
|
Entities
|
Attributes
|
|
1.
Job
seeker
|
Jobseekerid,jsname,address,gender,email
|
|
2.
Employer
|
Empid, emp_regdate,
emp_companyname, emp_country emp_physadress
|
|
3.
Job
application
|
Jsid, jobid,app_date,deter
|
|
4.
System
admin
|
Adminid,admin_fname,admin_username,admin_password
|
|
5.
Job
category
6.
Job
|
Catid,catname,
Jobid,postdate,jobtittle,josdesc,expiredate,jobstatus,catid,empid
|
c) Entity
relationship diagram
Figure 3.3: Entity relationship diagram for
the System.
d)
Physical
design for the database
Table: job seeker
|
Field names
|
Data types
|
Constraints
|
|
Jsid
|
Int (auto
increment)
|
Primary_key
|
|
Js_regdate
|
Varchar
|
Not null
|
|
Jsfname
|
Varchar(45)
|
Not null
|
|
Jslname
|
Varchar(45)
|
Not null
|
|
Js_sex
|
Varchar(45)
|
Not null
|
|
Js_status
|
Varchar(45)
|
Not null
|
|
Js_dob
|
Varchar(45)
|
Not null
|
|
Js_country
|
Varchar(45)
|
Not null
|
|
Js_city
|
Varchar(45)
|
Not null
|
|
Js_phone
|
Varchar(45)
|
Not null
|
|
Js_educlevel
|
Varchar(45)
|
Not null
|
|
Js_emailaddress
|
Varchar(45)
|
Not null
|
|
Js_username
|
Varchar(45)
|
Not null
|
|
Js_password
|
Varchar(45)
|
Not null
|
Table: employer
|
Field names
|
Data types
|
Constraints
|
|
Empid
|
Int (auto increment)
|
Primary_key
|
|
Emp_regdate
|
Date
|
Not null
|
|
Emp_company
|
Varchar(45)
|
Not null
|
|
Emp_country
|
Varchar(45)
|
Not null
|
|
Emp_physaddress
|
Varchar(45)
|
Not null
|
|
Emp_postaladdress
|
Varchar(45)
|
Not null
|
|
Emp_phone
|
Varchar(45)
|
Not null
|
|
Emp_website
|
Varchar(45)
|
Not null
|
|
Emp_emailaddress
|
Varchar(45)
|
Not null
|
|
emp_username
|
Varchar(45)
|
Not null
|
|
Emp_password
|
Varchar(45)
|
Not null
|
|
Cp_fname
|
Varchar(45)
|
Not null
|
|
Cp_lname
|
Varchar(45)
|
Not null
|
|
Cp_phone
|
Varchar(45)
|
Not null
|
Table: job
|
Field name
|
Data types
|
Constraints
|
|
Jobid
|
Int(auto increment)
|
Primary_key
|
|
Postdate
|
Varchar(45)
|
Not null
|
|
Jobtittle
|
Varchar(45)
|
Not null
|
|
Jobdesc
|
Varchar(45)
|
Not null
|
|
Jobtype
|
Varchar(45)
|
Not null
|
|
Expirydate
|
Varchar(45)
|
Not null
|
|
Jobstatus
|
Varchar(45)
|
Not null
|
|
Catid
|
Varchar(45)
|
Not null
|
|
Empid
|
Varchar(45)
|
Not null
|
Table: Job Application
|
Field names
|
Data types
|
Constraints
|
|
Jobid
|
Int(auto increment)
|
Primary_key
|
|
Appdate
|
Varchar(45)
|
Not null
|
|
Data
|
Text
|
Not null
|
Table: System Admin
|
Field names
|
Data types
|
Constraints
|
|
Adminid
|
Int(auto increment)
|
Primary_key
|
|
Adminfname
|
Varchar(45)
|
Not null
|
|
Adminlname
|
Varchar(45)
|
Not null
|
|
Adminusername
|
Varchar(45)
|
Not null
|
|
Adminpassword
|
Varchar(45)
|
Not null
|
Table: Job Category
|
Field names
|
Data types
|
Constraints
|
|
Catid
|
Int(auto increment)
|
Primay_key
|
|
Catname
|
Varchar(45)
|
Not null
|
CHAPTER FOUR
SYSTEM IMPLEMENTATION TESTING AND VALIDATION
4.1 Introduction
This chapter introduces the developed
application with emphasis on how it was developed. This chapter further shows
the methodologies used in testing the application. The implementation
environment used to support the system was Microsoft windows xp and the main
scripting languages used were php/JavaScript. Sample interfaces in use and source code is included in appendix.
4.2 Functions
Provided By the System
4.2.1 The monitoring system
The relations were created using a java
script that runs on a database that was created on a command prompt. Primary
keys uniquely identify all entries and checks duplication while foreign keys
link tables and enhance referential integrity. Data manipulation that is
inserting, deleting, retrieving and ordering of outputs for any search was done
at this level.
The system was designed under
Linux environment to ensure better security implementations. The database was
done using MySQL and php scripting because it’s fast processing especially
under internet access.
4.2.2 Data manipulation
SQL is used in the data manipulation i.e.
inserting, deleting, retrieving and ordering of outputs for any search.
4.2.3 Scripting
Scripting helps web pages come live by
allowing the developer manipulate elements of a web page dynamically as a
client browses that page. Php was used to make the system dynamic. Codes
written such that the database is searched in a predetermined format using a
user supplied clue.
4.2.4 Interface
The interface was designed using hypertext
markup language (html). This makes up the overall graphical user interface in
which php was embedded to carry the appropriate Sql queries that fetch data
from MySQL database.
4.2.5 Form input design
MySQL and Php are used to enter data, change
data, view and print data. Forms offer the most convenient layout for entering
data, changing data, and viewing database. The following are forms that were created
4.3 Screen snap
Login screen
Figure 4.1: Login Screen
Figure 4.2 Job Seeker Job Seeker Entry Form
Employer login
Figure 4.3: Employer Login
Job available
Figure 4.4 Job Available
Latest job available
Figure 4.5 Latest Jobs Available
Figure 4.6 Admin Login
Admin homepage
Figure 4.7 Admin Homepage
4.4 System Testing and Validation
Software testing is the process of checking
the performance of a software program in order to ensure that it is working
according to its designated requirement. Furthermore, this involved execution
of the system in order to determine whether it matches its specification and
executes as per the design. The following testing strategies were employed to
carry out application testing of the online recruitment system.
4.4.1 Testing strategies
a) User testing
A number of users were randomly selected to
test the system interfaces and to comment on the usability of the system.
b) Unit testing
Each executable component of the system was
tested for the desired functionality.
c) Functional or system testing
Modules were integrated and tested as a
whole. The different modules were integrated to come up with one functional
system, the includes admin login, employer login and job seeker login which was
then be tested as a whole to make sure that it meets the general objectives of
the project.
4.4.2 Test plan
Test cases analysis
and results
a. Login:
1) Description:
These test case scenarios test the login function of the
online recruitment system. The requirements are that if the user specifies a
valid employer/job seeker id and password he will be logged in to the system.
Otherwise he/she cannot register. The test result is presented below (see table
below).
2) Procedure specifications: in order for the test cases
to be initialized, we open our browser and start our example server which
allows us to have access to the system, by clicking on the local host which
brings us to our home page.
Procedure specifications: as in a (2) above.
|
Test case
|
Test scenario
|
Expected
outcome
|
|
Tc.1.1. Valid
user name and password
|
Tc.1.2. Enter
“aliyuabu” in user field
Tc.1.3. Enter
“abualiyu” in password field
tc.1.4. Click
on “log in”
|
Tc.1.5.login successful, user is logged in to the
system.
|
|
Tc.1.6. Wrong password
|
T.c. 1.6. Enter abualiyu” in password field
T.c 1.7 Enter “abualiyu” in password field
tc.1.9. Click
on “log in”
|
Tc.1.8.
Error
Tc.1.11.
Login failure
Tc.1.12.
User asked to login again.
|
|
Tc.1.13.
Wrong username
|
Tc.1.14.
Enter “abualiyu” in user field
Tc.1.15.
Enter “aliyuabu” in password field
Tc.1.16.
Click on “log in”
|
Tc.1.17.
Error
Tc.1.18.
Login failure
Tc.1.19.
User asked to login again.
|
B. Change password
Description:
These test case scenarios test the change password
function of the online recruitment system. The requirements are the user should
be able to change password to another than the default. The test result is
presented table 2.
Procedure specifications: as
in a (2) above.
Table 4.1: Showing the change Password Test Cases, Test
Scenario and the Expected Outcome.
|
Test case
|
Test scenario
|
Expected outcome
|
|
Tc.1.142.
Change password.
|
Tc.1.143.
Open “preferences”.
Tc.1.144.
Chose “change password”.
Tc.1.145.
Enter “whatsup” in field “new password”
Tc.1.146.
Enter “whatsup” in field “confirm password”
Tc.1.147.
Click on “change password” button.
|
Tc.1.148.
Password is changed in database
Tc.1.149.
The user is notified through a message box that the operation was carried out
successfully.
|
|
Tc.1.150.
Change password with invalid confirmation
|
Tc.1.151.
Open “preferences”.
Tc.1.152.
Chose “change password”.
Tc.1.153.
Enter “whatsup” in field “new password”
Tc.1.154.
Enter “what” in field “confirm password”
Tc.1.155.
Click on “change password” button.
|
Tc.1.156.
No change in password takes places.
Tc.1.157.
The password fields are emptied.
|
C.
Post new jobs
1) Description:
These test case scenarios
test the how the employer can post a new on the online recruitment system. The
employers can as many jobs as possible when he is registered
D. View jobs available
1) Description:
These test case scenarios
test the how a job seeker can view jobs available in the system by clicking the
job category on the home page.
E. Admin login
1) Description:
These test case scenarios test the admin login to view
the registered employers, job seekers and new jobs tested
·
We have tested the employer
login against this test plan and that the test results expected have been
achieved successfully.
·
I have
tested a representative sample of data including a range of unusual cases
·
There are
no major issues preventing payroll go live.
4.5 System requirements
In
order for the system to perform as expected, the following system specification
for hardware and software, security and operations are required.
a) Table: Hardware Requirements
|
Hardware
|
System requirement (minimum)
|
|
Processor
|
Intel pentium iv
|
|
Memory
|
512 mb ram (1024 mb recommended).
|
|
Disk space
|
2gb
|
|
Usb port
|
Version 2.0
|
b) Table: Software Requirements
|
Software
|
System
requirement
|
|
Operating system
|
Microsoft windows xp or higher
|
|
Web browser
|
Mozilla, ie etc
|
|
|
|
4.5.1 Case study 1: Job in Ghana
Overview: This site is a recruitment site which has
so many functions most especially on the jobs available. It shows clearly what
the site is all about but it did not tell clearly that a job applicant needs to
register or be a registered member before he or she can apply for the jobs
available. The same function did not give a reply to a user who tries to
perform an action whether it was successful or not. (Jobberman.Com.Gh 2016).
Appearance: The site appearance is good and pleasant to
view. The messages are clearly written, all the items used on the pages are
visible most especially the labels and icons because good design colors were
used, which helped in demarcation of item differences.
4.5.2 Case Study 2: Naija Hot Jobs
Ø This site is not for a recruitment agency but
the site advertises available jobs and majors in forum and blogs for
recruitments. This site home page is full of so much text, the article on the
home page are not current, which shows that the site is not properly managed. (naijahotjobs.com 2014)
Ø The site choice of designed and layout is
simple but it did not convey its
message in a very simple way and the menus and icons are well placed.
Ø The system is not complicated as such the
system is easy to use and did not require any special software to be used. The
navigation tools are basic and the blogs are easy to accessed and used.
table4.2: comparison of the online
recruitment system and related systems
|
Features
|
naija hotjob
|
Ghana jobs
|
Recruitment system
|
|
Employer(log in and log out)
|
Yes
|
Yes
|
Yes
|
|
Job seeker (log in and log out)
|
No
|
No
|
Yes
|
|
Posting jobs (adding and viewing).
|
No
|
No
|
Yes
|
|
Administrative (adding, listing, updating,
deleting and searching).
|
Yes
|
Yes
|
Yes
|
|
Employer registration
|
No
|
No
|
Yes
|
|
Job seeker registration
|
No
|
No
|
Yes
|
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Introduction
This
chapter consists of the concluding remarks from the project, the
recommendations and future work that will lead to more of the research in the
automation field (in relation to technology) as far as the recruitment is
concern.
We have seen how the functional requirements
gathered during system study are represented in form of a model. The context
diagram, data flow diagram, class diagram, er diagram were the modeling
techniques used. They contributed in modeling both physical and conceptual
models of the system. Besides modeling the system’s functionalities, usability
prototypes were used to depict the interface of the modeled system. Finally,
review was conducted to validate the both the models and their supportive
prototypes. The review provides focus to the next increment as both negative
and positive feedbacks were collected.
5.2 Conclusions
The developed online recruitment system was
successfully developed achieving all the stated objectives. The system allows a
user that is the job seekers to register and log into the system to search and
apply for available jobs. Different employers come in to register and post
their jobs which in turn the administrator of the system activate them to be
seen by the job seekers. All these functions were successfully designed.
5.3 Recommendation
The Recruitment agencies should improve their
existing system which is manual system by online system that can handle all the
functionality of the system so this system will help the users the employer,
job seeker and the administrator of the system so in that case they will gain
profit for using the system.
REFERENCES
Boydell (2009) Galaxy Company Plan Document (Vol, Page 1-50), Galazy
Nigeria Limited.
Breaugh A. Et Al, (2010). Comprehensive text books on
recruitment on recruitment. Hrl england edition.
(Birgelen
Et Al, 2008). Ford text book on recruitment. Published in united kingdom.
(Buettner R.2015)
Scholar.google.de/citations/prof-buettner.com.
Birgelen Et Al 2012 (Books.Google.Com.Ng)
Barber A.E 2011(Books.Google.Com.Ng)
Business Jargon (Www.Forbes .Com)
Cambridge business english dictionary 2016.
Cipd (2010) Showed That 77% Of All Organizations Adopt
Efficient Hr Practices Through Information System Technologies. Published By
Greek.
Debarka C. Mbaskoll 2016.
Ganalaki C. Et
Al (2012) A Guide To Job Portal
Development (Revised Ed Page. 1.3)France.
Institute I (2011) In Study Guide Software Engineering (Revised/Expanded,
Vol 1, P3-9) Singapore: Informatics Institute Singapore.
(Jones Et Al, 2012). Jobberman articles, magazines and
journals on recruitment systems. Published by the company limited.
L, Robertson I. T (2010.), International Review Of Industrial AndOrganizational
Psychology, Vol. 18, & Sons Limited.
Lievens M. M. (2011). ‘Research On Internet Recruiting And Testing:
Current Status And Future Directions’, In Cooper C L, International Review Of
Industrial And Organizational Psychology, Vol. 18, & Sons.
Nigerian Job
Portal (2013) About Nigerian Job Portal
Company (Webpage) Retrieved August 25, 2014 Http://Nigerian Jobportal.Com/About.Us/
Rynes N. (2005). ‘Catching talent with the web: the impact of an on-line application process on candidate pools’
paper presented at the psychological society of ireland conference, derry,
northern ireland.
(Rynes S L 2012) Online
lIbrary.wiley.com
S Highhouse
2010(Books.Google.Com.Ng/Books?Isbn=1849202095)
APPENDICES
Appendix A
A.1 interview to the recruitment agency staffs
Interviewees name:
________________________________interview date: 10/09/2016
Job title: ________________________________
Staff 1:
1.
How do
you get employers?
2.
How
your existing systems work?
3.
How do
you generate income from organizations?
4.
How do
you carry out recruitment process?
Staff 2:
1.
How
your qualified candidates get feedback?
2.
What
could be the causes of the problem?
3.
What
are the solutions that you could propose?
4.
Do you
have any policies about your employers?
Staff 3:
1.
Do you
think your organization need to use online system?
2.
How a
new job seeker knows he is recruited?
3.
What
might be the feedback for the losers?
4.
What
might be the benefits from your new employers
Appendix B
Questionnaire to the recruitment agency staffs
Interviewees name: ________________________________
interview date: 15/08/2016
Job title: ________________________________
[q.1]
how long does the current system in the office takes to complete a task?
very long time long time average fast very fast
[q.2] are you satisfied with how the current
system is being operated?
yes no
[q.3] do you have enough space to accommodate
employers documents at a point of bringing vacancies in the office?
Yes no
[q.4]
do you have enough space for storing files and completed forms at the office?
yes no
[q.5] does the current system handles written
errors effectively?
yes no
[q.6]
do you think errors will be minimized if the current system is automated?
yes no
[q.7]
do you think the rate of flow of work would be enhanced if the current system
is automated?
yes no
[q.8]
do you think that there would be an increases in total revenue of the office by
automating the current system?
yes
no
[q.9]
do you think that the use office space and storage would be optimized if the
current system is automated by making it paperless office environment?
yes
no
[q.10]
do you think that the job seeker or employers will be more promptly notified of
his/her status if the current system is automated?
yes
no
[q.11]
how does the current system handle the loss and misplacement of completed forms
or files……………………………………………………...................................................
…………………………………………………………………………………………….……………………………………………………………………………………………
[q.12]
how efficient is the current system in handling feedback to a successful job
seeker…………………………………………………………………………………...
………………………………………………………………………………………………………………………………………………………………………………………………
Appendix
c: the system validation questionnaire
I. Is the new online recruitment system
easy to learn?
Yes
……….
No
………..
Ii. Does the new system improve the
recruitment processes?
Agree
………
Disagree
………
Not
sure ……….
Iii. How would you rate the user friendliness
of the new online recruitment system?
Below
40% ……….
50%
……….
60%
………
Above
80% ……..
Iv. Does the new system capture all the
information required from the job seeker?
Yes
……….
No
……….
V. Does the new system solve the problem of
congestions and delays in recruitment process?
Yes
………
No
………
Vi. Give any other comments
……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………
An online recruitment system home page
Fig 1:
home page
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