Ex.No:
RECRUITMENT SYSTEM
Date:
1. Problem analysis and project planning 1.1 1.1
Intr Introd oduc ucti tion on Recruitment system is use to display the results of applicants. Recruitment is
for selecting employees for the job based on their talents. The selection is based on three rounds namely Written, Technical interview, HR interview. In each round the applicants are selected based on their performances. So this system is used for recruiting candidates for organization.
1.2 1.2
Obje Ob ject ctiv ives es To provide a complete version of recruitment system to manage the entire
recruitment process of an organisation into a shared service concepts.
1.3 Scope •
To ensure the portability and therefore compatibility.
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To ensu ensure re our our syst system em move movess with with time time (i.e. (i.e.)) allo allow w for for main mainte tena nanc nce, e, upgrades and periodic backups by developed and authorized personnel.
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To program the system using the appropriate design, application, platform and programming.
1.4 Problem Statement The project requires an efficient Recruitment system to select the candidate for the organization based on aptitude test, Interview. It generates results for the test taken up by the candidates and reports to view the systems usage by the
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gradua graduates tes and the employ employers ers in the recrui recruitme tment nt proces processs in a period periodica icall base. base. Access rights are allocated in following order.
Administrator->Organization/Company->Candidates The administrator is given rights only to add or delete Candidate profiles, provide information about company and job conformation and publish results for aptitude aptitude test. But has no rights to access access the recruiting recruiting information information.. Organizati Organization on or HR Department is given rights to access the recruiting information and if needed, make changes to them. They can also access the report database to view number of applied and selected graduates for all the designations with the details in brief. All the reports and queries are at their disposal. Candidates are the end users of the system. They login the recruiting session and attend the aptitude test. The candidates cannot access any of the databases including the questions, report or the profile database. The candidates can view thei theirr resu result ltss thro throug ugh h this this syst system em.. Each Each Cand Candid idat atee is give given n a user userna name me and and password to ensure the security. The aptitude test in recruitment system is basically objective questions. The session is fixed for each candidate and the questions carry a time limit within which the candidates are supposed to answer the questions. Otherwise the question lapses and no points are awarded for that question. The student has the ability to pass the question and answer the question later within the remaining time left. In recrui recruitme tment nt system system All the Gradua Graduates tes,, Employ Employer er and Admini Administr strato ator r information is maintained in normalized database instead of manual records. This feature helps in maintaining database which is consistent, not redundant and easily
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maintainable. This system helps in restricting any graduate to register itself multiple times.
2. Problem statement (Use case) analysis 2.1 Identified use cases i Candidate Registration ‘Candidate Registration’ describes how the candidates register for recruitment.
ii Acknowledgement: ‘Acknowledgement’ describes how the administrator makes acknowledge for the candidates.
iii Login: ‘Login’ describes how the candidate logs into a recruitment system.
iv Aptitude Test : ‘Aptitude test’ helps the candidates to takes participate in aptitude test conduct to recruit them.
v Result Verification: ‘Result Verification’ describes how a candidates’ views results.
vi Update: ‘Update’ describes how an administrator updates information about company details and recruitment information to candidate.
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vii Direct HR Interview: ‘Direct HR Interview’ helps the company or organization to shoot questions and select candidates.
viii Job Confirmation Details: ‘Job confirmation details’ helps the candidates to get confirmation about their jobs.
2.2 Identified Actors i Candidate: A candidate can register himself after registration; he will be directed to his homepage. Here, he/she can update his profile, change password and see the examination details and company details. .
ii Company: A company can register itself, conduct online examination, approve or disapprove candidates attending examination and provide results about the selected candidates.
iii Administrator: Administrator has the full authority over the website. He can view all the registered users and have the power to delete them. He/she can edit the web pages and update them. He/she can view all the company details also.
iv Database:
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This actor stores the entire contents of the quizzing system including databases such as report, questions, results and user profiles.
v Printer: This actor prints the report database.
2.3 Use Case Diagram
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3. Design of Recruitment System 3.1 Design Documentation 1. Candidate Registration 1.1 Brief description: This use case describes how the candidates register for recruitment.
1.2 Flow of events: 1.2.1 Basic flow: This use case starts when the actor wishes to login to recruitment system 1. The system request that the actor enter name and password. 2. As he enters, the system validates & user logs into the system. 3. Enter the details of the applicant who apply for the job.
1.2.2 Alternative flow: 1. If the actor enters an invalid user name and password, the system displays an error message. 2. The actor can either re-login or cancel it.
1.3 Pre conditions: Candidates should sign up by giving username and password.
1.4 Post conditions: Enter into the candidate information form, and then candidate should enter the personal details, qualification etc.
2. Acknowledgement 6
2.1 Brief description: The use case describes how the administrator makes acknowledge for the candidates.
2.2 Flow of events: 2.2.1 Basic flow: 1. The administrator verifies the application of the candidate.
2. The administrator selects the candidate application. 3. The administrator sends the acknowledgement and register no .
2.2.2 Alternative flow: The administer rejects the candidate application which are incomplete.
2.3 Pre condition: Admin sends the reply to the candidate with register numbers.
2.4 Post condition: Candidate could receive the mail from admin and get the register no.
3. Login 3.1 Brief description: This use case describes how the candidate logs into a recruitment system
3.2 Flow of events: 3.2.1 Basic flow: 1. The system request that the actor enter name and password. 2. As he enters, the system validates & user logs into the system.
3.2.2 Alternative flow: 7
1. If the actor enters an invalid user name and password, the system displays an error message. 2. The actor can either re-login or cancel it.
3.3 Pre condition: Candidate should given the register no as user name and same password which has already given while sign up his/her account.
3.4 Post condition: Enter into the software to attend the aptitude test. It will show the home page.
4. Aptitude Test 4.1 Brief description: This use case helps the candidates to takes participate in aptitude test conduct to recruit them.
4.2 Flow of events: 4.2.1 Basic flow: 1. If the candidate does not finish the question in the stipulated time then the question lapses and no marks are awarded. 2. After answering he has to confirm to move to next. 3. He can keep in pass to answer in future.
4.2.2 Alternative flow: If the actor want to quit in between; he can quit and come back to login.
4.3 Pre Condition: 8
Candidate should attend the test which is conducted on online.
4.4 Post Condition: Submit the answer sheet to admin. 5. RESULT VERIFICATION
5.1 Brief description: This use case describes how a candidates’ views results..
5.2 Flow of events: 5.2.1 Basic flow: 1. This use case starts after the candidate finishes questioning. 2. Now the control moves to reporting after which results are viewed.
5.2.2 Alternative flow: This can also viewed by administrator in detail or as a whole
5.3 Pre condition: Admin should correct the answer sheet which has been sent by candidate.
5.4 Post condition: Admin should select the candidate on the basis of his/her process and send the report to concerned candidate (selected candidate).
6. Update 6.1 Brief description: The use case describes how an administrator updates information about company details and recruitment information to candidate. 9
6.2 Flow of events: 6.2.1 Basic flow: 1. The administrator updates the information about the interview and company details. 2. The candidate views the information.
6.2.2 Alternative flow: None
6.3 Pre condition: Admin should update the admin tools and company details to respective candidates.
6.4 Post condition: Update is correctly views on the screen while user (candidate) browses the particular webpage.
7. Direct HR Interview 7.1 Brief description: The use case helps the company or organization to shoot questions and select candidates.
7.2 Flow of events: 7.2.1 Basic flow: 1. The candidate attends the interview. 2. The HR questions the candidate. 3. The HR selects the candidate based on their intellectual answers. 10
7.2.2 Alternative flow: The candidate may not attend the interview.
7.3 Pre condition: Organization should check the certificates (if valid or not) and calls for the HR interview.
7.4 Post condition: Direct questions are shooting out to the particular candidate and select the candidate.
8. Job Confirmation Details 8.1 Brief description: The use case helps the candidates to get confirmation about their jobs.
8.2 Flow of events: 8.2.1 Basic flow: 1. For selected candidates the organization sends the job offer letter.
8.2.2 Alternative flow: None
8.3 Pre condition: Organization should send the conformation letter to the selected candidate.
8.4 Post condition: 11
Candidate should receive the appointment order with his/her posting details.
SEQUENCE DIAGRAM 1. Candidate Registration and Acknowledgement
: Candidate
Main form
Login form
Applicaton form
1: Login()
A d m i n s i t r a t o r
2: Enter id and password ()
3: Enter details
in application
4. Verification
6 Acknowledgements
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2. Login
: Candidate
Main form
Login form
Login controller
Welcome screen
1: Login()
2: Enter id and password()
3: Verification()
4: Valid()
5: Invalid()
6: Error message()
7: Relogin()
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Error message
3. Aptitude Test
: Candidate
options form
Aptitude test form
Questioning form
: Administrator : Time out
1: Enter the test ( )
2: to avail options( )
3: Options taken( )
4: start time( )
5: Getting questions( )
6: time maintainance( ) 7: Answer the questions( ) 8: Stored( ) 9: time out( )
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4. Result Verification
: Candidate
:
Test performance
HR / Company
Result : Administrator
HR sees test performance
Updates results
View his/ her results
5. Update
: Candidate
Company details and interview details
: Administrator
Updates the information
Views the information
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6. Direct HR Interview and Job confirmation details
Candidate
Job Confirmation
HR Interview
HR / Organization
HR conducts the interview
Candidates attends the interview
Selects the eligible candidates
Receives the job confirmation
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COLLOBORATION DIAGRAM 1. Candidate Registration and Acknowledgement Main form
1: Login()
2: Enter id and password() Login form : Candidate 5. Acknowledgement
Administrator
3: Enter personal details
4: Verification Application form
2. Login
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Main form
1: Login()
2: Enter id and password() 7: Relogin() Login form : Candidate 3: Verification() 6: Error message()
Administrator
5: Invalid()
4: Valid()
Error message Welcome screen
3. Aptitude Test Options 2: to avail options ( ) Form
1: Enter the test ( )
Aptitude test Form
Candidate 7: Answer the questions ( ) 3: Options taken( ) Questioning form 6: time maintenance ( ) 8: Stored( )
4: start time( )
9: time out( )
5: Getting questions( )
Administrator
4. Result Verification 18
: Time out
1.HR sees test performance Test Performance Candidate
HR / Company
1: view his/ her results( )
Administrator 2. Updates results ( )
Result
5. Update
2: views the information
1. Updates the information
Company and Interview Details Administrator
Candidate
6. Direct HR Interview and Confirmation details
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2: Attends the interview
1. HR conducts the interview
HR Interview
HR / Organization
Candidate
4. Receives Job Confirmation
Job Confirmation
STATE CHART DIAGRAM
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3. Selects Eligible Candidates
CLASS DIAGRAM 21
COMPONENT DIAGRAM 22
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