SCHOOL OF SCIENCE

DEPARTMENT OF MATHEMATICS AND COMPUTER SCIENCE

COURSE: COMPUTER SCIENCE

TASK: PROJECT DOCUMENTATION

PROJECT TITLE: ONLINE RECRUITMENT SYSTEM

NAME: MWATATA EMMANUEL LEWA

REG NO: COM/010/16

COURSE CODE: COM 423

COURSE TITLE: COMPUTER SCIENCE PROJECT II

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DECLARATION
DECLARATION BY THE STUDENT
This Documentation is my original work and has not been presented to any other institution. No
part of this work should be reproduced without my consent.
STUDENT NAME: MWATATA EMMANUEL LEWA
REG NO: COM/010/116
Sign …………………………………. Date …………………………….…….

DECLARATION BY THE SUPERVISOR

This Project work has been submitted for defence with our approval as the University supervisor.
SUPERVISOR NAME: DR. FRANCIS MUSEMBI

Sign …………………………………. Date ………………………………….

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ACKNOWLEDGEMENT
I would like to extend my sincere gratitude to my project supervisor, Dr. Francis Musembi for
his motivation, support and constant guidance throughout the development of this project. I truly
appreciate the trust he has placed in me. I take immense pleasure in expressing my sincere
gratitude to my computer science class members, for their encouragement and valuable feedback
on the project. I thank them for helping me with different ideas on how to solve problems
regarding my project.
I would like to acknowledge the support of the academic and technical staff of the Computer
Science at University of Eldoret for their support throughout my graduate studies.
I would like to thank my parents and family for their unconditional love and support. Special
thanks to my brother, Erick Rimba and my beloved friends for being there for me during my
odds. Thank you for your strong belief in me.
Lastly, I take this chance to thank my almighty God Who has been nice to through my whole
undergraduate journey to this final stage its all by His Mercy and Grace.

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ABSTRACT
Finding jobs that best suits the interests and skill set is quite a challenging task for the job
seekers. The difficulties arise from not having proper knowledge on the organization’s objective,
their work culture and current job openings. In addition, finding the right candidate with desired
qualifications to fill their current job openings is an important task for the recruiters of any
organization. Online Job Search Portals have certainly made job seeking convenient on both
sides. Online recruitment portal is the solution where recruiter as well as the job seeker meet
aiming at fulfilling their individual requirement. They are the cheapest as well as the fastest
source of communication reaching wide range of audience on just a single click irrespective of
their geographical distance.
The web application “Online recruitment system” provides an easy and convenient search
application for the job seekers to find their desired jobs and for the recruiters to find the right
candidate. Job seekers from any background can search for the current job openings. Job seekers
can register with the application and update their details and skill set. They can search for
available jobs and apply to their desired positions. Django, being open source has already made
its mark in the web application development. To make things handy, the user functionalities are
developed as a website application. Employer can register with the application and posts their
current openings. They can view the Job applicants and can screen them according to the best fit.

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Table of Contents
DECLARATION ....................................................................................................................................2
DECLARATION BY THE STUDENT ........................................................................................................... 2
DECLARATION BY THE SUPERVISOR ...................................................................................................... 2
ACKNOWLEDGEMENT ........................................................................................................................3
ABSTRACT..........................................................................................................................................4
LIST OF FIGURES.................................................................................................................................7
LIST OF TABLES ..................................................................................................................................7
LIST OF ABBREVIATION ......................................................................................................................7
CHAPTER ONE ....................................................................................................................................8
1.0. INTRODUCTION ...........................................................................................................................8
1.1. BACKGROUND OF THE STUDY........................................................................................................ 8
1.2. PROBLEM STATEMENT ................................................................................................................... 9
1.4. OBJECTIVES .................................................................................................................................... 9
1.5. JUSTIFICATION ............................................................................................................................... 9
1.6. SCOPE ........................................................................................................................................... 10
1.7. SIGNIFICANCE OF THE SYSTEM .................................................................................................... 10
1.8. LIMITATIONS ................................................................................................................................ 10
CHAPTER TWO: ................................................................................................................................ 11
2.0. LITERATURE REVIEW.................................................................................................................. 11
2.1. FINDINGS ...................................................................................................................................... 11
2.2. BENEFITS OF ONLINE RECRUITMENT ........................................................................................... 12
2.3. SOME OF THE LIMITATIONS TO ONLINE RECRUITMENT............................................................ 13
CHAPTER THREE- METHODOLOGY .................................................................................................... 15
3.0 INTRODUCTION .......................................................................................................................... 15
3.1 APPROACH .................................................................................................................................... 15
3.2 WATERFALL MODEL ...................................................................................................................... 16
3.2.1. PHASES: ..................................................................................................................................... 16
3.2.2 ADVANTAGES ............................................................................................................................. 17
3.2.2 DISADVANTAGES ........................................................................................................................ 17
3.3 REQUIREMENT ENGENEERING...................................................................................................... 18
3.4 REQUIREMENT ELICITATION ......................................................................................................... 18
3.5 REQUIREMENT ANALYSIS .............................................................................................................. 18

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 3.6 REQUIREMENT SPECIFICATION ..................................................................................................... 19
3.7 REQUIREMENT VALIDATION ......................................................................................................... 19
CHAPTER FOUR ................................................................................................................................ 20
ANALYSIS AND DESIGN..................................................................................................................... 20
4.0 INTRODUCTION ............................................................................................................................. 20
4.1 FEASIBILITY STUDY ........................................................................................................................ 20
4.2 ANALYSIS ....................................................................................................................................... 20
4.2.1. USE CASE DIAGRAMS ................................................................................................................ 20
4.2.2. SYSTEM USERS .......................................................................................................................... 22
4.3.3. USE CASES: ................................................................................................................................ 22
4.3 DESIGN .......................................................................................................................................... 23
4.3.1 DATA DESIGN ............................................................................................................................. 23
4.3.2 ARCHITECTURAL DESIGN............................................................................................................ 23
4.3.3 INTERFACE DESIGN .................................................................................................................... 24
HOME PAGE ........................................................................................................................................ 24
ADMIN ................................................................................................................................................. 25
EMPLOYER DASHBOARD ..................................................................................................................... 26
POSTING A NEW JOB ........................................................................................................................... 27
CANDIDATE DASHBOARD.................................................................................................................... 28
APPLIED CANDIDATES ......................................................................................................................... 29
REVIEWS .............................................................................................................................................. 30
LOGIN/REGISTRATION SCREEN ........................................................................................................... 31
JOBS SCREEN ....................................................................................................................................... 32
4.4. TESTING ........................................................................................................................................ 33
4.4.1. TESTING LEVELS......................................................................................................................... 33
4.4.2.TEST CASES ................................................................................................................................. 34
CHAPTER FIVE: RESULSTS AND DISCUSSIONS .................................................................................... 35
CHAPTER SIX: CONCLUSION AND FUTURE WORK .............................................................................. 38
6.0. CONCLUSION ................................................................................................................................ 38
6.1. FUTURE WORK ............................................................................................................................. 38
CHAPTER SEVEN: REFFERENCES ........................................................................................................ 39

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LIST OF FIGURES
Figure1: waterfall model…………………………….…………………...……... 16
Figure2: Use case diagram for candidates………………………….….………...21
Figure3: use diagram for employer…………………………………...……….…21
Figure4: Use case diagram for Admin……………………………….………….22
Figure5: Structural flowchart of the system……………………………………...23
Figure6: Homepage user Interface……………………………………………....24
Figure7: Admin User Interface…………………………………………………...25
Figure8: Employers User interface………………………………………………26
Figure9: Job Post User Interface…………………………………………………27
Figure10: Candidate dashboard…………………………….……………………28
Figure11: Applied candidates User Interface……… ……...….……………….29
Figure12: sending reviews…………………………………...….………….…….30
Figure14: Login/Registration screen………….…………………………….……31
Figure15: Jobs Screen……………………………………………………………...32
Figure16: Error messages………………………………………………………….35
Figure17: Blank spaces left messages……………………………………………...36
Figure18: Confimation alert message………………………………………………37

LIST OF TABLES
Table1: Test Cases and test
results…………………………………………………………………………………34

LIST OF ABBREVIATION
SDLC: Software Development life cycle
RAM: Random Access Memory

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CHAPTER ONE
1.0. INTRODUCTION
Online recruitment is a web application, which serves jobseekers to find available job vacancies
and Employers to identify eligible job seekers with the prospect of selecting the most qualified
candidates. The only way to select best-qualified candidate is to have a pool of eligible
applicants, which is possible by drawing the interest of individuals in the market. Online
recruitment best serves this purpose. E-recruitment has become the standard means for
employers and job seekers to meet their respective objectives. The traditional methods for
recruitment include Job fairs, Employee referrals, advertising in the newspapers, televisions etc.
With the advancement in technology and growth of internet usage, the e-recruitment has
revolutionized the way organizations hire and candidates search for jobs. With the Online
recruitment system, the recruitment process is speeded up at every stage from job postings, to
receiving applications from candidates, interviewing process. The cost of searching/posting jobs
will be much less compared to the traditional way of advertising. Online recruitment stands as an
effective means for Employers to outline the job vacancies, responsibilities and qualifications to
attract jobseekers. Using the portal jobseekers can extensively search for jobs in companies,
organizations and regions they may otherwise have not learnt.

1.1. BACKGROUND OF THE STUDY

The quality of people hired for a specific job is usually the key issue when measuring the
effectiveness of the employment. However, in certain circumstances the speed of hiring is also
an issue and also contribute to quality hiring. The job recruitment or hiring employees process in
the past years was based on advertisements in the newspapers and have a panel on the appointed
day to interview applicants. The traditional hiring of employees starts with the processing of
application forms, describe the job for each position, verify application forms and lastly evaluate
the best person for the job. The whole process from advertisement to hiring a quality applicant
takes a lot of time, effort and also has more weaknesses. The advertisement itself is costly
especially when done through print media(newspapers) therefore the publication of the job
adverts will only last for a very short time and in that case few people will have seen the job
vacancy. Moreover, submission of the application form requires physical presence of the
applicant to hand it over and this could be inconveniencing most applicants due to the fact that
we belong to different geological locations in country. Thus, the traditional recruitment process
is not be the best in today’s competitive job market. The rationale of a hiring process is to stretch
out to potential employees and bring out the specific kind of required skills and experiences in
the field organization. The question here is how this could be made efficient and possible. This
question or problem can be solved by an online recruitment system which is set to transform the
way in which companies and other employers recruit their employees. Online recruitment system
is fundamental in removal of paper works and introduction of workflow systems that connect job
seekers and employers and also stores data in reliable databases. At a very low cost, the Internet
offers employers and job seekers access to detailed and up-to-date information about job
searches and job vacancies in different locations around the world.

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1.2. PROBLEM STATEMENT
In Kenya employment has been made manual in the past many years up to this current situation
where everything has totally changed due to technological changes. The traditional mode of
employment takes a lot of steps from advertisement, application, verify application and conduct
interviews therefore consuming a lot of time. In the current Kenya where technology is also
advancing most job recruitment process has a bit changed though some problems still occur.
Most companies have developed websites where they advertise their jobs and still go back to
traditional way where application form is downloaded and filled then submitted to the company
for further verification then be called afterwards for the job. The problems with this current
system include the following;
• It is not easy for the job seeker to apply for a specific job he/she needs because the job
description sometimes does not cover up everything.
• It is expensive for the job seeker to submit the application form in person to the
company.
• In some cases, it might not be efficient because not everybody is conversant with
company websites that exist therefore only few applicants can read the post and apply
for the job.
• Paperwork still exists as the application form is downloaded instead of being submitted
online.
• There is no chance of uploading Curriculum Vitae (CV) and also the members cannot
update their profile.
All the above-mentioned problems can be solved with the development of the web portal where
job seekers can create their accounts, upload their Curriculum Vitae (CV), apply jobs online,
update their profile regularly and wait for a reply. Moreover, the job seeker has a chance to apply
the best job that suits his/her specific job skills. The job portal will also help job seekers who
don’t know various companies and other employers unlike in the current system where websites
are used where few people are aware of the existing company.
1.4. OBJECTIVES
The main objective is to come up with a more user friendly, cheap, convenient and available
recruitment system in Kenya.
Other specific objectives include;
• Investigating the system operations
• Analysing the system requirements
• Designing the system
• Implementing the system
• Testing and maintaining the system
1.5. JUSTIFICATION
The online recruitment system creates a platform to the jobseekers for them to find the fitting job
opportunities that suites their qualifications. It is also developed to help the companies in
improving its standards through the use of computerized systems rather than manual. The main
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aim of developing this system is to make job searching easier and more efficient to the job
seekers and the employers. It is going to allow job seekers to apply for jobs at their comfort from
any part of the world using internet connection. Loss of data will reduce due to an application
database that will be provided. Many people will be helped in job application due to user
friendliness of the system. The portal will be a solution to many who were in need of their dream
jobs because they will search for it online and be able to apply online too.
1.6. SCOPE
In this online portal, there is no payment therefore free registration. Banners for advertisement on
this portal are not allowed. This system can run on windows and also can be accessed by use of
mobile phones. It is supported in SQLite3 database and data security is provided. It is operated in
English language.
1.7. SIGNIFICANCE OF THE SYSTEM
The significance of online recruitment system does not lie only on the possibility of finding a
job, through here you can also find all news related to the world of work, keep you informed of
all that affects the labour market and a multitude of useful tips.
The significance is not limited to:
➢ Personalized job searches so that every time a company posts a new job, the network
notifies the candidate that meet the required profile via email or SMS.
➢ The Network offer seekers great transparency. The public dissemination of job offers
provides the candidate with a real perspective of their possibilities to access a specific
job.
➢ Online recruitment offers interactivity, candidates can decide what information on their
cv can or cannot be seen by companies.
➢ Companies have their own area through which they look for personnel who adapt to their
profile and needs.
1.8. LIMITATIONS
Some of the limitations of an online recruitment system includes:
• Too many applicants
• Online application process might be tedious
• A candidate must have a computer and access to internet for application
• There is a lot of competition

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CHAPTER TWO:
2.0. LITERATURE REVIEW
The digital world has brought a new dimension to the world of recruiting. The World Wide Web,
or Web shortened the search time, costs and offered a transparent method of information for
candidates. Online Recruitment is an easiest and convincing way to hire people from any part of
the world and promotes opportunity, it benefits the company to be recognized globally, and
Online recruitment helps in conveying any kind of HR policies, training program, and pay slip
sheets easily.
Online Recruitment is based on more systematic & technology theorem, which helps the
employer to scrutinize employee performance carefully & accurately. It helps in imparting any
HR policy; keep a track on employees’ daily activity report (DAR), efficiently helps the
employees in promotion & transfers. E-recruitment, also known within the literature as online
recruitment, cyber recruiting, or internet recruiting are synonymous. They imply formal sourcing
of jobs online (Ganalaki, 2002). It is a complete process which includes job advertisements,
receiving resumes and building human resource database with candidates and incumbents. The
findings from Holm’s (2012) thesis were that there was a difference between the paperbased and
the electronic-based recruitment process.
2.1. FINDINGS
From the findings, Holm’s found that the electronic-based recruitment process began with few
electronic tools for line managers to commence the recruitment process, e.g. line managers were
putting their hiring needs into a Word document and sending it to the responsible recruiter. The
recruiter then had to read each applicant and rate the order. In some cases, this is handled
through filter programs bringing top applicants to the forefront. Holm’s (2012) study was
conducted between the years 2008 to 2010 in three companies in Denmark, which could have
limited the validity of the recruitment process today as electronic technology has been developed
for the evolving topic of recruitment.
According to empirical evidence, the use of the internet and innovational technology for
organizational recruiting is continually rising over the last decade. An initial survey specified
that approximately 90% of large organizations have official recruitment web pages (Cappelli,
2001) while the savings of web-based recruiting over substitutes are as high as 87% (Maurer &
Liu, 2007). Also, it is apparent that a large proportion of corporations have entered into the social
networking public realm with official presence on Facebook, LinkedIn, YouTube, etc. Various
analysis recently has been conducted on e-recruitment at national level, such as in Spain(García-
Izquierdo, Aguinis & Ramos-Villagrasa, 2010), in Greece (Nikolaou, 2014), in Pakistan
(Ahmed,Tahir & Warsi, 2015), in Denmark (Parry, Stefan & Holm, 2014), in Iran (Kashi &
Zheng, 2013), in SriLanka (Liyanage & Galhena, 2014), in the UK (Parry & Tyson, 2008), in
Malaysia (Teoh, Tan & Chong, 2013) and also at a multi – national level (such as the research in
the UK, the Netherlands, and Belgium(Sylva & Mol, 2009), that even more clearly highlight the
developments and the vast requirement of research on e-recruitment due to its significant
practice. ). Online recruitment is the new overriding force of the future because it is established
that websites pose a greater applicants’ attraction than printed advertisements (Baum & Kabst,

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2014). Indeed, technological improvements reform recruitment practices via multimedia tools
(video resumes, use of LinkedIn as a job-hunting platform) and increase the efficacy of the
recruitment process to both recruiters and applicants. The two-prime means of communication
that organizations use in order to attract and recruit potential applicants via the Internet are either
via the ‘organization’s own official website’ or via third-parties that publish job announcements
on job listing websites - ‘job boards’ (e.g., HotJobs.com, Monster.com) (Braddy, Meade &
Kroustalis, 2006).Advertisement of employment opportunities on corporate’s web sites is a
common practice nowadays (Chen, Lin & Chen, 2012), since the use of organizational web sites
keeps on growing in reputation. In detail, 93% of the firms in North America recruit via their
own websites mainly due to the fact that firms have recruitment segments on their own websites
(Lievens & Harris, 2003). Several companies have conveyed savings of approximately 95% due
to online recruitment practices (Pfieffelmann, Wagner & Libkuman, 2010).
In general, the intention to apply for a job vacancy depend on organizational and individual
factors and there is a notable research activity on job seekers’ perceptions over corporate web
sites (Braddy, Meade & Kroustalis, 2008). Commonly, there are positive reactions of job
applicants on Internet recruitment sites (Sylva & Mol, 2009). Altogether, in relation to
preferability, external (as opposed to internal) candidates favour online application procedures.
An important preliminary step toward building the understanding of Web-based recruitment is
focused on features of the business websites, such as usability and aesthetics (Sylva & Mol,
2009) and the effects of employee testimonials (Braddy et al., 2008; Van Hoye & Lievens,
2007). Essentially usability, content, and appearance of a website are important factors for job
seekers. Online recruitment research has revealed that effortlessly navigable websites would
potentially produce confident usability perceptions and increase candidates’ attraction to an
organization (Thompson, Braddy & Wuensch, 2008). Specific features of websites and user-
friendliness are by far the significant factors of applicants’ requirements (Sylva & Mol, 2009).
Moreover, it is suggested that job seekers are more interested on the job posting texts and
hyperlinked info rather than the graphic images while the content, design, and communication
features are all important to applicant’s attraction (Allen, Biggane, Pitts, Otondo & Van Scotter,
2013). Furthermore, according to Braddy et al. (2006) website design (pictures and employee
testimonials) positively affects job seekers’ perceptions.

2.2. BENEFITS OF ONLINE RECRUITMENT

The main benefit of online recruitment is the large potential applicant pool (Howardson &
Behrend, 2014) due to lack of geographical restrains. Moreover, cost per hire (Ehrhart, Mayer &
Ziegert, 2012) and the sovereign of the organization to place a job ad in a specific manner on the
organizational recruitment section (a function not available by headhunters or online job banks)
(Selden & Orenstein, 2011) are beneficial aspects of recruitment via an organization’s website.
Other advantages to recruiters include the capacity to appeal to a certain appropriate quality (in
terms of knowledge and skills) and quantity of human resources at any time via applicant’s
resumes banks created.
A study by Ahmed et al. (2015) suggested that e-recruitment from the side of online seekers
depends among various factors, such as cost and time saving and extensive and unlimited search.
Internet characteristics include accessibility without limits in time and job hunting either
nationally or internationally (Teoh et al., 2013).

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As noted by Dineen et al. (2007) a possible restraint of the corporate website used as a
recruitment mechanism is the amount of unsuitable applications that are received from
unqualified applicants.
However, it is suggested that info about an organization has greater credibility when provided by
an independent source rather than an employer related website (Van Hoye & Lievens, 2007).
Thus, job boards are also important in e -recruitment.
On the other hand, recruiting via internet job boards is an issue that has attracted a surprising
number of applicants but little attention from academic researchers (Breaugh, 2008). In
particular, job boards (e.g., Monster.com or careerbulider.com) publish job descriptions and ads
of organizations for a fee that are visible to a tremendous amount of job seekers.
Job boards have the advantage of drawing relatively high traffic but have limited data about the
vacant position, the organization’s culture and perhaps its employees. A key advantage of job
boards is that applicants can post their resumes online and have access to a wide-ranging
database of jobs free of charge (Nikolaou, 2014). Moreover, resumes are visible to recruiters via
a search mechanism. Thus, likewise, recruiters have open access to applicants with the relevant
skills and experience at any point of time. The advantages resulting from such practices is that
employers might expand their application pool and database of resumes leading them to a
concentrated recruiting cycle time (Nikolaou, 2014).

2.3. SOME OF THE LIMITATIONS TO ONLINE RECRUITMENT

However, potential limitations are the number of resumes that have to be reviewed increasing
administrative time and expense.
Job boards in addition provide a completely different approach to Internet-based recruiting that
focuses on the recruiter searching and reaching on-line for job candidates. That approach
emphasizes on discovering the ‘passive’ candidate (Lievens & Harris, 2003) that has posted a
resume in a job board.
This ‘passive’ candidate attraction is also highly associated with another e- recruitment function,
the Social Media (SM) or professional social network sites (SNS) connections that are a common
practice nowadays, as well. Social networking web sites (SNWs) have an tremendous amount of
users daily (Facebook – 1 billion, Twitter - 500 million (Winter & Miguel, 2013) and LinkedIn -
120 million (Tyagi,2012).
Also, job candidates can prepare an online presentation profile in this online community
assuming employers will view their qualifications (Roulin & Bangerter, 2013). On the other
hand, 95% of the 541 HR professionals surveyed indicated that they used LinkedIn to recruit
‘passive’ candidates who might not otherwise apply (Zide, Elman & Shahani-Denning, 2014).
Thus, SM platforms create a different
way to hire potential job applicants.
Last, but not least, the question remaining is the consequences of e – recruitment in relation to
the performance of potential employees. Data constraints and privacy issues justifies the lack of
studies on the relationship between Internet recruitment and job performance. According to a
study a number of recruits hired via the Internet revealed very promising patterns of
employments on average (Suvankulov, 2013). However, this study was related to the US army, a
specific employment status that cannot be easily generalized. One conventional related study that
observed Internet recruitment and performance concluded that e – recruitment employment
diminishes the proportion of well qualified applicants than employment via employee referrals

13
but not via print advertising employment in relation to the duration of employment (Hadass,
2004).
In conclusion, recruiters Web use have led to an incredible growth in its practice over the past
several years. Undoubtedly, the usage of online recruiting has incredible potential benefits for
corporations, yet, the efficiency of the Web as a recruitment source is uncertain (Dineen et al.,
2007).

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CHAPTER THREE- METHODOLOGY
3.0 INTRODUCTION
Methodology types include a set of procedures and rules, techniques, tools and documentation,
which will help in the development and implementation of the new proposed system. There are
different methodology approaches which are often used within organization. All these approaches
are not mutually exclusive, which means that it is possible to perform some prototyping while
applying the tradition approaches. These approaches are as follows:

✓ Waterfall: linear framework type

✓ Incremental: combination of linear and iterative framework type.
✓ Rapid application development: Iterative framework type.
✓ Prototyping: iterative framework type.
✓ Spiral: combination of linear and iterative framework type.

3.1 APPROACH
This section will briefly explain on the approach that will be adapted in this project. It also will
be discussing about the model that suitable for the approach taken as well as the technique and
tool used.
Structured Systems Analysis and Design Method (SSADM) will be the approach to the analysis
and design of the system. SSADM is used because the use of a disciplined engineering approach
will eventually improve the quality of the system produced.
Software systems come and go through a series of passages that account for their inception,
initial development, productive operation, upkeep, and retirement from one generation to
another. This article categorizes and examines a number of methods for describing or modelling
how software systems are developed. It begins with background and definitions of traditional
Software life cycle models that dominate most textbook discussions and current software
development practices. This is followed by a more comprehensive review of the alternative
models of software evolution that are of current use as the basis for organizing software
engineering projects and technologies

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3.2 WATERFALL MODEL
I chose on the waterfall model or sequential approach which segments the life cycle into a series
of successive activities where each activity results in a well-defined product. Waterfall begins at
system level and progresses through the analysis, design, implementation, testing and
maintenance steps.

Reason for choosing the waterfall life cycle model: It is easier to follow because it involves
development in an orderly manner starting from Design, Implementation, Testing of the system,
up to Maintenance. Also, it improves testing on small projects since it identifies problems

Figure1: showing the waterfall model methodology

3.2.1. PHASES:
1. Requirement Analysis phase, involves gathering information about what the parents
and school management needs and defining, in the clearest possible terms, the problem
that the system is expected to solve. Analysis includes understanding the school
management and parent context and constraints, the functions the system must perform,
the performance levels it must adhere to, and the external systems it must be compatible
with.
2. The Design phase consists of defining the hardware and software architecture,
components, modules, interfaces, and data to satisfy specified requirements. It involves

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 defining the hardware and software architecture, specifying performance and security
parameters, designing data storage containers and constraints, choosing the programming
language, and indicating strategies to deal with issues such as exception handling,
resource management and interface connectivity. This is also the stage at which user
interface design is addressed, including issues relating to navigation and accessibility.
The output of this stage is one or more design specifications, which are used in the next
stage of implementation.
3. Implementation phase, systems are constructed as per the design specification(s)
developed in the previous step. The output of this step is one or more system
components, built according to a pre-defined coding standard and debugged, tested and
integrated to satisfy the system architecture requirements.
4. Testing phase, both individual components and the integrated whole are methodically
verified to ensure that they are error-free and fully meet the requirements outlined in the
first step. Three types of testing typically take place, unit testing of individual code
modules, system testing of the integrated product and acceptance testing, formally
conducted by or on behalf of the customer. Defects, if found, are logged and feedback
provided to enable correction. This is also the stage at which system documentation, such
as a user manual, is prepared, reviewed and published.
5. Maintenance phase occurs after the installation, and involves making modifications to
the system or an individual component to alter attributes or improve performance. These
modifications arise either due to change requests initiated by the parent, or defects
uncovered during live use of the system. Typically, every change made to the system
during the maintenance cycle is recorded and a new product release (called a
"maintenance release" and exhibiting an updated revision number) is performed to enable
the customer to gain the benefit of the update.
3.2.2 ADVANTAGES
➢ Very simple, manageable and easy to understand.
➢ Progress of the project is measurable.
➢ It focused on implementation therefore conserves resource.
➢ It’s suitable for small projects such as attendance monitoring system.

3.2.2 DISADVANTAGES
➢ Difficult to estimate time and cost for the phases.
➢ Working version of the project is not seen until late in project life cycle.
➢ Does not accommodate change

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3.3 REQUIREMENT ENGENEERING
Expresses the needs and constraints of the solution to the constituency fund allocation problem.

It includes:

➢ Requirement elicitation
➢ Requirement analysis
➢ Requirement specification
➢ Requirement validation

3.4 REQUIREMENT ELICITATION

Elicitation refers to the inquiry of user needs from the different system user i.e. candidates and
employers. During the process of requirements elicitation various methods were employed to
facilitate the capturing of both the user and system requirements. This information was necessary
to enhance the clear understanding of what the Online Recruitment System should be in position
of handling when fully operational and in exactly what environment. During the requirements
elicitation process three types of requirements were identified as listed below.

1) Known requirements
2) Unknown requirements
3) Undreamed requirements

3.5 REQUIREMENT ANALYSIS

This is where you explore each requirement recorded in elicitation for completeness, consistency
and ambiguity. This step describes requirements in term of their relationship. The requirements
are ranked based on priority and user needs and grouped into normal, expected and exciting
requirements. This leads us to the specification of requirements for the system to be consistent
and unambiguous.

During analysis after I reviewed all the requirements described in elicitation process, I came up
with graphical view of the Online Recruitment using modelling techniques

Techniques I used in analysis are:

i) Modelling.
ii) Simulation.
iii) Prototyping.

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3.6 REQUIREMENT SPECIFICATION
This is a way to represent requirements in a consistent format. It will result into development of
software requirement specification document which will carry the functionality, external
interface, performance and attributes. Modelling was used due to its clarity.

3.7 REQUIREMENT VALIDATION

Here, the software requirement document is checked to ensure it is not ambiguous, consistent to
the requirements stated, complete, has no errors and it conforms to standards. The technique to
be employed is reviewing the requirements in the checklist are:

1. Are the requirements stated clearly?

2. Are the requirements consistent?
3. Are requirements ambiguous?
4. Do requirements conform to standards?

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CHAPTER FOUR
ANALYSIS AND DESIGN
4.0 INTRODUCTION
The technical part of software engineering is the Requirements analysis which refers to process
of defining, documenting and maintaining requirements to the subset of systems engineering and
software engineering concerned with this process. Specifically, requirement engineering
encompasses.
4.1 FEASIBILITY STUDY
In feasibility study, an estimate is made of whether the identified user needs may be satisfied
using current software and hardware technologies. The study considers whether the proposed
system will be cost-effective from a business point of view and whether it can be developed
within existing budgetary constraints. A feasibility study should be relatively cheap and quick.
The result should inform the decision of whether to go ahead with a more detailed analysis.

4.2 ANALYSIS
4.2.1. USE CASE DIAGRAMS
A case diagram is a visualization of set of elements and the relationships between them. Use case
is a set of scenarios, which defines functionalities of the system from a user’s perspective. The
main components of a use case diagram include actors, use cases and their relationships. They
depict the interaction between actors and system to achieve certain goal. This, a use case diagram
is important in modelling the behavior of a system.

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 Use case Diagram for Candidate

Register

Login

View Jobs
CANDIDATE
Update Details

Apply for Job

Send review

Figure2: Use case diagram for candidate

b. Use case Diagrams For employer

Register

Login

EMPLOYER Send message

to Admin
Add Job

Delete Job

Figure3: Use case diagram for employer

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c. Use case for the Admin

Register

Login

ADMIN View models

Add users

Delete User

Add job

Delete Job

Figure4: Use case diagram for Admin

4.2.2. SYSTEM USERS

The Users of the system are Admin, Unregistered Employer, Register Employer, Unregistered
Jobseeker and Registered Jobseeker.
4.3.3. USE CASES:
I have identified a set of use cases based on the functionalities and goals of the application.
Register Account- This use case denotes a set of actions required for Employer and Job seeker to
register with the application.
Login- This use case denotes a set of actions required for Employer and Job seeker to login into
the application.
Activate/De-activate Account- This use case denotes a set of actions required for admin to
activate or de-activate the Employers.
Post Job- This use case denotes a set of actions required for Employer to post a job vacancy.
Update- This use case denotes a set of actions required for Employer to change the status of the
Job Post.
View Applicants for a Job Post- This use case denotes a set of actions required for Employer to
view the list of applicants for a particular job post.
Available Jobs- This use case denotes a set of actions required for Jobseekers to view all the jobs
posted by the Employer.

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 Search Job Posts- This use case denotes a set of actions required for Job Seeker to search
available and active jobs.
Apply for Job- This use case denotes a set of actions required for Job Seeker to apply for an
available job vacancy.
Contact Us- This use case denotes a set of actions required for Job Seeker to send message to the
site that can be viewed by the Admin.

4.3 DESIGN
This is conceiving and planning in the mind and making a drawing or pattern or sketch of
something.
4.3.1 DATA DESIGN
This is transforming the information domain model created in requirements engineering into data
structures. (ERD).

4.3.2 ARCHITECTURAL DESIGN

Determines the relationship between major structural elements of the software. (DFD models,
PSPEC, object models). Modelling is used and structure chart is the model used. It is used to
represent the modules and how they are interconnected.

HOME PAGE

LOGIN CANDIDATES EMPLOYER AVAILABLE JOBS LOGOUT

CONTACT US

REGISTER REGISTER

SEND APPLY POST A JOB VIEW

MESSAGE JOB APPLICANT

Figure5: Architectural design of the System

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4.3.3 INTERFACE DESIGN
Describes how software communicates within itself, with subsystems or systems that interact
with it and humans who use it. (Control and data flow models). Prototyping is the technique used
and interface design. In this system Interface are developed using HTML5, CSS, JavaScript,
jQuery and Bootstrap to provide an easy to understand interactive screens. Various screens and
the navigation between screens are discussed below.

HOME PAGE
The home page appears on the start of the application. The screen will provide various
functionalities like Home, Employer Registration, Employer Login, Candidate Registration and
Candidate Login., Available jobs, contact us, once clicked on the button, it navigates to the
respective screens.

Figure6: user interface for home module

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 ADMIN
After successful login, the admin navigates to the Admin dashboard page where he/she can
access the details of the List of Employers registered with the application. He can also activate or
deactivate Employers.

Figure7: user interface for Admin module

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EMPLOYER DASHBOARD
On successful registration and login, employer navigates to the Employer dashboard page where
he can post a job or view the list of jobs posted.

Figure8: user interface for employer dashboard module

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POSTING A NEW JOB
On clicking the Post Job tab on the Employer page, the employer navigates to the Post New Job
page where he posts current job opening with summary of qualifications and responsibilities.

Figure9: user interface for posting a new job

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 CANDIDATE DASHBOARD
After successful registration and login, jobseeker navigates to Job Portal Page facilitating the
functionalities of viewing his/her profile, Search Jobs, view applied jobs and add reviews.

Figure10: user interface for Candidate dashboard

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APPLIED CANDIDATES
On clicking the applied jobs tab, the jobseeker will be navigated to the Applied Jobs page which
displays the details of the jobs applied.

Figure11: user interface for applied Candidates

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 REVIEWS
The Candidate can also provide messages concerning anything concerning the system to the
admin

Figure12: user interface for sending a review

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LOGIN/REGISTRATION SCREEN
The Job seeker can login or sign up with the application.

Figure13: user interface for login/register

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JOBS SCREEN
The Jobs Screen provides the list of available jobs and also the list of jobs applied. One can view
the listed jobs and apply if interested.

Figure14: user interface for Available jobs

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4.4. TESTING
Testing is a process of executing a program with the intent of finding bugs that makes the
application fail to meet the expected behaviours. Regardless of the development methodology,
the ultimate goal of testing is to make sure that what is created does what it is supposed to do.
Testing plays a critical role for assuring quality and reliability of the software. I have included
testing as a part of development process. The test cases should be designed with maximum
possibilities of finding the errors or bugs. Various level of testing are as follows.
4.4.1. TESTING LEVELS
Unit testing: Unit testing tests the functionality of individual units of source code. It is the
smallest component of a testable software that works in isolation with other parts of the code. I
have done unit testing for various individual components of the source code to uncover errors
within the boundary of the application.
Integration testing: Integration testing focuses on the design and construction of the software.
Here the individual components that are tested using unit tests are combined and tested as a
group. Its primary purpose is to expose the defects associated with the interfacing of modules. It
checks if the modules perform the desired functionality when integrated together.
System testing: System testing is performed on a completely integrated system to see if it meets
the requirements.
Regression testing: Regression testing aims at verifying the functionality of the software that is
previously tested and to which changes are made. It is to ensure the old software still works with
new changes.
Acceptance testing: Acceptance testing is conducted to verify if the system compliance the
business requirements.
Adhering to the levels of testing, Unit testing is performed on individual components of the
system ensuring the expected behaviour. Later, I have integrated various components together
and performed Integration testing. Once the integration testing is done, I have performed System
testing and ensured the application works as per the requirements. Finally, acceptance testing is
performed to check if the client accepts the system.

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4.4.2.TEST CASES
A test case is a set of rules or conditions to check if the system or one of its feature works in
accordance to the requirement. It is a document with a set of details which includes, set of test
data, expected results, actual results, environment information and soon.
I have designed and executed a few test cases to check if the application meets the functional
requirements
Below are the test cases for the Job Search Portal web application.
TEST TEST CASE EXPECTED TEST
MODULE RESULT RESULT

ADMIN Provide valid login User successfully PASS

credentials logged in and directed
to the admin
dashboard page
ADMIN Enters invalid login Displays error PASS
credentials message
ADMIN Click on Delete user ‘User’ successful PASS
deleted
EMPLOYER Provide details for Employer successful PASS
registration registered
EMPLOYER Upon successful login Employer post job PASS
click on ‘post job’ with the required
details
CANDIDATE Provides details for Candidate successful PASS
registration registered
CANDIDATE Upon successful Details of the jobs that PASS
login, click on are applied by the
‘applied jobs’ candidate are
displayed
CANDIDATE Click on the Contact Displays form fill PASS
us tab.

Table1: Showing the test cases, and Test Results

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CHAPTER FIVE: RESULSTS AND DISCUSSIONS
After testing the system, the error messages are correctly displayed. Also, on successful
registrations, login, applying for a job, posting a job and updating user information, there is
success messages displayed at the top of each page. This is good to the user as it makes him/her
feel the what the actions has done and is feedback.
According to Jacob Nielsen’s principles of a good system design, a system should provide be
responsive and provides feedback to the user as soon as he completes an action. Also, the system
should provide appropriate error messages to the user once mistakes are made to make him/her
make changes before its too late. Having, put this into practice then I consider the system one of
the best that is going to fully suit the needs of its users at their own convenience.

Scenario 1: User enters invalid Login credentials, he/she gets a message requiring him/her to
input the correct credentials

Figure15: shows error messages

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Scenario 2: User tries to register but accidental leaves leaves a required field blank. The system
does not not allow blank fields during form submission.

Figure16: Reminds one to fill a required field which was left blank.

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Scenario 3: After successful posting a new job, the employers gets a confirmation alert message
that the process was a success.

Figure17: Confirmation message after successful posting a new job

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CHAPTER SIX: CONCLUSION AND FUTURE WORK
6.0. CONCLUSION
Job Search Portals stands as a revolutionizing element in the sphere of recruitment. They act as a
communication bridge between applicants and recruiters facilitating their requirements. This
application helps organizations to have a greater exposure to the candidate pool and also job
seekers facilitating wide search of jobs matching their interests. The android application provides
flexibility to the jobseekers to view the openings and applied jobs without the need to carry a
laptop. This application provides an enhanced user experience for both employer and jobseeker.
It provides user friendly interface which facilitates in reaching wide range of audience. The
application has achieved all the requirements that were initially set in the requirements gathering
phase.
In conclusion, I intended to solve some problems that job seekers and companies are facing
today. The main aim of this work was to develop a web job portal, which caters for various types
of users and is easy to use. This work has focused on improving the online job portals and tried
to reduce some problems that existed in them by developing a knowledge system that also acts as
a job portal. Thus, this portal can be more beneficial with further enhancements the services and
features. We divided the future enhancement of this system into three areas of improvements, as
follows:
i. Graphic improvements
ii. Contents improvements
iii. Technical improvements

6.1. FUTURE WORK

This project fulfils the primary requirements of the job seekers and employers. It can be extended
in several ways – I can provide recommendations and email updates for new job postings based
on the job seeker’s search history. Since, the job seekers might be interested in building a strong
Resume, I can provide tips and information for the same. I can also provide templates for
building the Resumes which might interest most applicants. The mobile application is developed
fulfilling the functionalities of job seeker, it can be extended to support functionalities of
Employer as well.

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CHAPTER SEVEN: REFFERENCES
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3. R. B. Grady, and D. L. Caswell, Software metrics: Establishing a company-wide
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4. R. S. Pressman, Software engineering: A practitioner’s approach, 5th edition. New York:
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5. Liyanage, D. M., & Galhena, B. L. (2014). Effect of E-Recruitment on Behavioural
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6. International Journal of Human Resource Management and Research (IJHRMR), 1(4),
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