Recruitment System 6t1e5g

Ex.No:

RECRUITMENT SYSTEM

Date:

1. Problem analysis and project planning 1.1 Introduction 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 Objectives 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. • To ensure our system moves with time (i.e.) allow for maintenance, upgrades and periodic backups by developed and authorized personnel. • 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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graduates and the employers in the recruitment process in a periodical base. Access rights are allocated in following order. ->Organization/Company->Candidates The is given rights only to add or delete Candidate profiles, provide information about company and job conformation and publish results for aptitude test. But has no rights to access the recruiting information. Organization 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 s of the system. They 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 their results through this system. Each Candidate is given a name and 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 the question and answer the question later within the remaining time left. In recruitment system All the Graduates, Employer and 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 itself multiple times.

2. Problem statement (Use case) analysis 2.1 Identified use cases i Candidate Registration ‘Candidate Registration’ describes how the candidates for recruitment.

ii Acknowledgement: ‘Acknowledgement’ describes how the makes acknowledge for the candidates.

iii : ‘’ 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 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 himself after registration; he will be directed to his homepage. Here, he/she can update his profile, change and see the examination details and company details. .

ii Company: A company can itself, conduct online examination, approve or disapprove candidates attending examination and provide results about the selected candidates.

iii : has the full authority over the website. He can view all the ed s 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 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 for recruitment.

1.2 Flow of events: 1.2.1 Basic flow: This use case starts when the actor wishes to to recruitment system 1. The system request that the actor enter name and . 2. As he enters, the system validates & 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 name and , the system displays an error message. 2. The actor can either re- or cancel it.

1.3 Pre conditions: Candidates should sign up by giving name and .

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 makes acknowledge for the candidates.

2.2 Flow of events: 2.2.1 Basic flow: 1. The verifies the application of the candidate.

2. The selects the candidate application. 3. The sends the acknowledgement and no .

2.2.2 Alternative flow: The ister rejects the candidate application which are incomplete.

2.3 Pre condition: sends the reply to the candidate with numbers.

2.4 Post condition: Candidate could receive the mail from and get the no.

3. 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 . 2. As he enters, the system validates & logs into the system.

3.2.2 Alternative flow: 7

1. If the actor enters an invalid name and , the system displays an error message. 2. The actor can either re- or cancel it.

3.3 Pre condition: Candidate should given the no as name and same which has already given while sign up his/her .

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 to answer in future.

4.2.2 Alternative flow: If the actor want to quit in between; he can quit and come back to .

4.3 Pre Condition: 8

Candidate should attend the test which is conducted on online.

4.4 Post Condition: Submit the answer sheet to . 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 in detail or as a whole

5.3 Pre condition: should correct the answer sheet which has been sent by candidate.

5.4 Post condition: 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 updates information about company details and recruitment information to candidate. 9

6.2 Flow of events: 6.2.1 Basic flow: 1. The 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: should update the tools and company details to respective candidates.

6.4 Post condition: Update is correctly views on the screen while (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

Main form

form

Applicaton form



: Candidate

1: ()

2: Enter id and ()

3: Enter details

in application

4. Verification

6 Acknowledgements

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2.

: Candidate

Main form

form

controller

Welcome screen

1: ()

2: Enter id and ()

3: Verification()

4: Valid()

5: Invalid()

6: Error message()

7: Re()

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Error message

3. Aptitude Test

: Candidate

options form

Aptitude test form

Questioning form

: : 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 :

HR sees test performance

Updates results

View his/ her results

5. Update

: Candidate

Company details and interview details

:

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: ()

2: Enter id and () form : Candidate 5. Acknowledgement



3: Enter personal details

4: Verification Application form

2.

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Main form

1: ()

2: Enter id and () 7: Re() form : Candidate 3: Verification() 6: Error message()



5: Invalid()

4: Valid()

Error message Welcome screen

3. Aptitude Test 2: to avail options ( )

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( )



4. Result Verification 18

: Time out

1.HR sees test performance Test Performance Candidate

HR / Company

1: view his/ her results( )

2. Updates results ( )

Result

5. Update

2: views the information

1. Updates the information

Company and Interview Details

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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