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.
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 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 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
their results through this system. Each Candidate is given a username 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 recruitment system All the Graduates, Employer and Administrator
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.
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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:
This actor stores the entire contents of the quizzing system including
databases such as report, questions, results and user profiles.
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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
2.1 Brief description:
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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:
1. If the actor enters an invalid user name and password, the system displays
an error message.
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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:
Candidate should attend the test which is conducted on online.
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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.
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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.
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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:
Candidate should receive the appointment order with his/her posting details.
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SEQUENCE DIAGRAM
1. Candidate Registration and Acknowledgement
: Candidate
Main form
Login form
Applicaton
form
Administrator
1: Login()
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
HR Interview
Job Confirmation
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
Main
form
1: Login()
2: Enter id and password()
7: Relogin()
Login
form
: Candidate
3: Verification()
6: Error message()
Administrator
4: Valid()
5: Invalid()
Error
message
Welcome
screen
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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 ( )
: Time out
4: start time( )
8: Stored( )
9: time out( )
5: Getting questions( )
Administrator
4. Result Verification
1.HR sees test performance
Test
Performance
Candidate
HR / Company
1: view his/ her results( )
Administrator
Result
2. Updates results ( )
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5. Update
2: views the information
1. Updates the information
Company and
Interview Details
Administrator
Candidate
6. Direct HR Interview and Confirmation details
2: Attends the interview
1. HR conducts the interview
HR Interview
HR / Organization
Candidate
4. Receives
Job
Confirmation
Job Confirmation
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3. Selects
Eligible
Candidates
STATE CHART DIAGRAM
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CLASS DIAGRAM
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COMPONENT DIAGRAM
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