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1.

INTRODUCTION

This project Online Recruitment System is an online website in which jobseekers


can register themselves online and apply for job and attend the exam. Online
Recruitment System provides online help to the users all over the world. Using web
recruitment systems like recruitment websites or jobsites also play a role in simplifying
the recruitment process. Such websites have facilities where prospective candidates can
upload their CV’s and apply for jobs suited to them. Such sites also make it possible for
recruiters and companies to post their staffing requirements and view profiles of
interested candidates. Earlier recruitment was done manually and it was all at a time
consuming work. Now it is all possible in a fraction of second. It is all done online
without much time consuming. Today’s recruitment applications are designed to do a
whole lot more than just reduce paperwork. They can make a significant contribution to
a company’s marketing and sales activity. Recruitment websites and software make
possible for managers to access information that is crucial to managing their staff,
which they can use for promotion decisions, payroll considerations and succession
planning.

Online Recruitment System enables the users to have the typical examination facilities
and features at their disposal. It resolves typical issues of manual examination
processes and activities into a controlled and closely monitored work flow in the
architecture of the application. This multi platform solution brings in by default, the
basic intelligence and immense possibilities for further extension of the application as
required by the user. The system makes it friendly to distribute, share and manage the
examination entities with higher efficiency and easiness. The objective of these
websites is to serve as a common meeting ground for jobseekers and employers, both
locally and globally, where the candidates find their dream jobs and recruiters find the
right candidate to fulfill their needs. These sites are specifically designed for those who
seek the most demanding and challenging positions in their chosen field, with the most
dynamic employers. Thousands of websites compete for your attention-each has its
own unique interface, URL and peculiarities.
A quick look at the overall trends in Online recruiting shows the rise in the importance
of marketing the web site, online training, dawn of video interviews and emergence of
professional Internet Recruiters. Online recruiting and online recruiting systems, with
its emphasis on a more strategic decision making process is fast gaining ground as a
popular outsourced function.

2. BACKGROUND
The traditional method of recruitment has been revolutionized by the emergence
of the Internet. In the past few years, the Internet has dramatically changed the face of
HR recruitment and the ways organizations think about the recruiting function. In the
coming years, digital recruiting and hiring are expected to continue their explosive
growth. Presently, e- recruitment has been adopted in many organizations either from
large organizations to small size companies, even in Malaysia. Most organizations are
already using e-recruitment to post jobs and accept resumes on the Internet, and
correspond with the applicants by e-mail. It brings the benefits to the organizations.
Now a days the necessity of executing things increasing rapidly in our daily activities.
Technology plays a vital role in day-to-day activities. And this in turn made great
changes in many work fields and out of them recruitment process is one that changed
lot of colors in their systematic approaches.
The computer based recruitment system is to replace manual operations of
recruitment of an IT company. As recruitment is a round the year activity involving
thousands of candidates a need has been felt to automate the entire operations.
Applications are collected in a prescribed format and checked for eligibility. All eligible
candidates are sent Admit cards for the selection test. The test in three areas-Aptitude,
Verbal and technical skills. The results are compiled and presented to management to
decide the cut-offs for interviews. Based on the selection criteria decided by
management interview letters are generated. The system should provide for queries
and management reports during the recruitment process.
3. OVERVIEW

This project work covers the online recruitment systems and its economic
benefits. It explains the benefits of this system in terms of time saving, cost saving and
being the fastest means in which careers are advertised and applications received.
It also eliminates the burden of space that is needed to store the hard copies of Cvs.
In the perspective of hospitality management the report explains the functions of HR
function in this section a case study being a hotel. It shows the determinants of
recruitment as well the training necessary for the hotels staff depending on the size of
the hotel as well its customers. The report shows the organizational chart of the HR
function in this industry. The information has been collected from various journals,
publications in both HR and hospitality management industry. Online Recruitment is
aimed at developing a web-based and central recruitment Process system for the HR
Group for a company. Some features of this system will be creating vacancies, storing
application data, and Interview process initiation, Scheduling Interviews, Storing
Interview results for the applicant and finally hiring of the applicant. This project Online
Recruitment System is an online website in which jobseekers can register themselves
and then attend the exam. Based on the outcome of the exam the jobseekers will be
short listed. The details of the examination & Date of the examination will be made
available to them through the website. People all around the world can apply and
register. It has made all the process easy.

In addition to the above;

• Applicants receive a much higher quality of service: Ranging from prompt and
timely communications through the ability to select own interview time through
the online interview zone, all of which enhances the employer’s brand, making it
easier in the long term to attract staff.
• Reduced time to hire: All major employers using web recruitment systems report
reduced time to hire which has a major economic impact for the employers in
getting employees productive in their role quicker.
• Management reporting: Giving the employer the knowledge to evolve the
recruitment process
An online recruitment service is a kind of special service that automates a company's
recruiting needs by getting bulks of employment applications over the internet.

Function
Online recruitment solutions provide an easy access from almost anywhere on the
globe in order to receive, process and keep a track of resumes in a complete easy
accessible web-based information power house.

Features
By using advanced online recruitment solutions, the company can easily streamline the
various processes involved into the recruitment system by helping the owners to gain
different tools to subsequently assess candidates who submit their job applications or
resumes. In addition, candidates enjoy getting a list of favorable keywords to pinpoint
applications or resumes that can be mostly used for matching relevant job categories.

Considerations
While using such an advanced solution, you need to consider your entire organizations'
requirements that may include candidate testing, online application submission and
assessment to get the most applicable solution to organize a thorough recruiting
process.

Finding a good opportunity can be quite difficult in this day. Generally employers recruit
by placing advertisements in newspapers as it reaches a large number of people
immediately. But nowadays you can just post your resume on the Internet. The
employers have to be the ones who take fast action and post their ads online to select
the professionals. They should upload the company's details in the web clearly. There
are lots of websites which receive the resumes from the employees and then send it to
the employers. The details of the person, the qualification and all other important
details can be typed in the prescribed application form provided in the website. The
employers then can appoint the person who suits the particular job.

Then they can be called for a direct interview. This is one way of recruiting for jobs
online. For this most of the web sites do not charge any money. Being effective and
knowing how to recruit people online is not an easy task. Since you will not have a
direct contact and it will be really difficult to judge a person only by the details given by
him. Another concept in which it is necessary to recruit people online is in the network
marketing industry. Doing advertisements in the websites is one of the easiest ways to
recruit people online. But if you just say join my business and send the link, then
people will consider it as a spam and won't take it seriously.

They will not have faith in your advertisements. While placing the ads you must give all
the necessary details and should not mislead the people who are surfing the net. So it
is fundamentally important first to build a good relationship and then give them the
link, so that they will not refuse to give a click.

Successful organizations are a product of their people. It has long been understood that
one’s “human capital” is the most significant component of almost all organizations.
The Recruitment module manages the process of attracting, assessing and recruiting
the best talent available, allowing you to maintain your competitive edge. HRM suite
Recruitment forms an integral component of the Human Resource Management suite
within Recruitment is tightly integrated to other modules, meaning data need only be
entered once and the integrity of that data is maintained across the entire system.

Multiple uses
Recruitment module is an effective solution or organizations that conduct their own
internal recruitment processes or for specialist recruitment agencies. The module
provides the tools to manage each recruitment process but importantly, the integration
to Financials also handles any billing requirements and manages costs you may incur as
a result of the recruitment process.

Positions
The Recruitment module is driven by the concept of a position. A position describes a
specific role within your organization including the functions that role must perform, the
job description, certifications and other requirements. A full history is retained by all
present and past people who have held a position. A position can define a role to be
held by only one person at a time or by multiple people where a number of identical
positions are managed as a whole. One of the unique features of Online recruitment is
the ability to define and record job sharing, which has become a popular part of the
employment landscape.
Applicants
Online Recruitment System maintains a complete database of applicants which allows
you to record all of the relevant details. Information such as CV, employment history,
education and certifications can be recorded against an applicant and all documents
and resumes can be electronically attached to the applicant’s record. You can also add
custom fields to record information pertinent to your own specific requirements. A
powerful search engine allows you to scan your database to locate relevant people
when required. An applicant can be an internal person already employed by your
organization or a person outside the business. All of the information previously
collected in HRM relating to an existing employee is carried through to Recruitment
such as certification, training, education etc. Of course the same information is
provided for external
candidates and retained if the candidate is successful and the automatic ‘Convert to
Employee’ functionality is utilized.

Recruitment process
When a position is created or vacated, a recruitment process can be initiated. This can
either be a predefined
procedure that governs how a position is to be filled or a flexible process tailored to the
unique position. An unlimited number of stages can be defined during a recruitment
process including stages such as advertising, first and second round interviews, short
listing, medical examinations or reference checking etc. Recruitment stages are
incredibly useful as they facilitate, control and enforce adherence to the business’
recruitment procedures. At every stage, a full cross-referencing of each applicant is
retained, providing both an in depth audit trail as well as a powerful management tool.
Information such as interview notes can be stored for each candidate and electronic
filing of documents provides a mechanism for keeping all records in one place
throughout the recruitment process. Applications can be recorded from your applicant
database, as well as from your current and former employee database. When an
applicant is successful, they can automatically be converted from your application
database to become a current employee without reeking of data.
Automated mail merge and bulk email facilities allow for full automation of
communication from acknowledgements of applications through to advice for both
successful and unsuccessful applicants.
Interview schedule
Each interview can be assigned to multiple people – both internal staff as well as
external contacts in your database. The Recruitment module provides a schedule for
each interviewer, and provides an infrastructure to methodically record the outcome of
each interview.
Attachments
Users can attach any file to the Recruitment records. This functionality is particularly
important in the Recruitment module as it allows users to attach all of the relevant
documentation such as copies of resumes, certificates, licenses and other important
document types to the records in the central database.
Managing costs
With any recruitment process, there are always costs involved. They could include
advertising, recruitment fees, medical examinations or internal labour costs.

4. Rationale behind the project


Our motivation for this project is our passion towards becoming professional web
programmers, and Relational Database Administrators (DBA). Based on our present
knowledge on web design, We wish and hope to advance in that line, and also take it as
a career. So building or designing an online recruitment system, We think it will help in
improving our skill in the world of WEB PROGRAMMING.

5. Project aim
This Project is aimed at developing an online dynamic web portal with full
functional recruitment system that will register, examine and process job applications,
from undergraduates into various job vacancies advertised by the company

6. Objectives of Project

The growth of online recruitment system has been driven by a combination of


actual cost savings in the recruitment process, increased ease and efficiency for the
employer along with an improved experience for candidates. Findings in a recent
Chartered Institute of Personnel and Development (UK) survey shows that advertising
job vacancies on employers own websites is now the fourth most popular recruitment
method. More than seven in ten employers advertise vacancies on their corporate
websites, while sub boards are used by four in ten with 73% reporting reduced costs
through using e-recruitment.

• Attract and encourage more and more candidates to apply in the organization.

• Create a talent pool of candidates to enable the selection of best candidates for
the organization.

• Determine present and future requirements of the organization in conjunction


with its personnel planning and job analysis activities.

• Recruitment is the process which links the employers with the employees.

• Increase the pool of job candidates at minimum cost.


• Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.

• Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.

• Meet the organizations legal and social obligations regarding the composition of
its workforce.

• Begin identifying and preparing potential job applicants who will be appropriate
candidates.

• Increase organization and individual effectiveness of various recruiting


techniques and sources for all types of job applicants
7. Benefits of Online Recruitment System

The Internet provides access 24 hours a day, 7 days a week and reaches a global
audience. Employers have embraced online recruitment with considerable enthusiasm
However, evaluation of the business benefits is largely confined to input and output me
asures. The global presence of online recruitment helps both job seekers and employers
by empowering them to enjoy a better environment for creating value and delivering to
the clients. In addition, by way of such easy solutions, employers announce countless
rewards and benefits for current employees and prospective employees. This approach
has helped organizations to help best online recruitment companies to enjoy an
improved level of recruitment management significantly. In order to attain a
comfortable stage of competition, it is important for businesses to get a much more
simplified and standardized way for allowing a traditional paper based working
methodology. There are many benefits – both to the employers and the job seekers.

• Lower costs to the organization. Also, posting jobs online is cheaper than
advertising in the newspapers.

• No intermediaries.

• Faster Processes

• Wider access

• Reduction in the time for recruitment (over 65 percent of the hiring time).
• Provide an innovative, cost efficient and effective recruitment system.
• Increase the quality and quantity of applicants applying for vacancies.
• Offer immediate cost savings on recruitment with substantial long term saving
over a prolong period.
• Dramatically reduce paper work and administrative work.
• Streamline the recruitment process and reduce the corporate’s overall
recruitment cycle
8. LITERATURE REVIEW

There has been a steady rise in online recruitment during recent years and there have
been a number of research studies that have measured employer take up and
progress. Most Global 500 companies now use some form of online recruitment.
Research found that in 2003: 93% of Global 500 companies were using e‐recruitment,
96% of those in Asia, 94% in Europe and 96% in America. Another key development
is the big increase in the proportion of companies that only allow applicants to apply
online for jobs advertised on a corporate careers website (from 27% in 2000 to 77%
in 2005). In Europe, take‐up of online recruitment methods substantially increased
between 2001 and 2004, from just over 40% of organizations to over 70%
In the UK specifically, take‐up by companies has seen the same general,
increasing to 93% by 2005. Research conducted in the USA and Canada shows that larg
e firms are more likely to have their own websites than smaller ones. For example, by
2002, 90% of large corporations in the USA were using net‐based recruitment.
However, the Canadian research indicated that where they were aware of the Internet a
nd had websites small firms used their sites to advertise vacancies to the same extent a
s large firms. Overall, it appeared that large firms had the advantage over small firms
because they were more likely to have their own websites. A global survey of top
companies in 2002 identified the organizations that used corporate websites to recruit,
used corporate websites to recruit, by sector. There was a large range, from 100%
adoption in the healthcare sector to 84% of companies in the utilities sector. Rather
surprisingly, this survey reported that 98% of companies in the manufacturing sector
used online recruitment compared with only 87% of companies in the financial sector.
Reports has it that online applications are widely accepted across European civil‐
service organizations. More than in many other sectors, it seems that complex, multi‐
stage recruitment processes are frequently in place, including pre‐selection
and/or testing electronically.

Research_indicates that in the UK employers’ use of their own websites for job posting
is more than double thatof commercial webs. However, their use of commercial sites
also increased from 15% to 40% over the 12months between 2003 and 2004. Almost
three quarters of organizations accept candidates’ applications CVs and/or letters of
application emailed as attachments, one half accepted application forms via email and
only one third required application forms to be completed online.
These findings are similar to the 2003 IES study where over two thirds (67%) used
online application forms. Organizations are, however beginning to recognize the
benefit of using e‐application forms. This enables a structured format and the use of scr
eening software to deal with the growing volumes of applications received.
Most sites now include verification statements to ensure that online applications
are authentic. Of occupational groups, graduates still receive the most attention
attention in e‐recruitment. Online recruitment is now the norm for more than two‐
thirds of organizations that recruit graduates. This is largely driven by demand
from graduates and the need to process large numbers of entry criteria.
Employers use their corporate websites to promote their brand and themselves as an
employer of choice in the war for talent through. Research looked at how major UK
employers approach graduate recruitment and selection, and the research included an a
udit of corporate websites. The audit showed that most of the Times Top 100
employers have corporate recruitment websites, and have moved, or are moving towar
ds, online recruitment as their main method of attracting talent. Online recruitment in
the UK is particularly strong for administrative, secretarial, technical, and services relat
ed jobs. It is currently the third most used recruitment method for jobs of these types.

Management and On boarding


Job seekers have become more computer literate and the growth of broadband makes
web surfing for jobs easier and cheaper. Job seekers can have more complex
interactions with employers online and employers are empowered to communicate
more effectively with candidates. Employers are aware that candidates’ experience
of their recruitment process have real business implications, not only in terms of recruit
ment, but also in relation to promoting their brand and reputation. There is a danger of
receiving negative reactions from candidates if their application is rejected too
soon and this in turn can risk damaging the employer brand as it may appear that their
application has not been given careful consideration before being rejected. Many
consider ‘candidate management’ a high priority and critical to the recruitment process.
Many organizations have begun to view candidates as customers and try to deliver a
positive experience of their organization through the recruitment process. E‐
recruitment has been embraced by job seekers and recruitment agencies.
According to the UK National Online Recruitment Survey, 45% of job seekers use the
Internet as their preferred method of job searching, and 75% have applied for a job
online. Furthermore contrary to the opinion that younger graduate job seekers are
using the Internet, results also show more experienced candidates are using
it to search for jobs. In 2005, the average online job seeker had 13.2 years
experience, in 2002 they had an average of 10.2 years. Recent advances in technology
allow candidates to create and maintain a personal profile on a company’s
website. The applicant can access it and attach it to job positions as opportunities
open. According to research, two thirds of 100 companies that use their own websites
to recruit staff, now ask potential applicants to register with them and create their own
candidate profile. This isthe most significant change to online recruitment since 2002.
Benefits to the candidate include the fact that their profile is searchable on a range
of criteria and having their skill‐sets easily available to employers.

Although creating and maintaining profiles may be time consuming, serious job seekers
should not be deterred in the short term. Moving to recruitment online enables
organizations to improve early communication via candidate management long
before the application stage and to improve on boarding activities later downstream
Again, there is a danger of receiving negative reactions from candidates if their
application is rejected too soon and this in turn can risk damaging the employer brand
as it may appear that their application has not been given careful consideration
before being rejected. However, unless organizations have integrated HR and
recruitment systems the number of activities new recruits can complete online before
joining will be restricted. Fully integrated systems can further reduce the administrative
burden immediately before, and during the induction process.

9. Project Domain
I am taking a case study of Shell Petroleum Development Commission online
recruitment system, which provides the ease of recruiting graduates from various
discipline and also scholarship schemes.

10. Reasons for the choice of the domain


• Individuals are matched to a particular role base of their discipline, potential and
personal skills.
• Conceptualization of equal opportunities and actively promoting diversity and
inclusiveness within its workforce.
• Commitment to strong economic performance and to every aspect of societal and
economical development.
• Organized recruitment system structure.
• User friendly, robust and well built relational database application that covers the
company’s framework.
• Automated feedback system via email and mobile.

11. Key Techniques

Front End: Hypertext Preprocessor (PHP)

Back End: MYSQL Database Programming Application

HYPERTEXT PREPROCESSOR (PHP)

The World of Web technologies is an intensely competitive world. PHP, in such


circumstances provides a highly cost effective and rapid web application development
environment to develop a range of web applications like secure web portal
development, eCommerce, and enterprise web application. PHP programming has
proven to be the most appropriate web development technology in today's fast-paced
world. Flexsin is an authority and at the vanguard when it comes to using cutting edge
technologies like LAMP and WAMP web application development and is already serving
clients spread all across the globe for more than 5 years now. If you are looking for
rapid web development for your custom website application development needs then
PHP Development is the best choice for you. PHP Applications are the best for web
application development environment and can be easily embedded with HTML.

We know that PHP Programming is widely used as an alternative of ASP Programming,


ASP.NET Programming, and Cold fusion Development. The expert PHP programmer can
do wonders to your range of web application developments. The reasons that make PHP
Web Development the most widely used application these days are:
Benefits of web application development using PHP

• It's open source and free to use


• Supports multiple platforms
• Supports variety of web servers
• Excellent support for multiple databases like, MySQL, MS Sql, Oracle etc.
• Excellent support for XML, LDAP, IMAP, JAVA and various internet protocols
• Extensible via it’s powerful API

MYSQL DATABASE PROGRAMMING

MySQL is a database. Well the shortest the better. To get into the details, a database
becomes a necessity when the information is to be stored categorically. In the MySQL
database the information is stored in entities called tables that have rows and columns.
This is what defines a database and to be specific the MYSQL database. What makes
the MYSQL database standout amongst the crowd is the manner in which it can be used
with various platforms, particularly PHP.

MYSQL can be very easily scaled down and made to support the embedded
applications. On the other hand it is the first choice when it comes to the selection of
databases that have to support the massive volumes of data along with end users.
Yahoo, Google among many others are just a few examples.

Some of the prominent advantages of working with the MySQL database that are:

• The ease with which it can be used


• It's very much cost effective and can be easily downloaded
• It provides maximum security among all the relational databases.
• It is robust and can run on many operating systems
• It works at an incredible speed
• Scalability is its one of its finest and business friendly quality
• It has the capability to manage memory efficiently
• It is friendly with several development interfaces including Linux, UNIX, and
windows.
12. References / Resources

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2.
Berry, M (2005), Top companies lead online recruitment revolution, www.personneltoday.com, 11 August,
accessed on 21/11/05

3. Enhance Media Ltd (2005), the National Online Recruitment Audience Survey, Winter

4. CIPD (2005), Recruitment, Retention and Turnover Survey, Chartered Institute of Personnel and
Development

5. (2005), ‘Online recruitment in the UK: 10 years older and wiser’, Recruitment and Retention: IRS
Employment Review, 29 April

6. (2005), ‘Log on, Log in: corporate online recruitment in the FTSE 100’, Recruitment and Retention: IRS
Employment Review, 12 August

7.
Hausdorf PA, Duncan D (2004), ‘Firm size and Internet recruiting in Canada: A preliminary investigation’,
Journal of Small Business Management, Vol. 42, pp. 325‐334

8.
(2005), Graduate recruitment rising, survey finds, www.educationguardian.co.uk, 13 October, accessed on
21/11/05

9. Elkington T (2005), ‘Bright future for online recruitment’, Personnel Today, 18 January, p.9

10. Grensing‐Pophal L (2004), Hiring.com, Credit Union Management: www.cumanagement.org

11. Kerrin M (2005), E‐based recruitment: New challenges in the application of selection and assessment,
Paper presented at the Division of Occupational Psychology Conference, Warwickshire, UK

12.Introduction to online recruitment, www.hrmguide.co.uk/recruitment/introduction_to_online_recruitmen


t. htm, accessed on 21/11/05

13.
CIPD (2005), Online Recruitment, www.cipd.co.uk/subjects/recruitment/onlnrcruit/onlrec.htm, accessed
on 21/11/05

14. (2005), Online recruitment grows in popularity, www.personneltoday.com, 31 May 2006 © Institute for
Employment Studies

15. Czerny A (2004), ‘Log on turn off for women’, People Management, 29 July, p.10
16. Wigham R (2004), ‘98 per cent now use online recruitment’, Personnel Today, 27 January, p.1

17. Snell A (2003), Process savings through careers site best practices, www.ilogos.com/en/expertviews/
articles/careers/20030429_As.html, accessed on 21/11/05

18. (2004), ‘Recruiters march in step with online recruitment’, Recruitment and retention: IRS Employment
Review, 23 January

19. Bartram D (2001), Testing through the internet: Mapping the issues for managing the future, a
Practitioner Workshop, Practitioner Forum at the Division of Occupational Psychology Conference, Winchest
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http://www.recruiter.co.uk/the-rise-of-the-internal-recruiter/1006847.article

http://www.itnews.com.au/News/167381,atlassians-social-hiring-spree-pays-off.aspx

http://www.staffing-and-recruiting-essentials.com/Hiring-Checklist.html

http://www.nceta.flinders.edu.au/pdf/TIPS/10-Recruit_and_Sel.pdf

http://org8220renner.alliant.wikispaces.net/file/view/Selection_recruitment_fortune+1000.pdf

http://www.stephenieoverman.com/shellglobalrecruit.html

http://www.employment-studies.co.uk/pdflibrary/mp63.pdf

http://web.mit.edu/cortiz/www/Diversity/umichhandbook2004.pdf

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