Project Materials




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1.1 Background Of The Study

A recruitment management system is a complete tool that allows an organisation to manage all of its recruitment procedures. It is one of the technology tools provided by information management systems to organisations’ Human Resource (HR) departments.

Just like performance management, payroll, and other systems. Recruitment Management Systems (RMS) aid in the control of recruitment procedures as well as the effective control of recruitment return on investment (ROI) (Härtel, 2007).

Recruiting and maintaining top people is important to an organization’s success. As the job market becomes more competitive and the available skills diversify, recruiters must be more selective in their choices, because poor recruiting decisions can have long-term negative consequences

including high training and development costs to reduce the incidence of poor performance and high turnover, which, in turn, affect staff morale, the production of high-quality goods and services, and the retention of organisational integrity.

At worst, the organisation may fail to meet its objectives, resulting in a loss of competitive advantage and market share.
Because Nigeria operates in a non-competitive environment, public sector organisations have had little need to be concerned about market share and increased competition.

However, in recent years, the emphasis on New Public Management (NPM)/Public Sector Management (PSM) techniques has prompted public organisations to pay more attention to service delivery as customers have grown to anticipate and demand more for their tax money.

Recruitment is referred to as “the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organisation can select each other in their own best short and long term interest” .

In other words, the recruitment process offers the organisation with a pool of potentially competent job candidates from whom to make informed hiring decisions.

Effective employment planning and forecasting are essential for successful recruitment. During the staffing process, an organisation creates plans to fill or eliminate job openings by analysing future needs, available talent, and resources to attract and retain talent.

The tactics that an organisation is willing to use to identify and choose the best applicants for its growing pool of human resources are also related to the success of a recruitment process. Organisations recruiting recruits for entry-level roles frequently need minimum qualifications and experience.

These applicants are typically recent high school or university/technical college graduates, many of whom have not yet made firm employment decisions or are considering participating in advanced academic activities.

Senior administrative technical and junior executive positions in the middle levels are frequently filled internally. The quest for rare, high-quality personnel

which is frequently recruited from outside sources, has typically occurred at the senior management level. Most organisations use both approaches to recruit at all levels (Turban et al, 1993).

1.2 Statement of the Problem

In today’s environment, managing human resources in corporations, companies, or organisations presents a significant challenge to management.

As a result, the goal of this project is to create a recruitment management system called Jobseek that manages organisational recruitment procedures and decreases the costs associated with staff recruitment.

1.3 Aim and Objectives

The purpose of this effort is to create a recruiting management system. The objectives are to conduct a critical examination and analysis of the current recruitment process, as well as build and model the recruitment management system.

 Create a database system for applicant and company records.

 Implement the recruiting management system.


1.4 Methodology
The methodology employed to attain the give

n objectives is as follows.

 Conduct a critical review of current recruitment methods and systems.

 Used UML diagrams, use cases, and sequence diagrams to build and model the recruitment management system.

 The database management system (MYSQL) is utilised to store applicant and company records.

The recruitment management system was developed using PHP for the backend, HTML and CSS for design, Ajax for client-side scripting, and PHPSTORM as the integrated development environment.

1.5 Significance of the Study

Undoubtedly, this research would create new ground in terms of recruiting management systems. Without much emphasis, this work would assist users in obtaining jobs faster rather than using the time-consuming method of going from one company to another in search of a specific job, thereby reducing the number of unemployed and managing the recruitment process from the applicant to the firm or organisation.

1.6 Limitations of the Study

Recruitment management system is a sub-module of human resource management system, but due to time constraints, this research will focus on the core recruitment processes without delving into some of the more complex segments.

The actions included in the recruitment process will include finding prospective individuals and sending emails to suitable applicants, as well as matching job profiles with application profiles.

This recruiting management system will not be limited to one organisation or enterprise. Furthermore, the authentic provision for a computerised test will not be implemented because its extent exceeds that of the research project.


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