Requirement Analysis Document For Recruitment Website

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Requirement Analysis Document for Recruitment Management System
Research · November 2015

DOI: 10.13140/RG.2.1.4323.0168
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Requirements Engineering
Recruitment Management System: Assignment 3
Prof: John Mylopoulos

Vitor E. Silva Souza
Submitted By:
Amsal Woldeyes
Natnael Gonfa
5/31/2012
Employee Recruitment Management System Page 1

Table of Content
1. Introduction....................................................................................................................................................4
1.1 Overview ...................................................................................................................................................4
1.2 Purpose of the System.........................................................................................................................4
1.3 Business process of the existing system .....................................................................................5
2. Problems of the existing system............................................................................................................6
3. The Context .....................................................................................................................................................7
3.1 Domain Properties................................................................................................................................7
3.2 Stakeholders ............................................................................................................................................8
3.3 Goal Model Analysis .............................................................................................................................9
4. Description of alternatives ................................................................................................................... 15
4.1 Goal Analysis Criteria ....................................................................................................................... 16
4.2 Feasibility Study ................................................................................................................................. 22
4.3 Evaluation of Alternatives .............................................................................................................. 26
4.4 Recommendation ............................................................................................................................... 26
5. The Solution ............................................................................................................................................. 27
5.1 Tactical Goal Analysis ....................................................................................................................... 27
5.2 Use Case Diagrams............................................................................................................................. 35
5.3 Entities & Relationships - Class Diagram ................................................................................ 57
5.3.1 OCL constraints ............................................................................................................................... 61
5.4 Sequence Diagrams ........................................................................................................................... 62
5.5 State Diagrams..................................................................................................................................... 71
5.6 Business Process - Activity Diagram ......................................................................................... 72
6. Composite System Requirements ...................................................................................................... 76
7. Software Requirements Specification.............................................................................................. 76
7.1 Domain Assumption.......................................................................................................................... 76
7.2 Functional Requirements ............................................................................................................... 76
7.3 Non-functional requirements ....................................................................................................... 80
8. Appendix A ............................................................................................................................................... 84

Table of Figures
Table 1 Goal Analysis Criteria ....................................................................................................................... 17
Table 2 Feasibility Analysis Matrix............................................................................................................... 26
Table 3 Explanation of Multiplicity in Class Diagram ................................................................................. 60
Table 4 Non Functional Requirement for Recruitment Management System ................................................... 82
Figure 1 Goal Model for Recruitment Unit ..................................................................................................... 9

Figure 2 Goal Model for Recruitment Unit ................................................................................................... 10
Figure 3 Goal Model for Department Head .................................................................................................. 11
Figure 4 Goal Model for Hiring Manager ...................................................................................................... 12
Figure 5 Goal Model for Top Manager .......................................................................................................... 13
Figure 6 Goal Model for Job Applicant ......................................................................................................... 14
Figure 7 Tactical Goal Model for select best candidate ............................................................................... 28
Figure 8 Tactical Goal Model for Request new candidate........................................................................... 31
Figure 9 Tactical Goal Model for Manage reports and decisions .............................................................. 32
Figure 10 Tactical Goal Model for Avoid decision making under uncertainty.......................................... 33
Figure 11 Tactical Goal Model for Get Vacancy Information ..................................................................... 34
Figure 12 Use case Diagram for Employee Recruitment Management System ........................................ 56
Figure 13 Class Diagram for Employee Recruitment Management System .............................................. 59
Figure 14 Sequence diagrams for Registering Candidate ........................................................................... 63
Figure 15 Sequence diagram for Update Assessment Process ................................................................. 65
Figure 16 Sequence diagram for job description ........................................................................................ 67
Figure 17 Sequence diagram for person specification................................................................................ 69
Figure 18 Sequence diagram for generate report ....................................................................................... 70
Figure 19 State machine diagram for Applicants ....................................................................................... 71
Figure 20 Activity Diagram for recruitment and selection process........................................................... 73
Figure 21 Activity Diagram for Employee Recruitment Management system ......................................... 75
Figure 22 Cost for Current System ............................................................................................................... 84
Figure 23 Benefits for Current System ......................................................................................................... 85
Figure 24 Cost Benefit Analysis for Current System ................................................................................... 85
Figure 25 Cost for Hiring Recruitment staff ................................................................................................ 86
Figure 26 Benefits for Hiring Recruitment Staff.......................................................................................... 86
Figure 27 Costs for Buying off the shelf product ......................................................................................... 87
Figure 28 Benefits for Buying off the shelf product .................................................................................... 88
Figure 29 Cost Benefit Analysis for buying off the shelf product............................................................... 88
Figure 30 Cost for In-house Developed customizable product .................................................................. 89
Figure 31 Benefit for In-house Software Product ....................................................................................... 90
Figure 32 Cost Benefit Analysis for In-house Customizable Product ........................................................ 90
Figure 33 Cost for Recruitment Process Outsourcing................................................................................. 91
Figure 34 Benefits for Recruitment Process Outsourcing .......................................................................... 92
Figure 35 Cost Benefit Analysis Recruitment Process Outsourcing ......................................................... 92
Figure 36 Costs for E-Recruitment ............................................................................................................... 93
Figure 37 Benefits for E-Recruitment .......................................................................................................... 94
Figure 38 Cost Benefit Analysis for E-Recruitment..................................................................................... 94

1. Introduction
1.1 Overview
We consider a company that we can automate its recruitment process and this company is
currently using a manual system to recruit employees; since recruiting employees manually is
a time consuming, possibly erroneous in employing incompetent individuals, thus wasting of
the company’s money or loosely speaking not a wise strategy in terms of economy.
Recruitment system is a process of selecting potential candidates for a vacant position and
hiring the candidates who fulfill the requirement of the organization; hence hiring is a
strategic function for human resource department. Human resource management includes
several responsibilities, mainly selecting potential employees that the company needs so that
this system will help the company in selecting the best potential applicant that could help in
achieving its goals. Recruitment is the systematic process of generating a pool of qualified
applicant for organization job. Selection and recruitment is a vital process for a company. The
employment of competent workforce can bring growth and stability.
1.2 Purpose of the System

Recruitment management system is a comprehensive system to manage the entire
recruitment processes of an organization. It facilitates the information flow of a company
within HR departments. Just like performance management, payroll and other systems,
Recruitment management system helps to contour the recruitment processes and effectively
managing recruitment. The features, functions and major benefits of the recruitment
management system are explained below:
 Structure and systematically organize the entire recruitment processes.

 It facilitates faster, unbiased, accurate and reliable processing of applications from
various applications.
 Helps to reduce the time-per-hire and cost-per-hire.
 It helps to incorporate and integrate the various links like the application system on
the official website of the company, the unsolicited applications, outsourcing
recruitment, the final decision making to the main recruitment process.
 It maintains an automated active database of the applicants facilitating the talent
management and increasing the efficiency of the recruitment processes.
 It provides a flexible, automated and interactive interface between the online
application system, the recruitment department of the company and the job seeker.
 It helps to communicate and create healthy relationships with the candidates through
the entire recruitment process.
The Recruitment Management System (RMS) is an innovative information system tool

which helps to sane the time and costs of the recruiters and improving the recruitment
processes.

1.3 Business process of the existing system
The company recruits employees for definite or indefinite period of time. The indefinite
period recruitment process includes the following activities:
1. Requirement unit shall receive requisition from any departments of the company
through hiring manager.
2. Recruitment unit prepare job description and person specification.
3. Recruitment Unit shall announce vacancies to the public through radio, television,
newspapers and etc.
4. Recruitment Unit shall register applicants and receive their educational and other
relevant documents after checking against their originals.
5. Recruitment unit will do Short-listing and identifying the prospective employee with
required characteristics and conduct interview with the selected candidate.
6. Hiring manager make decision on the selected candidates and shall prepare minutes
and recommend for approval.
7. Recruitment Unit ensures that the successful candidate is medically fit and free from
any criminals and finally result will be posted on the organization notice board.
8. The selected candidate who are certified and fit for the job shall fill in application
forms for employment.
9. Recruitment Unit prepares Personnel Action (PA) after collecting all documents
necessary for the personal file of the employees. The PA shall describe Employee name,
identification No, position/grade and salary, job code, cost center, location, work
Unit/department, division, section, remarks and effective date.
10. A recruited employee shall be assigned to their respective department for 45 days of
probation period. The department shall notify to Recruitment Unit on the performance
of the employee before the probation period ends.
11. Recruitment Unit shall prepare Personnel Action to terminate unfit probationer or to
confirm permanent employment for probationer with acceptable performance
Employment for definite period is a type of employment when a person to be recruited

becomes temporary employee of the company. The employment process includes the
following activities:
1. Department heads determine whether the vacant positions duties can be handled by the
existing regular employees and then initiate temporary employee requisition by specifying
need justification, and forward it for approval to hiring manager.
2. Employment of contract workers shall be carried out as per the delegation authority given
to Departments.
3. The company follows the same procedure as above (indefinite period recruitment
process) starting from number two (2) to six (6).
4. Recruitment Unit shall orient the recruiter the right and obligations stipulated in the
contract form. The contract form contains names of employee, duration of contract, job
title and place of work, task as per attached job description, salary and allowance, right
and obligation of employee, right and obligation of the corporation, termination of
contract, renewal of contract, compensation, and modification of contract and date of
contract.
5. Recruitment Unit shall prepare official acceptance letter and send it with the contract form
to administration office manager.
2. Problems of the existing system

Scope of the problem
To identify the problems of the current system we use PIECES framework which is a checklist
for identifying the problems of the existing system. As the current business process is not
automated the company needs to cope up with the following set of problems.
Performance:
 Poor time management: Often paper work is slow, which results delay on
client’s services and for the personnel processes of the company.
 Response time: Delay in the preparation and distribution of personnel action.
For instance, preparation and distribution of personnel action for permanent
employment takes about eight (8) days.
Information:
 Redundant information: Personnel information about employees stored in

many places.
 Data is captured redundantly: Personnel information has to be captured again
and again when activities related to a particular employee is performed.
 Data is not securely stored as the result; personal information of employees is
exposed to unauthorized agents.
 Due to the large number of manual files, data organization is difficult and is not
easy to meet new information needs from stored data.
Economics:
 Manual handling of data is expensive as compared to automated system. Cost in

terms of time is high.
Control (and security): too little security
 Difficulty in keeping track of hiring cost and activities.

 Decision making errors due to lack of credibility of reports.
Efficiency
 Inefficiency due to poor time management.

 Effort and materials required for tasks is excessive.
 During the registration process and coordination of services, materials and
supplies are often wasted because of redundant input of information or
erroneous data. Besides the personnel are not trained to make full use of
computer resources.
Services
 The system produces inaccurate results: Once an error occurs in the input process
this error can affect all levels of the division.
 The system produces inconsistent results: Inconsistency in decision making with
regard to employees.
 Recruitment activities are prolonged for about two months since the existing system is
manual.
 Delay in announcing notice for vacant positions.
 Poor recording of requisitions.
 Performance of work units is humped due to lack of programmed recruitment
activities.
3. The Context
3.1 Domain Properties
Effective and consistent recruitment practices are essential to ensure that all applicants are
treated fairly and with diversity and equality of opportunity and that costly recruitment
mistakes are avoided. The recruitment process must result in the selection of the most
suitable person for the job in respect of skills, experience and qualifications. This Policy
defines the principles that the Company considers important in the recruitment process and
aims to ensure that consistency and good practice is applied across the Company. The
Company policies are listed as follows:
 Monitoring equal Opportunities: Applicants are treated equally regardless of their

gender, race, religion, color, ethnic, natural origins, color, age, disability, marital status,
family responsibilities and other inappropriate distinctions.
 Job Descriptions: The Company documents an employee’s tasks and responsibilities,
what his or her authority is and what skills and qualifications are necessary to do the
job.
 Advertising of Vacancies: The Company advertises vacancies to all members of staff
as well as external means. Internally this will be informed by the company department
heads to employees; externally a method which is direct advertising using different
communication Medias.
 Probation Period: Recruited employees are assigned to their respective department
for 45 days of probation period. The department notifies to Recruitment Unit on the
performance of the employee before the probation period ends.
 Qualification Certificates: All applicants provide certificate of qualifications either in
the form of original certificates which will be copied and then returned.
 Medical and Criminal Certificate: The selected candidates are medically fit and free
from any criminal activity. Therefore they provide a medical fit and crime free
certificates.
3.2 Stakeholders
The stakeholders are anyone who benefits from the system or who have an interest in the
system. They may be affected by it either directly or indirectly. Stakeholders who will be
involved in this system and their role will be described as follows:
Recruitment Unit: - The primary function of the recruitment unit is to attract highly qualified
candidates to meet the organization need while providing equal opportunities for all. They
prepare job descriptions and personnel specifications, Post job vacancies, screens applicants,
devise and implement selection processes, conduct interviews and routes to hiring managers.
Department Heads: determine whether the vacant positions duties can be handled by the
existing regular employees and then initiate temporary employee requisition by specifying
need justification, and forward it for approval to hiring manager and notify to Recruitment
Unit on the performance of the employee before the probation period ends.
Managers: employees with high authority who make key decisions and run the company.
Hiring Managers: are employees who are responsible for making wise decisions on selecting
potential candidate by working together with recruitment unit.
Job Applicants: job seekers who are applying for a certain vacant position.

3.3 Goal Model Analysis
Goals of Stakeholders and possible alternative solutions for the respective problems
1. Recruitment unit
The main goal of this unit is to hire potential candidate and perform different
procedures which is effective related to hiring and can be shown diagrammatically as follows:
Figure 1 Goal Model for Recruitment Unit

Figure 2 Goal Model for Recruitment Unit

2. Department head
Requisition for the new candidate is one of the main goal of this position; pictorial
representation of this goal will be shown below.
Figure 3 Goal Model for Department Head

3. Hiring manager
The main goal of hiring manager is decision making and approval of the newly selected
candidate with certainty. Pictorial representation of this goal will be shown below.
Figure 4 Goal Model for Hiring Manager

4. Top managers
The main goal of top managers is to manage reports and decisions which incorporate:
 Less time to calculate and generate reports.

 Manage recruitment process and approve the result.
Pictorial representation of this goal will be shown below.
Figure 5 Goal Model for Top Manager

5. Job Applicants
The main goal of applicants is getting vacancy information easily and the goal modeling
for this problem will be shown as follows.
Figure 6 Goal Model for Job Applicant

4. Description of alternatives
In this section as we have seen above we will see three main possible alternative solutions
and their sub solutions to solve company’s current problem regarding employee recruitment
process are described as follows.
1. Stay with the current system

This alternative state that the company can stay operating on the current manual system
to manage reports , decisions, requests for the new candidate , selecting best candidate,
provide vacancy information and generally to manage applicant’s information and
recruitment procedures.
2. Hire more staff members

The company can consider the option of hiring more recruitment staff members as
supporting staff for running recruitment process and managing reports, decisions and
selecting best candidate. This alternative will reduce the time spent on analyzing the data,
registering cluster of applicants and all tasks that should be done by this unit by dividing
the task among the assistants.
3. Automate and manage the existing system

The main goal is to automate and manage recruitment operations in order to increase
efficiency on managing reports, avoiding decision making under uncertainty, reducing
delay in requesting for the new candidate, selecting best candidate, on current working
procedures and facilitating applicants on getting vacancy information.
Automation is required because time is very essential for stakeholders. Especially recruitment
staff wants to automate all tedious jobs like Preparing the job description and person
specification, Locating and developing the sources of required number and type of employees
(Advertising etc.), Short-listing and identifying the prospective employee with required
characteristics, arranging the interviews with the selected candidates, Conducting the
interview and decision making and etc. Automation also helps to reduce manual errors and
increase accuracy. Basically automation of short listing candidates and selecting the best
potential applicant that could help in achieving its goals are required. Management involves
speeding up recruitment procedures and improves overall management of applicant’s
records. Automating the system can be achieved by the following sub-alternatives:
4.1 Buy software

Buy already developed recruitment management software from the market. Buying the
software can be achieved by using customizable software or buy off –the-shelf products.
4.2 Build in house product
Hire software developers and system analysts to do the requirement analysis and implement
the system.
4.3 Outsourcing to a third party vendor
Have a contract with software developing firm to do the requirement analysis and implement
the system.

4.4 E-recruitment
It is the process of personnel recruitment using electronic resources, in particular the internet.
Companies and recruitment agents have moved much of their recruitment process online so
as to improve the speed by which candidates can be matched with live vacancies. Using
database technologies, and online job advertising boards and search engines, employers can
now fill posts in a fraction of the time previously possible. Using an online e-Recruitment
system will save the employer time as usually they can rate the eCandidate and several
persons in HR can independently review eCandidates.
4.1 Goal Analysis Criteria

The criterion used for analyzing the alternatives depicted as follows:
 Low cost :
The decrease in cost of the recruitment is extremely valuable for the company since it allows
spending the savings from the recruitment process to other activities.
 Accuracy :
Accurate calculation is very much needed by the company to avoid unfair short listing and
final evaluation of employment process.
 Availability of information :
Company wants to avoid delay of information regarding recruitment management when
requested.
 Time saving :
Company wants to avoid wastage of time in hiring employees and processing of data. Thus
this criterion is essential to analyze the proposed alternative solutions.
 Fairness of Selection:
An ineffective or biased working environment cannot only affect the managerial decision of the
company but could also hinder the output and progress of the business by taking wrong decision;
therefore it is very important for the company to make decisions based on facts.

Table 1 Goal Analysis Criteria
Select best Save Time Minimize Cost Availability of Accuracy Fairness of
candidate for Information selection
the company
Keep Current (- -) since it is (+) The current (--)Calculating (--) As it is based

System manual system, system engages marks is made on paper work
hiring a new several hiring by hand probably there
candidate takes teams, though it manually ,there could be unfair
longer time and has some cost. might be (biased) selection
difficult to finish miscalculations of candidates. And
the evaluation with while short it affects the
in short period of listing decisions making.
time. candidates
Recommended (++) Since (++) As of the (--)The current (--)Still it is based
Candidates candidates came to company’s system engages on paper work so
the company with understanding several hiring that probably
a recommendation the teams, though it there could be
through a recommended is still manual unfair (biased)
respected candidate is work so that selection of
colleague or hiring already a there could be candidates. And it
manager from qualified miscalculations. affects the
different company, candidate so that decisions making.
it is not a time it has no cost of
taking process. hiring process.
Automation (++) As data is (--)Using (++) This (++) As data is

processed software have alternative can processed
electronically ongoing calculate the electronically
using software it maintenance data accurately; using software it
minimizes time. cost besides the there will be no minimizes being
cost of the error on biased or
software. calculating increases fairness
cumulative of selection.
results of the
applicants.
Hire More (+) Hiring (--) Hiring more (+) By this (-) when the
employees additional staff member alternative the number of staff
employees reduce could have company can members increase
time on analyzing ongoing salary reduce errors unfairness might
data by dividing expense and but still as it is decrease
the tasks among paying a performed by somehow.
the assistants. qualified person human there
every month is could be error.
expensive.

Request for the
new Candidate
(++)It is time (--)Using (++)Data’s are
Automation saving because software might stored in digital
information is have ongoing form and it’s
processed digitally. maintenance always
cost in addition available when
to the cost of the it is needed.
software.
Use E-mail (++) Electronic (-) Email use is a (+) Company
mail is a time hidden cost for can decide to
saving technology many use such
which supports companies. technology
instant which provides
communication or data
message transfer. availability
24/7.
Current System (--)The current (++)The current (-)Candidates

system consumes system was dossier may be
much of time due deployed long misplaced or
to bureaucratic days before some of the file
therefore it has may be missing
paper work.
no deployment due to
cost this time but negligence
there is some a therefore
running cost. availability of
information is
not granted.
Avoid decision
making under
uncertainty
Establish (-)To avoid (-) Establishing
reviewing uncertain decision, committee might
committee forming reviewing have a small
committee may amount of cost.
take several time.
Develop (+) This (--) It is

recruitment alternative saves expensive
system time of managers because the
as the reports are maintenance and
done by the licensing is
software and helps costly.
them to make
certain decisions
since it is possible
to cross check
information easily.

Trust (-) It is a bit time (++) As it is
employees consuming staying with the
alternative as it is current system
based on the and it is already
current system in operation so
which is that this system
performed has no cost.
manually.
Build policy (-)It is still time (-)This
regarding consuming alternative has
recruitment somehow as it is cost because
based on the while building
current system policy the
which is company might
performed need consultants
manually. who has
expenses in the
beginning and
may be ongoing.
Manage
Reports and
decisions
Stay with the (--)It is a time (+) As it is (--) As it is
current system consuming staying with the paper work
alternative as it is current system this alternative
based on the and it is already does not assure
current system in operation so that reports
which is that this system will be always
performed has no cost. available at
manually and hand when
tiresome. required.
Hire Assistants (+) This (--) This (-) somehow

alternative might alternative has a doesn’t not
take little time high cost assure that
because the task because the reports will be
will be done with salary and other always
more work forces. allowances are available at
ongoing. hand.
Use Automated (++) This (--)Using (++)
system alternative saves software might Availability of
time for the have ongoing information is
managers as the maintenance ensured and
reports are done cost in addition the data is
by the software to the cost of the presented in a
system. software way the
company
required it to
be.

Get vacancy
Information
Stay with the (-) since vacancy is (++) In this
current System announced using alternative there
different is availability of
communication information for
medias getting instance we can
vacancy make take use newspaper.
some time based
on the media
which is used.
E-recruitment (++) E-recruitment (++) An
is a time saving applicant can use
technology with such system
which we can see which provides
the vacancy any data availability
time where there is 24/7 if the
internet company uses
connection. this system.
Use Company’s (++) website is a (++)Availability

website time saving of information is
technology with ensured by the
which we can see company.
the vacancy any
time where there is
internet
connection.
Phone call (+) This (-) in this
alternative is a bit alternative a
time consuming person might not
since applicants get full
can make call any information.
time on the
working hours of
the company.
In person (--) It is a time (+) to some
taking process to extent the
go to information availability of
desk to get vacancy information is
information. good.

Under Automation alternative we have sub alternatives; hereafter tabular goal analysis
criteria will be shown.
Build In house software Out Sourcing Buy off-the-shelf E-recruitment
Minimum cost Building in house product will Delegating Buying off-the- Using E-recruitment
also cost high if the other company shelf product might might not solve all the
developers/analysts could not to build the not fulfill all the needed procedures of
complete the project product will company needs and the hiring process hence
implementation on time. The also does not also it is expensive the company has to hire
maintenance of the software is cost high because the recruitment staffs in
low but the wages/salary costs initially but the maintenance/ addition to use this
will be high. maintenance customization and technology, therefore it
will cost high. licensing per year is costly.
might cost too high
Time saving This alternative also saves time Time-saving, as This alternative Time saving alternative
as any analysis of data is done any kind of saves time of as it is internet based it
by the software. analysis which recruiting process process under good
could be because analyses internet connection
analyzed with are done by the condition.
the system are software.
done by the
software.
Accuracy As this alternative is a As this As this alternative E-recruitment may

computerized system, there is alternative is is a computerized generate many
no error in calculating also a system, there is unqualified candidates
candidate’s evaluation. computerized no error in and may not increase
system, there is calculating the diversity and mix of
no error in candidate’s employees.
calculating evaluation.
candidate’s
evaluation.
Availability of As it is an automated system, it Availability of Company can As it is an automated

Information will also provide availability of information is decide to buy such system, it will also
the information ensured and the software system provide availability of
data is which provides the information but not
presented in a data availability all of the company
way the 24/7. information.
company
required it to
be.

Fairness of An ineffective or biased working This alternative This alternative This alternative ensures
selection environment cannot only affect ensures fairness ensures fairness fairness of selection.
the managerial decision of the of selection. of selection.
company but could also hinder
the output and progress of the
business by taking wrong
decision; therefore it is
important for the company to
make decisions based on facts
and this alternative provides
this service to the company.
4.2 Feasibility Study

Feasibility study is a study that determines whether a proposed system is technically,
financially, and operationally viable. The need of this study is to identify and demonstrate the
best alternative. Cost benefit analysis and other feasibility studies such as technical,
operational and schedule feasibility are applied for the identified alternatives. Based on that a
score from 0 to 100 is given for all the alternatives and the one that gets the higher score is
recommended as a solution.
1. Economic Feasibility:
Economic feasibility or cost benefit analysis helps the company to determine the benefit and
savings that are expected from the proposed system and compare it with the cost the
company incurs.
Alternative 1 - Staying with current System
Costs: This alternative uses different resources; mainly manual process requires more staff
members and the operation is totally based on paper work. The company could go through
different steps to perform the recruitment and selection process since the tasks are done
manually, therefore it costs a lot.
Benefit: The Company does not gain any benefit from the current system instead it loses a lot
of money due to inaccurate information; hire unqualified staff, loss of data, lack of ease of
accessibility of data.
Cost-benefit Analysis: The amount of money they lose in 6 years is Є 332,575.86 assuming
that a company hires one employee per year which is not feasible economically.
Alternative 2- Hiring more Recruitment Staff
Cost: Choosing this alternative is better than the first one but it is still expensive for the
company since the salary of the newly recruited Staff is an additional cost for the company.
Benefit: this alternative can improve some of the processes in recruitment and selection
process such as attracting candidates, screening, interviewing but still does not alleviate the
problem of accuracy since it is still handled by human.

Cost Benefit Analysis: The amount of money they loses in 6 years is Є 290,697.92 which are
still not economically feasible for the company.
Alternative 3 Automation: under this alternative there are four sub alternatives.
Alternative 3.1 Buying Employee Recruitment Management System
Cost: The main rationale for buying software is lower initial costs and a reduced time to
deployment. Ongoing per user licensing and maintenance costs until retirement may make
COTS (commercial off the shelf) a very expensive option over the long term.
Benefit: this alternative saves management time and increase accuracy of selection of
candidates and it assures the fairness of the selection.
Cost Benefit Analysis: The Return on Investment (ROI) for 6 years will be 40% and the
payback period for this alternative is approximately 5.5 years.
Alternative 3.2 Develop In House Customizable Employee Recruitment Management System.
Cost: The cost for this alternative includes labor, administrative and maintenance costs and
which is less than the cost of alternative 3.1.
Benefit: using this alternative will give more benefit than the above alternative.
Cost Benefit Analysis: The Return on Investment for 6 years will be 70% and the payback
period is 2.9 years.
Alternative 3.3 Outsourcing
Cost: The costs involved in this alternative are the same with alternative 3.2 except the
contract cost and maintenance cost.
Benefit: Benefit of this alternative is slightly less than from alternative 3.2.
Cost-Benefit Analysis: The Return on Investment for 6 years will be 48% and the payback
period is approximately 6 month which is shortest of all but it does not satisfy all the
requirements of the company.
Alternative 3.4 E-Recruitment
Cost: It is one form of automation using internet technology but it is not the same as other
automation alternatives basically both applicants and the company communicate through
internet for receiving candidate documents, interviewing candidate, giving exam, screening
and this all are done by the criteria which is set manually first or by paying for other jobsites
for posting the vacancy.
Benefit: The benefit for this alternative is higher than alternative 1 and 2 but less than other
alternatives.

Cost Benefit Analysis: The return on investment for 6 years will be 64% and the payback
period is approximately 2.5 years.
2. Technical Feasibility
Technical feasibility detects the technology and the resource required by the system is
available or not. We check whether our alternatives are feasible in terms of the current
technology and manpower needed for the company.
The first two alternatives are not technically feasible because it is a manual recruitment
management system in which there is no application of technology and recruitment staff
needs not to be a technical expert because of this reasons the two alternatives are given a
score of 35%.
The other four alternatives use the current latest technologies which is matured enough and
highly available. Company does not need in-house expertise if it buys off the shelf product. So
for this reason score 90% is assigned for this alternative. The company allocates enough
expertise for alternative 3.2 so we give 95% score and for Alternative 3.3 we give 90% score
since the company will outsourced all or parts of the recruitment tasks to an outside service
body. And lastly for alternative 3.4 it is assigned a score of 85% since the company can use for
example his own website for advertising the vacancy or other job sites.
3. Operational Feasibility
Operational Feasibility emphasize on the issues like whether the current system or the system
to be developed will be used by the company staff members.
Alternative 1
The current system used by the company is time consuming and error prone and not effective
as stated in the problem of the existing system. So it makes it Operationally Infeasible and
assigned a score of 35%.

Alternative 2
Hiring more recruitment staff reduces the workload for staff members but still problems like
accuracy and error still persists. So it makes it operationally infeasible and assigned a score of
40%.
Alternative 3
Automating the system comes with the benefit from operation perspective in which it reduce
cost of hiring, saves management time, gives accurate and fair selection of high qualified
candidates. Alternative 3.1, 3.2, 3.3 and 3.4 assigned a rank of 80%, 90%, 75%, and 70%
respectively.
4. Schedule Feasibility
Schedule Feasibility shows the estimated time to complete the project.
Alternative 1: Staying with the current system does not require any time so it is assigned a
score of 100%.
Alternative 2: Hiring more recruitment staff can take up to 1 month duration. Based on this
fact this alternative is assigned a score of 80%.
Alternative 3: Alternative 3.1 takes no time since it is a readymade software system so it is

assigned a score of 100% and Alternative 3.2 has a phase of requirement gathering, analysis
and Design and implementation of the system so it takes up to 6 months to develop the
system so it is assigned a score of 70%. The other alternatives are assigned a core of 75% and
70% respectively.

4.3 Evaluation of Alternatives
Description Wt Stay with Hire More Buy off Build in Use Use E-
the Recruitment the shelf house Recruitment Recruitment
current Staff product customizable Process
system software Outsourcing
Economic 30% Score: 30 Score: 40 Score: 70 Score: 80 Score: 70 Score: 75
Feasibility See See Appendix See See Appendix See Appendix
Detailed Appendix A Appendix A See Appendix A
calculations A A A
Cost Є Є 136,816.20 Є Є 188,761.80 Є 197,839.43 Є 97,096.00
Incurred 98,365.43 191,138.11
Payback NA NA 5.5 year 2.9 year 6 month 2.5 year
Period
ROI: - - 40% 70% 48% 64%
Technical 30% 35 35 90 95 90 85
Feasibility
Operational 30% 35 40 80 90 75 70
Feasibility
Schedule 10% 100 80 100 70 75 70
feasibility
Total 100% 40 42.5 82 86.5 78 76
Ranking:
Table 2 Feasibility Analysis Matrix
4.4 Recommendation
All possible alternatives for solving the problem of the company were analyzed to choose the
better one. We conduct feasibility study for choosing the best alternative. Among the
alternatives at hand, automating the current recruitment and selection process brought
significant benefits while the others failed to do so. Some of the benefits are better time
management, reduce cost of hiring, selecting the best qualified candidate and fast report
generation etc. Thus we recommend the company to choose Alternative 3 i.e. automating the
system. And considering the score of each alternative, the best possible automated solution
will be Alternative 3.2 which is to build In-house customizable software.

5. The Solution
5.1 Tactical Goal Analysis
Tactical goals of stakeholders are activities which give them support to achieve their strategic
goals. Under this section a strategic goal model of stakeholders will be further explained and
expanded to incorporate the tactical goals. And these models are used to show how
stakeholders can meet their desired goals using the chosen alternative that is automated
system.
Select best candidate
The major task and responsibility of the recruitment unit is to hire best candidates to the
company. Therefore in order to satisfy the strategic goal (Select best candidate), the following
tactical goals should be satisfied:
 Applicant registration should be made
 The system will filter out short listed candidates according to the criteria set.
 update the entire assessment process
 Notify list of short listed candidates for hiring manager
 Send e-mail to all shortlisted candidates. And the two tactical goals “retrieve short
listed candidates” and “update assessment process” has positive contribution to
the strategic goal select best candidate.
There should be some means of advertisement to get registered for best competitive
applicants who meet all the requirements of the position posted, thus the recruitment unit
should prepare a well-organized vacancy announcement which contains the needed
professional skill, experiences, certificates, special skills and some other requirements
depending on the nature of the vacant position and post the vacancy on the company website.
Hence the tactical goal called “Applicant registration” achieved by the three tactical goals such
as person specification, job description and post vacancy. The post vacancy tactical goal has a
positive contribution to the applicant’s strategic goal called “Get vacancy information”.
Selecting best candidate using system has a positive contribution to strategic goal “Avoid
Decision Making under Uncertainty”.

The following goal models depict strategic and tactical goals of select best candidate for the
company.
Figure 7 Tactical Goal Model for select best candidate

The following goal models depict strategic and tactical goals of manage candidate.
Figure 8 Tactical Goal Model for Manage candidate

Request new candidate
Departments request candidates when there is a vacant position within the department.
Before requesting a new candidate the department head should do the following checking’s:
1. Can the existing working employees handle the activities of the vacant position?
2. Is there any means to merge the vacant position with other similar activities?
And when the department head quite sure about the need for a new employee to cover the
vacant position, therefore in order to achieve the strategic goal “request for new candidate”
the department head sends employee requisition to hiring manager for approval. Here
checking whether the vacant position can be handled by the existing employees and sending
requisition are two tactical goals which satisfy the achievement of “request for new
candidate” strategic goal. To send request to the hiring manager the department head should
specify need justification or do nothing if the problem is visible. Specifying need justification
tactical goal fulfills “send requisition to hiring manager for approval” tactical goal. To check
whether the vacant position duties can be fulfilled by the existing employees the department
head can view reports to see the workloads of the employees,” View work load report” tactical
goal achieved by two tactical goals such as “select report criteria” and “generate report” in
order to have clear idea about how employees are overloaded.

The following goal models depict strategic and tactical goals of “request for new candidate”
which could be raised from different departments of the company.
Figure 8 Tactical Goal Model for Request new candidate

Manage reports and decisions
Decision-making is one of the defining characteristics of leadership. Making decisions is what

managers and leaders are paid to do. In the company top managers make decisions based on
different activities that have been performed, among the activities the main activity which
needs decision making is regarding recruitment process. A major part of decision making
involves the analysis of a finite set of alternatives described in terms of some evaluative
criteria. In the following goal decomposition the strategic goal “Manage reports and decisions”
achieved by the following two activities:
 After candidates are selected and approved by the hiring manager, hiring manager
should recommend candidates in order to get approval from top manager.
 Top managers view notification in order to be informed about the recruitment
process as well as review recruitment. And they can see selection report based on
different criterion to know how the recruitment process has been processed.
Figure 9 Tactical Goal Model for Manage reports and decisions

Avoid decision making under uncertainty
This is the responsibility of hiring managers to make the best decision while hiring
candidates for the company. Decision-making is a distinctly human activity but there might be
corruption since the hiring process is performed by several employees who are working on
recruitment process. In order to avoid decisions which arrive at a solution that ends
uncertainty or dispute we use automated system which could avoid decision making under
uncertainty. These enhancements to the decision making process will enable people to make
better decisions in less time and with lower costs. To achieve the strategic goal called “Make
decision on selected candidates” the hiring manager should view report about recruitment
process, view final ranking, prepare minute and recommend candidates for approval, thus
recommendation will be send to top managers through notification and those activities are
tactical goals that supports the decision making. “Prepare minute” and “recommend
candidates for approval” tactical goals have positive contribution to strategic goal called
“manage reports and decisions” by top managers.
Figure 10 Tactical Goal Model for Avoid decision making under uncertainty

Get Vacancy Information
Applicants get vacancy information through the company’s website; to achieve the strategic
goal (Get vacancy information) an applicant should do the following activities or in other
word should satisfy the following tactical goals.
 Authentication should be made(logged in)

 The applicant has to search the available vacant positions (search job)
 View list of job posts(view available vacancy)
In order to get vacancy information an applicant has to search job and view available
vacancies, thus the two tactical goals “search job” and “view available vacancy” has positive
contribution to strategic goal “Get vacancy information”.
Get vacancy information using system strategic goal has a positive contribution to get hired
goal .Before getting hired an applicant has to do the following tasks:
 Register for the application (create account)

 Apply for job
 See status.
Figure 11 Tactical Goal Model for Get Vacancy Information

5.2 Use Case Diagrams
A use case is a list of steps, typically defining interactions between a role (known in UML as an
"actor") and a system, to achieve a goal. The actor can be a human or an external system.
Use case diagram depicts functionalities of the system a given user can perform to accomplish
a task and meet his/her goal. In other words the diagram shows the interaction between the
system and the user of the system. The main tasks performed by recruitment unit are:-
NB. Here applicant and candidate might be used interchangeably.
Use Case ID:  SUC-001
Use Case Name:  Register
Actors:  Applicant
Description: This use case is used to create account for application.
Trigger:  Vacancy post
Preconditions:  User has been authenticated
Normal Flow: 1. The user selects create Applicant option from main
page.
2. The system displays create application page.
3. The user fills all necessary information and asks the
system to save.
4. The system validates the entry.
5. The system saves the entry.
Post conditions: Applicant information is added.
Alternative Flows: 1.4.1. The entry is not valid

1.4.1.1. The system displays error message and notifies the error
sources.
1.4.1.2. The User corrects data entry.
The process continues at step 5 of the normal flow
Exceptions:  If any execution error happened due to database connection

which is not happen frequently our system handle that in a
common page.
Priority: High
Frequency of Use: Some times when vacancy is available

Use Case ID: SUC-002
Use Case Name: Change Candidate Status to Employee
Actors:  Recruitment Unit
Description: This use case is used to update candidate status for those who have
been passed the exam and to add additional information.
Trigger:  Candidate accepts the offer
Normal Flow: 1. The user selects Edit candidate option from main page.
2. The system displays all the information.
3. The user modifies the data.
4. The user selects update option.
6. The system updates the entry.
Post conditions: Candidate full information is added.

2.5.1.1. The system displays error message and notifies the
error sources.

common page.
Priority: High
Frequency of Use: Some times when vacancy is posted and a candidate is selected to
be an employee.

Use Case Name:  Retrieve short-listed Candidates
Actors:  Recruitment unit
Description: In this use case the recruitment unit can retrieve and view
short list of candidate who have fulfilled the given criteria.
Trigger:
Normal Flow: 1. The user selects retrieve short listed candidates option
2. The system display list of criteria with their corresponding
information.
3. The user selects criterion from list of criteria displayed.
4. The user selects View short listed candidates’ option.
5. The system displays list of short listed candidates.
Post conditions: List of short listed candidates will be displayed.
Alternative Flows:

common page.
Priority: High
Frequency of Use: Sometimes when there is vacancy post.

Use Case Name:  Update assessment process
Description: This use case is used to update the whole interview and
examination results of shortlisted candidates.
Trigger:
Normal Flow: 1. The user selects View short listed candidates’ option from
main page.
2. The system displays view page together with list of job.
3. The user selects a job from the list and select view option.
4. The system displays list of short listed applicants.
5. The user selects applicant’s name.
6. The system displays all the applicants’ info.
7. The user selects edit option.
8. The system displays the editable form.
9. The user modifies some of the applicants’ data and selects
update option.
11. The system updates the data and displays a confirmation
message.
Post conditions: Short-listed Candidates info updated.

error sources.

common page.
Priority:
Frequency of Use: Sometimes, when there is vacancy post.
Use Case Name: View final ranking
Actors:  Hiring Manager
Description: This use case is used to view final ranking of short listed candidates.
Trigger:
Normal Flow: 1. The user selects View short listed candidate’s option from
main page.
2. The system displays view page together with list of jobs.
3. The user selects a specific job from the list and selects rank
candidates option.
4. The system displays names of candidates in a rank.
Post conditions: Final ranking of candidates has been shown.
Alternative Flows:

common page.
Priority:
Frequency of Use: Sometimes, when there is vacancy post.

Use Case Name:  Prepare person specification
Description: In this use case the recruitment unit prepares person specification for
the vacancy post.
Trigger:
Normal Flow: 1. The user selects person specification option from main page.
2. The system displays person specification page
3. The user fills the form and selects save option.
5. The system saves the entry and displays a confirmation
message
Post conditions: Person specification information is added.
Alternative Flows: Alternative flow1
6.4. The entry is not valid
6.4.1. The system displays error message
6.4.2. The user corrects the entry.
The process continues at step 5 of the normal flow.
Alternative flow2
6.2.1. The user selects edit option from person specification

page.
6.2.1.1. The system display list of qualifications with their
corresponding information,
6.2.1.2. The user selects qualification from list of
qualifications displayed.
6.2.1.3. The system populates selected qualifications data on

the person specification page.
6.2.1.4. The user modifies qualification data.
6.2.1.5. The user selects update option.
6.2.1.6. The system validates the entry.
6.2.1.7. The system updates the data.
6.2.1.6.1. The entry is not valid
6.2.1.6.1.1. The system displays error message
6.2.1.6.1.2. The user corrects the entry.
6.2.1.6.1.3. The process continues at step 6.2.1.7 of the
alternative flow.

common page.
Priority:
Frequency of Use: Sometimes
Use Case Name:  Prepare Job Description
Description: This use case is used to prepare job descriptions, which will be
the responsibility of the would be employee
Trigger:
Normal Flow: 1. The user selects Job Description option from main page.
2. The system displays Job Description page
3. The user fills the form and selects save option.
message

Post conditions: Job description has been made.
Alternative Flows: Alternative flow1
Alternative flow2
7.2.1. The user selects edit option from job description page.
7.2.1.1. The system display list of jobs with their
7.2.1.2. The user selects job from list of jobs displayed.
7.2.1.3. The system populates selected job data on the job
description page.
7.2.1.4. The user modifies job description data.
7.2.1.6.1. The entry is not valid
7.2.1.6.1.1. The system displays error message
7.2.1.6.1.2. The user corrects the entry.
The process continues at step 7.2.1.7 of the alternative flow.

common page.
Priority:

Use Case Name:  Notify candidates
Description: This use case is used to notify and congratulate the shortlisted
candidates and to address the reporting date and time. To accept the
company offers the candidate should report in person. Also
notification as a form of report is generated for managers about
these new candidates so that the top management will take the matter
into hand and take measures.
Trigger:
main page.
3. The user selects a job from the list and select rank candidates’
option.
4. The system displays names of candidates in a rank
5. The user selects the candidates to be notified and selects notify
option.
6. The system send e-mail to the selected candidates and displays
a confirmation message
Post conditions: Notification has been sent.
Alternative Flows:

common page.
Priority:
Frequency of Use: Sometimes, when there is recruitment.

Use Case Name:  Notify Hiring Manager
Description: This use case used to inform hiring manager about the selection
result and let him to approve or disapprove the selection.
Trigger:
Normal Flow: 1. The user selects View final ranked candidates’ option from
main page.
3. The user selects rank candidates option.
5. The user selects the top needed candidates from the list and
select notify option.
6. The system sends notification to hiring manager and displays a
confirmation message
Post conditions: List of candidates has been notified to hiring managers.
Alternative Flows:

common page.
Priority:
Frequency of Use: Sometimes, when recruitment process have been made.

Use Case Name:  View Report
Actors:  Hiring managers
Description: The hiring manager needs to view reports on recruitment

activity based on different criteria. While verifying, he can also
check and find some errors if any exists.
Trigger: When hiring manager wants to approve or disapprove the

recruitment process.
Normal Flow: 1. The user selects Report option from main page.
2. The system displays reporting page.
3. The user selects reporting criteria’s and selects show option.
5. The system display reports.
Post conditions: Hiring managers have seen reports.
Alternative Flows:

common page.
Priority:
Frequency of Use: Sometimes, if there is vacancy post and the recruitment process ends.

Use Case Name:  Prepare Minute
Description: This use case is used to take notes about the held recruitment
process and that would be used as a report by the top
managers to make decisions.
Trigger:
Normal Flow: 1. The user selects Prepare Minute option from main page.
2. The system displays Minute page.
3. The user fills all necessary information and selects save
option.
5. The system saves the entry.
Post conditions: Minute is added.
Alternative Flows: Alternative1
Alternative2
11.2.1. The user selects edit option from minute page.

11.2.1.1. The system display list of minute with their
11.2.1.2. The user selects specific minute from list of minutes
displayed.
11.2.1.3. The system populates selected minute data on the
minute page.

11.2.1.4. The user modifies minute data.
11.2.1.6. The entry is not valid
11.2.1.6.1. The system displays error message
11.2.1.6.2. The user corrects the entry.
The process continues at step 11.2.1.7 of the alternative flow.

common page.
Priority:
Frequency of Use: Sometimes when vacancy exists.
Use Case Name:  Recommend for Approval
Actors:  Hiring Manager
Description: This use case is used to recommend the winner candidates to

the top managers for approval.
Trigger:
main page.
3. The user selects a job from the list and selects rank
candidates option.
5. The user selects the top needed candidates from the list

6. The user selects send recommendation option.
7. The system sends and displays a confirmation message.
Post conditions: Selected winners have been sent to hiring managers for approval.
Alternative Flows:

common page.
Priority:
Use Case Name:  Approve Recommended Candidate/s
Actors:  Top Managers
Description: In this use case top managers approve the recommended

candidates who are accepted by the hiring manager.
Trigger: When top manager gets notification.
Normal Flow: 1. The user selects show recommended candidates option from
main page.
2. The system displays recommended candidates page.
3. The user selects job from the list and selects show
recommended candidates option.
4. The system displays list of candidates.
5. The user selects the confirmation option.
6. The system sends the data and display a confirmation
message.
Post conditions: Top managers approve recommended candidates.

Alternative Flows:

common page.
Priority:
Frequency of Use: Some times when there is vacancy.
Use Case Name:  View Notification
Actors:  Top managers
Description: This use case is used for top managers to see notifications that
are sent from hiring manager.
Trigger:
Normal Flow: 1. The user selects View Notification option from main page.
2. The system displays Notification page.
3. The user selects notifications from the list and selects show
option.
4. The system displays notifications.
Post conditions: Notification has seen by top managers.
Alternative Flows:

common page.

Priority:
Use Case Name:  Search Job
Description: This use case used to search jobs to find job listings based on
some criteria set which is performed by the applicants on the
company website.
Trigger: Seek for new job by applicant.
Preconditions: User has been authenticated
Normal Flow: 1. The user selects List all vacancies option from main page of
company’s website.
2. The system displays list of currently available vacancies.
3. The user selects based on his interest and select view detail
option.
4. The system displays detail information.
Post conditions: Company’s vacancy notice viewed.
Alternative Flows:

common page.
Priority:
Frequency of Use: Some times

Use Case Name:  Apply for Job
Description: This use case is used to apply job for those who are qualified and
fulfill the criteria set on the vacancy post. Here basic information,
full name and address of an applicant shall be registered.
Trigger: After completion of account creation or logged in.
Normal Flow: 1. The user selects show vacancy option from main page of
company’s website.
2. The system displays list of currently available vacancies.
3. The user selects based on his interest and selects view detail
option.
4. The system displays detail information and an apply option.
5. The user selects the apply option.
6. The system displays a form to be filled by the user
7. The user fills all the information and selects save option
message
Post conditions: Job application has been be made.

error sources.

common page.
Priority:

Frequency of Use: Sometimes, when there is vacancy announcement.
Use Case Name:  Send Notification
Actors:  Hiring managers
Description: This use case is used to inform top managers about the
finalized recruitment process.
Trigger: Completion of recruitment process.
Normal Flow: 1. The user selects Send Notification option from main page.
2. The system displays Notification page.
3. The system displays a form to be filled by the user
4. The user fills the form and selects notify option.
message.
Post conditions: Notification has been sent.

error sources.

common page.
Priority:
Frequency of Use: Sometimes when vacancy is available.

Use Case Name:  See Status
Description: This use case is used for applicants to view the status of their
application process on the web.
Trigger: Completion of application.
Preconditions: User has been authenticated.
Normal Flow: 1. The user selects job result option from main page.
2. The system displays view job result page.
3. The user selects jobs from the list and selects show result
option.
4. The system displays list of applicants passed and list of
applicants failed for that position.
Post conditions: Applicants result has been shown.
Alternative Flows:

common page.
Priority: Medium
Frequency of Use: Sometimes when there is vacancy.

Use Case Name:  Generate Report
Actors:  Top managers and Department Heads
Description: The top manager and department head needs to view reports
on recruitment activity based on different criteria.
Trigger: Completion of recruitment process.
Normal Flow: 1. The user selects Report option from main page.
2. The system displays reporting page.
3. The user selects reporting criteria’s and selects generate
option.
5. The system display reports.
Post conditions: Reports have been seen.

error sources.

common page.
Priority: High
Frequency of Use: Sometimes, when there is recruitment.

Use Case Name:  Specify Justification
Actors:  Department Head
Description: This use case is used for the department head when he/she
has to justify why additional human resource is needed for the
company.
Trigger:
Normal Flow: 1. The user selects Justification option from main page.
2. The system displays Justification page.
3. The user fills notes.
5. The system saves the note and displays confirmation
message.
Post conditions: Justification has been saved.

error sources.

common page.
Priority: High
Frequency of Use: Sometimes, when there is a need in human resource.

Figure 12 Use case Diagram for Employee Recruitment Management System

5.3 Entities & Relationships - Class Diagram
Class diagram describes the structure of a system by showing the system's classes, their
attributes, operations (or methods), and the relationships among the classes. The classes in a
class diagram represent both the main objects and or interactions in the application and the
objects to be programmed. Bellow, the association among classes and their attribute and
operations will be discussed.
Candidate class: This class contains basic information of an applicant. The major attributes
are name, status and email. The methods that are hold by this class are:
 uploadResume() method is used to upload documents of the applicant to the system.

 serachJob() method is used to search job lists based on different criteria set.
 applyJob() method is used to perform the application for the job.
 registerCandidate() used to register applicants who has interest on the given vacant
position.
 getCandidateInfo() this method helps to get candidates detail information based on
selected criteria set mainly by their id.
 viewStatus() this method is used to view status of the candidate to know whether they
are passed or not.
 updateCandidateInfo() method is used to edit candidates information.
Recruitment: The methods that are contained in this class are:
 selectResume() this method is used to select good resumes from group of resumes that
have been uploaded using some criteria set.
 announce() method is used to announce the status of the candidates.
 viewApplicant() This method allow to view candidates who are interested to the
application.
Job Post Class: The main attributes of this class are category, JobDescription,
numberOfCandidate and jobName and this class contains detail information of job post. The
methods contained in this class are:
 getJobList() This method is used to show list of jobs which are posted.
 insertJob() In this method available jobs will be inserted.
 updateJobList() In this method some modification can be made.
Contact Info Class: this class holds contact information and has a relationship with Candidate
class; the attributes are address, phone and E-mail. The method contained by this class is
getAddress() which is used to get address of a candidate.
Department: This class contains department information. The attributes which is included in
this class is deptName, the methods contained in this class are:
 viewPerformanceReport() this method allows a department head to see performance

reports based on different criteria set.
 requestCandidate() this method helps the department head to ask for additional
employee/s.

Screening: This class contains a method called sortCandidate() which allows the recruitment
unit to do screening very easily and two attributes such as screeningType and totalScreening.
Criteria: This class contains attributes such as qualification, cgpa and serviceYear in addition
it contains a method called getListOfCriteria() which allows to see list of criteria’s in order to
help applicants to know the required criteria’s or qualifications.
Recruitment Unit: The methods contained in this class described below.
 viewCandidate() this method is used to see candidates.

 manageInterview() method manages the interview process and evaluations.
Top Managers: In this class three methods are contained which are:
 approve() method used to approve the given selected candidates.

 Disapprove() method used to disapprove the nominated candidates.
 generateReort() method used to generate different reports based on the given criteria.
 viewNotification()method used to view notification from hiring manager.
Hiring Manager: This class contains methods such as:
 approveRecruitment() method used to approve the selected candidates.

 rejectRecruitment()method used to reject the selected candidates.
 sendNotification() this method notifies top managers about the performed selection
process.
 generateReport() method used to generate different reports based on the given
criteria.
 prepareMinute() method used to prepare minute about the selection of candidates.
 sendRecommendedCandidatesList() method used to send recommended candidate list
to top manager.
Application: This class is an association class of candidate and Job post. In this class one
method isSelectedCandidate() and two attributes (hireDate and terminationDate) are
included.
 isSelectedCandidate() method Used for checking whether a given candidate is

selected or not.
Exam and Interview Result: This class contains two attributes called examCode and
examResult and One method which is updateExamResult().
 updateExamResult() method is used to update exam result of candidates in every

step of the process.

Figure 13 Class Diagram for Employee Recruitment Management System

Table 3 Explanation of Multiplicity in Class Diagram
Classes Multiplicity Explanation

Many candidates could see and
Job Post – Candidate Many- to- Many apply to zero or more job
positions.
Job Post – Criteria One - to - One..Many A single job post could have so
many criteria’s.
Based on one criterion one or
Criteria – Screening One..Many- to- One...Many more screening could be made
and one screening could have
one or more criteria’s.
A candidate could be screened
one or many times and in one
Candidate – Screening One...Many- to- One...Many screening process one or more
candidate could be evaluated.
Candidate – ContactInfo Zero..One to – One A candidate could have zero or
one contact information.
Criteria – Recruitment One..Many- to- One A recruitment could have one or
more criteria.
Department - Recruitment One...Many- to- Zero...One One or more departments
request for a recruitments or
don’t request.
Recruitment – Recruitment Many –to-One Many recruitments are handled
Unit by one recruitment unit.
Recruitment – Top Manager One...Many- to-One One or many recruitments could
be approved by a top manager.
Recruitment - Hiring Manager Zero... One- to – One There could be no recruitment
that need approval or one which
needs approval from hiring
manager.
Recruitment –Exam and One - to - One..Many One recruitment could have one
Interview Result or more exam and interview
questions.
Recruitment Unit –Exam and One – to - One..Many a recruitment unit uses one or
Interview Result more exam an Interview results
for the ranking purpose.

5.3.1 OCL constraints
OCL is a specification language that uses simple logic for specifying the properties of a system.
We try to represent some of the constraints in the recruitment and selection process using the
language.
1. Department for each instances of the class Department, deptName of the department
must be unique.
context Department inv
Department.allInstances()->forAll(c2|c1<>c2 implies c1. deptName <>c2.

deptName)
2. Candidate for each instances of the class Candidate, email of the candidate must be
unique.
context Candidate inv
Candidate.allInstances()->forAll(c1,c2|c1<>c2 implies c1. email <>c2. email)
3. Before registering a candidate, the candidate must not exist in the system.
context c: Candidate:: RegisterCandidate(name,surname,email,address)
pre : c.allInstances() -> forAll(c1 | c1. email <> email)
post : c.allInstances() -> includes(self)
4. A Candidate termination date cannot less than hire date.

context c: Candidate
inv: self.hireDate<self.terminationDate
5. Before registering a candidate, a job specification and job description must exist in the
system.
context c:Candidate:: RegisterCandidate(), criteria:Criteria, jobPost:JobPost
pre: criteria.qualification->notEmpty and jobPost.jobName->notEmpty
post: c.allInstances() -> includes(self)

5.4 Sequence Diagrams
Sequence diagram is used to describe interaction between classes in terms of exchange of
message over time. It clearly depicts the sequence of events, illustrate when object are created
and deleted, and show concurrent operations. From the identified potential use cases at
section 5.2, we select some of the complex ones to show using sequence diagrams for
demonstration purpose.
1. Sequence diagrams for Registering Candidate

N.B: The following sequences are needed when the candidate wants to apply for job.
 The candidate wants to apply for job and sends criteria.
 The system provides list of jobs together with corresponding information using the
method getJobList().
 The candidate selects specific job.
 The system returns the specific job information using the method
getListOfCriteria().
 For the corresponding specific job the candidate enters information and select add
option.
 The system validates the data
 The system insert the information in to the database using insertNewCandidate()
method and reply with a confirmation message.
Alternative course of Action

If the entry is not valid
 The system notifies the candidate displaying error message.

N.B: The following alternative sequence will be applied when the candidate wants to
update his/her info.
 The candidate enters search criteria to retrieve his/her information.
 The system displays the candidates information using getCandidateInfo() method.
 The candidate modifies the data and selects update option.
 The system update the candidate data using UpdateCandidateInfo() method and
returns confirmation message.

Figure 14 Sequence diagrams for Registering Candidate

2. Sequence diagrams for Update Assessment Process
N.B: This sequence diagram is needed when the recruitment unit wants to update the
assessment process.
 The recruitment unit wants to update the assessment process and selects job list
option.
 The system provides list of job information using getJobList() method.
 The recruitment unit selects a job from the list.
 The system displays list of candidate’s assessment information.
 The recruitment unit modifies the specific candidate’s assessment data and selects
update option.
 The system validates the data.
 The system updates the candidate information using updateCandidateInfo()
method and displays confirmation message.

 The system notifies the recruitment unit displaying error message.

Figure 15 Sequence diagram for Update Assessment Process

3. Sequence diagram for job description
N.B: This sequence diagram is needed when the recruitment unit wants to register job
description.
 The recruitment unit wants to add a new job description, fill the job description
information and select add option.
 The system saves the new job description using insertJob()method and displays a
confirmation message.

 The system notifies the recruitment unit by displaying error message.
If the recruitment wants to update job description
 The recruitment unit enters search criteria.

 The system displays list of job information using getJobList() method.
 The recruitment unit modifies the job description information and selects
update option.
 The system updates the modification using updateJobList() method and displays
confirmation message.

Figure 16 Sequence diagram for job description

4. Sequence diagram for person specification
N.B: This sequence diagram is needed when the recruitment unit wants to register
person specification.
 The recruitment unit wants to register a new person specification, enters person
specification information and selects add option.
 The system saves the person specification using insertCriteria() method and
displays a confirmation message.

 The system notifies the recruitment unit by displaying error message.
If the recruitment wants to update person specification
 The recruitment unit enters search criteria.

 The system displays list of criteria information using getListofCriteria() method.
 The recruitment unit modifies the person specification information and selects
update option.
 The system updates the modification using updatePersonSpecification() method
and displays confirmation message.

Figure 17 Sequence diagram for person specification

5. Sequence diagram for generate report
N.B: The following sequence is needed when a user wants to view employee
recruitment reports.
 The user wants to view a recruitment report and selects view report option.
 The system provides list of criteria using getListofCriteria() method.
 The user selects criteria.
 The system displays the specific report for the given criteria.
If the criteria did not match
 The system displays error message.
Figure 18 Sequence diagram for generate report

5.5 State Diagrams
State diagrams show the flow of control using states and transitions. It is used to model the
dynamic behavior of the system. Based on this fact we show the different states and their
transitions for candidates.
The following state machine diagram depicts the various states that an applicant may be in
and the transitions between those states starting from application submission until he/she
passed the final Interview or becomes an employee.
Explanation of states of applicants (of candidate class)
 All interested applicants submit their application when the application is opened.
 After screening took place the applicants would be on the state called short listed
candidates who are qualified.
 After they completed the interview and/or examination they shall be on the state of
waiting for the final result.
 If the applicants passed the interview they will be an employee of the company, if they
failed they will be on the state of unqualified, qualified candidates might not be chosen
because of the limitation in number of required candidates.
Figure 19 State machine diagram for Applicants

5.6 Business Process - Activity Diagram
Activity diagrams enable you to depict both the basic course of action as well as the alternate
courses. The following activity diagram illustrates the whole activity that is done during the
hiring process. In the activity diagram we tried to show the whole activities that are
performed throughout the recruitment process.
Explanation of Activity diagram for recruitment operation
The diagram illustrates different steps that will be performed in the recruitment process,
which will be discussed below.
 In the beginning if a user is registered he/she can log in and access the job information
by entering his/her registration id; otherwise he/she must be registered as a new
applicant.
 After logged in an applicant can search a job.
 If the registered user found a convenient job, he/she can apply for it.
 The recruitment unit is responsible to post jobs on web and follow what the applicants
do. And to check the status of the posted jobs.
 After the recruitment unit notices that there are enough candidates to start the
selection, then the official selection process will be started.
 After the selection processes have been made, the recruitment unit set interview for
the selected candidates; those who are not selected can see their status.
 Those applicants who passed the interview will be approved by the top managers but
those who did not pass receive an e-mail or can see their status on the web.
 After approval the selected candidates shall be announced or congratulated by e-mail.

Figure 20 Activity Diagram for recruitment and selection process

The activity diagram depicted on Figure 21 shows the activities that the recruitment process
which starts from the stage the department heads recognizes the need of an additional human
resource until an applicant get employed, and this requisition may come from any
departments through hiring manager.
Explanation of activities of recruitment operation
 In the beginning before any job gets posted there should be the need for human
resource.
 If there is a need or extra task the department head has to be sure whether they should
hire a new candidate or not thus he shall check performance and work load.
 After the checking’s(whether the work could be handled by the existing employees or
not) made , if the job could be handled by the existing employees the department head
assigns the corresponding task to the free employee/s, if not he request for the new
candidate.
 After the requisition hiring manager checks whether the request is appropriate or not,
if it is inappropriate, he/she rejects the requisition, if not he Approve.
 After approval of hiring manager recruitment unit shall process the selection.
 Finally the candidate shall be hired.

Figure 21 Activity Diagram for Employee Recruitment Management system

6. Composite System Requirements
CR1. The proposed system to be developed is a web based application with client/server
architecture. The system will be deployed in a server machine to be accessed by the client
machines of the company connected in an intranet network.
CR2. A technical person is required to administer the system, manage database backup and
manage errors which might occur.
CR3. The top managers have to check notifications every time, since requisition is asked
through notifications.
7. Software Requirements Specification
7.1 Domain Assumption
1. Notifying candidates through email or post on the website to inform their screening
and final result is based on the assumption that they check their e-mail as well as visit
the website regularly.
2. Notifying top managers through email or using the system is based on the assumption
that he/she checks the e-mail or use the system regularly.
3. First screening is Performed based upon the assumption that applicants upload their
resume and other documentation accurately and the data obtained from there is
accurately entered to identify the discrepancies. This is important because screening
once finalized cannot be reverted.
7.2 Functional Requirements

In software engineering, a functional requirement defines a function of a software system or
its component. A function is described as a set of inputs, the behavior, and outputs. Functional
requirements may be calculations, technical details, data manipulation and processing and
other specific functionality that define what a system is supposed to accomplish. Generally,
functional requirements are expressed in the form "system must do requirement". Functional
requirements for each of the uses cases described below.
Apply for Job

FR1 . The system shall have options from which the applicant can apply for all the vacant
positions, apply for one vacant position or apply for some job only.
FR2 . The system shall provide the step-by-step wizard that ensures applicants provide all
the information the company needs.
FR3 The system shall include feature to check the applicant information or status.

FR4 The system shall allow applicants to enter the necessary information (first name,
last name and address), upload curriculum vitae, and enter some evaluative criteria
from which the system can calculate grading and made the first screening.
FR5 The system shall display all list of applicants awaited along with their position
interest and application.
Selecting candidate
FR6 The system shall use a dynamic screening system that allows accurate real-time
analysis of how much applicant should be selected, based on the needed
number of applicant.
FR7 The system should rank candidates based on the criteria set.
FR8 The system should be flexible to set criteria’s based on the company interest.
Retrieve short-listed Candidates
FR9 The system should accept criteria to short list candidates.

FR10 The system should make some mathematical logics to short listed candidates.
FR11 The system shall display only short listed candidates.
Update assessment process
FR12 The system should provide candidates information to update the assessment
result.
FR13 The system shall provide a form to add applicants’ interview and exam result
after the manual assessment has been made.
FR14 The system should save the data filled by the recruitment unit.
View final ranking
FR15 The system shall add results based on the recruitment unit interest and rank
applicants in ordered manner.
FR16 The system should display ranked candidates in a list.
FR17 The system should accept criteria as an input to make the final ranking.
FR18 The system should provide detail information when one needs to see detail
about a single applicant.
Prepare person specification
FR19 The system should provide a form to be filled by the recruitment unit.
FR20 The system should save the data to the database.
FR21 The system should have a way to identify which person specification is for
which job type.
FR22 The system should have a way to check the validity of the data to be saved.

Prepare Job Description
FR23 The system should provide a form to be filled by the recruitment unit. The data
to be filled is information about the requirement of the job. All necessary
informations must be catched in a database.
FR24 The system should display detail job description when an applicant wants to
see.
Notify candidates
FR25 The system shall notify all candidates by generating automatic e-mail.
FR26 The system should save e-mails of candidates.
FR27 The system should identify the candidates who need notification.
Notify Hiring Manager
FR28 The system shall distinguish hiring managers from other system users and send
notification message.
FR29 The system shall provide list of candidates’ together with the respective full
information.
FR30 The system shall allow users to view any notes attached during notifying hiring
managers.
View Report
FR31 The system shall offer user to enter job code to view the report for every jobs
recorded.
FR32 The system shall display report for all jobs posted if user prefers to see.
FR33 The system shall offer user various options like viewing jobs whose status is on
progress, finalized, or in any recruitment stage.
FR34 The system shall provide report about the newly hired employees.
FR35 The system shall have a feature to print any form of reports.
Prepare Minute
FR36 The system should offer the user a minute registration page whenever the user
wants to add to it.
FR37 The system shall offer the user to view registered minutes.
FR38 The system shall allow user to edit registered minutes any time the user
wanted.

Recommend for Approval
FR39 The system shall provide candidates list anytime when a user wants to see it.
FR40 The system shall provide a means to send list of candidates for approval.
Approve Recommended Candidate/s
FR41 The system shall list candidates in a rank when a user wants to view
recommended candidates.
FR42 The system shall also show candidates basic info (name, result, etc.) for a user
to help him decide during the approval process.
View Notification
FR43 The system should have a view option for the user to see any notifications sent.
FR44 The system shall provide several view options ( view notifications in group, or a
single notification )
Search Job
FR45 The system shall provide a search facility for a user.
FR46 The system should display a search result.
FR47 The system shall incorporate several search criteria’s to make the searching
activity more user- friendly.
Apply for Job

FR48 The system shall display list of jobs.
FR49 The system shall provide all jobs requirement before the user applies for that
specific job type.
FR50 The system shall provide a form to save applicants information.
FR51 The system shall also have the capacity to hold applicants document like
curriculum vitae.
Send Notification
FR52 The system shall send notification automatically through e-mail.
FR53 The system should have a default notification message.
See Status
FR54 The system shall provide applicants status info when a user requests status
info.
FR55 The system should have a status change notification to the user.

Specify Justification
FR56 The system should provide a justification entry form.

FR57 The system shall accept user justification request.
FR58 The system should display justification results.
7.3 Non-functional requirements

A non-functional requirement is a requirement that specifies criteria that can be used to judge
the operation of a system, rather than specific behaviors. Non-functional requirements are
"system shall be requirement". Non-functional requirements are often called qualities of a
system. Other terms for non-functional requirements are "constraints", "quality attributes",
"quality goals", "quality of service requirements" and "non-behavioral requirements. Some of
the non-functional requirements are mentioned below.
Quality Requirement Evaluation Criteria
1. Usability
The system shall have a clean interface with only The system’s functionality can be tested by layman
needed features, clear terminology and tool tips who didn’t develop the system; and those persons
wherever necessary. Warnings or alerts shall be have a contribution for the system to be approved or
specified in clear way. rejected. In this way, it can be known whether the
system is easy to use or not.
 More than one type of user can use the Check the speed with which user can apply for a job,
system at a time, specifically an applicant or use any other functionality offered by the system.
and the recruitment unit can use the The new user interface design shall increase the speed
system at the same time. with which users can apply and upload his/her
 There is no need of training to use the documents by some amount of percent.
system. Someone who has basic computer A person with minimum computer skill can learn to
knowledge can open the page and apply use the job application page in a short period of time.
for jobs. Navigation among pages should be done in no effort.
 The system is easy to learn because there
are several types of users having different
system usage capability.
 The system shall protect users not to make
any errors during filling application forms
and making decisions.
 The navigation labels shall be explanatory
so that anyone can understand easily.
2. Efficiency
2.1. Performance Testing must be done on different machines with
 The system shall respond to different different capabilities in order to check the response
searches being conducted like searching time of the system.
particular job, search applicant, etc. in a The system shall respond to search requests within 2
very fast way. seconds while handling up to 50 transactions per
 The system shall generate the report in second for eight hours.
less time. The reports should be generated within 1-2 minutes.
 The system shall rank candidates in In case if the data file is too large then the system
reasonable amount of time. should take no more than 5-6 minutes.
 The job announcement must be updated in The maximum data upload limit will be 4M when an
real time. applicant tries to upload related documents.
 The system shall respond confirmation The system response time shall not exceed 10 seconds
message in lesser time after an applicant’s to confirm a data is saved.
saved their data.
 The system shall accept a big size of data’s
especially when a user wants to upload
documents like curriculum vitae.
3. Interoperability
The system shall be able to interact with other Check whether the figures obtained after exporting of
systems. The system should able to be supported information to some of the software (budget
at least one software which has a relationship with analyzing) is accurate or not.
recruitment process. The system have some functionalities (job application
page) shall be accessed from another system.
4. Portability
The system shall be independent of the specific Check whether the system runs well on different
technological platform used to implement it. platforms like Linux, Microsoft Windows (x86, x86-
64), Mac OS X (PowerPC, x86, x86-64) etc.
5. Security
The system shall have a full permissions system, There should be no complaints regarding the
allowing each user’s access to functions to be unauthorized use of the system.
controlled. The log information should display all significant user
A user log shall be maintained allowing an audit of interactions.
which user performed which actions. When there is a report of unauthorized usage of
A user access to any data or the system itself shall system resources (for instance if someone access the
be controlled. recruitment unit role and send notification to
The physical security shall be maintained. applicants) the system shall provide a way to trace it.
The system should be physically secured.
6. Documentation
The system shall provide context sensitive help There should not be any complaints or doubts related
that takes the user to the specific help topic to using system features.
related to their present screen. The system shall All system users shall access the system satisfactorily.
have a demo version available. Documentation should be available when one wants
The system shall provide user specific to refer.
documentation.
The documents shall address the following system
users:
1. Applicants
2. Recruitment unit
3. Hiring managers
7. Manageability
7.1. Automatic Backup : System back Do some cyclic redundancy checks or md5 check of
shall be maintained by system the data file, and then back up the data file. Then
administers and the system shall restore the backed up data file and do md5 checksum
provide automatic backup options on restored data file and check whether the data on
restored file is correct or not.
7.2. Mistake Tolerance: The system shall
The backup file shall be checked (weather it is
allow easy recovery from errors corrupted file or not) every time.
like allowing merging of duplicate There should not be any duplicate entries of same
entry of same applicant item in an applicant’s info or while creating new
information; the system shall have application.
data update mechanism until The administer should have a capability to admin

recruitment process begins. the system these includes backup and
maintenance.
7.3. System maintenance and

installation shall be done by in-house
system developers.
8. Reliability
Reliability defined as a measure of the time Check whether there is any critical failure for a
between failures occurring in a system (measures consecutive 72 hour period when heavy operations
how frequently the system fails), so that the being carried out.
system shall operate without any failure for a
particular period of time. The system shall not allow unauthorized personnel to
 Users expect the system to be reliable access to the data.
which means applicant’s information
registered yesterday in the system shall be
there today.
 Accuracy is part of the sense of reliability –
the system checks and reports must be
mathematically correct, including ranking
candidates.
9. Availability
Availability measures the percentage of time the There should not be any complainant regarding the
system is in its operational state so that the system availability of the system. The system should be
shall be available for use 24 hours per day and 365 capable of serving its intended function.
days per year. The system shall be available 24/7 and 365/year.
10. Error Handling and Extreme Conditions
The system shall manage Input errors while a Input validation has to be performed in detail
user fills application form. in order to notify each and specific errors occur
while a user is filling forms.
The system shall have a way to notify the When a system faces extreme conditions like
system administers when an extreme accessing a big data or uploading a big file or
conditions happens. any other conditions there must be a way to
notify the condition to the user.
Table 4 Non Functional Requirement for Recruitment Management System

7.4 Conclusion
In this report we have analyzed the problem of a company in hiring their employees’ and
managing their data. We described different alternative solutions and we have reported the
result of goal analysis of the stakeholder and goal analysis criteria. We have reported the
result of feasibility study, which was accomplished for evaluating alternatives and we have
also recommended best alternative, which is to build in house customizable software.
After selecting the right solution we have reported tactical goal modeling to show how the
tactical goals satisfy the strategic ones. After we provided a description for the use cases of all
leaf level tactical goals, we reported the identified system functionalities. We presented class
diagram of the system and then we generated OCL constraints, pre-conditions and post-
conditions. Sequence diagram and activity diagram have been presented to describe complex
processes use cases and activity sequences, respectively. Composite system requirements
have been described to specify requirements on the environment of the system. Last but not
least, we presented software requirements specification to show the domain assumptions,
functional and non-functional requirements of the system.

8. Appendix A
1. Cost-Benefit Analysis for Current System
Figure 22 Cost for Current System

Figure 23 Benefits for Current System
Figure 24 Cost Benefit Analysis for Current System

2. Cost Benefit Analysis for Hiring More Recruitment Staff
Figure 25 Cost for Hiring Recruitment staff
Figure 26 Benefits for Hiring Recruitment Staff

3. Cost Benefit Analysis for Buying off the shelf Recruitment Management system
Figure 27 Costs for Buying off the shelf product

Figure 28 Benefits for Buying off the shelf product
Figure 29 Cost Benefit Analysis for buying off the shelf product

4. Cost Benefit Analysis for Developing in-house customizable product
Figure 30 Cost for In-house Developed customizable product

Figure 31 Benefit for In-house Software Product
Figure 32 Cost Benefit Analysis for In-house Customizable Product

5. Cost Benefit Analysis for Recruitment Process Outsourcing
Figure 33 Cost for Recruitment Process Outsourcing

Figure 34 Benefits for Recruitment Process Outsourcing
Figure 35 Cost Benefit Analysis Recruitment Process Outsourcing

6. Cost Benefit Analysis for E-Recruitment
Figure 36 Costs for E-Recruitment

Figure 37 Benefits for E-Recruitment
Figure 38 Cost Benefit Analysis for E-Recruitment
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Requirement Analysis Document for Recruitment Management System

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Natnael Gonfa Berihun

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Recruitment Management System: Assignment 3

Prof: John Mylopoulos

Employee Recruitment Management System Page 1

Employee Recruitment Management System Page 2

Figure 1 Goal Model for Recruitment Unit ..................................................................................................... 9

Employee Recruitment Management System Page 3

1.2 Purpose of the System

 Structure and systematically organize the entire recruitment processes.

The Recruitment Management System (RMS) is an innovative information system tool

Employee Recruitment Management System Page 4

Employment for definite period is a type of employment when a person to be recruited

2. Problems of the existing system

 Redundant information: Personnel information about employees stored in

 Manual handling of data is expensive as compared to automated system. Cost in

Control (and security): too little security

 Difficulty in keeping track of hiring cost and activities.

 Inefficiency due to poor time management.

Employee Recruitment Management System Page 6

 Monitoring equal Opportunities: Applicants are treated equally regardless of their

Employee Recruitment Management System Page 8

Figure 1 Goal Model for Recruitment Unit

Employee Recruitment Management System Page 9

Employee Recruitment Management System Page 10

Figure 3 Goal Model for Department Head

Employee Recruitment Management System Page 11

Figure 4 Goal Model for Hiring Manager

Employee Recruitment Management System Page 12

 Less time to calculate and generate reports.

Pictorial representation of this goal will be shown below.

Figure 5 Goal Model for Top Manager

Employee Recruitment Management System Page 13

Figure 6 Goal Model for Job Applicant

Employee Recruitment Management System Page 14

1. Stay with the current system

2. Hire more staff members

3. Automate and manage the existing system

4.1 Buy software

Employee Recruitment Management System Page 15

4.1 Goal Analysis Criteria

Employee Recruitment Management System Page 16

Keep Current (- -) since it is (+) The current (--)Calculating (--) As it is based

Automation (++) As data is (--)Using (++) This (++) As data is

Employee Recruitment Management System Page 17

Current System (--)The current (++)The current (-)Candidates

Develop (+) This (--) It is

Employee Recruitment Management System Page 18

Hire Assistants (+) This (--) This (-) somehow

Employee Recruitment Management System Page 19

Use Company’s (++) website is a (++)Availability

Employee Recruitment Management System Page 20

Build In house software Out Sourcing Buy off-the-shelf E-recruitment

Accuracy As this alternative is a As this As this alternative E-recruitment may

Availability of As it is an automated system, it Availability of Company can As it is an automated