THE POONA GUJARATI KELAVANI MANDAL’S

Haribhai V. Desai College, Pune – 411 002.

Computer Science
Seat No. ________
 Certificate
Mrs. Shubhangi Ramesh Kale Roll No. 5023 From
MCS – II Class has satisfactorily completed the
Laboratory course in the subject CSUT241 Industrial
Training during the year 2022 – 2023 as per
requirement of the Savitribai Phule Pune University.

Internal Examiner IT Expert External Examiner

Teacher-In-charge Head of the Department

PROJECT PROGRESS REPORT

Roll No 5018
Name Of the Student Shubhangi Ramesh Kale
Title Of the Project SmartRecruitment System
Project Guide Name Mr . Bhushan shah
SN From Date To Date Details of project Project Guide
work Sign
1 4/3/23 11/3/23 Synopsis
2 18/3/23 18/3/23 Requirement
3 25/3/23 25/3/23 Diagrams
4 1/4/23 12/4/23 Data Dictionary
5 15/4/23 25/4/23 Frontend Demo
6 29/4/23 29/4/23 Backend Demo
7 6/5/23 6/5/23 Documentation

Head,
Deptt . of Computer Science

INDEX:
Sr No Content Page
No
1 Abstract
2 Introduction
2.1 Company Profile
2.2 Motivation
2.3 Proposed System
2.4 Existing system & need of system
2.5 Scope of System & Limitations
3 System Analysis
3.1 Comparative study of Existing System
3.2 Scope & Limitations of Existing system
3.3 Stakeholders
3.4 Requirement Analysis
4 System Design
4.1 Design Constraint
4.2 ER Diagram
4.3 Zero level dfd
4.5 First level dfd
4.6 Class diagram
4.7 Use Case Diagram
4.8 Activity Diagram
4.9 Sequence Diagram
4.10 Data Model
4.11 User Interface
5 Implementation Details
5.1 Software/hardware specification
6 Testing
7 Future Enhancement
8 Conclusion
9 Bibliography
CHAPTER 1:
ABSTRACT:
The recruitment process plays a vital role in organizations, as it determines the
quality of acquired. Traditional recruitment methods often lack efficiency and
struggle to handle the increasing volume of job applicants. To address these
challenges, this paper presents the design and implementation of an innovative
online recruitment system.
The proposed system leverages the power of technology to streamline the entire
recruitment process, from job posting to candidate selection. By adopting an
online platform, the system offers numerous benefits, including wider reach,
reduced administrative burden, improved candidate evaluation, and faster
response times.
The system consists of several key modules, each serving a specific purpose.
The job posting module enables organizations to create detailed job descriptions
and specifications, which are then made available to potential candidates
through various online channels. Candidates can easily search and filter job
listings based on their preferences, ensuring a more personalized experience.
The applicant tracking module allows candidates to submit their resumes and
relevant documents electronically. The system incorporates advanced parsing
techniques to extract key information and store it in a structured format. This
enables recruiters to efficiently review and evaluate applications, shortlisting
candidates based on predefined criteria.
Moreover, the system incorporates a robust communication module that
facilitates seamless interaction between recruiters and candidates. Real-time
notifications and updates keep both parties informed about the progress of their
applications, interview schedules, and feedback. Additionally, the system
integrates with popular messaging platforms, enabling recruiters to engage with
candidates through instant messaging.
To ensure data security and privacy, the system implements stringent access
controls and encryption mechanisms. Personal information is protected, and
compliance with applicable data protection regulations is maintained.
Overall, the proposed online recruitment system offers an innovative and
efficient approach to streamline the recruitment process. By leveraging
technology, organizations can enhance their ability to attract, evaluate, and
select the most suitable candidates. The system's user-friendly interface,
advanced features, and data security measures make it a valuable tool for
modern recruitment practices.

CHAPTER 2:

INTRODUCTION:
The main objective of the “SMART RECRUITMENT SYSTEM” is
to manage the details of Call Letter ,Job Posting, Employer ,Employer
Registration ,Interview. The project is totally built at administrative
end and thus only the administrator is guaranteed the access .The
purpose of the project is to build an application program to reduce
manual work for managing the Call Letter ,Job Posting ,Search for
job ,Employer. It tracks all the details about the Employer ,Employer
Registration ,Interview .It manages all the details of job post also it
shows the information and description of the call letter ,employer.In
our Smart Recruitment project the Jobs that are already created
externally on ATS, company site, or job board can be
automatically ingested by LinkedIn. LinkedIn provides various
solutions to ingest such jobs to our customers, partner ATSs'
and Job Distributors .In these project there are two job posting
categories-Basic jobs(these are free job post)and Paid
jobs(these are paid job post).
There are four operations supported by LinkedIn:
1. CREATE
2. CLOSE
3. UPDATE
4. RENEW

Smartnet Software Pvt Ltd..

About Us:
Set up in the year 2013 “Smartnet Software Private
Limited. It is a Threat Protection Services, Cloud Services,
Networking Servers. These administrations are hugely respected in
the market for their top highlights, for example, moderate
evaluating, unwavering quality, stringent investigation, convenient
fruition and adaptability. These administrations are cultivated by
industry confirmed experts who utilize the trend-setting innovation
to render these administrations according to benefactors request.
Inferable from good conduct, right business technique and sensible
rates, we have gathered wide supporters everywhere throughout
the country.
The offered extent of administration is rendered in compliance with
the quality requirements by our truly skilled specialists who hold
rich comprehension in this specific field. We have picked a
competent group of value chiefs that esteem the nature of our
offered services at each phase of Gavi Print & Pack advancement
and execution to ensure that the standards are adequately met.
Additionally, we pursue moral business approaches and gem
unadulterated straightforwardness in the entirety of our exchanges
to keep sound relations with the clients. Aside from, we work under
the order of our guide “ Mr .Sachin Naikade “ Under his direction,
we have achieved a prestigious position in the business. His
consistent inspiration has enabled us to play out the business
bargain inside the pre set time period.

Basic Information:

 Nature Of Business : Service Provider

 Company CEO : Mr .Sachin Naikade Sir
 Address : 302 Polarise Building3rd Floor, Magarpatta Road.,
Pune- 411028, Maharashtra, India
 Year Of Establishment :2013
 Legal Status of Firm : Limited Company(Pvt Ltd)
MOTIVATION:
Enhanced Efficiency:
The traditional recruitment process often involves manual paperwork,
physical job postings, and time-consuming candidate screening. An online
recruitment system streamlines these processes, automating various tasks such
as job posting, resume screening, and communication. This automation
significantly reduces administrative burden, improves response times, and
enhances overall efficiency.
Cost Savings:
Implementing an online recruitment system can lead to significant cost
savings. Traditional recruitment methods often involve expenses such as
printing and distributing job advertisements, physical infrastructure, and
manual paperwork. By transitioning to an online platform, organizations can
reduce these costs, optimize resource allocation, and allocate their budget
more effectively.
Time Efficiency:
Online recruitment systems save time for both employers and job
seekers. Employers can quickly post job openings, manage applications, and
screen resumes electronically, reducing the time spent on manual processes.
Job seekers can conveniently search and apply for positions online, eliminating
the need for physical visits or lengthy application procedures. This time
efficiency benefits all parties involved and speeds up the hiring process.

PROPOSED SYSTEM:
In this System Company will inform Admin to post jobs on Job
portal. Once the jobs are posted interested candidates will apply on
job. All the resume will be scanned automatically and all the data of
the number of candidates will be filled by the system according to the
field that will reduce the work of HR to fill all the detail of candidates
who have applied manually and the HR to shortlist the candidate
according to the company requirements.HR required to just update the
status of the candidate such as interview have been
scheduled ,candidate have appeared for interview or not ,interview
needs to be reschedule ,candidate being selected or rejected. All this
detail will be preserved in this system and also be helpful for HR and
company for reference in future for example if the candidate is
rejected and the candidate have applied again and the company policy
is that the candidate is not allowed to appear again for interview for 6
months all such policy will be cross checked by the system instead of
doing manually.

EXISTING SYSTEM:
Existing system doesn’t enable the HR to fill the details according to
the field on its own .HR need to manually open each mail and check
if the resume contains suitable requirement of company. HR needs to
manually type the mail and send to each candidate and interviewer.
Admin needs to fill up the form on linked In or naukari.com or many
more depending upon on which all website admin needs to publish
the jobs .

NEED FOR THE SYSTEM:

 Report on key metrics:
A recruitment management system typically comes
with reporting features that give recruiters access to vital
analytics. Once you understand important metrics, such as
time to hire and time to interview, you can identify problems
and make informed decisions that will improve your
recruitment process.
 Reduce advertising cost:
Recruitment can be expensive when it comes to advertising
roles. But a recruitment management system allows you to
build and then call on a pool of talent before placing adverts
elsewhere.
 Reduce admin:
 With a recruitment management system, you get an all-in-one
experience that streamlines the process and includes reporting,
hiring, job board posting and more. You can also automate
tasks to speed things up, easily see where each candidate is
in the process, and use advanced search tools to quickly
access their data.
 Increase quality of hires:
 Secure your data:
Paper-based systems can be lost or stolen, and using
multiple pieces of software creates more opportunity for data
breaches. But a recruitment management system that meets
the highest levels of security will help you keep job and
candidate data completely safe .

SCOPE OF THE SYSTEM:

The proposed system will affect the interface with the HR.
The system works and fulfills all the functionalities as per the
proposed system. It will provide reduced response time of HR to
manually fill all the details of the each candidate and shortlist
the candidate according to the requirement . All details will be
filled automatically on its own HR need to just change the
status of the candidate for example candidate have attended the
interview on scheduled date or not ,need to reschedule the
interview candidate have been selected or rejected in particular
job, number of candidates applied and number of candidates
selected. All possible features such as verification, validation,
security, user friendliness etc. have been considered.
 Once the interview is scheduled the mail is generated
automatically and it sends to the candidate and interviewer.

LIMITATIONS OF SYSTEM:
External Factors:
The system may be affected by external factors such as internet
connectivity issues, server downtime, or technical difficulties with third-party
integrations. These factors can impact the system's availability and
performance.
Initial Setup and Integration:
The project scope may not include extensive customization or
integration with existing HR systems. Integration with external systems or
databases may require additional development and resources.
Subjectivity in Candidate Evaluation:
While the system can automate certain aspects of candidate evaluation,
subjective factors such as cultural fit, soft skills, and personal judgment may
still play a role in the final selection process. The system may not fully eliminate
subjective biases in the recruitment process.
User Training and Adoption:
 The successful implementation and utilization of the system depend on
user training and adoption. Adequate training and support should be provided
to ensure smooth adoption by recruiters and candidates.
Continuous Maintenance and Upgrades:
The online recruitment system will require ongoing maintenance,
updates, and potential upgrades to address emerging technological trends,
security vulnerabilities, and user feedback. These activities may require
additional resources and expertise.
Candidate Engagement and Experience:
While the system can enhance communication and interaction, the level
of candidate engagement and experience can still be influenced by external
factors such as responsiveness of recruiters and the overall recruitment process
of the organization.

CHAPTER 3:
SYSTEM ANALYSIS:

Comparative study of Existing system

There are several existing systems for online recruitment that offer varying
features, functionalities, and user experiences. Here is a comparative study of
some popular online recruitment systems:
LinkedIn Talent Solutions:
Scope: LinkedIn is a professional networking platform that offers a
comprehensive suite of recruitment tools. It allows organizations to post job
openings, search for candidates, and engage with potential hires.
Features: LinkedIn provides access to a vast network of professionals, advanced
candidate search filters, and integration with applicant tracking systems. It also
offers employer branding opportunities and personalized candidate
recommendations.
Limitations: LinkedIn primarily focuses on candidate sourcing and networking,
with limited applicant tracking and evaluation features. The platform's
effectiveness heavily relies on the size and quality of its user base.
Workday Recruiting:
Scope: Workday is a comprehensive HR management system that includes a
recruitment module. It offers end-to-end recruitment features, from job
requisition creation to onboarding.
Features: Workday Recruiting provides tools for job posting, candidate
sourcing, applicant tracking, interview management, and offer generation. It
integrates with Workday's other HR modules for seamless data transfer.
Limitations: Workday Recruiting's extensive functionality may make it complex
for smaller organizations with simpler recruitment needs. It may require
significant configuration and customization efforts.
Smart Recruiters:
Scope: Smart Recruiters is a cloud-based talent acquisition platform that covers
the entire recruitment lifecycle. It caters to organizations of all sizes and
industries.
Features: Smart Recruiters offers features such as job posting, candidate
sourcing, resume screening, interview management, and collaboration tools. It
also provides integrations with various job boards and HR systems.

Limitations: Advanced features like AI-driven candidate matching or extensive

analytics may be limited in Smart Recruiters. Some users have reported
occasional glitches and a learning curve when navigating the system.

Scope and limitations of existing system:

Scope:
Job Posting and Management:
Existing systems provide the capability to create and manage job
postings, including defining job descriptions, required qualifications, and
application deadlines.
Candidate Sourcing:
These systems offer candidate sourcing tools, such as candidate database
search, job board integrations, and resume parsing techniques.
Application Tracking:
 They allow recruiters to track and manage candidate applications
throughout the recruitment process, including application review, status
updates, and collaboration among hiring teams.
Communication and Collaboration:
Existing systems facilitate communication between recruiters and
candidates, providing features like automated email notifications, interview
scheduling, and candidate feedback.
Evaluation and Selection:
These systems support candidate evaluation and selection through
resume screening, interview management, and candidate assessment
functionalities.
Reporting and Analytics:
Many systems offer reporting and analytics capabilities, providing
insights into recruitment metrics, source effectiveness, time-to-hire, and other
relevant data.
Limitations:
Limited Candidate Reach:
While existing systems provide access to various job boards and
candidate databases, the effectiveness of candidate sourcing depends on the
quality and reach of those platforms. It may not cover all potential candidate
sources or niche talent pools.
Subjective Evaluation:
Despite automated screening and evaluation features, subjective factors
still play a role in candidate assessment. Soft skills, cultural fit, and intangible
qualities may be challenging to evaluate solely through an online system.
Customization and Integration:
Existing systems may have limitations when it comes to customization
and integration with an organization's existing HR or recruitment infrastructure.
Extensive customization or integration requirements may require additional
development efforts.
User Experience:
While many systems strive to offer user-friendly interfaces, there can still
be variations in user experience based on the system's design, navigation, and
ease of use. User training and support may be necessary for optimal system
utilization.
Cost and Scalability:
Some existing systems may have pricing models based on the number of
users, job postings, or additional features. Organizations should carefully assess
the cost implications and scalability of the system as their recruitment needs
evolve.
Data Security and Compliance:
Data security and compliance with privacy regulations are critical
concerns. Organizations must ensure that existing systems have robust security
measures, data encryption, and compliance with applicable data protection
laws.

Stakeholders:
Admin: Hiring managers are responsible for defining job requirements,
reviewing candidate profiles, conducting interviews, and making final
hiring decisions. They are primary users of the system and rely on it to
streamline the recruitment process and access relevant candidate
information.

Candidate: Candidates are the individuals applying for job positions.

They interact with the online recruitment system to submit applications,
upload resumes, provide additional documents, schedule interviews, and
receive communication regarding their application status. The system
should provide a user-friendly experience to ensure a positive candidate
journey.
HR: Hr oversee the overall recruitment strategy and ensures alignment
with the organization’s goals . They may use the online recruitment
system to analyze recruitment metrics , monitor process efficiency , and
make data – driven decisions related to talent acquisition and workforce
planning.

Job Openings: Job boards and aggregators are online platforms that
consolidate job postings from various sources , including employers,
recruitment agencies, and other online platforms.

Company: Company publish the job openings to the admin.

Requirement Analysis:

Functional Requirements:
User Registration and Authentication:
The system should allow users (recruiters, candidates) to create
accounts, log in securely, and manage their profiles.
Job Posting and Management:
Recruiters should be able to create, edit, and manage job postings,
including job descriptions, qualifications, and application deadlines.
Candidate Application Management:
The system should provide features for candidates to submit applications
online, upload resumes and supporting documents, and track their application
status.
Resume Screening and Filtering:
 The system should have automated resume screening capabilities to
filter and shortlist candidates based on predefined criteria.
Interview Scheduling and Management:
Recruiters should be able to schedule and manage interviews, send
interview invitations, and collect feedback from interviewers.
Communication and Collaboration:
The system should facilitate communication between recruiters and
candidates, providing features such as automated notifications, messaging, and
interview coordination.
Candidate Evaluation and Assessment:
The system should support candidate evaluation, including the ability to
create assessment criteria, track candidate scores, and store interview
feedback.
Reporting and Analytics:
The system should generate reports and analytics on recruitment
metrics, source effectiveness, and time-to-hire.
Integration with HR Systems:
The system should integrate with other HR systems, such as applicant
tracking systems (ATS), HRIS, or payroll systems, for seamless data exchange
and process optimization.
Compliance and Data Security: The system should comply with data protection
regulations, ensuring secure data storage, access controls, and privacy policies.

Performance Requirements:
Responsiveness:
The system should provide a responsive user interface, ensuring that
users can access and interact with the platform seamlessly across different
devices and screen sizes. It should have quick response times, minimizing
delays in loading pages, submitting applications, and accessing information.
Scalability:
The system should be able to handle a large volume of users and job
postings without significant performance degradation. It should accommodate
an increasing number of users, job applications, and resumes without
compromising system response times or usability.
Reliability:
The online recruitment system should have a high level of reliability,
ensuring that it operates consistently and minimizes system downtime. It
should have robust backup and recovery mechanisms to prevent data loss and
ensure uninterrupted service availability.
Security:
Security is critical for protecting sensitive information such as candidate
resumes, personal details, and job postings. The system should implement
robust security measures, including data encryption, secure authentication,
role-based access control, and protection against potential cyber threats.
Search and Filtering Performance: The system should provide efficient and
accurate search and filtering functionalities to enable users to find relevant job
openings and candidates quickly. It should allow for advanced search options
based on job titles, locations, skills, and other criteria, delivering accurate and
relevant results.
Application and Resume Processing:
The system should efficiently handle the processing and storage of job
applications and candidate resumes. It should allow candidates to upload their
resumes in various formats and support automatic parsing and extraction of
relevant information. The system should enable recruiters and employers to
review and process applications effectively, including sorting, filtering, and
shortlisting candidates.
Integration and Compatibility:
The online recruitment system should integrate with other relevant
systems and platforms, such as applicant tracking systems, HR management
systems, and job boards. It should facilitate seamless data exchange, enabling
smooth workflow processes and avoiding duplicate data entry.
Reporting and Analytics:
The system should provide comprehensive reporting and analytics
capabilities to monitor and evaluate the recruitment process. It should
generate meaningful metrics, such as application conversion rates, time-to-fill,
source effectiveness, and diversity statistics. These insights can help
organizations make data-driven decisions and optimize their recruitment
strategies.
User Experience:
The system should offer an intuitive and user-friendly interface for both
employers and job seekers. It should have clear navigation, streamlined
workflows, and well-designed forms to ensure a positive user experience. The
system should be accessible to individuals with disabilities, complying with
relevant accessibility guidelines.
System Maintenance and Support:
The online recruitment system should have provisions for regular
maintenance, upgrades, and technical support. It should provide mechanisms
for resolving user issues, addressing system glitches, and implementing system
enhancements based on user feedback.

CHAPTER 4:

System design:
Design Constraint:

Design constraints of an online recruitment system are the limitations and

restrictions that must be considered during its design and development
process. These constraints can arise from technical, operational, regulatory, or
organizational factors. Here are some common design constraints of an online
recruitment system:
 Technology Infrastructure:
The system must be compatible with the existing technology
infrastructure of the organization. It should be designed to work seamlessly
with the hardware, software, and network components that are already in
place, ensuring proper integration and interoperability.
 Scalability:
The system should be scalable to accommodate increasing user volumes,
job postings, and application submissions. It should be able to handle a
growing number of users and data without experiencing significant
performance degradation or system downtime.
 Security and Privacy:
Data security and privacy are critical considerations for an online
recruitment system. The design should incorporate robust security measures to
protect sensitive candidate information, such as personal details and resumes,
from unauthorized access, data breaches, or cyber attacks. It should comply
with relevant data protection regulations and privacy laws.
 Compliance with Regulations:
The system must adhere to legal and regulatory requirements specific to
the recruitment process, such as equal opportunity laws, anti-discrimination
laws, and data protection regulations. Design constraints should be considered
to ensure compliance with applicable employment and labor laws.
 User Experience and Usability:
The system should be designed with a focus on providing a positive user
experience and high usability. It should have an intuitive interface, easy
navigation, and clear instructions to enable users to interact with the system
seamlessly. Design constraints should be considered to ensure that the system
is accessible and usable by users with varying technical skills and abilities.
 Mobile-Friendliness:
With the increasing use of mobile devices, the system should be
designed to be mobile-friendly and responsive. It should adapt to different
screen sizes and provide an optimized user experience on mobile devices,
allowing candidates to easily search and apply for jobs using their smartphones
or tablets.
 Integration with External Systems:
The online recruitment system may need to integrate with other internal
or external systems, such as HR management systems or third-party job
boards. The design should accommodate integration requirements, ensuring
smooth data exchange and interoperability between systems.
 Performance and Response Time:
The system should be designed to deliver fast response times and
perform optimally even during peak usage periods. Design constraints should
be considered to minimize latency and maximize system performance to
provide a seamless user experience.
  Budgetary Constraints:
The design and development of the system should align with the
organization's budget and financial constraints. Consideration should be given
to cost-effective solutions, efficient resource allocation, and the prioritization of
features and functionalities based on available resources.
 Maintenance and Support:
The system design should allow for easy maintenance, updates, and
ongoing support. It should have provisions for bug fixes, enhancements, and
system upgrades while minimizing disruption to the recruitment process.
Consideration should be given to providing adequate documentation, support
channels, and user training materials.

ER DIAGRAM:
ZERO LEVEL DFD:
FIRST LEVEL DFD:
UML DIAGRAMS:

CLASS DIAGRAM

USE CASE DIAGRAM

SEQUENCE DIAGRAM

ACTIVITY DIAGRAM
DATA MODEL:
Module 1: Company
Fields DataType Description
Company Id Int PRIMARY KEY
Company name Varchar Name of company
Company address varchar Address of company
Company contact Varchar Contact of company
Company email varchar Email of company

Module 2: Admin
Fields DataType Description
Name Varchar Name of Admin
Email Varchar Email of Admin
Id Int PRIMARY KEY

Module 3: Job Openings

Fields DataType Description
Job Title Varchar Title of job
Job_id Int PRIMARY KEY
Job Location Varchar Location of job
Job Description Varchar Description of job
Job Criteria Varchar Criteria of job

Module 4: Candidate
Fields DataType Description
C-Name Varchar Name of candidate
C-Address Varchar Address of candidate
C-Contact Varchar Candidate’s email
C-Email Varchar Email of candidate
C-Education Varchar Education of
candidate
C-Age Int PRIMARY KEY

Module 5 :HR
Fields DataType Description
Name Varchar Name of HR
Email Varchar Email of HR
Id Int PRIMARY KEY
Address Varchar Address of HR
Contact Varchar Contact of HR

Module 6: Interview
Fields DataType Description
Date&Time DateTime Interview time and
date
Status Varchar Status of interview
Details Varchar Interview details
Location Varchar Interview location
Post Title Varchar Designation

USER INTERFACE:

Job Search:
 Implement a search feature that enables job seekers to find relevant job
openings based on various criteria such as job title, location, industry, and
keywords. Include advanced filtering options to refine search results.
Job Listing:
Display job openings in a clear and organized manner, including key
details such as job title, company name, location, and application deadline.
Provide the option to view complete job descriptions and requirements.
Application Submission:
Enable job seekers to submit applications directly through the platform.
Include a user-friendly application form with fields for personal information,
work experience, education, skills, and the option to upload a resume and
cover letter.
Resume Management:
Allow job seekers to create and manage their resumes within the
system. Provide options to edit, update, and store multiple versions of
resumes, as well as the ability to set privacy preferences for sharing resumes
with specific employers.
Candidate Profile:
Enable job seekers to create and maintain a comprehensive profile that
showcases their skills, experience, education, and other relevant information.
Provide options to update and customize profile visibility settings.
Candidate/HR Tools:
Offer a dedicated section for employers/recruiters to manage job
postings, review applications, and communicate with candidates. Include
features such as applicant tracking, shortlisting, and interview scheduling.
Communication:
Implement messaging or chat functionality to facilitate communication
between employers/recruiters and candidates. Allow for real-time messaging,
email notifications, and notifications within the system to keep users informed
about application statuses, interview invitations, and other updates.

CHAPTER 5

Implementation details:
Hardware Requirements:

Software Requirements:
 Server : Visual studio, Azure
 Frontend : C#
 Backend : C#, .Net
Testing

Testing Method Used:

Testing is the process of evaluating system or its components with the

internet to find whether it satisfies the specified requirements or not. In simple
words testing is a executing a system in order to identify any gap error or
missing requirement in country to the actual requirement.
System Testing:
In this software is tested such that it works fine for different operating
system. It covered under the black box testing . In this we just focus on
required input and output without focusing on internal working.
Unit Testing:
It focuses on smallest unit of software design . In this we test an
individual unit or group of inter related units . It is often done by programmer
by using sample input and observing its corresponding outputs.
Black Box Testing:
This method is used to evaluate the completed and integrated system as
a whole to ensure that it meets specified requirement.

FUTURE ENHANCEMENT:
 AI-powered candidate screening.
 Virtual reality (VR) and augmented reality (AR) assessments.
 Video interviewing and remote assessments.
 Skill-based matching and career path recommendations.
 Mobile optimization and app integration.
This form is shown that all the details of student fill here.
This form is shown that how many interview has been scheduled.

This form is about job opening details.

When any candidate applies for job the resume details will be
automatically fill in the above fields.

Admin post the interview details here.

CONCLUSION:
Online Recruitment Management System can be used by employers to recruit the
candidates based on their experience and the further interviews easily. Achieving this
objective is difficult using the manual system as the information is scattered, can be
redundant, and collecting relevant information may be very time-consuming.

All these problems are solved by this project. This system helps in maintaining the
information of potential candidates in one place. It can be easily accessed by both applicants
and employers. It is kept safe for a long period of time without any changes or omissions. It
reduces the time employer take to make few recruitments in their firm.

This system helps the job seekers to get every information required for the process.

BIBLIOGRAPHY:
 CHATGPT
 https://docs.devexpress.com/WindowsForms/7874/winforms-controls
 Google
 https://dotnet.microsoft.com