DESIGN AND IMPLEMENTATION OF RECRUITMENT MANAGEMENT SYSTEM
A recruitment management system is a comprehensive tool
to manage the entire recruitment processes of an organization. It is one of the technological tools
facilitated by the information management systems to the Human Resource (HR) of
the organizations. Just like performance
management, pay roll and other systems, Recruitment Management System (RMS)
helps to managed the recruitment processes and effectively managing the return
on investment (ROI) on recruitment.
Acquiring and retaining high-quality talents is critical
to an organization’s success. As the job
market becomes increasingly competitive and the available skills grow more
diverse, recruiters need to be more selective in their choices, since poor
recruiting decisions can produce long-term negative effects, among them high
training and development costs to minimize the incidence of poor performance and high turnover which,
in turn, impact staff morale, the production of high quality goods and services
and the retention the organizational integrity.
At worst, the organization can fail to achieve its objectives thereby
losing its competitive edge and its share of the market.
In Nigeria, public service organizations have had little need to
worry about market share and increasing competition since they operate in a
monopolistic environment. But in recent
time, the emphasis on New Public Management (NPM)/Public Sector Management
(PSM) approaches has forced public organizations to pay closer attention to
their service delivery as consumers have begun to expect and demand more for
their tax nairas’.
Recruitment is described as “the set of activities and
processes used to legally obtain a sufficient number of qualified people at the
right place and time so that the people and the organization can select each
other in their own best short and long term interest”. In other words, the recruitment process
provides the organization with a pool of potentially qualified job candidates
from which judicious selection can be made to fill vacancies. Successful recruitment begins with proper
employment planning and forecasting. In
this phase of the staffing process, an organization formulates plans to fill or
eliminate future job openings based on an analysis of future needs, the talent
available within and outside of the organization, and the current and
anticipated resources that can be expended to attract and retain such
talent. Also related to the success of a
recruitment process are the strategies an organization is prepared to employ in
order to identify and select the best candidates for its developing pool of
human resources. Organizations seeking
recruits for base-level entry positions often require minimum qualifications
and experience. These applicants are
usually recent high school or university/technical college graduates, many of
whom have not yet made clear decisions about future careers or are
contemplating engaging in advanced academic activities. At the middle levels, senior administrative
technical and junior executive positions are often filled internally. The push
for scarce, high-quality talents, often recruited from external sources, has
usually been at the senior executive levels.
Most organizations utilize both mechanisms to effect recruitment to all
Successful recruitment involves the several processes
which include therefore the following:
i) Needs assessment to determine the
current and future human resource requirements ((((of the organization.
If the activity is to effect the human resource requirements for each
job category and functional division/unit of the organization, the organization
must be assessed and a priority assigned.
ii) Identification within and outside the
organization, of the potential human resource pool and the likely competition
for the knowledge and skills resident within it.
iii) Assessment of qualifications profiles,
drawn from job descriptions that identify responsibilities and required skills,
abilities, knowledge and experiences.
iv) Determination of the organization’s
ability to pay salaries and benefits within a defined period.
v) Identification and selection to ensure
equity and adherence to equal opportunity and other laws.
1.2.0 PROBLEM DEFINITION
In our society today, the issue of managing human
resources in firms, companies or organizations is a great challenge to the
In managing human resources of any organization, all
begins with the recruitment processes of the organization, keeping with current
recruitment and selection practices, members of selection panels, however
experienced, should be in touch with new practices and procedures. Being faced with the fact of growth in our
present society, applicants are increasing day by day, and are putting in their
application for available job being advertised for enlistment in any company of
their choice according to their qualifications and level of experiences. Also, there is a problem of open discussion
on the criteria for the job and challenging discrimination in all steps of the
process in recruitment and essential in employing the best perform for the
AIM OF STUDY
This study is made to develop a recruitment management
system that will manage recruitment processed between applicants and the firm
or organization by using the software to be developed to search for the
applicant resume, and matching it to the organization’s job profile, then the
user will do the selection and send mail to the selected individual deemed fit
for the job position in the organization.
With this enlistment into the organization or firm will be based on a
strategic requirement for recruitment in to the firm organization.
1.4.0 OBJECTIVES OF STUDY
The objective of this study include:
i) Proper documentation of the job
profile in the organization or firm.
ii) Creating a database that will manage
the applicants’ resume and match with the job profile of the organization or
iii) Create a quick search and advance search
that the user will use during the recruitment process.
iv) This proposed system is geared towards
providing a system to assure equal opportunity and impartial review of
applications in an organization or film.
v) The system to be developed will allow
for hiring and recruitment manager to effectively manage jobs ands applicants
in an organization or firm in other to meet the required result both by the
organization and the consumer.
1.5.0 RESEARCH JUSTIFICATION
Using schools and some shops around, which I have gone
to, base on the current human resource management that is used in the
organization, which the mode of operation is still done manually, the firms or
organizations enlistment processes are still done by recruitment manager which
a certain level of bias will be experienced during the period of
recruitment,. The applicant, personnel
well-being is not properly planned and managed and so doing the best of the
applicant or personnel can not be obtained.
The new system that is to be developed is to manage the recruitment
process starting fro the applicant, personnel and ending with the firm or
1.6.0 SCOPE OF STUDY
The scope of this stud will
include the processes involved in recruitment or employing personnel into the
organization or company or firm, where the firm or organization or company
would have posted job vacancies on the world wide web (www) online and offline
for the applicant to apply for which the recruitment manager will then manage
the recruitment processes in the organization company or firm. This also involve documentation, sourcing
prospective candidate, interview tracking processes and offer and hire
Also state out other important modules and sub-modules
of recruitment management system. If
further research is to be carried out, the segment of human resources which
will help the recruitment management system function properly and more
effectively will be mentioned in this project work without deep explanation of
1.7.0 LIMITATION OF STUDY
Since recruitment management system is a segment of
human resource management system, but has many modules within it, this study
will be limited to the basic recruitment processes without some in-depth
explanation of some segments due to the time factor.
The activities that will be involved in recruitment
process will involve the sourcing for prospective candidates and sending of
mail to qualified applicant, adding of test to a job, grading the applicant
base on the test of job applied for, matching job profile with the applicants’
profile, searching for applicants that are liable to be applied and managing of
all these processes.
This recruitment management system will be limited to an
organization or firm that have a database and can post job profiles in the
organization or firm. Also, the actual provision for a computerized test will
not be implemented as its scope is beyond that of the research work.
1.8.0 DEFINITION OF TERMS
RMS: Recruitment Management System:- This is also known as e-recruitment or online
recruitment system is a multi-component software tool designed to automate and
facilitate the processes involved in finding, attracting, accessing,
interviewing and hiring new personnel.
ROI: Return On Investment:- A measure
of a corporation’s profitability, equal to a fiscal year’s income divided by
common stock and preferred stock equity plus long-term debt.
JB: Job Management: This involves the operations
of creating job interviews test and grading applicant, and selecting applicant