ABSTRACT

This will enable a more effective way to short list submitted candidate CVs from a large number of applicants providing a consistent and fair CV ranking policy, which can be legally justified. System will rank the experience and key skills required for particular job position. Than system will rank the CV’s based on the experience and other key skills which are required for particular job profile. This system will help the HR department to easily shortlist the candidate based on the CV ranking policy. This system will focus not only in qualification and in experience but also focuses on other important aspects, which are required for particular job position. This system will help the human resource department to select right candidate for particular job profile, which in turn provide expert workforce for the organization.

Candidate here will register him/herself with all its details and will upload their own CV into the system, which will be further used by the system to shortlist their CV. Candidate can also give an online test, which will be conducted on personality questions as well as aptitude questions. After completing the online test, candidate can view their own test results in graphical representation with marks.

 CHAPTER ONE

INTRODUCTION

Background to the Study

As far as employment is considered, selecting the right candidate for the recruitment process from a vast pool of candidates has been a fundamental issue [1]. Conducting personality and various technical eligibility evaluation tests, interviews, and group discussions have been traditional techniques. Due to inception of social media, much more important information about employees is exposed to their online handles [2]. Generally, such information is unnoticed by the recruiters. Aptitude test followed by the interview is traditional practices for the recruitment process. These traditional practices are very much time-consuming, and may result in unfair choices of candidate. As compared to traditional recruitment process, if an online selection process is conducted, then a fair selection of the candidate is possible. Personality is the most important factor which reflects an individual, which keeps on varying [3]. Tackling them is a tedious task for which we have implemented an approach to identify the personality and also provide with the recommendation

The proposed system is two sided: it would be candidate oriented or organization oriented. In the first case the system would recommend the candidate a list of jobs that better fits his skills. In the second scenario, the recruiter would publish the specifications specification and requirements of available job positions and the candidates can apply for the same by submitting their CVs.

The existing e-recruitment system simply scans the submitted CVs and shortlist the candidates wherein the proposed system conducts an online aptitude test and personality test thereby predicting the personality of the candidate as well as short-listing the candidate based on his skills and decision-making ability.

Statement of the Problem

There is a huge workload on the human resource department to select the right candidate for a particular job profile which in turn would provide experts workforce for the organization from a large pool of candidates. The proposed system will enable a more effective way to short list submitted candidate CVs from a large number of applicants providing a consistent and fair CV ranking policy. This can be legally justified. System will rank the experience and key skills required for a particular job position than system will rank the CV’s based on the experience and other key skills which are required for particular job profile. This system will help the HR department to easily shortlist the candidate based on the CV ranking policy.

Objectives of the Study

The objectives of the project are as stated below:

1. To develop a system to provide a more effective way of short-listing the
2. To determine the key skill characteristic by defining each expert’s preferences and ranking
3. To automate the process of requirement specifications and applicant’s
4. To conduct online aptitude and personality
5. To produce ranking decisions that would have relatively higher consistency than those of human

Significance of the Study

This study will be valuable to the management of commercial banks as they will be able to understand the relevance of Curriculum vitae for the main reason being to help the banks in retaining its employers for a considerable period. Consequently exert greater effort on the client personalities by the incumbent resulting in increased client personalities performance and better attendance. It‟s a study that will be useful to the management of commercial banks as they will understand the relationship between Curriculum vitae and employer turnover and hence ensure that the employers are informed everything regarding the client personalities they are to take. Further the study is important to all organizations in Nigeria especially the many who have not yet embraced RJP to try it so as to reduce employer turnover especially early employer turnovers. It is also a wakeup call to the human resource practitioners to optimize the use of RJP so as to cut on turnover and hence improve the recruitment process. Further, of it being a new concept, not many workforce are aware of it, thus it will be a means of not only educating the many human resource professionals about this crucial technique and apply it as required but also create awareness to all labour force so that in case the RJP is not used, they know what they are missing out.

The study will benefit the government especially the Ministry of Finance for making policy decisions whose overall objectives are to accelerate the rate of employer performance and reduce the turnover rate thus improving service delivery. The human resource specialists wishing to implement RJPs as part of their recruitment and staffing practices would also be able to maximize the gains attributable to RJP interventions by matching RJP methods to the organizational outcomes they seek to affect. The form and timing that will maximize positive outcomes such as client personalities performance and satisfaction and minimize outcomes such as turnover remain unknown. In addition, the human resource governing bodies such is IHRM (Institute of Human Resource Management) also will come to the realization of using it (RJP) and emphasize its use to the large human resourcefraternity.

The scholars will gain knowledge on the role of Curriculum vitae on employers. They will acquire an insight into the influence of Curriculum vitae on employers‟ turnover. They will also be able to use the findings of this study to prove various theories and to use the study as a basis for further research on other variables not included in this study. The findings will also increase the stock of theoretical and empirical knowledge especially in the African context and also form the basis for further research.