CHAPTER 1

INTRODUCTION

Job Search Portal is a web application, which serves jobseekers to find available job
vacancies and Employers to identify eligible job seekers with the prospect of selecting
the most qualified candidates. The only way to select best-qualified candidate is to have
a pool of eligible applicants, which is possible by drawing the interest of individuals in
the market. Job search portals best serve this purpose. E-recruitment has become the
standard means for employers and job seekers to meet their respective objectives. The
traditional methods for recruitment includes Job fairs, , Employee referrals, advertising
in the newspapers, televisions etc. With the advancement in technology and growth of
internet usage, the e-recruitment has revolutionized the way organizations hire and
candidates search for jobs. With the Online Job search portals, the recruitment process is
speeded up at every stage from job postings, to receiving applications from candidates,
interviewing process. The cost of searching/posting jobs will be much less compared to
the traditional way of advertising. Job search portal stands as an effective means for
Employers to outline the job vacancies, responsibilities and qualifications to attract
jobseekers. Using the portal jobseekers can extensively search for jobs in companies,
organizations and regions they may otherwise have not learnt. In addition,
candidates/Employers can write a review about an organization, which might help them
to change the way things are done.

Job sites are one of the sources through which job seekers search for the jobs. The major
activities that are carried out through the online mode for the job search is automated
easily through the use of this website without any difficulty. The NepJobs script website
helps in accomplishing this task. The reliability on this website can be more without any
difficulty.. The job seekers can update their resumes with great ease and without any
difficulty. In order to access this application both the employee and the employer need
to register through the use of username, email, password and other necessary details
after verified by the admin of the website. Above all this the admin of the website has
the full power over the website and also the job seekers as well as the
employers(companies).

In the digital era, the job search landscape has undergone a revolutionary
transformation. Traditional job-hunting methods, such as perusing newspaper classifieds
and attending physical job fairs, have given way to online job portals that streamline the
process for both job seekers and employers. This project focuses on developing a

1
sophisticated job portal website using the MERN stack technology, designed to enhance
the efficiency, accessibility, and overall experience of finding and filling job vacancies.

Online job portals offer a centralized platform where job seekers can browse through
various job listings, apply for positions, and manage their applications. Simultaneously,
employers can post job openings, search for potential candidates, and manage the
recruitment process. This dual functionality simplifies the job market dynamics and
fosters a more connected and efficient employment ecosystem. Our goal is to create a
robust, scalable, and interactive job portal using the MERN stack, addressing current
gaps in existing solutions and enhancing the overall job search experience.

Project Motivation

The impetus behind this project is the significant shift towards digital solutions for
employment-related activities. Modern job seekers and employers require platforms that
offer more than just basic job listings. They need features that provide ease of use,
robust search capabilities, security, and personalized user experiences. Many existing
platforms fall short in one or more of these areas, creating a demand for a more
comprehensive solution. Our project aims to address these gaps by leveraging the
MERN stack's capabilities to create a user-centric, efficient, and secure job portal.

Job portals are critical tools in the job market, but many suffer from issues like poor
user interfaces, lack of mobile responsiveness, limited search capabilities, and
inadequate security measures. For job seekers, these issues can make the process of
finding suitable job opportunities tedious and frustrating. For employers, these
shortcomings can lead to inefficient recruitment processes and difficulty in finding the
right candidates. By developing a job portal that addresses these issues, we aim to
provide a platform that significantly improves the user experience for both job seekers
and employers.

Objectives

The primary objectives of this project are multifaceted and aimed at creating a superior
job portal experience:

 Create an intuitive and responsive UI that caters to both job seekers and
employers.
 Ensure robust user authentication and authorization mechanisms to protect user
data and privacy.
 Incorporate comprehensive search and filter options to help users find relevant
jobs or candidates quickly.
2
  Allow job seekers to track their application statuses and employers to manage
their recruitment processes effectively.
 Implement a notification system to keep users informed about relevant job
postings and application updates.

Detailed Objectives

 User-Friendly Interface:
 Design a visually appealing and easy-to-navigate interface.
 Ensure the platform is responsive and works seamlessly on desktops, tablets, and
smartphones.
 Use React to create a dynamic and interactive user experience.
 Implement consistent branding and visual design principles to create a cohesive
and professional look.

Secure Authentication:

 Implement secure login and registration processes using JWT (JSON Web
Tokens) for user sessions.
 Ensure data protection through encryption and secure handling of user
credentials.
 Incorporate role-based access control to differentiate between job seekers,
employers, and administrators.
 Use HTTPS to secure data transmission between the server and clients.

Advanced Search Functionality:

 Develop robust search algorithms to handle keyword searches, location-based

searches, and skill-based searches.
 Implement filtering options to refine search results based on criteria like job
type, experience level, salary range, and company.
 Ensure fast and efficient retrieval of search results using MongoDB’s indexing
capabilities.
 Provide a user-friendly interface for advanced search options, enabling users to
combine multiple search criteria effectively.

Job Application Tracking:

 Allow job seekers to view the status of their applications in real-time.

 Provide employers with tools to manage applications, including viewing
resumes, scheduling interviews, and communicating with candidates.

3
  Implement dashboards for both job seekers and employers to manage their
activities on the platform.
 Enable job seekers to receive feedback and updates from employers regarding
their applications.

Notifications and Alerts:

 Develop an email and in-app notification system to keep users informed about
new job postings, application status changes, and interview requests.
 Allow users to customize their notification preferences and receive alerts for job
openings that match their profiles.
 Ensure that notifications are timely and relevant, enhancing user engagement
and satisfaction.
 Integrate push notifications for mobile users to keep them updated on-the-go.

MERN Stack Technology

Introduction to MERN Stack

The MERN stack is a popular technology stack for building modern web applications. It
consists of four main components:

 MongoDB: A NoSQL database known for its flexibility and scalability.

 Express.js: A web application framework for Node.js, facilitating the creation
of robust APIs.
 React: A front-end library for building dynamic user interfaces.
 Node.js: A runtime environment that allows JavaScript to be used for server-
side scripting.

MongoDB

MongoDB is a document-oriented NoSQL database that uses a flexible schema, making

it suitable for applications that require rapid development and scalability. It stores data
in JSON-like documents, which allows for a more natural integration with JavaScript-
based applications. MongoDB’s flexible schema design allows for easy updates and
scaling as the application grows, making it an ideal choice for a job portal that will
handle a large amount of dynamic data.

Express.js

Express.js is a minimal and flexible Node.js web application framework that provides a
robust set of features for building web and mobile applications. It is known for its
simplicity and performance, making it a popular choice for developing APIs. Express.js

4
facilitates the development of RESTful APIs, which are essential for the smooth
communication between the front-end and back-end of the job portal. Its middleware
architecture enables the implementation of various functionalities such as
authentication, logging, and error handling with ease.

React

React is a JavaScript library for building user interfaces, particularly single-page

applications where data changes dynamically over time. It allows developers to create
large web applications that can update and render efficiently in response to data
changes. React’s component-based architecture promotes reusability and
maintainability, allowing developers to build complex UIs from isolated and reusable
components. This modularity is particularly beneficial for developing a job portal with
various interactive features and dynamic content.

Node.js

Node.js is a JavaScript runtime built on Chrome's V8 JavaScript engine. It enables the

execution of JavaScript on the server side, allowing for the development of scalable and
high-performance web applications. Node.js’s event-driven, non-blocking I/O model
makes it lightweight and efficient, suitable for data-intensive real-time applications. Its
vast ecosystem of modules and libraries, accessible via npm (Node Package Manager),
accelerates development by providing solutions for common tasks.

The waterfall model is a sequential design process, often used in software development
processes, in which progress is seen as flowing steadily downwards (like a cascade of
waterfall) through the phases of Conception, Initiation, Analysis, Design, Construction,
Testing, Production/Implementation, and Maintenance.

WATERFALL MODEL:

The name of this model is justified by the diagrammatic representation which resembles
a cascade of waterfall. It consists with intuitive set of phases. It has 6 phases:

 Requirements
 Design
 Implementation
 Verification
 Maintenance

The different phases starting from feasibility study to integration and testing phase &
delivery is known as developmental pan. At the end of developmental part, product is to
be delivered to customer and maintenance commences after that. An activity that’s

5
spans all phases of any software development is project management. Even though
conveniently omitted in the life cycle diagram, project management nevertheless is an
important activity in the life cycle and deals with the managing the effort at all stages of
product development and maintenance. Here, the main reason of implementing water
fall model of SDLC other than any other SDLC model is that all the requirements for
the final project outcome was known previously after all the research works and
planning were done. The main requiremen was only making some amendments in the
current system which had possibilities for improvement.

Fig. 1.1 Waterfall Model

Customers are always the top priority, so here in service cloud the problem/issues/
queries of the customers are solved fast. As it is equipped with AI so most of the queries
are pre answered. Also, it provides live chat with customer support so as to solve the
problem as fast as possible. Automate the tasks so that the right message can be
delivered to the right entity over some media. Emailing becomes automated so that your
reach is di-versified and efficient. Every this is connected to the cloud the data about the
lead from his twitter or any other social media so you will always have a edge over the
others. Salesforce has two versions which are classic mode and lightning. Both these
come with their unique features. Whereas classic mode is bit primitive, the lightning
mode is bit new and dynamic and automates the task and is bit easy to use. Classic
mode come first and is bit primitive. This is less user friendly also the interface is old
fashioned. And also it misses many features that lightning have. Whereas lightning
mode is more user friendly and have very good interface.

6
Detailed Features:

User Registration and Profile Management:

 Job Seekers: Users can create a profile with detailed personal and professional
information. They can upload resumes, cover letters, and any other necessary
documents. Profiles will include sections for work experience, education, skills,
certifications, and personal statements. Users can also set their job preferences, such
as desired job titles, preferred locations, salary expectations, and availability.
 Employers: Companies can register and create comprehensive profiles, providing
information about the company, its culture, benefits, and job opportunities.
Employers can upload company logos, mission statements, and employee
testimonials to attract potential candidates.
 Secure Authentication: The platform will use secure authentication mechanisms,
including password encryption and session management, to ensure the privacy and
security of user data. Multi-factor authentication (MFA) can be implemented for
added security.
 Role-Based Access Control: Different access levels will be established for job
seekers, employers, and administrators to manage permissions and access to various
features appropriately.

Job Listings and Applications:

 Employers: Employers can create and manage job listings with detailed
descriptions, including job title, responsibilities, qualifications, location, salary
range, and application deadlines. Listings can be enhanced with multimedia content
such as company videos and employee testimonials.
 Job Seekers: Users can search and browse through job listings, save jobs for later
review, and apply directly through the portal. The application process will support
uploading resumes, cover letters, and other necessary documents. Job seekers can
track their applications and receive feedback from employers.
 Job Recommendations: The platform will offer personalized job recommendations
based on user profiles, search history, and application behavior to help job seekers
find relevant opportunities efficiently.

7
Advanced Search and Filters:

 Search Functionality: The platform will feature a powerful search engine that allows
users to find jobs based on various criteria, including keywords, location, industry,
job type, experience level, salary range, and company size. The search engine will
leverage MongoDB’s indexing capabilities for fast and efficient retrieval of search
results.
 Filtering Options: Users can refine their search results using multiple filters, such as
full-time or part-time positions, remote or on-site jobs, and specific skills or
certifications. The filtering options will be intuitive and user-friendly, enabling
users to customize their search experience.
 Saved Searches and Alerts: Users can save their search criteria and set up email or
in-app alerts to notify them of new job postings that match their preferences. This
feature ensures that users are kept up-to-date with the latest opportunities without
having to constantly monitor the portal.

Notifications and Alerts:

 Email and In-App Notifications: The platform will send notifications to users for
important updates, such as new job postings, application status changes, interview
requests, and messages from employers. Notifications will be timely and relevant,
enhancing user engagement and satisfaction.
 Customizable Notification Preferences: Users can customize their notification
settings to receive alerts that are most relevant to them. For example, job seekers
can choose to receive notifications for job openings in specific industries or
locations, while employers can receive alerts for new applications or messages from
candidates.
 Push Notifications: For mobile users, the platform will support push notifications to
keep them informed about important activities on the go. This feature ensures that
users do not miss critical updates, even when they are not actively using the
application.

Application Tracking:

 Job Seekers: Users can view the status of their applications in real-time, including
updates on whether their application has been viewed, shortlisted, or rejected. The

8
 platform will provide feedback and updates from employers, helping job seekers
stay informed about their application progress.
 Employers: Companies can manage incoming applications through a dedicated
dashboard, where they can view candidate profiles, resumes, and cover letters.
Employers can schedule interviews, send messages, and provide feedback to
candidates directly through the portal. The dashboard will also include tools for
managing job postings and tracking the progress of the recruitment process.
 Dashboards: Both job seekers and employers will have access to personalized
dashboards that provide an overview of their activities on the platform. Job seekers
can track their application history, saved jobs, and notifications, while employers
can monitor their job postings, application statistics, and communication with
candidates.

Admin Panel:

 User Management: Administrators will have access to tools for managing users,
including job seekers, employers, and other administrators. The admin panel will
allow for user account creation, modification, and deletion, as well as monitoring
user activities and handling user support requests.
 Content Moderation: The admin panel will include features for moderating job
postings and other content on the platform. Administrators can review and approve
job listings, ensuring that all content meets the platform’s standards and guidelines.
This process helps maintain the quality and integrity of the job portal.
 System Monitoring and Reporting: The admin panel will provide tools for
monitoring the performance and health of the platform, including server status,
database performance, and traffic analytics. Administrators can generate reports on
various metrics, such as user activity, job posting statistics, and application trends,
to gain insights into the platform’s usage and performance.
 Security Management: The admin panel will include features for managing the
platform’s security, such as monitoring for suspicious activities, handling security
incidents, and implementing security updates. Administrators can also manage role-
based access control and ensure that all users have the appropriate permissions for
their roles.

9
Implementation Strategy

The implementation of the job portal will follow a systematic approach, ensuring that each
stage of development is thoroughly planned and executed. The development process will be
divided into several key stages:

Requirement Analysis:

Conducting detailed discussions with stakeholders to gather and document their

requirements and expectations. Creating detailed requirement specifications that outline the
features, functionalities, and performance criteria for the job portal. Identifying any
potential challenges or risks and developing mitigation strategies.

Design: Creating wireframes and mock ups for the user interface, ensuring that the design
is intuitive, user-friendly, and visually appealing. Designing the database schema to
efficiently store and manage user data, job listings, applications, and other relevant
information. Developing the overall architecture of the application, including the front-end
and back-end components and their interactions

Implementation: Developing the front-end using React, focusing on creating a responsive

and dynamic user interface. Building the back-end using Node.js and Express.js,
implementing the necessary APIs for user authentication, job listings, search functionality,
and application management. Integrating MongoDB for data storage, ensuring efficient data
retrieval and manipulation. Implementing security measures, such as encryption, secure
authentication, and role-based access control.

Testing: Conducting thorough testing of the application to ensure that all features and
functionalities work as expected. Performing unit testing, integration testing, and end-to-
end testing to identify and fix any bugs or issues. Conducting security testing to ensure that
the platform is secure and protected against potential threats.

Deployment: Deploying the application on a cloud platform, such as AWS, Azure, or

Google Cloud, to ensure scalability and reliability. Setting up continuous integration and
continuous deployment (CI/CD) pipelines to automate the deployment process and ensure
that updates and bug fixes can be rolled out quickly and efficiently. Monitoring the
performance and health of the deployed application to ensure that it meets the required
standards and performance criteria.

10
 CHAPTER 2

LITERATURE SURVEY

Agarwal, N.C. (1998).[1] The job portal landscape has seen significant evolution over the
past two decades. Numerous platforms have been developed to streamline the job search
and recruitment processes. This comparative analysis delves into the existing literature and
current solutions in the market, highlighting their strengths, weaknesses, and the gaps that
the proposed MERN stack-based job portal aims to address. This section provides a
comprehensive examination of traditional job portals, modern web-based solutions, and the
technological frameworks employed by these platforms. Early online job portals like
Monster.com and CareerBuilder.com pioneered the digital transformation of job searching.
These platforms provided a central repository for job listings and offered basic search
functionalities.

Old and New Ways Job seeking usually involves different ways to look for jobs such as
through personal contacts, direct telephone calls to employers, job agency office, scanning
online job listings, etc. Before the Internet, became widely uses as a method of seeking
jobs, jobseekers spent a lot of time using various methods to look for job openings. Today,
jobseekers use online methods which are very convenient and save a lot of time. In the age
of technology, the Internet has become the main source of information for jobseekers. Large
corporations, Institutions, and universities include information on career Prospects on their
websites. According to a survey, 70% of the workforce uses web-sites or portals on the
Internet to Search for jobs in France. These websites or portals pro-vide search engine to
access information on job opportunities.

Operation feasibility is used to check whether the project is operationally feasible or not.
Our project is mainly different from the other system because of its web-support feature.
So, the measure for operational feasibility is something different from other system.
Generally, the operational feasibility is related to organization aspects. The change
determination is as such that early product were either a man or group of men or the jobs
based manual but now a day with the advent of Internet technology. In Literature Survey
found that the first task of recruiting is to identify the hiring needs. The organization relies
on Human Resources plots to understand the requirement for long-term and short-term
strategies. It is these strategies that will underline the path the organization will utilise.
Once hiring needs are identified, the subtask of creating a job description, job specifications
11
and identifying the appropriate pool of applicants is crucial. The one responsible for the job
analysis proceeds to review the job elements and essential knowledge and skills for the
position. There are many methods, for example; the individual interview and group
interview methods, where an individual or group of people currently in a similar role can
discuss with Human Resources the job specifications and expectations. When a role does
not currently exist, the technical conference method is of value where subject matter
experts who have extensive knowledge of the main job duties can give input to the Human
Resources.

Strengths:

 Aggregation of job opportunities from various industries and regions.

 Enabled job seekers to filter job postings by keywords, location, and job type.
 Allowed job seekers to upload and store resumes for easy application to multiple
job postings.

Weaknesses:

 Early job portals had static interfaces with limited interactive features.
 Many early platforms were not optimized for mobile devices, limiting accessibility.
 Inadequate focus on data security and user privacy, leading to potential
vulnerabilities.

Al-Aameri, A. S., (2000).[2] Job portals have increased equal access to employment over
the world. Initial results suggest that using the Internet, and relying on job portals is
associated with positive impacts on employment outcomes and higher reservation wages
for certain groups over others. The main aims of this portal are to connect to the industries
and acts as an online recruitment to support the students to find the right IT job after
graduation. Furthermore, this system enhances the understanding concept and importance
of the job portal for students in the universities.

The admin has authority over the complete portal. He can see the recruiter requirements &
search the relevant candidates for that profile. If one person wants to find a new job, he/she
can submit a resume using word processing software like Microsoft Word, open browser to
send the resume and receive an e-mail. Online recruitment has become the standard method
for employers and jobseeker. The main drawback was that it was not an effective solution
as candidate needed a desktop to search and apply.
12
The first task of recruiting is to identify the hiring needs. The organisation relies on Hu-
man Resources plots to understand the requirement for long-term and short-term strategies.
It is these strategies that will underline the path the organization will utilise. Once hiring
needs are identified, the subtask of creating a job description, job specifications and
identifying the appropriate pool of applicants is crucial. The one responsible for the job
analysis proceeds to review the job elements and essential knowledge and skills for the
position. There are many methods, for example; the individual interview and group
interview methods, where an individual or group of people currently in a similar role can
discuss with Human Resources the job specifications and expectations. Holm’s second
stage of the recruiting process is to attract potential ideal candidates by preparing the job
announcement. Ideally, the recruitment source and advertisement would be chosen by the
industry and position the company is requesting to reach the target audience. In order for a
candidate to know about the job, the job announcement must be attractive, loud and clear.

Technology is constantly changing. Society as we know it depends on this fact that which
we take for granted today would have been the stuff of science fiction as little as fifty years
ago. In around fifty years of time, we will doubtless be excited, perturbed and baffled by
yet more new developments. In the early years of the twenty first century, it

is computers and the Interne that have captured the public imagination and found their way
into not just the working environments, but increasingly into the domestic spaces. Here, in
the context of online jobsites in Nepal we have come up with some relevant

findings which are followed by later statements. According to the Central Bureau of
Statistics 2014, a total of 4,000,200 people in Nepal is not getting jobs that match their
skills and qualifications. The survey also reveals that 40,000 to 50,000 people who have a
Bachelor’s degree are still unemployed. These figures affirm that finding a job of choice is
not as easy it looks in Nepal. However, there are some ways that can help you to deal with
this problem. And in this digital era, the best way you can approach to resolve this problem,
at least to some extent, is through the internet; to be specific through online job portals.

13
Addressing Gaps with the MERN Stack Job Portal

Enhanced User Experience: By leveraging React, the proposed MERN stack job portal
will offer a dynamic and responsive user interface. This will improve the user experience
through:

 Simplified and intuitive navigation to make the platform accessible to users of all
technical backgrounds.
 Real-time updates and notifications to keep users informed without needing to
refresh the page.
 Detailed and customizable profiles for both job seekers and employers.

Advanced Search and Filtering: The platform will utilize MongoDB’s indexing and
query capabilities to provide robust search and filtering options, including:

 Advanced algorithms to deliver relevant search results quickly.

 Multiple filters to refine search results based on job type, industry, experience level,
salary range, and more.

Secure and Efficient Application Tracking: The job portal will implement secure
application tracking features, allowing job seekers to monitor their application statuses and
employers to manage their recruitment processes efficiently. Key features include:

 Real-time updates on application statuses, ensuring transparency and reducing

anxiety for job seekers.
 Comprehensive dashboards for employers to view and manage applications,
schedule interviews, and communicate with candidates.
 Robust security measures, including encryption, secure authentication, and regular
security audits, to protect user data.

Customizable Notifications and Alerts: The platform will provide customizable

notifications and alerts to keep users informed about relevant updates. Features include:

 Notifications for new job postings, application status changes, and messages from
employers.
 Mobile push notifications to ensure users receive timely updates on their mobile
devices.

14
  Customizable settings to allow users to choose the types of notifications they want
to receive.

Comprehensive Admin Panel: An admin panel will be developed to facilitate effective

management and moderation of the platform, offering features such as:

 Tools for managing user accounts, including registration, modification, and

deletion.
 Features for reviewing and approving job postings to ensure compliance with
platform standards.
 Tools for monitoring system performance, generating reports, and managing
security incidents.

Studies show that recruitment agencies benefit from using Salesforce by streamlining
candidate tracking and employer interactions. This Salesforce-based job portal uses
Salesforce Community Cloud to create an interactive platform for job seekers and
employers, enhancing user experience and engagement. Handling registration,
authentication, and profile management using Salesforce Identity and User Management
features. Leveraging Salesforce Marketing Cloud or custom notifications for job alerts and
updates. Implementing a robust search functionality using Salesforce Search and custom
objects for job listings. Using Salesforce’s CRM capabilities to manage job applications
and track candidate progress. Ensuring data privacy and security with Salesforce’s built-in
security features and compliance standards. Importing candidate profiles and job postings
from LinkedIn and other social networks. Connecting with HR systems like Workday or
SAP SuccessFactors for seamless data flow. For premium job listings or employer
subscriptions. Customizing Salesforce to fit specific needs requires skilled developers.
Salesforce licensing and customization can be expensive. Ensuring the portal can handle
high traffic and large volumes of data efficiently.

Among the required information, you can add a project description, the skills required for
the project, your budget etc. Freelancer.com also tracks your money balance. Users can add
friends and an instant messaging system is provided. Sending private messages is also
possible. Highly customizable with tools like Lightning App Builder, Salesforce Flow, and
Apex. Supports extensive customization for workflows, user interfaces, and automated
processes. Maximum customization as the solution is built from scratch. Flexibility to meet
any specific requirements.
15
2.1 Problem Identification

The job portal industry has experienced substantial growth and transformation over the past
few decades, driven by technological advancements and changing user expectations.
Despite the progress, several challenges and limitations persist in existing platforms,
hindering their effectiveness and user satisfaction. This section aims to identify and analyze
these problems comprehensively, providing a foundation for developing a more efficient
and user-friendly job portal using the MERN stack.

User Experience Challenges

Complex User Interfaces: Many modern job portals, such as LinkedIn and Glassdoor,
offer a plethora of features, which can lead to overly complex user interfaces. These
interfaces can overwhelm users, particularly those who are less tech-savvy, resulting in a
steep learning curve and potential frustration.

 Navigation Issues: Users may find it difficult to navigate through various sections
of the platform, such as job listings, profile settings, and application statuses. This
complexity can lead to a suboptimal user experience and reduce the platform's
usability.
 Cluttered Layouts: The abundance of features and information can create cluttered
layouts, making it challenging for users to focus on their primary tasks, such as
searching for jobs or managing applications.
 Inconsistent Design: Inconsistent design elements across different parts of the
platform can further complicate the user experience, causing confusion and
reducing overall satisfaction.

Poor Mobile Optimization: While many job portals have developed mobile applications,
there are still significant disparities in the user experience between desktop and mobile
versions. Poor mobile optimization can limit accessibility and usability, particularly for
users who primarily rely on mobile devices.

16
  Responsive Design: Some platforms struggle to provide a fully responsive design
that adapts seamlessly to various screen sizes, leading to a compromised user
experience on mobile devices.
 Feature Disparity: The mobile versions of job portals often lack certain features
available on the desktop versions, reducing the overall functionality and utility of
the platform.
 Performance Issues: Slow loading times and performance issues on mobile devices
can frustrate users and deter them from using the platform regularly.

Margaret, R. (2015).[5] A job search has to be very intuitive for the candidates so that they
can find jobs suiting their skills, position, industry, role, and location, or even by the
company name. As it is important to keep the candidates engaged during their job search, it
is important to provide facets on the abovementioned criteria so that they can narrow down
to the job of their choice. The searches by candidates are not very elaborate. If the search is
generic, the results need to have high precision. On the other hand, if the search does not
return many results, then recall has to be high to keep the candidate engaged on the site.
Providing a personalized job search to candidates on the basis of their profiles and past
search history makes sense for the candidates. In today’s scenario, the one who is in
requirement of job, go through the famous job portals of today. But they came across some
problems which make online job portal systems lacking somewhere. Some of the issues
which are faced by the job seekers while finding job through online portals are:

 Many of the jobs are not real i.e., they are fake which are listed in the portals.
 The companies listed do not give their actual structure and environment where the
industry is located.
 The portals do not take responsibility of the jobs listed on the portals whether they
are genuine or not.
 Users have to travel to the place where industry is located several times before the
final recruitment which waste their time and money.
 Also, some of the job portals ask for the money before the commencement of the
job.

While recruiting, the recruiters have to be very careful about the validity of the person who
has applied for the job online. The company also needs a good worker for their industry.

17
For their, they have to check the validity of the user’s profile and qualifications. The
various problems faced by the recruiters are:

 Many of the users post their fake qualifications on the portals.

 Also, they post the skills in which they are not completely perfect. Due to this, the
portal members have to waste their time in connecting to them for the jobs which
match their profile.
 Overflow of applicants.
 Too many tests, too many cheaters.

Search and Filtering Limitations

Ineffective Search Algorithms: The effectiveness of job portals heavily relies on their
search capabilities. Ineffective search algorithms can lead to irrelevant or incomplete search
results, wasting users' time and effort.

 Keyword Matching: Basic keyword matching algorithms may fail to understand the
context and relevance of search queries, resulting in a flood of irrelevant job
listings.
 Advanced Filters: Lack of advanced filtering options can hinder users' ability to
narrow down search results based on specific criteria, such as job type, experience
level, salary range, and location.
 Personalization: Insufficient personalization of search results based on user profiles,
preferences, and past behaviour can reduce the platform's effectiveness in delivering
relevant opportunities.

Duplicate Listings and Inconsistencies: Job portals that aggregate listings from various
sources often suffer from issues related to duplicate listings and inconsistencies.

 Duplicate Listings: Duplicate job listings can clutter search results, making it
difficult for users to identify unique opportunities and increasing the time spent
sifting through listings.
 Inconsistent Information: Variations in job descriptions, titles, and requirements
across different sources can create confusion and complicate the job search process.

Application Process Issues

18
Lack of Transparency: A common complaint among job seekers is the lack of
transparency in the application process. Many platforms fail to provide real-time updates on
application statuses, leaving users uncertain about the progress of their applications.

 Application Tracking: Inadequate application tracking features can prevent users

from monitoring the status of their applications, leading to frustration and
disengagement.
 Feedback Mechanisms: The absence of mechanisms for employers to provide
feedback on applications can leave job seekers in the dark about why they were not
selected, hindering their ability to improve future applications.

Communication Gaps: Effective communication between job seekers and employers is

crucial for a smooth recruitment process. However, many job portals do not facilitate
seamless communication.

 Messaging Systems: Limited or poorly designed messaging systems can make it

difficult for users to interact with potential employers, ask questions, and follow up
on applications.
 Interview Scheduling: The lack of integrated tools for scheduling interviews and
managing communication can create additional hurdles in the recruitment process.

Security and Privacy Concerns

Data Security: Ensuring the security of user data is paramount for any online platform,
especially job portals that handle sensitive personal information. Security breaches can
have severe consequences, including identity theft and financial loss.

 Encryption: Inadequate encryption of user data can leave it vulnerable to

unauthorized access and cyberattacks.
 Authentication: Weak authentication mechanisms can be exploited by malicious
actors to gain access to user accounts and sensitive information.

19
 CHAPTER 3

OBJECTIVES AND MOTIVATION

3.1 Problem Statement

As it is important to keep the candidates engaged during their job search, it is important to
provide facets on the abovementioned criteria so that they can narrow down to the job of
their choice. The searches by candidates are not very elaborate. If the search is generic, the
results need to have high precision. On the other hand, if the search does not return many
results, then recall has to be high to keep the candidate engaged on the site. Providing a
personalized job search to candidates on the basis of their profiles and past search history
makes sense for the candidates. In employer point of view, if they need to assign a person
for a work or fill the gap after a resignation of an employee is taking time delay on a
following reason. Generally advertising with 10 days or more for the application (CV)
collection. After received the applications, the shortlist process will be done. Top
management staff will decide a particular day to call for an interview. After the final
interview, the candidate will be selected for work but the employee could be requested for
notice period for his/her current job. Due to these above reasons, the employer may get lost
in their business or project. Candidates cannot give resignation to the current working place
until he/she gets an offer letter from new employer otherwise they will get affected
economically.

They do not account for the same post or for the same salary as they have mentioned on the
job portal. Even the location or the environment in which the industry in situated is not
mentioned correct. So, many users are not satisfied with this kind of miss happenings. The
companies do not even represent their real structure on the portals. They give fake
structures of their industries on the job portals.

When hundreds or thousands of jobs posting on the websites, candidates could not see all
the opportunities in one page even if they are sorted by categories. Current job interview
processing in Sri Lanka is not reached to the standard automated recruiting method. Online
job portal system will reduce the above mentions processing delay. Many large
organizations, government institutions, non-profit organizations, and private companies
have their own job portals that job seekers directly access on their website. Also, most of
them advertise on other media like newspaper and TV instead of that does not fulfill both

20
side expectations of organization and job seekers completely. It is clear that most
companies waste money and their valuable time to find the suitable candidates.

While recruiting, the recruiters have to be very careful about the validity of the person who
has applied for the job online. The company also needs a good worker for their industry.
For their, they have to check the validity of the user’s profile and qualifications.

3.2 Objective

Both parties’ employer and employees will get notified as soon as a job posted on the
website. The automated electronic skill analyzer will help an employer to find out the
right/top employee. Based on the marks allocated by employer for each skill whoever the
employees get pass marks will be listed. Employees who are matching with required skills
will also get notified separately based on their interests. Online job portal system will help
for both parties in order to find out the suitable employee and best employer to the industry
and candidate respectively.

Following are the objectives that we wish to achieve with this project:

 To provide a platform to the Job Seekers which will help them to get job as per their
skills and requirements.
 To provide a better way to the Recruiters in order to hire employees with skills
company needs.
 To identify the needs of the Recruiters and Job Seekers with the help of numerous
filters.
 To avoid duplication of Job Posts by any Recruiter.
 To help Recruiters to manage their profile, and keep a track of all the Job Seekers
who are applying to their companies.
 To generate an automated mailing system keeping the Recruiters and Job Seekers
updated about their current status on the Job Portal.

Application is to develop a system using which job applicants and recruiters can
communicate with each other. An online job portal is an application where the job seekers
can register themselves at the websites and search jobs which are Suitable for them where
as the employers register with the website and put up jobs which are vacant at their
company the online job portal system is a package to be used by agencies to improve the
efficiency of business online job total system to be developed benefits greatly the members
21
the system provides jobs catalogue and information to members in health and decide on the
jobs of life the admin and employers can keep the jobs catalogue updated all the time so
that the job seekers get updated information all the time.

The objective of this project is to develop a career networking website with a recruitment
site, which is a modern way for the employers to advertise the latest job openings in their
organization over the internet. This project also facilitates the jobseekers to interact and
follow with their professional network, search jobs and apply for these jobs online. This
project will provide the employers with low budget cost effective resume search and job
posting options for the companies to best fit their job requirements. Hiring and Firing of the
candidates are not in the scope of this project.

3.3 Scope and Motivation

The aim of this project is to create an online portal for both job seekers and recruiters, to
offer jobs and find jobs, communicate with each other and conduct interviews through the
portal. Also, people who have the same skill set can network together. This system is
focused on the IT industry to fill the gap between job seeking and recruitment; most of
these tasks are automated through the system. So, recruiters can post their jobs in the
system and candidates can seek jobs via the system. Candidates and recruiters both will be
ranked according to their performance, reliability etc. via the system. This system will
provide preparation tests for interviews in a given timeframe. So, candidates can practice
for interviews through the system and will provide all the relevant study materials before
the interview. Also, it is a huge problem that there is no online system for freelance work in
Sri Lanka. So, via this system employers can offer freelance jobs. Freelancers also are
ranked according to their performance through the system.

The scope of this project is to build a working solution of recruitment management and
career guidance system in respective iterations. System will be web based along with APIs
for integration with other systems.

The system consists of mainly 03 types of users which are recruiters, candidates and admin
users. Also, candidates can act like freelancers. The system facilitates to register users as a
candidate or a recruiter. If a user registers as a recruiter, there will be a special access code
which the user has to obtain to register under a company. Recruiters can post job openings,
view candidate profiles, schedule interviews, etc. This system will automate the hiring
process and therefore recruiters must do only minimal work for that. The system will
22
generate time wise reports to recruiters regarding candidate information, job postings and
so on. Also, the system will generate special access codes for recruiters when they want to
register under a company. The system will automate the candidate selection process and
therefore select the suitable candidates with minimal effort.

When a user is registered as a candidate, the system will allow you to add skills, education
qualifications, professional qualifications and employment history to your profile. The
system will allow candidates to apply for jobs. Also, the system will notify candidates when
a relevant job vacancy is posted. The system will group candidates with similar sets of
skills and network them via the system. System will provide study materials to candidates
for preparing interviews. The other important benefit of this system for candidates is the
system will generate CV and portfolio according to the candidate’s skills. Also, if a
candidate is registered as a freelancer, there are freelance jobs available in the system. The
system provides a messaging service to communicate between recruiters and candidates.
Therefore, every recruiter and candidate have his own message box. The system will
conduct online interviews and practice tests for candidates. Also, the system will rank
candidates and recruiters according to their performance. There are also admin users in the
system. The system will allow admin users to configure the system. Also, admin users have
the privilege to add companies to the system and generate access tokens for recruiters under
a particular company and admin users can manage other user roles. One of the most
important features of the system is that the system will generate various reports for admin
users, recruiters and candidates. It will help to track candidate and recruiters’ performance,
number of job postings and so on.

 Provides the environment for recruiters to offer their job postings.

 Candidates will be able to find jobs via the system.
 Freelancers will be able to find freelance jobs through the system.
 Rank and evaluate candidates, recruiters and freelancers according to their
performance.
 Automate hiring process and conduct online interviews.
 Automate candidate selection process through their rank and overall score.
 Communicate between recruiters and candidates via messaging service provided by
the system.
 Provide reports and statistics to recruiters timewise.

23
 CHAPTER 4

PROPOSED METHODOLOGY

4.1 System Architectural Diagram

System Architecture represents the system architecture of the web application. The user
first registers himself and accesses the web application. Users can access the discussion
panel on healthcare and education respectively. In order to post a job, the user needs to
register himself as an employer and provide details of the company and himself. All the
details are stored in the database. The employer can even edit the details later as per his
requirements.

A system architecture is the conceptual model that defines the structure, behaviour, and
more views of a system. An architecture description is a formal description and
representation of a system, organized in a way that supports reasoning about the structures
and behaviours of the system. Prior to the advent of digital computers, the electronics and
other engineering disciplines used the term "system" as it is still commonly used today.
However, with the arrival of digital computers and the development of software
engineering as a separate discipline, it was often necessary to distinguish among engineered
hardware artifacts, software artifacts, and the combined artifacts. A programmable
hardware artifact, or computing machine, that lacks its computer program is impotent; even
as a software artifact, or program, is equally impotent unless it can be used to alter the
sequential states of a suitable (hardware) machine. However, a hardware machine and its
programming can be designed to perform an almost illimitable number of abstract and
physical tasks. Within the computer and software engineering disciplines (and, often, other
engineering disciplines, such as communications), then, the term system came to be defined
as containing all of the elements necessary (which generally includes both hardware and
software) to perform a useful function.

Feasibility studies aim to objectively and rationally uncover the strengths and weaknesses
of an existing business or proposed venture, opportunities and threats as presented by the
environment, the resources required to carry through, and ultimately the prospects for
success. In its simplest terms, the two criteria to judge feasibility are cost required and
value to be attained. Feasibility Study-: The feasibility study of a project can be ascertained
in terms of technical and economic factors or both. A feasibility study is documented with a

24
report showing all the ramifications of the project. Five common factors of Feasibility
Study: The acronym TELOS refers to the five areas of feasibility - Technical, Economic,
Legal, Operational, and Scheduling.

Fig. 4.1 System Architectural Diagram

25
4.2 Functional and Non-Functional Requirements

4.2.1 Functional Requirements

1. User Registration and Login:

- Users (job seekers and employers) should be able to register using email or social media
accounts.

- Provide options for password recovery and account verification via email.

2. User Profiles:

- Job seekers can create and update their profiles with personal information, resume/CV
uploads, skills, education, and experience.

- Employers can create company profiles with details about the company, location, and
job postings.

3. Job Posting:

- Employers should be able to post job listings with details such as job title, description,
requirements, location, salary, and application deadline.

- Option to mark jobs as urgent, featured, or remote.

4. Job Search and Filters:

- Job seekers should be able to search for jobs using keywords.

- Filters for job type (full-time, part-time, freelance), location, salary range, industry, and
experience level.

5. Job Application:

- Job seekers should be able to apply for jobs directly through the portal by submitting
their resume and cover letter.

26
 - Employers should receive notifications of new applications and be able to view and
manage applications.

6. Messaging System:

- Internal messaging system for job seekers and employers to communicate directly
through the portal.

7. Notifications:

- Email and in-app notifications for job seekers about new job postings matching their
profile, application status updates, and messages from employers.

- Employers receive notifications about new applications, messages, and profile views.

8. Resume Builder:

- Tool for job seekers to create and format their resumes directly on the portal.

9. Company Reviews:

- Section for job seekers to read and write reviews about companies and their work
environments.

10. Job Alerts:

- Job seekers can set up job alerts for specific search criteria and receive regular updates.

11. Saved Jobs and Applications:

- Users can save job postings and track their application status.

27
12. Admin Panel:

- Admin functionality to manage users, job postings, and site content.

- Tools for monitoring site usage and generating reports.

4.2.2 Non-Functional Requirements

1. Scalability:

- The system should handle a large number of concurrent users and job postings without
performance degradation.

2. Performance:

- Pages should load within 3 seconds under normal load conditions.

- The system should handle peak times efficiently.

3. Data Protection:

- Implement encryption for sensitive data, such as user passwords and personal
information.

- Ensure compliance with data protection regulations (e.g., GDPR).

4.Access Control:

- Role-based access control to restrict access to certain features and data based on user
roles (admin, employer, job seeker).

5. Audit Trails:

- Maintain logs of user activities for security and troubleshooting purposes.

28
6. User Interface:

- Intuitive and responsive design to ensure ease of use across different devices and screen
sizes.

- Provide a consistent and accessible interface.

7. User Support:

- Comprehensive help section and FAQs.

- Live chat or support ticket system for user queries and issues.

8. Availability

- Ensure 99.9% uptime to provide a reliable service.

- Implement failover mechanisms and regular backups.

9. Backup and Recovery:

- Regular automated backups of the database and essential data.

- Quick recovery processes in case of system failure.

10. Code Quality:

- Follow coding standards and best practices to ensure maintainable and scalable code.

- Regular code reviews and automated testing.

11. Documentation:

- Detailed documentation for developers, including API documentation, user manuals,

and deployment guides.

29
4.3 Use-Case Diagram

Fig. 4.3 Use-Case Diagram

30
4.4 Flow Chart

Fig.4.4 Flow Chart Diagram

31
4.5 Data Flow Diagram

4.5.1 Level 0

Fig.4.5.1 Level 0 (Company)

32
4.5.2 Level 0

Fig. 4.5.2 Level 0 (Admin)

33
4.5.3 Level 1

Fig. 4.5.3 Level 1 (User)

34
4.5.4 Level 1

35
 Fig. 4.5.4 Level 1 (Employer)

4.5.5 Level 2

Fig.4.5.5 Level 2 (Company)

36
4.5.6 Level 2

37
38
Fig. 4.5.6 Level 2 (Admin)
39
4.5.7 Level 3

Fig. 4.5.7 Level 2 (User)

40
 CHAPTER 5

IMPLEMENTATION & RESULT ANALYSIS

5.1 Software & Hardware Requirements

The goal of the requirement analysis and specification phase is to clearly understand the
customer requirements and to systematically organize the requirements into a specification
document. The main activities carried out during requirements analysis and specification
phase are of two types as follows: Requirements gathering and analysis Requirements
Specification The main purpose of the requirements analysis activity is to analyze the
collected information to obtain a clear understanding of the product to be developed, with a
view to removing all ambiguities, incompleteness, and inconsistencies from the initial
customer perception of the problem. The SRS document is the final outcome of the
requirements analysis and specification phase. There are 3 main types of problems in the
requirements that the analyst needs to identify and resolve: Ambiguity Inconsistency
Incompleteness. Other steps are discussed accordingly.

System Requirements:

The successful running of any project primarily depends upon hardware and software used
in its compilation. The hardware used in the machine should be such that it supports the
software that is to be mounted for assembling the project. This project deals with the
hardware and software, which is available readily and easy on each and every machine
given to the user.

Hardware Requirements :

 300 MHz Pentium Processor

 256 MB RAM
 40 GB hard disk
 1.44 MB Floppy Drive
 CD-ROM Drive
 16-Bit colour display, 640x480 resolution
 Printer
 Mouse

41
 Software Requirements:

 Windows 10
 Node Js
 Mongodb Compass
 Vs Code

The site has been developed using:

 Front end: React.Js, Tailwind Css, Javascript

 Back End: Node.js, express.js, Mongo DB
 Framework: React.js

42
5.2 Implementation Details

1. Requirement Analysis and Planning:

 Gather Requirements: Meet with stakeholders to understand their needs and

document the functional and non-functional requirements.
 Feasibility Study: Assess the technical, operational, and economic feasibility of the
project.
 Create a Project Plan: Develop a detailed project plan that includes timelines,
resource allocation, risk management, and a communication plan.

2. System Design:

 Architectural Design: Define the system architecture, including the high-level

design of system components and their interactions.
 Detailed Design: Create detailed designs for each component, including data
models, class diagrams, and interface designs.
 Technology Stack Selection: Choose the technologies, programming languages,
frameworks, and tools to be used.

3. Implementation:

 Set Up Development Environment: Configure the development environment,

including version control, integrated development environments (IDEs), and
necessary libraries.
 Coding Standards: Establish coding standards and guidelines to ensure code quality
and maintainability.
 Develop the Application: Start coding based on the detailed design documents,
implementing features and functionalities incrementally.
 Unit Testing: Write and execute unit tests to verify that individual components work
as intended.

4. Integration and Testing:

 Integration: Combine individual modules and test them as a group to ensure they
work together as expected.

43
  System Testing: Conduct system testing to verify the complete and integrated
system meets the specified requirements.
 Performance Testing: Evaluate the system's performance under various conditions
to ensure it meets performance criteria.
 User Acceptance Testing (UAT): Perform testing with actual users to ensure the
system meets their expectations and requirements.

5. Deployment:

 Prepare Deployment Environment: Set up the production environment, ensuring it is

secure, scalable, and reliable.
 Deploy the Application: Roll out the application to the production environment
following a deployment plan that minimizes downtime.
 Monitor and Support: Continuously monitor the system for issues and provide
support as needed to address any post-deployment problems.

6. Maintenance and Updates:

 Bug Fixes: Address any bugs or issues that arise during production use.
 Enhancements: Implement new features and improvements based on user feedback
and changing requirements.
 System Updates: Keep the system updated with the latest security patches and
software updates.

44
5.2 a) Database / Schema

Fig. 5.2 a) ER Diagram

45
5.2. b) Screenshot of Project

46
5.3 Gantt Chart

Fig. 5.3 Gantt Chart

47
5.4 Software Testing

48
 CHAPTER 6

CONCLUSION & FUTURE SCOPE

6.1 Conclusion

We can conclude that the project NepJobs (online job portal) will be a project with a high
success rate which will be able to deliver all the needs and requirements of employee (job
seekers) as well as the employer (recruiter). Job seekers can easily find jobs completely
related to their field and put an application online and confirm if they are feasible for the
job and they are hired by the employers or not.

It was clearly known during the development of project that it is a completely dynamic
project which has never ending possibilities for improvement irrespective with the platform
used for its creation.

The project has a wide scope. Our project mainly helps in improving productivity and
makes use of utilization of resources. There is no duplication of work as this was not the
case when done manually. Thus it reduces labor and increases morale. The system intends
user friendly operations which may resolve ambiguity. The project is a total management
and informative system, which provides the up- to-date information of all the students in
the college. Our system also help the college to overcome the difficulty in keeping records
of hundreds of students and searching for a student eligible for recruitment criteria from the
whole thing. It helps in effective and timely utilization of resources. The project facilitates
user friendly, reliable and fast management system. The placement officer itself can carry
out operations in a smooth and effective manner. They need not concentrate on record
keeping. The college can maintain computerized records thus reducing paper work, time
and money.

This paper presents different concepts about cloud computing and its platforms which is a
recent technology in present world. It is a development trend in near future. This
technology provides us with an infinite capability of computing, huge memory, fast
microprocessor, high-speed network, reliable system architecture etc. The paper also
describes about the leading Force.com platform for creating and deploying next generation

49
cloud apps and its benefits. Also tells about how using this platform and cloud technology
proves beneficial for developing the Recruiting Application.

6.2 Future Scope

This study suggests that when Recruitment and Selection Process is properly established
and implemented then organization will must grow because all the employees will be
according to the requirements Recruitment and Selection Process affects a lot on the
organizational activities regarding its growth because if the people will be according t the
requirements and skilful then cost will reduce and organization must grow. All the study
has prove the fact there is directly and indirectly relationship is present between these
variables and these variables effect on the Recruitment and Selection Process. All the
independent variables are Recruitment sources, Interviews and Recruiters are all very
important in the Recruitment and Selection Process because by the missing of any one
factor there is chance the whole Recruitment and Selection Process will be affected by
these factors. There are no doubt others factors also effect on the Recruitment and Selection
Process but these are main and require more attention. That is why I choose these variables.

The limitation of this research is that for this research any empirical study such as a survey
has not been performed and hence no data analysis has been done to perform the findings in
that prospect. Hence, as future research there is scope of performing a research by doing an
empirical study on finding out the topmost technological trends that is impacting the
recruitment and selection process in an organization and provide valuable findings and
results regarding the research on the basis of the data analysis of the empirical study that
will be done for the research.

 Creating an application rather than just a website.

 Creating user friendly and fully responsive application.

50
 REFRENCES

1. Agarwal, N.C. (1998). “Reward Systems: Emerging Trends and Issues”. Canadian
Psychology, 39(1), 60-70.
2. Al-Aameri, A. S., (2000). Job satisfaction and organizational commitment for
nurses. Saudi Medical Journal, 21(6), 231-235.
3. Hamoud Telecom Somalia. Accessed 24.01.2019
https://www.hormuud.com/personal/services/evc-plus.aspx
4. Recruitment definition. Accessed 29.01.2019.
http://www.businessdictionary.com/definition/recruitment.html
5. Akila, R. (2012, September). A Study on Employee Retention among Executives at
BGR Energy Systems Ltd, Chennai. International Journal of Marketing, Financial
Services and Management Research.

51
 APPENDIX - I

PLAGIARISM REPORT

52