ResearchPDF Available

Abstract and Figures

This paper highlights the importance of on-campus online job recruitment system and its role in helping students grab the available job opportunities. It highlights the problems associated with the traditional way of hiring, especially for college students. It also presents some findings and results obtained through various surveys conducted within the campus before and after the deployment of this system. The work presented in this paper is based on an e-recruitment system built for one of the leading engineering institute in Nepal, Pulchowk campus. With some features like job recommendation based on various levels of skill, smart multi-criteria search, graduate tracking, this system proves to be useful for all i.e. companies, students and the campus as well. Link to download full text (for free): https://astesj.com/v05/i05/p110/
Content may be subject to copyright.
www.astesj.com 902
Need of E-Recruitment System for Universities: Case of Pulchowk Campus, Nepal
Vijay Yadav*, Ujjwal Gewali, Suman Khatri, Shree Ram Rauniyar, Aman Shakya
Pulchowk Campus, Department of Electronics and Computer Engineering, Lalitpur, 44700, Nepal
A R T I C L E I N F O
A B S T R A C T
Article history:
Received: 30 August, 2020
Accepted: 28 September, 2020
Online: 12 October, 2020
This paper highlights the importance of on-campus online job recruitment system and its
role in helping students grab the available job opportunities. It highlights the problems
associated with the traditional way of hiring, especially for college students. It also presents
some findings and results obtained through various surveys conducted within the campus
before and after the deployment of this system. The work presented in this paper is based
on an e-recruitment system built for one of the leading engineering institute in Nepal,
Pulchowk campus. With some features like job recommendation based on various levels of
skill, smart multi-criteria search, graduate tracking, this system proves to be useful for all
i.e. companies, students and the campus as well.
Keywords:
e-recruitment
job recommendation
candidate filtering
HR management
1. Introduction
With an increase in production of manpower in various sectors,
finding a proper job according to our skill is really a tough task to
accomplish. Traditional method of hiring a candidate is proving to
be inefficient. It is quite tedious and time consuming. Specially,
those candidates who are freshers, don’t have any idea regarding
the whole process from advertisement to hiring face difficult times
in landing to their first job. It’s not that they don’t have the right
skills required for the job, rather most of the time its lack of right
information at right time. Some sectors of job are really
competitive and is difficult to make through it. But many other
sectors have plenty of job opportunities, it’s the lack of proper
communication channel between employer and job seeker which
makes it difficult. The advancement in electronics devices, IT
sectors made people realize the need of e-recruitment system. In
the beginning phase of development of e-recruitment system it was
limited to only few countries and sectors. But today, it has
widespread. Even the under developed and developing countries
are working to build a proper electronic medium of hiring
candidates to manage and mitigate the challenges posed by
increasing unemployment in the country, to some extent.
In many developed countries, the universities and campuses have
built their own job portal to make it easy for their students to get
internships and jobs. This helps students know about the available
opportunities at the right time and also establish proper
communication channel with the employer. The employer can get
their targeted candidate with little effort and less spending. The
campuses can also be happy with the improvement in placement
rate of their students.
Nepal has a range of web portals that work in the field of hiring of
candidates for the jobs that they get through various companies
from across the country. JobsNepal, KantipurJob, kumariJob,
MeroJob are few of them. Though these commercial jobs are
available in large numbers, the concept of job portal for universities
and campuses is still a new idea to this country. It’s hard to find
such a portal in the institute of this country. Through the study and
understanding of the importance of dedicated job portal for
campuses we came up with the idea to develop an e-recruitment for
our own campus. Before developing this system, we conducted
surveys among the bachelor’s students from the faculties of
electronics, computer, electrical and civil engineering. The purpose
of these surveys was to know their difficulties faced with
traditional system, experiences of using available commercial job
portals and perception towards having on-campus job portal.
Here, we are going to present a graphical representation of the
process of hiring students that existed before this system and that
exists after this system.
ASTESJ
ISSN: 2415-6698
*Corresponding Author: Vijay Yadav, vizayyadav123@gmail.com
Advances in Science, Technology and Engineering Systems Journal Vol. 5, No. 5, 902-912 (2020)
www.astesj.com
Special Issue on Multidisciplinary Innovation in Engineering Science & Technology
https://dx.doi.org/10.25046/aj0505110
V. Yadav et al. / Advances in Science, Technology and Engineering Systems Journal Vol. 5, No. 5, 902-912 (2020)
www.astesj.com 903
1.1. Before this system
The Figure 1 below depicts the traditional process of hiring of
students that existed in our campus.
Figure 1: Traditional hiring process
In traditional system, in order to hire students, the company either
contacted to various departments of our campus or Class
Representative (CR) to circulate the information among students
regarding any job vacancies. The department through CR and CR
through Facebook page circulated that information. And then when
student opened that page, they came to know about any job
vacancies. The Facebook page was used for various purposes due
to which the job-related information could not be properly
communicated.
1.2. After this system
The Figure 2 shows the improvement we brought through the
development of this system in the process of hiring students of the
campus.
Figure 2: Present day hiring process
As shown in the figure above, a dedicated system is available to
manage all the recruitment related activities. Now, company can
directly post jobs in the web portal and students can see all the job
postings in that portal without anyone’s intervention. Companies
will contact the department only once in their whole lifetime i.e. at
the sign-up process just to verify their identity so that they can start
posting jobs and communicate with their potential candidate
directly.
1.3. Why this system?
Even though many commercial job portals were available in the
market, why we felt the importance of building this system, what
edge this system provides over those commercial job portals and
how it will benefit the students, we will answer these questions in
this section.
Let’s have a look at a Figure 3.
Figure 3: Purpose of the system
According to the trend we have seen in last few years, when it
comes to hiring a college student for the job, companies prefer
students of one institute over others. Also, they post the same
vacancies across variety of commercial job portals which is quite
costly and time-consuming process. Now, they can simply post
their job vacancies in our e-recruitment system which is not only
free of cost but also reduces their time in the process of hiring the
right candidate. Because it’s a simple system with limited user
access, the campus also can manage to run this system in free of
cost because in the end, it’s going to benefit their own students and
themselves as they can keep track of the employment situation of
their students.
2. Literature review
This paper is an extension of work originally presented in a
conference, Artificial Intelligence for Transforming Business and
Society (AITB), 2019 [1]. It contains an extensive explanation of
the system using various diagrams. Some features which were
improved in the system in the last one year have been included in
this paper. Those improvements are job recommendation not only
based on skills but also on the level of skill like beginner, skilled,
advanced and expert, skill verification of students by the
department, viewing the location of companies on map, knowing
more about the location from where the job has been posted using
Foursquare API. It also includes the analysis of data collected
before and after the development of this system, through various
surveys conducted among the students of the campus. Some data
visualization tools have also been used to visualize the skill
requirements of the country and places with more job
opportunities across the country, using the data collected over the
last one year.
Over the last few years technologies have developed a lot. But
before that various traditional methods like advertisement through
radio, television, newspapers were used to propagate information
regarding vacancy opening [2]. Nowadays, people spend more
time on internet finding a job rather than reading a newspaper or
listening a radio every day. Many breakthroughs are being
achieved regarding the speed of the internet which in turn have
decreased the price of web surfing. At the same time, we cannot
V. Yadav et al. / Advances in Science, Technology and Engineering Systems Journal Vol. 5, No. 5, 902-912 (2020)
www.astesj.com 904
deny the existence of traditional way of hiring a candidate. Still,
the same process of publishing an advertisement on newspaper
and hiring a candidate through an interview is considered as the
best way to find the right candidate [3]. The major role of online
recruitment system is to communicate information regarding the
vacancies among the targeted candidates within the right time and
in an organized manner in order to fight the increasing
unemployment because in some places where even jobs were
available, the candidates were unaware of those jobs due to lack
of proper communication channel [4]. So, it becomes very
important to study the existing situation around the place for
which the system is being built. A proper study is needed to know
the perception of both employer and job seekers especially the
students regarding online recruitment system and traditional
system of hiring [5]. Not all the employers looking to find
candidate for the job through online process gets satisfactory
result after spending considerable amount of money during the
process [6]. So, once a system is built it is necessary to analyze
the various parameters of the system like cost-effectiveness,
security, performance, usability and reliability with the help of
group of respondents who are actually going to use the system [7].
Charging a huge amount of money to the employers/ companies
is not going to help, especially in the case of on-campus job portal
because this will ultimately reduce the number of job postings
through this system.
Knowing the purpose of building a job portal is very important
because in the past as well many job portals emerged without
analyzing the environmental situation required at that point of
time and thus, later on were compelled to merge in order to
provide better service [8]. Online job recruitment system cannot
be useful in every scenario. There are some problems associated
with e-recruitment system as well [9]. In some cases, it may prove
to be more costly and inefficient. So, while developing a system
all factors need to be considered. If done so it can save large
amount of money which is spent on advertising and those saved
money can be used for training and skill enhancement of the hired
candidate [10]. Campuses where mostly non-income generating
candidates are available, cost effective system is a must to reduce
the economic burden which could come upon the student.
In a fast-paced world of today, it’s very difficult to carry on the
traditional way of hiring a candidate they are tedious, time
consuming and stressful [11]. We live in the world of
advertisement. No matter how good the product is, it needs an
attractive presentation through advertisement to increase its sale
and get desired price for that product. Same thing applies for job.
It is directly linked with the life and dreams of an individual. So,
he/ she needs to find something inspiring to apply for a job and an
e-recruitment provides that platform to the employer to put a
proper job posting in order to attract the targeted candidates [12].
Online medium and internet have brought drastic change in the
recruitment process impacting both employer and job seeker in a
positive way. Internet has become a major tool for both employer
and job seeker as it has brought both of them on same platform. It
has revolutionized the traditional method of hiring a candidate for
the job [13]. It provides an edge to the company to get the best
candidate suited for the job. Also, an edge to the job seeker to
select from many options available. E-Recruitment system has
virtually vanished the boundaries between the countries [14]. It
has promoted the concept of globalization. It has reduced the work
and time spent by Human Resource Department of companies on
hiring process, significantly. It has made the whole process
organized and paperless [15].
An individual has to go through various steps and screenings
before they finally get a job and for that one should first be able
to apply for a job of matched skills [16]. Companies perform those
screenings to make sure they have found the right candidate who
could sustain in the company for longer period of time because
the human resource is what one company can have advantage over
others [17]. Skilled and talented human resource makes wise use
of resources available within the company and thus makes a
company look different in comparison to its competitors. The
human resources available within the company should be
motivated and possess high morale and companies should help
them with these because the conduct, work and efficiency of
workforce of companies determine the survival of the company in
the business they are involved in [18].
Lots of job are posted on an e-recruitment website on a daily basis.
All the job seekers on those platforms don’t have same set of skills
and it takes lots of time for an individual to find the right job that
match up with his/ her skills, if some mechanisms are not
employed in the system to recommend jobs to the job seekers
based on the skills they possess [19]. So, recommendation system
is a must for any e-recruitment system because the main purpose
of any e-recruitment system is to reduce the time in the process of
hiring.
Nepal is still a developing economy. Many skilled manpower is
forced to leave the country in search of job. So, a better and
organized system is required to employ those workforces within
the country to contribute to its economic development [20]. And,
what could be a better than to start identifying the skill of
individuals during the college times and helping them find the job
that suits their skill. This will not only stop those skilled
workforces from going abroad but also help them in contributing
to the development of their own country. The college students are
more in dilemma when they complete their study and look to find
a job for themselves because they don’t have any idea regarding
where to apply, how the process takes place. They spend much
time finding answer to those questions before they land to their
first job. So, the e-recruitment system we have built will try to
solve these issues. With this system, students will probably be
able to get their first job before they complete their studies. Also,
they would be familiar with the whole process in advance.
3. System overview
This application is a campus based online recruitment system. The
need to build this system was realized when we faced with the
traditional method of hiring students by the companies. The
V. Yadav et al. / Advances in Science, Technology and Engineering Systems Journal Vol. 5, No. 5, 902-912 (2020)
www.astesj.com 905
traditional method was time consuming, tedious and unfair to
most of the students because the job vacancies came through
various individuals in the campus. There was not a dedicated
platform for handling only job-related matters due to which the
information related to vacancies could not reach to every students
of the campus within the time. In fact, we faced this issue multiple
times. Until we could get information related to vacancies, some
other individuals were already hired. So, we thought of building a
system which would treat each student fairly in terms of getting
information timely and show casing their skills to the employer.
We also defined the role faculty department (Admin) during the
hiring process, in this system. There are three actors involved in
this system. They are students, companies and faculty
departments. Though the role of faculty department during hiring
process is minimal, it’s vital.
3.1. Basic features of the system
The basic and most important features of an e-recruitment system
is shown in Figure 4 The system will help students to build their
profile once they are logged in and this profile can be used to
generate CV which they can download in the form of PDF. The
companies can post job through their own profile. Based on the
jobs posted by the companies, the system will recommend the jobs
to the students that match with their skills. A secured login is
provided to enhance the authenticity of the users.
Figure 4: Overview of system
Figure 5: Home page of the system
3.2. Workflow of the system
The state diagram shown in Figure 6 represents various states and
the workflow of the system. During the sign-up process, users
need to identify themselves as either employer or student.
Department does not have to create a separate account as it is
already provided with the system. Students having an email
account of the campus will only be allowed to create an account.
Similarly, the companies can also create an account which they
can use to post job vacancies. Students, Companies and Admin
are the three actors involved in this system. The whole process of
hiring is completed with interactions among these three actors.
Figure 6: State diagram of the system
The role of all three actors are elaborated below:
Students
Students are the job seekers in this case. All they have to do is to
first register themselves into the system. During the registration
process, students need to verify their email address. This process
does two things, first it verifies whether the email address used is
of the campus or not (for e.g.: abcd@pcampus.edu.np), and the
next thing is whether the provided email address is associated with
particular user or not. The link sent to email for verification will
be valid for only few hours. Once the email is verified, users will
be asked to update their profile. After updating their profile, they
can apply for the job. Also, students will now be visible to the
companies in their search results. Students will be notified
periodically through email to update their profile to increase the
chances to find better job.
V. Yadav et al. / Advances in Science, Technology and Engineering Systems Journal Vol. 5, No. 5, 902-912 (2020)
www.astesj.com 906
Figure 7: List of jobs the student has applied for
Companies
Companies are the job providers or employers in this case. All
they have to do is to create an account to start posting jobs. They
have to pass through two verification processes. First, they have
to verify their email address and the second is to verify their
identity which will be done by the Admin. Once an account is
created, a notification will be sent to the Admin to verify whether
the company is genuine or not. The admin can match the
information provided by the companies during the creation of
account or can directly contact with the companies to verify its
existence and credibility. As soon as the two-verification
processes are completed, companies can start posting jobs. There
is no limit on how many jobs a company can post. Also, the
posting of jobs will be free of cost to attract sufficient job
opportunities towards the campus.
Department (Admin)
It is the center of the system. It controls all the activities of the
system. The major task of this actor is to verify the identity of the
companies signing up into the system. It can also keep track of the
employment condition of the students even after their graduation.
The role of Admin has been extended from the previous version
of the system. A separate account will be setup for project
supervisors which will have very limited access control over the
system. The one who has logged in using this account can only
view an interface to verify the skills of the students. Once in a
semester the project supervisor can use this account to verify the
skill demonstrated by the student during the development of
project. Student’s profile will have green tick mark displayed
along with their skills. This will be an added advantage to the
student.
3.3. Software Development model
This application has been developed using prototype model. Since
this system was itself a first of its kind in the country, it was very
important to incorporate the feedbacks of various parties involved
in this system directly of indirectly. Especially, it was very
important to get the advices of the users who will actually be using
this system. After refining so many prototypes, we finalized a
prototype and started building this system. During prototyping,
various faults within the design were identified. Also, it became
easy for us to train them as most of them were familiar with the
design. It also increased the acceptance among the users. The
development and testing of the system were carried out
simultaneously.
4. System architecture
The various components of this system have been elaborated
below:
Figure 8: Component diagram of the system
Multi-criteria search
Multiple fields have been provided to both students and
companies to make search. Students have been provided with
fields like position, location and type to find the jobs more suited
to them. Student can search for different positions like
programmer, graphics designer, project manager, content writer
and so on. Also, they can make search if jobs are available in the
location of their choice. Type field represents the type of job like
part time, full time, freelance or internship. Students can either
use these fields individually or in combinations to make search.
Similarly, companies are provided multiple fields to make search
for candidates best suited for the vacancies they have announced.
The fields provided in search module of companies are position,
qualification, skills, and years of experience. Position has same
meaning as that of students. Qualification could be the degree that
a particular candidate holds such as Bachelor in Computer
Engineering, Masters in Electronics and communication
V. Yadav et al. / Advances in Science, Technology and Engineering Systems Journal Vol. 5, No. 5, 902-912 (2020)
www.astesj.com 907
Engineering and so on. Skills could be technical skills like python,
java and non-technical skills like communication, time
management and so on. The companies can also use these fields
individually or in various combinations.
Not every time the keywords used for searching match exactly to
the keywords stored in database. So, Levenshtein distance has
been used to approximate the search keyword. It helps to find the
result that best represents the keyword entered by users during
search process. It calculates the minimum edit required to
transform one string to another [21]. The edit mentioned here
could be insertion, deletion or substitution.
For example, let us consider someone is trying to make search
using skill field and he/she enters PYTON instead of PYTHON.
P
Y
T
H
O
N
P
Y
T
O
N
The Levenshtein distance between those two words is 3 as three
changes are required. Also, we have fixed the maximum
permissible to 3. So, in this case the user will successfully get all
the results have skill value “PYTHON”.
Job posting
This allows a company to post jobs. There is no limit on how
many jobs a single company can post. Also, the posting of job is
free of cost. The company needs to add their address very
carefully because we have used folium library to point to the
address defined by the company, on map of Nepal. This could
help student in finding the place easily in case if company calls
that individual for the interview. Geopy library has been used to
find the latitude and longitude of the place.
Figure 9: Example of map pointing to the address of company in New
Baneshwor, Kathmandu, Nepal
There is also one feature provided called “Explore this place”
which will help students get an overview of the place for which
the job vacancy has been announced. It uses Foursquare API to
find the top ten categories of venues within 500m of that place (if
available within its dataset). Since it is still in an initial phase, the
free version of Foursquare API has been used. Here also, Geopy
library has been used to find the latitude and longitude of the place.
Figure 10: Fetching venues using Foursquare API
The venues fetched in JSON format is properly formatted and
displayed in tabular form. Then, according to the availability of
each category of venues, they are sorted in descending order to
get the list of top ten categories of venues.
Figure 11: Example of top 10 categories of venues within 500m radius of
Kathmandu fetched by Foursquare
V. Yadav et al. / Advances in Science, Technology and Engineering Systems Journal Vol. 5, No. 5, 902-912 (2020)
www.astesj.com 908
Candidate filtering
The company after receiving applications from many students
regarding any job vacancy can shortlist the students based on their
skill, qualification and experience required for the job in order to
reduce the time for recruitment. They can also download the CVs
of shortlisted students.
Registration/ login
This component is responsible for allowing the users to safely
register and log in into the system. During the process of
registration or login, it is very important to make sure authentic
users are using the system. The number of attempts allowed to
make to login into the system have been set to four. Also, for new
users the time interval to verify the email has been set to a
maximum one hour. Failing to do so will result in suspension of
the account in both the cases which could only be activated by the
Admin. Also, the password strength is checked during the
registration process and during the password change.
CV generator
This component is built for students. It is used to generate CV
using the information provided by students during profile creation.
Five attractive templates have been provided using which CV can
be generated. The generated CV can be downloaded in PDF
format as well to use it outside this system. The information
displayed on CV would be basic information, education,
experience, projects, hobbies, certifications and trainings, skills
and languages. Company, if finds the profile of any student
interesting can also download his/her CV in PDF format for future
reference. This feature saves time and money of students which
they spent on various platform for building an attractive CV.
Figure 12: Example of a generated CV
Mini blog
This feature is provided to students which allow them to add short
description of what projects or research they are working on. The
companies can view these pieces of information when a student
apply for the job to their company or when the company search
for candidates using search component. Very limited
functionalities have been provided with this component to keep it
simple and yet useful.
Job recommender
Many jobs are posted in an e-recruitment system on a daily basis
by different companies requiring different skills for different jobs.
Every student/candidate doesn’t possess same set of skills. It
would be difficult for them to find the right kind of jobs suited to
their skill. So, a recommendation system is a must for any e-
recruitment system. Student does not need make search every time
they login into the system. In fact, the system itself recommend
some jobs to the students based on the skills they have mentioned
on their profile. The system first matches the skills of students
with the skill required for the job posted and if matched, it will
then look for level of skills i.e. beginner, skilled, advanced or
expert, required for the job and also possessed by students. The
jobs whose both requirements matched with the profile of students
will be displayed on top in the recommendation section. The
recommendation section is displayed on the home page of
students.
Company/ Skill verification
This component is developed for department (Admin). It allows
admin to verify the identity of the companies and allow them to
post jobs into the system. Also, a separate account is created for
project supervisor within admin with limited access control, to
verify the skills demonstrated by students during the project or
research work. The student having verified skill will have an
added advantage. As it is verified by the authorized body,
companies can trust that student with those verified skills. It will
help companies in taking decision during the process of hiring.
5. Results and discussion
An e-recruitment system we tried to build to solve the existing
problems in our own campus, has been implemented successfully.
The main motive of building this system was to overcome the
shortcomings of traditional method of hiring and provide fair
chance to every student to showcase their skills and grab the job
opportunities that comes their way. It also helped to bring both the
employers and the job seekers on common platform and establish
direct communication channel between them.
5.1. Surveys
We will here present some very useful outcomes we got through
the various surveys and questionnaires we conducted.
Survey 1
In this survey, we gave two sets of questionnaires were given to
the participant. The purpose of this survey was to find the
experiences of participants regarding the traditional method of
hiring and also commercial job portals. we conducted this survey
among 300 students of our campus (mainly comprising the third-
and fourth-year students from the faculty of bachelor in computer,
electronics and communication, electrical and civil engineering)
and here are the results we got.
V. Yadav et al. / Advances in Science, Technology and Engineering Systems Journal Vol. 5, No. 5, 902-912 (2020)
www.astesj.com 909
Figure 13: Responses of survey 1.1
The first questionnaire (survey 1.1) comprised 3 questions as
shown in Figure 13 We found 72% participants felt traditional
method of hiring is more tedious. Only 40% were aware of most
of the vacancies that came through department and the other 60%
either never came to know about some of the vacancies or knew
when they were already expired. Despite that, 85% felt vacancies
through the department would be more beneficial if proper
communication channel is established between the companies and
the students.
The second questionnaire (survey 1.2) comprised 3 questions. The
responses are shown in Figure 14.
Figure 14: Responses of survey 1.2
In this survey, we found only 35% students had used any job
portal website till date. Among them only 19% found worth using
it. And 78% were willing to use the job portal site if build only for
campus students. They felt it would be more beneficiary for
students than those commercial sites that already exists in the
market, as this on-campus job portal sites would provide even
playing field to all the candidates.
Survey 2
This survey had one questionnaire comprising two questions. The
number of participants were 200. Only the fourth-year bachelor’s
students from the faculty of computer, electronics and
communication, electrical and civil engineering were involved.
Result for the question 1: “What level of job do you look for in
the 4th year of your study?” is shown in Figure 15.
Figure 15: Responses to first question of survey 2
We can see 90% students look for intern position when they are
in the fourth year of bachelor’s study, as internship is the first step
towards the journey of employment. There are some students who
start working since the first or second year of bachelor. It is the
result of this that in the fourth year, they start looking for beginner
or intermediate level of jobs. According to our survey, 8% look
for beginner level, 2% for intermediate level and no one for
advanced level.
Result for the question 2: From which year do you start
looking for jobs?” is shown in Figure 16.
Figure 16: Responses to second question of survey 2
From the Figure 16, we can see 50% of students start looking for
jobs from 4th year onwards. Similarly, 32% from 3rd year, 12%
from 2nd year and only 6% from 1st year. This result shows as
students’ progress towards the end of their study, they more
actively start looking for jobs. Especially, the numbers increase
rapidly towards third and fourth year.
Survey 3
This survey was conducted after the system was brought in use to
know if it has served its purpose for which it was developed. 280
V. Yadav et al. / Advances in Science, Technology and Engineering Systems Journal Vol. 5, No. 5, 902-912 (2020)
www.astesj.com 910
students participated in this survey comprising the third- and
fourth-year students from the faculty of bachelor in computer,
electronics and communication, electrical and civil engineering
Figure 17: Responses to survey 3
From Figure 17, we can see 78% students found this application
user friendly and 83% found it more efficient than the traditional
method of hiring. Similarly, 75% who used this system were
aware of most of the jobs posted, of their concern. This is actually
a good number as it was only 40% in case of traditional method.
Looking at these numbers, we feel the system has at least served
its purpose to some extent.
Analysis and visualization of number of vacancies received
over the period of one-year (i.e. from 2018/08/01 to 2019/07/31)
using choropleth map:
5.2. Province wise analysis
From the Table 1 and Figure 18, we can see that Bagmati Province
is way ahead in terms of generating employment opportunities.
Then comes Province 5, Province 2 and Province 1 respectively.
The remaining two provinces i.e. Karnali and Sudurpashchim
provinces have not contributed in job openings through this
system over the given period of time. This is because many
industries and services sectors are situated in the Bagmati
province. Also, its contribution to the GDP of the country is much
higher than the other provinces.
Table 1: Number of vacancies across provinces of Nepal (Tabular representation)
Province
Number
Bagmati
77
5
15
2
12
1
11
Gandaki
4
Karnali
0
Sudurpashchim
0
Figure 18: Number of vacancies across provinces of Nepal (Graphical
representation)
5.3. District wise analysis
From the Table 2 and Figure 19, we can see Kathmandu district
has the highest job openings over the period of one year. Also, we
received job vacancies from only 16 out of 77 districts of Nepal.
We received zero vacancy from the districts not mentioned in the
Table 2. If we exclude Kathmandu and Lalitpur from the list we
barely received vacancies from the other districts. This shows the
concentration of economy within only few districts of Nepal.
Table 2: Number of vacancies across districts of Nepal (Tabular representation)
District
Number
Kathmandu
42
Lalitpur
24
Rupandehi
8
Morang
7
Dhanusa
5
Chitwan
5
Dang
5
Bhaktapur
4
Kaski
4
Sunsari
3
Parsa
3
Mahottari
2
Bara
2
Makwanpur
2
Kapilvastu
2
Bhojpur
1
V. Yadav et al. / Advances in Science, Technology and Engineering Systems Journal Vol. 5, No. 5, 902-912 (2020)
www.astesj.com 911
Figure 19: Number of vacancies across districts of Nepal (Graphical
representation)
Visualization (using word cloud) of various types of skills that
were required for the jobs we received over the period of one
year (i.e. from 2018/08/01 to 2019/07/31):
Figure 20: Word cloud of skills that were mentioned for job vacancies
We can visualize in Figure 20 that skills like PHP, SQL, HTML,
Python, Web design, Graphics design and so on were more in
demand at least over that one-year period.
6. Conclusions and recommendations
We decided to build this e-recruitment system seeing the
problems that were faced by the students of our campus. The main
idea was to help students overcome the communication gap with
the companies and to provide fair chance to every student in the
campus to showcase their talent and skills in order to grab any job
opportunity that comes their way. And to achieve this, we thought
of building a system which could bring both the students and the
companies on a single platform so that they can communicate
directly and in an organized manner.
This system fulfills many of its purpose. But as it is said nothing
is perfect, this system has also some shortcomings which we hope
to improve in the upcoming future. We can make a provision to
read the information of CV in PDF form, when uploaded to the
system instead of enforcing the new users to fill the information
manually. We can add blogging feature with advanced
functionalities to develop it as a social hub where one can help
others in finding a job. We can add online test features to verify
the skills mentioned by students in their profile. We can improve
the job recommendation using some advanced machine learning
algorithms. The notification features informing the students about
the job match can be improved. Some inbuilt data analysis tools
can be added to provide insights on the current job scenario. Also,
feature regarding the sharing of CV on different platforms through
this platform can be added.
References
[1] V. Yadav, U. Gewali, S. Khatri, S.R. Rauniyar, A. Shakya, “Smart Job
Recruitment Automation: Bridging Industry and University,” in
International Conference on Artificial Intelligence for Transforming
Business and Society, AITB 2019, 1-6, 2019,
doi:10.1109/AITB48515.2019.8947445.
[2] E. Galanaki, “The decision to recruit online: A descriptive study,” Career
Development International, 07, 243-251, 2002,
doi:10.1108/13620430210431325.
[3] O. Shafique, “Recruitment in the 21 st century,” Interdisciplinary Journal of
Contemporary Research in Business, 04(02), 887-901, 2012.
[4] J. Dorn, T. Naz, Integration of Job Portals by Meta-search, 401-412, 2007,
doi:10.1007/978-1-84628-858-6_44.
[5] L. Khanam, M.A. Uddin, M.A. Mahfuz, “Students’ Behavioral Intention and
Acceptance of E-recruitment System: A Bangladesh Perspective,”
Proceedings of the 12Th International Conference on Innovation and
Management, 1297-1303, 2015.
[6] E. Parry, S. Tyson, “An analysis of the use and success of online recruitment
methods in the UK,” Human Resource Management Journal, 18(03) 257-274,
2008, doi:10.1111/j.1748-8583.2008.00070.x.
[7] M.G.G. Ventura, R.P. Bringula, “Effectiveness of online job recruitment
system : evidence from the university of the east,” IJCSI International
Journal of Computer Science Issues, 10(04), 152-159, 2013.
[8] A. Matas, “Internet becomes an on-line opportunity for employers and job
hunters,” The Washington Post, H2, Nov. 7, 1993.
[9] R. Ramaabaanu, & M. Saranya, “Importance and Problems of E-
Recruitment,” International Journal of Research (IJR), 01(09), 2014.
[10] A.J. du Plessis, H. Frederick, “Effectiveness of e-recruiting: empirical
evidence from the Rosebank business cluster in Auckland, New Zealand,”
Science Journal of Business Management, 2012, 1-19, 2012,
doi:10.7237/sisa/126.
[11] S. Mauno, U. Kinnunen, M. Ruokolainen, “Job demands and resources as
antecedents of work engagement: A longitudinal study,” Journal of
Vocational Behavior, 70(01), 179-171, 2007, doi:10.1016/j.jvb.2006.09.002.
[12] M.O. Fred, U.M. Kinange, “Effectiveness of E-Recruitment in Organization
Development,” Management and Economic Journal, 02(04) 2018, 294-301.
[13] B. Raghavendra, C. Priyanka, G. Chaithanya, “A study on E recruitment,”
V. Yadav et al. / Advances in Science, Technology and Engineering Systems Journal Vol. 5, No. 5, 902-912 (2020)
www.astesj.com 912
International Journal of Advance Research in Science and Engineering,
07(03), 2018.
[14] R. Rani, “E-Recruitment and its impact upon job seekers: A contemporary
approach,” International Journal of Advanced Research and Innovative Ideas
in Education, 02(04), 2016.
[15] Y. Gupta, “Literature review on E-Recruitment: A step towards paperless
HR,” International Journal of Advance Research in Computer Science and
Management Studies, 04(01), 2016.
[16] F. Ramadhani, M. Zarlis, “Analysis of e-Recruitment System Design,”
International Journal of E-Education, e-Business, e-Management and e-
Learning, 09, 3845.
[17] M.R. Karim, M.S. Miah, A. Khatun, “E-Recruitment in Practice: A Study on
Jobseekers’ Perception in Bangladesh,” Global Disclosure of Economics and
Business, 04, 2015, doi:10.18034/gdeb.v4i1.150.
[18] R. et al Patel, “E-Recruitment Challenges and Methods used in Modern
Organization,” International Journal of Advance Research in Computer
Science and Management Studies, 04(12), 2016.
[19] P. Manjare, R. Munde, “An Effective Job Recruitment System Using
Content-based Filtering,” International Research Journal of Engineering and
Technology(IRJET), 04(03) 2017.
[20] B.R. Poudel, “Online Recruitment: A Cognitive Perspective of Job Seekers
in Nepal,” Journal of Business and Social Sciences, 02(01) 2018,
doi:10.3126/jbss.v2i1.22823.
[21] K. Kukich, “Techniques for Automatically Correcting Words in Text,” ACM
Computing Surveys (CSUR), 1992, doi:10.1145/146370.146380.
ResearchGate has not been able to resolve any citations for this publication.
Article
Full-text available
The rapid growth and use of the Internet over the last several years has changed the way companies’ conduct of business activities, including the activities of human resource management. To attract and recruit best employees is one of the great challenges for Human Resource Department. Today online recruiting has become a significant tool for Human Resource Department. Bangladeshi companies also can recruit with their websites, job boards or resume banks, newspaper classified ads, and job boards. Online recruiting processes increase firms' competitive advantage through increased efficiency and lower costs and offers benefits and opportunities to jobseekers. This paper investigates the perceptions and behaviors of job-seekers concerning the use of the Internet as a recruiting source. 204 survey questionnaires were distributed to job seekers who are almost regularly using Internet for various purposes. The results showed that perceived usefulness and perceived enjoyment are positively and significantly related to the behavioral intention to use Internet as a job search tool. The study implies that the developers of online job sites need to provide additional useful functionalities or tools in the sites to help users for job search. The paper provides an insight for jobseekers to find employment by using Internet as a job search tool.
Conference Paper
Full-text available
This paper proposes and highlights the need of an online job board system for colleges and its effectiveness in bridging the gap between college students and career opportunities. Traditionally, employment websites have been used in HR management for finding candidates and in recruitment. This work is based on a job portal built for one of the leading engineering campuses of Nepal, Pulchowk Campus, which is a variation of such job boards designed specifically to serve the students of the Campus. With services like job recommendations to students based on their skills, and candidate filtering to assist companies in candidate matching, the system is expected to be of use for both students for exploring jobs, and companies to find potential candidates suited for the job. For full text visit: https://ieeexplore.ieee.org/document/8947445/metrics#metrics
Article
Full-text available
This article focuses on the background of the 'conventional' or 'old' way of recruiting, it reviews different 'new' ways; e-recruiting and its effectiveness; advantages such as accessibility and disadvantages such as transgression of some legislation in e-recruiting and the impact it has on management. Face-to-face interviews were conducted with 102 companies within that population. A 36- question questionnaire was used and we employed random stratified cluster sampling. Research done in Auckland's Rosebank Business Precinct (New Zealand) revealed that for certain job categories e-recruitment is effective. E-recruitment is revolutionising the way employers hire employees. Some implications for managers are pointed out such as the need to be trained for these changes; it can save a lot of money on advertisements; the savings could be used to develop careers or training for employees. The recommendations suggest that the HR objectives have to align with the organisational objectives to ensure that they recruit, select and employ the right candidate for the right job. A flow diagram for e-recruiting was developed by the authors for use by employers.
Conference Paper
Full-text available
Internet users in Bangladesh increased day by day. That’s the reason most of organization is using e-recruitment system to attract and recruit the best employees. Our study has drawn-out UTAUT model to determine university students’ adoption factors and responses to this new technology in Bangladesh. A total of 288 applicants gains access to and are reviewed on the e-recruitment system adoption factor analysis. This study used convenience sampling method and data analysis Smart PLS 2.0, a PLS software package for model fit. Research findings showed that performance expectancy, facilitating conditions, self-efficacy have significant influence on behavior intention. Also behavior intention showed positive influence towards using e-recruitment system. Trial results showed that the self-efficacy plays a significant role in influencing e-recruitment system usage compared to other external factors.
Article
Full-text available
Strategic recruitment is of vital importance in recruitment planning now a day. We also found the usefulness of Generation X approach in identifying the differences between the old generation and the young new Generation x and the different needs and attitudes of both the generations. This gives us an idea that the old recruitment practices might not be enough in today's competitive environment. The Rank and Yank approach shows just how intense the competition is in the corporate world today and the fact that this approach is so successful is astounding. Although the benefits of Internet recruiting exceed its drawbacks but even then we found that Internet recruiting is still more useful for computer related business sector. We would also conclude that despite all other recruitment testing methods Interviews still stand out as one of the best ways to identify and recruit the right person for your organization.
Article
Full-text available
Online Recruitment is a new tool, at the disposal of the HR departments, which has known a phenomenal success in very short time. This paper presents the findings of some descriptive research, involving UK IT companies. The research tries to identify the effect that the perceived attributes of the practice have on the decision of companies to recruit through the Internet. The attributes tested are cost effectiveness; recruitment cycle time; response rate; quality of response; impact on the image of the company; targeting of specific niches; targeting of the passive job-seeker; worldwide coverage; necessary resources, time and effort to implement; attractiveness of the mean to the job seekers (especially IT professionals and young graduates); risk of overload of answers; and impact of the size and reputation of the company. The paper provides an insight on how the companies perceive and value online recruitment.
Article
IT adoption is more than just technology deployment; it requires careful consideration of social-cognitive factors. With this premise, in this paper, the behavioral intention of job seekers to use online recruitment services in Nepalese context has been examined on the basis of five determinants: Performance expectancy, Effort expectancy, Subjective Norms, Objective Norms and Facilitating conditions. The impact of predictor on outcome variable is examined using multiple regression analysis. The unified theory of acceptance and use of technology (UTAUT) has been used as basic foundation of the study.
Article
The use of online recruitment methods is now widespread among UK organisations, but has not dominated the recruitment market in the way that was predicted by the popular media. This may be because organisations experience mixed success in using online methods of recruitment. This article reports on the use of a large-scale, longitudinal survey of recruitment activity to investigate the usage and perceived success of both corporate and commercial web sites by employers. In addition, 20 interviews with users and providers of online recruitment were conducted in order to provide a deeper exploration of the factors that may affect the success of these methods. The results provide valuable insights into the use and success of online recruitment in the UK and have strong implications for practitioners.
Article
By utilizing a 2-year longitudinal design, the present study investigated the experience of work engagement and its antecedents among Finnish health care personnel (n = 409). The data were collected by questionnaires in 2003 (Time 1) and in 2005 (Time 2). The study showed that work engagement—especially vigor and dedication—was relatively frequently experienced among the participants, and its average level did not change across the follow-up period. In addition, the experience of work engagement turned out to be reasonably stable during the 2-year period. Job resources predicted work engagement better than job demands. Job control and organization-based self-esteem proved to be the best lagged predictors of the three dimensions of work engagement. However, only the positive effect of job control on dedication remained statistically significant after controlling for the baseline level of work engagement (Time 1).