JOURNAL OF COMPUTING, VOLUME 4, ISSUE 8, AUGUST 2012, ISSN (Online) 2151-9617 https://sites.google.com/site/journalofcomputing WWW.JOURNALOFCOMPUTING.

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E-recruitment is an important componet of Relational E-Human Resource Management (E-HRM)

Dr.Loay Edward Gorge and Dr.kamaran.HamaAli.A.Faraj
AbstractHuman recruitment in Iraq-KRG (Kurdistan Region Government) were in a traditional systems. The human recruitment system suffers continually from being a slow-paced process, in which, jobseekers and employers must do lots of in the hunt for find suitable person in a traditional way. Additionally the process is time, effort, and money consuming for the recruiter and jobseeker. Due to lots of paper work, that effect unfairness decisionmaking. This research addresses the problem statement and provides the roles of internet solution for facilitate a fully automating the whole recruitment process, and eliminating the paper work and unfairness jobseeker selection. The developed solution is ARS (Automated Recruitment System); ARS assist and improve human resource management and help both employers and jobseekers via internetworking mean that to increase the speed of recruitment and decrese the corruption decisionmaking. In addition, they become vital assistance to human discrimination to put right people in right places and highly mange the human resources in better Quality of Service (QoS). In this paper, an ARS is proposed; it supplied with some recommendation tools. The system designed and implemented using 3-tier client/server architecture model. Four recommendation methods introduced, two of them are unintelligent and they mainly depend on the users decision; one of them depends on listing mechanism, and other depends on the navigation mechanism. The other two recommenders are intelligent; they depend on matching between the employers demands and jobseekers qualifications (plus demands) to make the jobseeker- recommendation or recruiter-decisions. Index Terms Recruit, Internet-recruitment, OnlinARS, cyber-recruitment, Job-finder, human resource, job-seeker, Job-center.

1 INTRODUCTION

very era of business yields new strategies and new ways of doing business with the advent of radio and television came the first mass-market advertising and good recommendation tools. Now, the internet has so radically changed business [1]. The term of commerce refers to all the activities in which a company or individual engages to complete a transaction. When the user eager to use the Internet to engage in some or all of these activities; commerce becomes e-commerce. Therefore, e-commerce defined as using the Internet to assist in the trading of goods and services. Other terms that refer to doing business over the Internet include E-business, E-tailing, E-trading, and ARS. The history of recommendation started since that time the human inquires for correct decisions. The decision and recommendation are two factors that directly related to each other; the poor recommender led the consumer to have not right decision [1]. In everyday life, people must often rely on incomplete information when deciding which books to read, movies to watch, or music to purchase. In such cases, there are a number of unfamiliar alternatives. People tend to seek out recommendations from friends or expert reviews in newspapers and magazines to aid them in decision, but sometime to inform our decisions to have a suitable job, people rely on

Dr.Loay.E. George is with the Department of Computer Science, Bagdad Universty, Iraq, Bagdad. Dr.Kamaran.HamaAli.A.Faraj is with the Depaetment of Computer, University of Sulaimani, Iraq-KRG, Sulaimani.

the head-hunter to company, magazines or they might visit some job centers. All these facilities mentioned are called the traditional recommender; the weakness of traditional Recomender is due to its availability (i.e., it is limited locally, and doesnot have high level of availability) [2]. While the utilization of www and the Internet was rapidly growing, the recommendation tools become electronic to support electronic commerce (EC) business. Usually, the concept of Erecommender is applicable with all types of digitalizes businesses, especially JobtoCustomer. It is a global tool with high level of availability, and it uses N-tier architecture [3]. Both traditional and electronic types of recommendation help the user in different areas, like; a) Negotiation; it negotiates about something, or it ispossible to declare as give and take. For example, personal assistant in a job center Gives detailed information about the jobs to the jobseekers after that, jobseeker is free to take the job or not. b) Recommendation; It gives a list of best available choices for the user. For example, it determines the correct product for the customer, right job for the jobseeker. In spite of the incredible amount of information that is when available in the real life or on the Web, it is not easy for the searcher to find products or services that he may be interested. Decision-making is an essential part that the traditional and electronic recommendation should do. The vast amounts of digitally available candidate information represent a great opportunity for improving matching quality and it leads to better recommendation per-

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formance [4]. Human Resources (HR) recruitment is a procedure of finding a job for jobseeker, also filling up the available vacancies for employer. The new recruitment generations include all the modifications done on the recruitment procedure from old days until now; certainly, there are numbers of significant changes on recruitment process; for example, the regular-recruitment (R-R) that developed into electronic recruitment (eR) [1]. Finally, the ARS, as one of the most recent recruiting tools presented for recruiting Human Resources (HR) and it is potential assessed when compared with traditional recruiting instruments. It has a great benefit for the jobseeker as well as the employer because it makes life easier for both of them. The paper starts with the background used for this research. Then, a brief description of the system as well as the trial that took place, subsequently a discussion of the survey results presented. Finally, the paper finished with a summary and conclusions.

2 BACKGROUND
Before Internet revolution, the regular-recruitment (R-R) categories were in the traditional style; therefore, the performances, availability, and quality of services (QoS) of (R-R) were in a very low stage because the communication facilities were very primitive. At that time, the only way to find a job is words of mouth or headhunter to the job location. The problem with this very primitive human recruiting is time; it is very difficult to approximate the necessitate time for finding a job. Furthermore, time-consuming in the primitive recruiting generation relies on the activity of the jobseeker or recruiter. The active jobseeker needs less time to find a job than the passive jobseeker [5]. The most common that wide range of recruitment/attraction methods is: a) Newspapers: Authorities tried to improve the performance of recruitment processing by advertising all available vacancies into newspapers or onto TV channels with the addresses and contact numbers. Time-consuming in this kind of recruiting method relies also on the activity of the jobseeker or recruiter, but it is much faster if compared to earlier method. b) Recruitment agencies (job centers): Job-center is another recruitment method that could be better than other regular methods. It established at a popular area or the city center and supported by the government. Job-center is much costly than the other recruitment methods and the time-consuming factor is improved but it cannot be Determined accurately. c) Internet recruitment: Due to the explosive growths of the Internet and its utilization in every human life, organizations have increased their use of Internet as a recruitment tool. Time- consuming factor improved and became extremely accurate. The performances and quality of services of all types of electronic businesses (E-biz) have reached an excellent stage.

computer (PC); couldnt be considered as a traditional, because its located on any PC-machine, and can make a communicating environment between jobseekers and employers also more powerful, reliable and economical than the job centre because Automated recruitment can reduce the size and all differences rate of the job centers. ARS are proposed and based upon three participants who are jobseeker, employer, and recommendation technique. There are several areas of concern when first setting up ARS business (e.i. Back-end, Application data, and Front-end) [5]. The back-end is a backbone of any new technology systems especially for three-tier ARS business. The step that has highest priority in the system establishment schedule is the design of back-end module, because most of the errors in the systems return to the inaccuracy of back-end module. Mysql is an outstanding tool to implement the database system. The technology used in this project to link the database to front-end interface is Hypertext preprocessor (PHP) with window server 2003 enterprise edition. Fig.1 shows the basic pictorial representation of the used tools to establish the proposed system architecture. The PHP coder used as an editor to create interfaces that the jobseekers/employers interact with, PHP editor is powerful and easy to use software, and it will be used to handle the link tasks between the interface and the database. MySQL used to implement the system database.

Fig .1 the used software development tools

Almost all of the work of web applications takes place on the server, except the specific application called "web server, which is responsible for communication with the browser. A relational database server stores whatever information the application requires. One of the easy languages used to handle requests between the Web server and the database server is PHP. All the used tools should be support by the OS (operating system); that means the Web server, programming languages and database server must be familiar for the selected OS. The main components of the interface home page divided into two categories, the first category is for jobseeker members part (jobseeker Module), and the second is for employer members part (employer Module). Both categories have the following major inputs, functionality, and outputs:

3 AUTOMATED RECRUITMENT SYSTEM

The proposed system designed to run either on a single desktop computer or on client/server base networked computers with any network scale (for example; intranet, extranet and internet). The installed copy of the system in a single personal

Inputs: 1. The Jobseeker should provide the user profile, including personnel information and his/her demands. 2. After the jobseeker gets a users account, in the registration phase, seeker assigns his password to the sys tem. 3. The employer provides the job profile, including a de-

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4. 5.

scription about the available jobs, and specification list about the minimum requirements for job occupation After registration the employer and getting a users account, the jobseeker should assign the user password to the system. The system administer(s) should provide the involved system parameters (including the time duration of listing the jobseekers and employee in the matching pool).

9. 10.

11.

Functionality 1. Registration: New jobseekers and employers can register and get new accounts. 2. Authentication: Registered jobseekers and employer can get access to system through their own passwords. 3. Storage: The profiles of jobseekers, employers, and available jobs registered in a dedicated database. 4. Matching and decisionmaking: Unintelligent and intelligent tools developed to make suitable reommendations for both parties (jobseekers and employer). 5. Distributed I/O: use 3-tier model to organize the workflow of the system. Outputs: 1. Displays indetails the profile of any registered employer or Job seeker 2. Display the search results as jobseekers recommendation. 3. Display the search results for the employer about the available registered jobseekers. 4. Displays a list of jobseekers that match employers requirement, and nominates the best jobseekers using the system decision maker. 5. Display a list of jobs that match jobseekers qualifications and demands. 6. Send emails to jobseekers and employers. Specifications and Aspects 1. Jobseeker becomes a member of the system, and the user added to the database by filling out and signup registration a digital form. 2. Employers become member of the system and add to the database by filling out, signup registration, and a digital form. 3. Jobseeker can enter seekers personnel details to the database through the registration form. 4. Employer can enter the job details to the database through the registration. 5. System administrator can login via users name and password. 6. Jobseeker administrator can delete any job listed in the system. 7. Employer administrator can delete any unemployed person registered in the system. 8. Jobseekers and Employers can login to the system via their own users name and password.

12. 13. 14. 15.

16.

17. 18.

Jobseeker can list all available vacancies through the option "view available vacancies". Employer can list all unemployed jobseekers using the option "view available unemployed jobseekers". Jobseeker can use various types of search engines (e.g., simple and meta search engines, as unintelligent search based recommenders, and semi restricted and restricted search engine, as intelligent search based recommenders). All these search engines are build-in as modules in the established system, for the reason of recommendation. Jobseeker can hunt a job from job-listing facilities. Employer can choose the suitable employee by candidates listing. Users can navigate most of the resources. Job metasearch is a map recommender, in terms of different aspects, for each individual jobseeker. The proposed system can take the decision to select the suitable employee for any employer registered in the database system. Site Map shows all the components of the established web site. Provides hyperlinked email facility for communication

4 FLOW DIAGRAM OF THE PROPOSED SYSTEM

ARS flow diagram illustrates the aspects of all ARS system. Three flow diagrams is given in this section, the first is the jobseeker flow diagram, which illustrates the tasks performed for seeking a job, and the second is the employer flow diagram, which shows the tasks done for recruiting employees. The third flow diagram illustrates the stages taken to produce a recommendation for jobseekers and employers. In addition, the ARS flow diagram for the overall system is given to illustrate all processes and actions of ARS system. In this reseach, the functional description method adopted to describe the established ARS. Fig.2 presents the proposed system layout.

4.1 Jobseeker Module Fig.2. shows the flow diagram for the jobseeker module in ARS system. At the beginning, the jobseeker logs in to the ARS system and can visualize the whole jobseekers member facilities (such as sign up form, view available vacancies, simple recommendation, and matching system). The whole facilities in jobseekers member part are used only by jobseekers to find a job. The utilities available through the jobseeker member module are:
4.1.1. Register: whilst any jobseekers would like to access the member information and to get detailed information about the vacancies and the jobseekers system recommendation, seekers should register and becomes a system member; otherwise, seekers cannot get access to the system. Unregistered jobseekers could click on the hyper

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linked register module in the jobseeker members panel, after the click the registration page appears; it contains jobseekers username, jobseekers password, and email address. The jobseeker should fill out the registration information that listed in the page, and then the user should click on the registration button. Then, the jobseeker becomes a registered individual to the system.

Fig.4. the flow chart of jobseeker registration in ARS system

4.1.2. Login: The designed system, normally, asks any individual to enter seekers users name and password when h wants seekers to get access to the system. This step is taken before jobseekers can access the jobseekers information. The conversational description for the jobseekers login is given below.

Fig.5. illustrates the flow chart of jobseeker login in

Fig.3. illustrates the flow chart of jobseeker login in ARS.

ARS.

Fig.3. illustrates the flow chart of jobseeker registration in ARS

The registered employers for the purpose of employment or system decisionmaking could search out the list of registered jobseekers. The conversational description for the jobseeker registration is given below. Enter your information Jobseeker Username Jobseeker Password Jobseeker email Check Completeness and Integrity Register or Reset
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Fig.5. the flow chart of jobseeker login in ARS

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Automated recruitment system

Select Process
Jobseeker Members
Select
Administrator Login Employer Register

Employer Members
Select
Jobseeker Login

Administrator Login

Jobseeker Register

Jobseeker Login

Enter Enter Administrator User name Password

Register of Job Seeker Jobseeker Name, password Email

Jobseeker User name Password

Administrator User name Password

Register of Employer Employer Name

Employer User name Password

Login

Submit

submit
Login

Password Email

Select

Register Or Reset

Select

Submit Or Reset

Employer recommendation

Signup Form Enter

Qualification
Qualification

View Available Jobs

Jobseeker Recommendation

Signup Form

View Available Jobs

Select

Select
Enter Job type Employer Email

Enter job type

Enter Qualification
Qualification category Jobseeker Email

Unintelligent
Listing Hyperlink
Simple Search Engine

Intelligent

category Jobseeker Email

City Age Experience Salary Qualification category type
Comment s

Unintelligent

Intelligent

Employer Email City Age not more than Experience

Simi restricted methods

And Restricted Matching Methods

City Age Experience

Salary
Academic degree type Comment

Listing Hyperlink
Simple Search Engine Directories search recommender Specialty search recommender

Simi Restricted matching method And Restricted Matching Methods

City Age
Experience

Directories search recommender

Specialty search recommender

Salary Salary
Academic degree Comment Qualification

Matching

category type
Comment

Decision making

Submit

Back

Submit

Back
Fig .2 the proposed system layout

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4.1.3. Sign Up Form: Any new jobseeker has to fill in the sign up form with the title of "Enter your details below". It contains a number of fields to define the relevant jobseekers information, for example: Academic degree type, specialty, jobseeker email, city, age, experience, salary, and comments. When, jobseeker filled out the form "Enter your details below", and submits it by a single click on "submit" button. The system immediately transfer all information to the other part of the main page called the "View Available", also it stores all information at the back-end of the system (database). The conversational description for the jobseekers signup form is given below:

cancies" module in ARS.

Fig.7. the main steps of "view available Vacancies" module in ARS system

Fig.6. illustrates the flow chart of jobseeker Signup form in ARS

4.1.5. Jobseeker Administrator Login: The administrator can login to the system via a correct administrator username and password. After logging in into the ARS system, the administrator can visualize a table with three fields. Through the first field, the administrator can see all available jobs listed in the system, the second field includes the email addresses of the employers, and the third field shows the dates of adding the jobs to the system. When the administrator realizes that there is a job added to the system and stayed in the listing pool more than three months, then the administrator can use the button "delete jobs" to remove that job from the list. In the proposed system, one of the administrator responsibilities is to delete the outdated job offers into the system. The conversational description for the jobseekers administrator login is given below:

Fig.8. shows the flow chart of jobseeker administrator module in the established E- recruitment system.
Fig.6. the flow chart of jobseeke signup in ARS

4.1.4. View Available Vacancies: A click on the hyperlinked button "View Available Vacancies", will cause the appearance of a list containing the available jobs in the system. The list includes the job-Title &Type, job specialty, employer e-mail, city, age not more than, experiences, academic category type, salary, and the date of submission. Once the jobseeker finds the interesting job, Seekers can easily apply for the job through the facility"Hyperlinked recruiter email address. Hyperlink is atool that guides the jobseekers to transfer from a page to another, to find a suitable (recommended) job. Fig.7. illustrates the main step of "view available va-

Fig.8. flow chart of jobseeker administrator module in ARS

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4.2 Employer Module Fig.8. shows a diagram, which illustrates the main stages of the employer module. The diagram explains all steps taken by the system beginning from the step "login to ARS system". After this step, the employer can utilize the whole facilities supported by employer module; these facilities are sign up form, view available unemployed, simple restricted recommendation, and system decision making. Registered employers only can access the facilities of employer module. The facilities of employer member part are:
4.2.1. Register: any employer can search out for detailed information, and users can access the relevant in formation about the system individuals. Any em ployer who wants to utilize the system facilities, seekers should register and become a member, be of cause unregistered employers cannot get the benefits of all system facilities. Unregistered employers could click on the hyperlinked button "register" in the employer module, and consequently, the registration page will appear, it contains employers username, employer password and employers email. Employer should fill out the registration information listed in the page, and then click on the registration button; then the employer will registered in the system database, if user entered the required information in correct way.

Enter your information Employer Username, Employer Password, Employer email Check Completeness and Integrity Register or Reset

Fig.9. shows the flow chart of employer registration in E-recruitment system.

Figure 9 the flow chart of employer registration in ARS

4.2.2. Login: The established system, normally, asksany registered employer to enter his/her username and password when he/she wants to get access to the system. This simple authentication step is taken to validate whether the system user is registered employer or not. The conversational description for the employer login is given below. Enter your information Username, Password Check the validity of entered data Login Fig.10. illustrates the flow chart of employer login module in E- recruitment system.

Fig.8. the flow diagram for employer in ARS

The conversational description for the employer registration stage is given below.

Fig.10. the flow chart of employer login In ARS

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4.2.3. Signup Form: the "sign" form appears whenthe employers click on sign in command button. The form has to be filled out by the employer. It consists of a number of the information fields to define the employer profile (for example; job-title type, job specialty, employer email, city, ages not more than, experience, salary, qualification types and levels, and comments. After the employer filled the form, he/she submit them by a single click on "submit button". Then, the submitted information is processed by the system to check its completeness an integrity.If it is correct then it is transferred to the "View Available jobseekers" which appears as a part of the main page of "Jobseekers membersmodule. The conversational description for the employers signup form module is given below.

view the list of jobseekers registered in the system for the purpose of recommendation. Any selected jobseeker can easily contact with user through the "hyperlinked jobseeker email" facility, and user can be invited for interview directly by the employer. In the established system, the hyperlink mechanism has been used as an effective tool to guide employers in their navigation from one page to another, to help them in finding the suitable jobseeker. Fig.12. shows the main steps of the module "view available vacancies" ARS.

Fig.12. main steps of view the available Jobseekers registered in

Fig.11. shows the flow chart of employer signup module in ARS.

ARS

4.2.5. Employer-Administrator Module: The employer administrator can login to the system after entering user username and password. After the login to the Erecruitment system as administrator, user can visualize a table with three fields. In the first field, the aministrator can see all registered individuals in the system, the second field is their email addresses, and the third field shows their registration dates. When the administrators realize that there is an individual who Registered a job request, and this request stayed more than three months in the list pool, then the administrator can delete this item from the pool. In the established system, the administrators re sponsibility is monitoring and updating the list by deleting the old Job-request. The conversational description for the jobseekers administrator login is given below

Fig.11. the flow chart of employer signup module

4.2.4. View available unemployed jobseekers: After asingle click on the hyperlinked "view available jobseekers " button, a list of all availablejobseekers registered in the system will appear.This list includes the academic degree type,specialty, jobseeker e-mail, city, age, experience,academic degree specialty and levels, required mimum salary, and the date of submission. Only the registered employers can

Fig.13. shows the flow chart of employer-administrator module.

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Fig.18. elucidate the improvement of recruitment egy.

strat-

Fig.13. Flow chart of employer administrator module

5. Implementation:
The proposed system evaluated by two seminarevaluations, which took place in the main computer center hall at Sulamani University with nearly eighty participated graduated students from different job categories. However, the second seminar-evaluation took place in the main office of the Human resource Management (HRM) at the Sulamani University. In addition, three representative companies participated with fifteen different post vacancies each. The general purposes of the seminars were to offer training and find about how to work out to use of the system. Fig.14 shows the basic pictorial representation of the used tools to establish the proposed system architecture by their own and testing the essential system process. In the first seminar-evaluation, the proposed system software application uploaded to unlimited capacity computer server with the http://www.kurdistanjobs.com domain name by webFTP (file transfer protocol). The positive aspect of the first seminar-evaluation is that the users can access to the system with the internet facility without being there to the HRM office, but in second seminar-evaluation users must be there for the reason of participate the process. Fig.15 shows the home page of the E-recruitment system. The facts start when the recruiter and jobseeker entering their information by filling application form and submited to store in the backend (Mysql database). Fig.16 shows the jobseeker signup form, but Fig.17 shows the employer signup form. The second seminar-evaluation is limited or it is locally, because the application software saves and run on a single server comouter that connected to several Clients in the HRM office building only. After investigation both seminar-evaluations functionality are similar except that the first is globally but seond is locally. The second seminar-evaluation is not purely electronic recruitment because neither traditional recruitment nor electronic recruitment but it is computerizing traditional recruitment. Finally, the all outcomes from the system provide an excellent idea to become conscious that cooperation between three parts namely HRM, employers, and jobseekers and makes recruitment strategy enhanced because the system is a perfect intermediate between three parts.
Fig.14. the pictorial representation of establish the proposed system Architecture

Fig.15. the home page of the ARS system

Fig.16. the jobseeker signup form

Fig.17. the employer signup form

Fig.18. Enhanced Tiangle ARS: HR Manager, Employer and Job seekers

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6. Conclusions
During the design and implementation phases of the proposed ARS, the following remarks have been addressed: 1. ARS is self-service tool that allow employees to find post or vice versa by online (internet) or offline (on a computer) via web technology to improve the performance of (R-R). An online self-service tool is portable and suitable for knowledgeable people (i.e., undergraduate or graduated), but the offline self-service tool fixed and the unknowledgeable people can get help from information desk or training. Ever since the internet become public, another new modification introduced in the communication technology, that creates new generation. Thus, human resource became e-HR. e-HR is an active bridge between jobseekers, employers and HR manager for the reason of enhance the human resources strategy and directed support of and/or with the full use of webtechnology. E-HRM is the use of technology to automate human resource activities and functions Installed copy of the proposed system in a single personal computer (PC); could not be considered as a traditional nor Electronic recruitment system, it is named "the semi electronic recruitment system (SERS)", System performance is increased when web technology and distributed database management systems (including: MYSQL, PHP, XML, HTML) are used. MYSQL is much faster and limitless in comparison with Ms Access; and PHP is more flexible than ASP. One of the advantages of the proposed system is it easy and updateable at any time there is need to change the applied rules. Also, in real life, there is a need to employ one senior adviser (expert), or more, to be always online. In this work, the experience of human senior advisor been used in the test phase, for a certain period to refine the applied matching rules.

[6]

[7] [8]

Rosita, O., and Nadianatra, M., E-Recruitment Practice: Pros vs. Cons, Faculty of Computer Science and Information Technology, University of Malaysia Sarawak, Kota Samarahan, Malaysia 2006. Internet Article "The world Wide Web the Definition of Ecommerce, http://www.businesstown.com Vladimir, R., and Zamir, D., A Framework for Developing Knowledge-Based Systems Dedicated to Competency-Based Management, Cavtat Croatia, 2006.

2.

Dr. Loay E. George received his Ph.D. degree in Physics from College of Science, Baghdad University, Iraq in 1997. The author was the head of the Information Technology unit in Baghdad University, and he is now the head of the computer science Department in Baghdad University.

3. 4.

Dr.Kamran HamaAli.A.Faraj received the B.S. Honor degree in computer Sience from Middesex University, at London, the M.S. degree in computer Science from Southbank University, at London, His Ph.D. degree in Computer Science from College of Science, Sulamani University, IraqKRG in 2009. He is now the head of the computer science department in Sulamani University.

5.

6.

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