1.1 Introduction
Curriculum Vitae (CV) contain information which is written by the academic to signal their qualifications and academic achievements to employers, granting agencies, or promotion and tenure committees. Decision makers face numerous problems with CVs as a vehicle that carries important information, including incomplete, outdated, biased, private, as well as falsified and fabricated information. To complicate matters, decision makers themselves could be making biased decisions even when CV information is complete and accurate due to potential discriminatory practices. There is weak consistency or standardization in implementation internationally, and little verification. Personality is a combination of an individual's behavior and distinctive characteristics that how an individual reacts under certain circumstances. In the past, an individual’s personality is predicted through analyzing his behavior which is rather time-consuming. The results obtained through the manual methods are less accurate despite utilizing more resources.
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Limitations of the Study and Definition of technical terms.
1.2 Background of Study
Today there is no place for errors, so as to make a system more effective and efficient we need such technology where error prone chances must be least. In the scenario of this project, we are required to develop a web-based application on Job Portal Management System. In this time of recession where everyone, is either experienced or fresher, is in search for a job. This job portal can prove to be very helpful since it allows users of different profile to upload their CVs, search job on the basis of their qualification.
Every user can access through user id and apply for multiple jobs at a time. Viewing available jobs or applying for the job at the agency can be done for which jobseekers has to go to the agency and check the available jobs at the agency. Job seekers check the list of jobs available and apply the job. Then the agency will show available jobs for the job seeker for his qualifications and then updates the jobs database. The developed Job Portal management system is web-based which Requires Employee Registration & Profiles, Job Search, Employer Registration & Profiles, and Subscription Option for both Employee and Employer etc. Employer can add Own Profile and post jobs and Job Seeker can Search Jobs based on Geographical Area (Country, State, and City), Qualification, and Company wise or on the Basis of Experience and Expertise wise.
The rapidly growing technology and improved communication skills has led to advancements in Human Resource services. Technology advancements such as mobile internet and big data, mobile terminal users can leverage the pervasive wireless devices to collect and send data from all walks of life more efficiently than the centralized organizations which benefit the management of the small cities. At the moment, the personality traits of the person can be predicted by using sophisticated techniques. It requires fewer resources, less time and the results obtained are more precise and accurate. Hence, in this case we are using personality prediction in the recruitment process.
The challenges encountered that led to the execution of the research work is that, Applicants were required to search through print and visual media for opportunities, most times this jobs were limited to the applicant’s location. Applications were submitted using the conventional methods which weren’t effective and efficient based on loss of document during transits and many more. The old system approach was tedious and requires much effort and resources, most times Employers need to advertise the vacancies and sort all applicants’ details, conduct selections procedures based on qualifications.
It is against the background that the developments of this software to enable job aspirants generate their Curriculum Vitae (CV) with ease by inputting the data requested by the application system, so the software users should not give false appointment information that is out of the software deeds. This research work is based on providing adequate information about the user’s bio-data and other relevant records. At the end of this project, the research work, the software will be able to provide precise and concise information from the database.
The proposed system is two sided: it would be candidate oriented or organization oriented. In the first case the system would recommend the candidate a list of jobs that better fits his skills. In the second scenario, the recruiter would publish the specifications specification and requirements of available job positions and the candidates can apply for the same by submitting their CVs.
The existing e-recruitment system simply scans the submitted CVs and shortlist the candidates wherein the proposed system conducts an online aptitude test and personality test thereby predicting the personality of the candidate as well as short-listing the candidate based on his skills and decision-making ability.
1.3 Statement of Problem
Investigation revealed that there is a huge workload on the human resource department to select the right candidate for a particular job profile which in turn would provide experts workforce for the organization from a large pool of candidates. The proposed system will enable a more effective way to short list submitted candidate CVs from a large number of applicants providing a consistent and fair CV ranking policy. This can be legally justified.
System will rank the experience and key skills required for a particular job position than system will rank the CV’s based on the experience and other key skills which are required for particular job profile. This system will help the HR department to easily shortlist the candidate based on the CV ranking policy.
1.4 Aim and Objectives of the Study
The aim of the study is to design and implement an Online Personality Prediction through Curriculum Vitae (CV). In achieving this aim, the following specific objectives were laid out as follows to develop an application software that will:
- Conduct online aptitude and personality tests and reduce the human resource department’s workload;
- Provide a more effective way of short-listing the persons that best fit the various positions in the organization;
- Produce ranking decisions that would have relatively higher consistency than those of human.
- Determine the key skill characteristic by defining each expert’s preferences and ranking; and
- Automate the process of requirement specifications and applicant’s application for job.
1.5 Significance of Study
The study will benefit the government especially the Ministry of Finance for making policy decisions whose overall objectives are to accelerate the rate of employer performance and reduce the turnover rate thus improving service delivery.
The scholars will gain knowledge on the role of Curriculum vitae on employers. They will acquire an insight into the influence of Curriculum vitae on employer’s turnover. This study will also be of immense benefit to job applicant and other researchers who intend to know more on this study and can also be used by non-researchers to build more on their research work. This study contributes to knowledge and could serve as a guide for other study.
1.6 Scope of Study
The scope of the research is focused on the Design and Implementation of an Online Personality Prediction through Curriculum Vitae (CV).
1.7 Limitations of the Study
During the course of this study, many things militated against its completion, some of which are:
- Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Establishment Policies: Establishment policies posed a serious limitation as most staffs are not ready to release information needed for this project work. There were lots of information needed from the staffs of this institution to enhance the study which took them time to release or they did not release at all for security purposes, hence the scope was reduced.
- Research material: availability of research material is a major setback to the scope of the study.
- Frequent power failure: This made the researcher append more money on fuel to ensure sustainable power.
- Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet).
1.8 Definition of Terms
Applicants: A person who makes a formal application for something, especially a job.
CV (Curriculum Vitae): A brief account of a person’s education, qualifications, and previous occupations, typically sent with a job application.
Qualifications: A pass of an examination or an official completion of a course, especially one conferring status as a recognized practitioner of a profession or activity.
Recruitment: Recruitment refers to the overall process of attracting, short listing, selecting and appointing suitable candidates for jobs within an organization.
