IRACST- International Journal of Research in Management & Technology (IJRMT), ISSN: 2249-9563 Vol. 2, No. 3, June 2012 313 Design and Implementation of an Automated Personnel Recruitment System Kuyoro Shade O., Okolie Samuel O., and Abel Samuel B. Department of Computer Science Babcock University Nigeria Abstract— The traditional method of recruitment has been revolutionized by the emergence of the Internet. In the past few years, the Internet has dramatically changed the face of human resource recruitment and the ways organizations think about the recruiting function. Automated Personnel Recruitment System is one part of a whole system in the Human Resources Management that is basically in charge of recruiting personnel via the Internet. This work focuses on the design and implementation of an On- line Technique for recruitment, using VTL Solutions as case study. Keywords- online recruitment, human resources management, personnel administration, recruitment method I. INTRODUCTION Human Resource Management (HRM) is a term that has been in use for over two decades now. It was previously referred to as personnel administration. Personnel administration, which emerged as a clearly defined field in 1920s in the US, was largely concerned with the technical aspects of hiring, evaluating, training, and compensating employees in organizations. The field did not focus on the relationship of disparate employment practices, overall organizational performance or the systematic relationships among such practices, thus it lacked unifying paradigm.[1] HRM came into existence in response to the substantial increase in competitive pressure that American business organizations experienced in late 1970s as a result of globalization, deregulation, and rapid technological change. These gave rise to an enhanced concern on the part of firms to engage in strategic planning--a process of anticipating future changes in the environment conditions and aligning the various components of the organization in such a way as to promote organizational effectiveness. Human resource management consists of all the activities undertaken by an enterprise to ensure the effective utilization of employees toward the attainment of individual, group, and organizational goals.[2] HRM function focuses on people management, especially on the growth and employee development. It also emphasizes developing individual potential and skills.[3,4] It involves practices that help organization deal effectively with its people during the various phases of the employment cycle [5] including pre-hire, staffing, and post-hire. The pre-hire phase involves planning practices. The organization must decide what types of job openings will exist in the upcoming period and determine the necessary qualifications for performing these jobs. During the hire phase, the organization selects its employees. Selection practices include recruiting applicants, assessing their qualifications, and ultimately selecting those who are deemed to be the most qualified. In the post-hire phase, the organization develops HRM practices for effectively managing people once they have been employed. These practices are designed to maximize the performance and satisfaction levels of employees by providing them with the necessary knowledge and skills to perform their jobs and by creating conditions that will energize, direct, and facilitate employees' efforts toward meeting the organization's objectives. During the post-hire phase, the organization manages employee attendances, timesheets, benefits, discipline payroll, leave, performance and grievances. Various components of HRM include but not limited to the following: Administration and organization structuring, recruitment and selection, personnel information management, employee self-service, timesheet management, leave management, performance management, payroll, benefits, report generation etc. This work focuses on staffing; thus more emphasis is placed on the recruitment and selection. Recruitment and selection forms a core part of the central activities underlying human resource management: namely, the acquisition, development and reward of workers. It forms an important part of the work of human resource managers – or designated specialists within work organisations. It has an important role to play in ensuring worker performance and positive organisational outcomes. It is often claimed that selection of workers occurs not just to replace departing employees or add to a workforce but rather to put in place workers who can perform at a high level and demonstrate commitment. [6] The aim of every company is to employ the most suitable personnel in order to move the organization to the next level or to beat-up the ever increasing competition in the business world. The problem is how to get the appropriate person for a particular post or job considering the large number of people that will apply for a particular job offer. How the most efficient or the most competent job seeker be reached to take-up the available job without spending more than expected. What means of advertisement will be deployed that is fast enough to reach out to those concerned. What criteria will be used for