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MOBILE RECRUITMENT SYSTEM IN THE MGERIAN CIVIL SERVICE
COMMISSION
(A CASE STUDY OF OGUN STATE CIVIL SERVICE COMMISSION)
jBy
ATOLOYE OLUWATOBI AFEEZ
REG NO: 1153-04156-01800
A THESIS SUBMITTED TO THE SCHOOL OF COMPUTING AND INFORMATION
TECHNOLOGY IN PARTIAL FULFILMENT OF THE REQUIREMENT
FOR THE AWARD OF THE DEGREE OF MASTERS’ OF
SCIENCE IN COMPUTER SCIENCE AT KAMPALA
INTERNATIONAL UNIVERSITY
JANUARY, 2018
DECLARATION
“This thesis is my original work and has never been presented for a degree or any other academic
award in any university or institution of learning”.
Atoloye Oluwatobi Afeez
2671h~
Date
APPROVAL
“I affirm that the work presented in this thesis was carried out by the candidate under my
supervision”
Date
1_~_~
Name and signature of the supervisor
ACKNOWLEDGEMENT
First of all, I thank almighty Allah whose infinite mercy and blessings see me through my studies,
this thesis has been carried out as part of Master of Computer science (MCS) at Kampala
International University, Uganda (KIU). This thesis owes its existence to the help, support, and
inspiration of several people. Firstly, I would like express my sincere appreciation and gratitude
Dr. Mariam Ahmed and Dr. Folutola Fagbolu for their guidance during my research. Their support
and inspiring suggestion have been precious for the development of this thesis content. May I use
this medium to acknowledge my one and only academic mentor, an amiable and unassuming
scholar of no class, Professor Ahmed Adedeji. He inspired me to secure admission in Kampala
international University who never get tired of giving me advice and inspiration
A special gratitude to my sister, Aihaja Rukayat Adedeji, who sponsored me and also plays a
fatherly role in my life; your contributions to my academic pursuit is extremely marvelous. I have
never seen a sister like you. You denied yourself for my development, you struggled for my success
and you chose to go through pains for my gains and academic progress may Allah reward you
abundantly thank you Ma. My gratitude to all my brothers, you remain wonderful and always there
for my family while studying in Uganda, I thank you: Aihaji Nurudeen Atoloye, Ismail Atoloye,
and Dhulqarnain Atoloye.
Interestingly, I have to graciously thank my mum, Mrs. Modinat Atoloye, A rare and wonderful
mother; I am short of words this time to describe your unending roles in my life. Most importantly,
this is yet another time to show my profound and unparalleled gratitude to my sweetheart. Baseeroh
Olajumoke You have been very wonderful in my life as you have exceptionally proved to be a
wife of quality and substance and my dear rising star AbdulTahaman Afolabi Ayomide for the
endless patient and understanding during my unavoidable absent, thank you all and may almighty
Allah bless you and reward you abundantly.
Lastly, life in the diaspora is sometimes tiring and traumatic. Therefore, I have to use this medium
to appreciate all my fellow Nigerians with whom we studied master in different fields and
struggled together in Kampala international university and I also appreciate my Ugandan friends
whom I cannot mention their names may Allah reward you all.
III
DEDICATION
I dedicate this thesis to my Parents and Family particularly my sponsor Mrs. Adedeji Rukayat for
her financial support till the completion of my course.
iv
ABBREVIATIONS
1. CDMA= Code Division Multiple Access
2. CSC = Civil Service Commission
3. DBMS = Database Management System
4. DFD = Data Flow Diagram
5. ERD = Entity Related Diagram
6. HTML = Hyper Text Markup Languagc
7. IDEA = Integrated Development For Android
8. IEEE = Institute of Electrical and Electronic Engineering
9. MYSQL = My Structured Query Language
10. ODBC = Open Database Connectivity
11. GPS = Global Positioning System
12. GSMA = Global System Mobile Association
13. PHP = Hypertext Preprocessor
14. SMS = Short Messaging Services
15. SPSS = Statistical Package for social Science
16. SQL = Structure Query Language
17. UML = Universal Modelling Language
18. WAMP = Windows (OS), Apaches (Web server),MySQL(database), PHP(lang~iage)
19. Wi-Fi = Wireless-Fidelity
20. 3G = Third Generation Technology
21. 4G = Fourth Generation Technology
V
TABLE OF CONTENTS
DECLARATION.
APPROVAL ii
ACKNOWLEDGEMENT iii
DEDICATION iv
ABBREVIATIONS v
TABLE OF CONTENTS vi
LIST OF TABLES ix
LIST OF FIGURES ix
ABSTRACT Xi
CHAPTER ONE 1
1.0 Introduction 1
1.1 Background I
1.2 Statement of the Problem 5
1.3Main Objective 6
1 .4Specific objectives 6
1.5 Research question 7
1.6 Scope of the study 7
1.7 Significance of the study 7
1.8 Limitation of the study 8
CHAPTER TWO 9
LITERATURE REVIEW 9
2.0 Introduction 9
2.1 Recruitment operations 10
2.2 Scope of M-Recruiting Offerings 25
2.3 Why do we need to go mobile9 27
2.4 Mobile subscriber In Nigeria as of June 2016 27
2.5 Review of related woi~ks 28
2.6 Existing system 34
2.7 Conceptual Model 34
vi
CHAPTER THREE .36
METHODOLOGY 36
3.0 Introduction 36
3.1 Project Methodology 36
3.2 Research design 37
3.3 Research Approach 39
3.4 Research Population 39
3.5 Sample Size 40
3.6 Data sources 40
3.7 Research Instrument 40
3.8 Validity and reliability of research instrument 41
3.9 Ethical considerations 41
CHAPTERFOUR 42
SYSTEM SPECIFICATIONSYSTEM DESIGN, IMPLEMENTATION, TESTING ANDVALIDATION 41
4.0 INTRODUCTION 42
4.1 SYSTEM SPECIFICATION 42
4.2 System Design 46
4.3 SYSTEM IMPLEMENTATION OF MOBILE RECRUITMENT SYSTEM 49
4.4 System Testing 57
CHAPTER FIVE 66
DISCUSSION CONCLUSION AND RECOMMENDATION 66
5.0 Introduction 66
5. lDiscussion 66
5.2 Conclusion 69
5.3 Recommendations 70
References 64
APPENDICES 78
APPENDIX I: TIME FRAME 78
APPENDIX II: BUDGET 79
VII
APPENDIX III- ANDROID DEVELOPMENT CODE 80
APENDIX V: ANALYSIS OF USER -SATISFACTION OF MOBILE RECRUITMENTAPPLICATION QUESTIONNAIRE 90
VIII
LIST OF TABLES
Table 4. 1: Functional Requirements .44
Table 4. 2: Non-Functional REquirment 45
Table 4.3: Registration 52
Table 4.4: shortlisted 53
Table 4.5: Interview 53
Table 4.6: Contact 54
Table 4.7: Question 54
Table 4.8: Distributions of respondent according to gender, qualification, and cadre 58
Table 4.9: Results from questionnaire that shows evaluation of the user satisfaction of the
developed application 59
Table 4.10: Results from questionnaire that shows evaluation of the functionality of the
developed application 60
Table 4.11: Results from questionnaire that shows evaluation of the ease of use of the developed
application 62
Table 4.12: Results from questionnaire that shows evaluation of the interaction of the developed
application 64
ix
LIST OF FIGURES
Figure 2. 1: Competency-based recruitment and selection(Dubois & Rothwell 2004, p.1 13) 10
Figure 2.2: Human Resource Plan Source: G.A Cole (2002) 12
Figure 2.3: Mobile subscriber in Nigeria~’Nigerian Telecommunications ( Services) Sector
Report,” 2016) 28
Figure 2.4. A modified conceptual Framework for mobile recruitment system 35
Figure 3. 1:. Source: TutorialPoint 37
Figure 4.1: Use case diagram for tuobile recruitment 47
Figure 4.2: Sequence diagram for mobile recruitment system 48
Figure 4.3: Structure diagram for mobile recruitment system 49
Figure 4. 4: Indicating where mobile recruitment application is install in the android phone as
shown 50
Figure 4. 5: Mobile Application Form 51
Figure 4. 6: Online phpMyAdmin server view for Mobile recruitment system 51
Figure 4. 7: Dataflow diagram for mobile recruitment system 55
Figure 4. 8: Database design for mobile recruitment system 56
Figure 4. 9: Admin View for mobile recruitment system 56
x
ABSTRACT
Traditional recruitment procedures are replaced so as to overcome most of its attendant challenges
such as time-consuming and tiresome nature of recruiting a larger number of applicants into Civil
Service from different parts ofNigeria considering multifaceted nature of the nation. This research
obliterate favouritism, nepotism and other corrupt means that were the usual practice in shortlisting
prospective candidate for job, electronic recruitment system are enhanced with the availability of
mobile platform that improve accessibility with emerging computing paradigm over the internet.
Quarters system rules was used to determine numbers of candidate to be selected in a particular
region in the Ogun State. The mobile recruitment application was implemented using online
control panel platform where different application coding were integrated to interact with online
PhpmyAdmin database. Its performance was tested using Ogun State as a pilot in the Federation
and User Satisfaction were evaluated.
xi
CHAPTER ONE
INTRODUCTION
1.1 Background
The rapid development of modern Information and Communications Technology (ICT) has
warranted organization changing their approach on recruiting talent into organization. The
growing use of the mobile web and other mobile information technologies has opened up new
opportunities for organizational communication. The implementation of the mobile channel in the
personnel marketing mix offers fascinating point of view but is not yet widely applied.
The amazing use of mobile has brought profound changes, not only to individuals but also for
companies and service that they offer. Two clear examples are mobile business and mobile
banking, which now represent important shares of transactions in internet business and in the
banking sector, respectively (Consumer Regulatory Requirement, 2015). Because of massive use
of cell phones and tablets, mobile technologies are presently stretching into new areas, one of the
most important in public service is recruitment.
Recruitment is the act of drawing in, selecting and delegating reasonable candidates for an
organization. In getting the best workers for the organization, recruitment thought to be the second
fundamental process selection and staffing is considered to be the main process. . There are many
ways by which the companies recruit talents for their organization, i.e. internal and external
sources, includes transfer, promotion, educational institutions, executive agencies, employment
exchanges, labor contractors, employee recommendations, recruitments at factory gates
etc.(Sharma, 2014). The recruitment process includes analyzing the requirements of a job,
1
attracting employees to that job, screening and selecting applicants, hiring, and integrating the new
employee into the organization.
Recruitment is an essential part of any organization as it includes the way of drawing or harnessing
critical assets, for example, human capacity and skills into an organization (Amusan, 2016).
According to (Arvind Kumar Yadav, 2014), recruitment is focused on getting the best individual
for a particular position to ensure continued operations of the organizations. Also, Cloete (in
Motsoeneng, 2011) described recruitment as a process ensuring that qualified people are available
to meet the employment needs of government. The task of recruitment is to generate a sufficient
pooi of applicants to ensure that there are people available with the necessary skills and
requirements to fill positions as they arise (Igbokwe-Ibeto et al, 2015).It has a strategic aim as it
focuses on the need to attract skilled people in order to gain a competitive advantage. The
recruitment process includes activities such as analyzing job requirements, attracting candidates,
screening applicants, hiring and welcoming the new employee to the organization.
Recruitment process is an organizational specific model of how to source for employees.
Typically, the ownership of the recruitment process resides within the Human Resources, although
this may varies depending on the organizational structure.
Recruitment of personnel for the civil service is one of the crucial tasks of govermuent and is one
of the challenges faced by personnel administration. The main test of any agent of recruitment lies
in its ability to recruit the type of persons for the right jobs. The concept of a career civil service
assumes that public service recruitment would be based on the principle of merit and equal
opportunity for all. The recruitment process should be able to attract the best available talent among
2
the youth to the civil service (Basu, 2004). The state and federal civil service commissions serve
as employment agents for the civil service commissions in Nigeria and they do the recruitment
without a fee (Nwachukwu, 2000). ). Thus, the commission has the power to conduct recruitment
exercise and select prospective candidates using appropriate selecting tools such as interviews,
resumes, aptitude tests, reference checks etc, to appoint suitable candidates into job openings in
the service.
Nigerian civil service recruitment and selection exercise has been politicized with influence from
political leader in the process of recruiting new staffwhich has brought negative impact and effects
on the institutional and employee productivity, quality decisions, program exercise and quality
public service delivery (Ejumudo, 2011). For this reason, international organizations such as the
World Bank, which are committed to give back, guidance and research to developing nations to
help their economic advancement have emphasized civil service and administrative reforms in
their developmental programs (Evans 2008).A public administration which is free from corruption
should be able to implement government policies and stimulate economic and human development
without compromising the right of others. Politics of recruitment according to Osakwe (2007), is
the recruitment and selection that are based on political patronage or determined by the political
class. To Omeje and Ndukwe (2009), politicization of recruitment is the unconventional practice
of employing political interest by those in the public offices to fill existing and non-existing
vacancies in the public service and without following due process.
The Nigerian public sector is not an exception to this predicament. Perceptions amongst the
citizenry that bases for recruitment into the Nigerian public sector has largely shifted from the
3
principles of meritocracy (cducational qualification and experience) towards factors such as
nepotism, political patronage (godfathers), and ethnicity. Because of this, the Nigerian public
service has performed below expectation in terms of service delivery which have been mostly
perceived from the government recruitment policies, processes, and procedure(O.E.Okeke
Uzodike & Mogie, 2015). M-Recruitment on cloud will avail diverse resources to both applicant
and the government which include software, hardware, data storage, and power consumption and
so on. In this system, computing needs are accessed, stored and occur over the internet. Hardware
resources such as processing power, memory are replicable so as to efficiently utilize these
hardware resources that is, memory and processing power can be multiplied and moved from
server to server at any time. Power consumption could be saved by moving and processing
recruitment process in Nigerian Civil Service into the cloud and consequently saved electricity
4
1.2 Statement of the Problem
The availability of the pooi of qualified and competent personnel does not just happen but through
effective recruitment and selection exercise (Emma & Paul, 2015). E-recruitment is done on web
and other media, it is a practice in which technology are deployed to attract, find, evaluate and hire
people. Suitable candidate are searched for, assess, interview and hire personnel based on the
vacancies but the accessibility of mobile phones, PDA, tablets and other portable gadgets will
encourage, invigorate and support the Mobile Recruitment (rn~Recruitment). Mobile gadgets are
commonly used and readily available for easier use than other electronic system because of its
portability and availability.
In Nigeria, a great manyjob seekers queue for long hours and even days when applying or seeking
employment opportunities. The way toward looking for occupation is such an immense errand, to
the point that job seekers need to experience different procedures before they can be selected, In
most cases, majority of these job seekers belong to the less privileged class of the society whose
main access to technology, news, and information is through their mobile gadgets.
The Nigerian civil service in general, has been undergoing gradual and systematic reforms and
restructuring since May 29, 1999, after decades of military era (Babaru, 2003). Government have
made effort to transient from archaic and traditional ways of handling their activities to better,
sophisticated and electronic approach but recruitment processes is still adjudged to be grossly
unfair, unethical, costly and contribution of epileptic power supplies to manage c-recruitment
system and time-consuming in recruitment exercise. Hence developing rn-Recruitment application
will proffer solutions to problems such as filling of forms, time-consuming manual screening. And
5
also the applicant will interact with the M-recruitment on their phone to mitigate epileptic power
supply impeded in e-recruitment. Recruitment process in Nigeria becomes nightmare as indicated
by 2014 report of Nigeria Immigration Service where 15 unemployed youth died in a stampede,
200 injured and hospitalize including pregnant women. The country experienced a terrible
situation in which 6.5 million people applied for 4000 vacancy positions (administration news,
2014). Although government has introduced e-recruitment as the recruitment strategy in some
ministries, departments and agencies but still with some flaws (Sanusi & Martadha, 201 2) while
the mobile-recruitment is proposed and developed to cater for these inadequacies.
1.3 Main Objective
This study developed a mobile recruitment system that will support the recruitment processes,
bring equity, improving transparency in a way that the information of the applicant will be retained
in a robust central database for flexibility of the selection process.
1.4 Specific objectives
Based on the research questions mentioned above, specific objectives of this study are:
a. To study the recruitment system in the Nigeria civil service to identify the loopholes in the
process;
b. To design a model for mobile recruitment system in the Nigeria civil service commission.
c. To develop and implement a mobile recruitment that would rectify the identified loopholes
in (a) above;
d. To evaluate the developed system in (a) based on user satisfaction.
6
1.5 Research question
o Is the Nigerian recruitment system efficient for all levels of the applicant?
o Is mobile recruitment a possible solution to improve the loopholes in the recruitment
process?
o To what extent has the mobile recruitment system resolved the challenges identified in (1)?
1.6 Scope of the study
1.6.1 Geographical Scope
This study had its geographical domain in Ogun State, a Southwestern state in Nigeria. Ogun state
is one of the densely populated Western states with an organized civil service. The application was
directed in the progression of staff recruitment and selection with an incorporated system prepared
to aid recruitment operation of the civil service commission in Ogun state, Nigeria.
1.6.2 Content Scope
The study sought to develop and implement mobile recruitment system for Ogun State Civil
Service Commission, Nigeria.
1.6.3 Time Scope
The study was carried out within seven months, from November 2016 to Februai~y 2017.
1.7Significance of the study
The result of the study will be of benefit as listed below
o To ease the process and improve transparency during recruitment exercise in Ogun State
civil service commission Nigeria
o The discoveries of the study has all the potentials of being useful to individuals,
organizations, government, ministries, state and federal civil service.
7
o More importantly, the study will make it assertive for the Ogun state civil service
commission to re-appraise the recruitment and selection procedures.
o It could also add new knowledge and literature on the dynamics of s,taff recruitment,
selection, and placement in our academics dispensation which in other words, provides
reliable information for future researchers on related issues.
o In this system, job seekers information can be secure in a centralized database and can
always be retrieved and reused by the applicant data for future job opening in the civil
commissions.
1.8 Limitation of the study
Case study is an important technique of undertaking research; the intensive analysis of a particular
case (of instance) will give an insight to a logical approach of solving the real world problem.
Hence, inability of covering larger percentage of applicants in Ogun state as this research is based
on sample size of twenty-eight individuals for evaluating the system.
8
CHAPTER TWO
LITERATURE REVIEW
2.0 Introduction
This chapter presents the important contributions of previous studies by various authors on
recruitments and c-recruitment system and its effect on the recruitment operation. It will also
discuss recruitment operations in civil service.
2.1 Theoretical Framework
This study is based on competency-based recruitment and selection, the theory is proposed by
Dubois & Rothwell (2010). This theory state that recruitment and selection is used for predicting
the potential job performance of the applicant. With the help of this method, organization can find
the best people to achieve their objective. This theory is result-oriented, discrimination among
applicant is out of question and identifying backups for positions is easier to determine. However
competency-based recruitment and has several benefits, there are some challenges too:
o A disciplined approach to job and work analyses is necessary so the preparation for the
recruitment and selection process needs more time.
o Inefficient when recruiting unskilled or semiskilled workers.
So if the conditions are suitable this can be a highly effective technique to develop an
organization’s human capital (Gabor Dargai, 2010).
9
~h ~ ~jn~ ~r ~ ~ ~Jt~N. nt~N
~ 1~ty N ~N. ~t4c~r~ ~
4
~ 4 NC
~ N ~ I3~fl Nt~ J
~~ th ~
1~ ctu,n rcLurn ~flC r~t~nn ~Rt ~CN. t N. 4~rC(. 4
U~1 fy ~h ~ 4 r ~l ~
N~ g~i .~ ~n .~ VC$~i~L hri*~ .~i ~
1V411 VLj~t~ i hr~~ h~i t~1r L~ ~ C
4
Figure 2. 1: Competency-based recruitment and selection(Dubois & Rothwell 2004, p.113)
2.1 Recruitment operations
One of the major hindrances facing the human resource managers and the organizations is how to
manage the teeming number of applicants chasing few available public sectorjobs more especially
in developing countries where the government is the highest employer of labor. In order to address
this, government introduced c-recruitment as the recruitment strategy in some ministries,
departments and agencies but still the users cried of lack of good governance in the conduct of the
exercise as well as technological challenges in internet connectivity which limit citizen’s
accessibility to modem-n recruiting tools (Sanusi & Martadha, 2012).
10
Human Resource Management is a strategic process and involves attracting, developing, and
maintaining a talented and energetic workforce to support the organization’s mission, objectives
and strategies. Recruitment is one of important functions of human resource management.
2.1.1 Recruitment Process and Sources
This is a cycle of activities which starts at a time when the decisions are made by an organization
until the final stage. These criteria help to determine the suitable candidate and identify the best
among equal who will fix in the organization. When recruiting staff, organizations are going out
into external environments and competing with others for suitable recruits. It is important,
therefore, as Cole (2002:118) emphasized, that such activities are conducted in a manner that
sustains or enhances the public image of the organization. Meanwhile, the recruitment process as
shown in the figure below is a point of reference which can hell) in ensuring effective and efficient
management in an organization.
11
Figure 2.2: Human Resource P14n Source: G.A Cole (2002)
The process of recruitment begins with the manpower, plan, which indicates areas in the
organization where there are likely to be shortages of people, and the members of people to be
recruited to meet anticipated employment needs. However, as Howe (1995) noted before a
recruitment decision can be made, the organization must reflect any vacancy that occurs and link
the decisions to the objectives set by the human resource plan of the organization. In doing this,
the following processes should be effective followed.
i. Human Resource Plan: As we noted in the figure above, the process of recruitment begins with
the manpower plan, which indicates areas in the organization where there are likely to be shortage
of people, and the number of people to be recruited to meet anticipated employment needs.
12
ii. Job Analysis: This involves the examination of what the potential employee will be required
to do in any particular job. The outcomes ofjob analysis are job description and specification.
iii. Internal and External Sources: This can be done either through posting, press, government
or private employment.
iv. Selection Process: This is a two-way process involving the organization on the one hand and
the prospective employee on the other hand.
2.1.2 Sources of Recruitment
Careful and well-planned recruitment of employees is absolutely necessary in order to ensure that
only the right caliber of staff is employed in an organization (Ezeani, 2002:2).
Yadav (2014), explain the two categories of the sources of recruitment in terms of internal or
external.
A. Internal recruitment
Present employees: A good source for recruitment can be promotions and transfe,~s among present
employees. The advantages are that it builds morale among employees and encourage ambitions
individuals to perform. It also improves the selection since the individual’s qualifications are
clearly available. Recruitment within the company is cheaper and it ensures the employee’s
familiarity with the organization. Transfers are preferable if the company want their employees to
acquire multi-skills.
Employee referrals: This can be a very effective way of recruiting and a good source of internal
recruitment. In a large organization, quite a number of potential applicants can be reached to a
very low cost, and the employees usually helps the company to promote the job for their family
13
and friends. They know the requirements and therefore it enables them to identify persons suitable
for the job.
Former employees: Former employees that used to work in the organization sometimes may be
willing to come back. Some retired employees might want to come back and work on a part-time
basis, or it could be a person who left the company and now wants to return. The advantage is that
the performance of the person is already known.
Previous applicants: It is not truly an internal recruitment but it can still be a good source. People
who previously applied for a job can be contacted again if there is an unexpected opening, It is a
very quick and inexpensive way to fill a position.
B. External recruitment
Advertisement: Popular method among recruiter because of the wide reach. The advertisement
should describe the job contents and the benefits of the job, and identify the employer to the
applicants, as well as create a desire to apply for the job. It has to sell the idea that the company
and the job is perfect for the job seeker.
Campus Recruitment: Recruiting on campus is often an expensive process but still an attractive
source for recruitment, especially among global companies where the search for talents is of great
importance to their competitiveness. The presence of companies at campuses has increased
throughout the last decades to the extent that each college, university or institute will have to have
a placement center to handle all the recruitment functions.
Consultants: Consultants is equivalent to recruitment agencies and headhunting firms.
Recruitment through this source is mostly for managerial and executive personnel and it gives
14
access to the consultant firm’s private and professional network. It is reliable but quite an
expensive method.
Competitors: Recruiting from rival firms is popularly called ‘poaching’ and can be a very
successful if the right person is found. The method involves identifying potential candidates in the
rival company and then approach them a job offer with better terms. There are ethical issues
addressed with this method. One is for example whether it is appropriate of an employee to leave
the company which has given him education and training to join a rival firm? There are also
country-specific legal issues involved but they will not be included in this paper.
E-recruiting: The Internet has revolutionized the recruitment practices and the impacts are
strikingly to how both employers and candidates can benefit from it. Companies can benefit from
low costs, speed enhancement and perhaps the most important, worldwide reach to potential
candidates. From the job seekers’ point of view, it gives them access to larger labor markets and a
wider scope of potential employers.
2.1.3 Recruitment and Selection in Ogun State Civil Commission
According to Omisore and Okofu in Monday and Noe (2005) ~‘recruitment is a process of attracting
individuals on a timely basis, in sufficient numbers, and with appropriate qualifications,
developing their interest in an organization and encouraging them to apply for jobs within it”.
Apparently, recruitment exercises are not conducted all year round but at a designated time when
the need arises.
The recruitment process in the civil service involves all those activities prescribed and designed
by the civil service commission to secure a supply of possible candidates for employment in the
service. These activities usually culminate in the selection and placement of applicants adjudged
15
to be most suitable for the available jobs. Prior to the 1988 civil service reforms, recruitment into
the service was vested in the various civil service commissions. In practice, though authority for
recruitment, appointment, promotion, and discipline of staff on salary grade level 01 to 06 was
delegated by the civil service commissions to ministries and extra-ministerial offices which
performed such delegated functions through their departmental advisory committees or DACs as
they were commonly known. The civil service commissions reserved to themselves the power to
recruit civil servants into posts of salary grade level 07 and above. With the introduction for forms
in the service in 1988 however, the power to recruit and make appointments into posts of salary
grade level 01 to 06 and grade level 12 and above was passed in ministries and extra-ministerial
departments. These agencies were however required, in performing this function, to a4here to the
approved schemes of service and civil service rules, and to comply strictly with regulations and
guidelines that may be issued by the relevant civil service commission from time to time. On the
other hand, the reforms reserved to the civil service commissions the power to recruit, appoint and
promote civil servants into grade level 07 to 10, based on the approved staff establishment of each
ministry and extra-ministerial department. The rationale for this reserved power is that the
commissions were thought to be better placed in applying the principles of geographical spread,
commonly known as the principles of state/federal character(Peter, 2013).
Recruitment into Junior Position
Recruitment of junior staff on salary grade level 01 — 06 is a function delegated to the junior staff
committees of ministries/extra-ministerial offices which are required to apply the principle of state
character in their appointments. A representative of the state civil service commission in the local
is consequently expected to attend the meetings of each state staff committee. In all cases,
16
recommendations of the junior staff committee of each ministry/extra-ministerial office must be
submitted to the permanent secretary for approval and implementation.
Recruitment into Senior Position
Applicants for senior position must obtain minimum of bachelor degree in order to get a chance
of applying for this post, thereafter will obtain, complete and return to the civil service commission
the relevant application forms. For direct appointments or transfers into posts of grade level 1 2
and above, the commission will normally advertise such posts (twice in three national dailies)
based on inputs (e.g. requisite qualifications and experience, vacancy position, etc) provided by
the relevant ministries/extra ministerial offices. Names of shortlisted candidates are thçn returned
through the office of the head of service to the commission which subsequently arranges for the
selection interview and appointment(Agboke, 2010).
Selection Interview
The selection interview is the most widely used technique for the selection of shortlisted applicants
for appointment into the Nigerian civil service. The widespread use of this technique by the various
civil service commission (CSC) across the country is probably due to the assumption that it
requires no specialized skills or knowledge which other more teclmical techniques like
psychological testing (intelligence tests, aptitudes tests, attainment tests, and personality tests) or
work study require. The variant of the interview selection technique preferred seems to be the
panel interview in which one or more interviewees are faced by several interviewers, usually
comprising all CSC commissioners and a representative of the ministry for which the recruitment
exercise is being conducted. In practice, schedule officers will, before the commencement of a
selection interview, make available to members of the panel partially completed selection
17
interview format on each candidate. The last item on a typical selection interview format usually
constitutes the rating instrument for use by panel members in assessing the candidate during an
interview variables which attract scores on most instruments in the civil service usually include,
dress and general appearance, language control, aptitude, Qualification and experience all these
process are form of traditional recruitment process(Peter, 2013).
Selection of Candidates for Appointment
Selection is the process of choosing from the candidates interviewed those who are most likely to
be suited to the job under consideration, based on the approved job specification and the selection
field provided by the interview. A job specification is a description of the qualification and
disqualifications such as age, education, experience, health, etc required of a person who is to be
appointed to a position. Job specifications in the civil service are in the form of schemes of service
approved by the national council on establishments for all the recognized cadres of the services.
These are embodied in volumes which are reviewed from time to time in line with prevailing
conditions of service for the various cadres. Consequently, the appointing authorities normally
make their selection on the basis of existing schemes of service, taking into consideration the
principles of geographical spread. To do this, members of the interview panel will normally
thoroughly verify the originals of the credentials of candidates in the course of interviewing them.
Be that as it may, for eligibility for permanent and pensionable appointment in to the service, the
baseline is that an applicant should not be less than 18 and not more than 5oyears of age, he must
be a Nigerian and able to present a certificate of local government and hence, state origin, be
certified as sound in health and medically fit for service by a government medical officer; and
possess a testimonial of good conduct from the last educational institution attended or from his
18
last employer. He must not have been convicted of a criminal offense or been dismissed from a
previous employment in the public service. He must have the qualification requirement for the job.
If applicable, he must possess the National Youth Service Corps (NYSC) discharge certificate.
Once the selection process has been completed, letters of appointment will normally be issued
under the hand of the Director of Personnel in the ministry or extra-ministerial office or by the
permanent secretary in the case of the Civil Service Commission (CSC) based on the authority of
the approved minutes of the sittings of the relevant appointing authority.
Thereafter, all other recruitment formalities such as obtaining a character or referee’s report on the
appointee, production of letter of acceptance of offer of appointment, record of each appointee’s
data of assuming duty, se~urity clearance from the presidency/governor’s office, where necessary,
and confirmation of each appointee’s Local Government Area of Origin, will be routinely handled
by the relevant schedule officers(Peter, 2013).
The recruitment exercise in Ogun State has been traditional method overtime as explained above.
Traditional recruitment process is rather linear and covers all activities regarding the identifying
and hiring of potential knowledge held by individuals (Hoim, 2012). This process can be divided
into three main phases, the attraction, screening and selection of applicants (Bartram, 2000). The
first phase is about identifying the potential knowledge the company needs and attracting them in
a large pooi. The screening phase is about filtering the applications and sorting out a smaller group
of candidates, who fit the position, according to key criteria considered crucial to the job profile.
The final phase is about selecting from the remaining applicants by conducting interviews and
eliminating the candidates who fail to meet the requirements of the recruiter(s) and head
management.
19
Today, available jobs offers are posted online across all industries, either in online job portals or
on corporate career websites. This kind of c-recruiting is a promising option for reaching a wider
applicant pooi, as well as more cost and time effective than other methods emerged along with the
growing popularity of the Internet in the mid- 1 990s and has significantly changed the recruiting
landscape over the past decade (Bohm, 2011). The deployment of web technologies and use of
corporate career websites, job portals, and search engines have cleared the way for more
sophisticated, interactive and timely communication between job seekers and suppliers (Barber,
2006).
Using database technologies, an~l online job advertising boards and search engines, employers can
now fill posts in a fraction of the time previously possible.
Sanusi & Martadha (2012), in their opinion, suggested that moving toward an electronic
recruitment strategy does not means discarding traditional recruiting process such as print adverts,
career fairs, and employee referral programs. One of the advantages of online recruitment is its
ability to combine with and improve upon, traditional methods. Electronic recruiting principles
can improve traditional media by making them more electronic and by integrating them with other
processes (Rose, 1999). In most developed and developing countries traditional methods of
recruitment were not completely eradicated so as to pave way for newly introduced internet
recruitment, as such the two methods were mixed up together for accuracy and consistency (Pavon,
2006).
However, the traditional civil service method of recruitment has its drawbacks. Critics argue that
it is too slow, rigid and complex (Coggburn 2005) and that the civil service system itself now is
more of a problem than patronage (Condrey and Battaglio 2007; Elling and Thompson 2006).
20
E-recruitment is not using only one method or technique; it involved several different tools and a
wide variety of ways to use them (Swart, 2008). Methods in which internet is used for recruitment
purposes include corporate/organizational websites, job boards, chat rooms, newsgroups and
media websites (Ray & Thomas,2000).
In the civil service, organizational websites and job boards are mostly used in attracting potential
candidates.
Organizational websites are considered as one of the best c-recruiting technique available in public
sector recruitment (Ray & Thomas, 2000). They provide the opportunity to communicate
practically with unlimited information through media channels (e.g., plain text, graphic images,
audio files, interactive links) and to communicate this information to a l’arge flumber of
geographically dispersed job seekers at a relatively low cost (Cober et al., 2000).
The job boards (generally referred to as online recruiters, job portals, or specialized job sites) are
independent websites that are specialized in recruiting employees (Galanaki, 2000). They represent
a platform for the articulation and publication of both supply-side and demand-side needs and
thereby take over a crucial role in the field of recruitment (Martin & Appleby, 2005). Many internet
job boards have made hiring easier by adding sections on their websites that focus on specific
topics. For instance, job boards may include sections that focus on industry, applicants’ diversity,
or geographical area (Capelli, 2001). But using job boards in public sector electronic recruitment
is very expensive and sometimes impedes good governance practice because the money to be used
for such recruitment is enough foi: the organization to develop it independent recruitment portal
without depending on private recruiting firms (Bumah, 2008)
21
Benefits of Traditional Recruitment
Although traditional recruitment methods are getting replaced day by day, they do have their own
advantages. Some methods of traditional recruiting like campus interviews, job fairs, third party
payroll recruitment and employing headhunters will never be outdated because Campus
recruitment is cheap and effective.
All the company needs to do is train and refine candidates ‘skills according to company’s needs.
Headhunting for top-level executives and managers is a modern day approach to recruitment.
Headhunters never publish job vacancies in newspapers or job portals.
They still use networking for searching suitable candidates. Job fairs are still attractive because
they provide advertising and promotion activities to sponsors and participant companies. They also
collect huge Candidate’s database compared to newspapers advertising and campus recruitments.
Companies can directly conduct in-person interviews in job fairs or collect resumes and later call
for right candidates after sorting them. Companies search potential candidates from other rival
companies (which is no longer unethical), ex-employees, part-time employees, employees on third
party payroll, employees in other department, relatives of deceased employees, and also from
retired employees too.
Benefits of E-Recruitment Reduced Hiring Time:
E-Recruitment allows for instant real-time interaction and 24x7 hiring/job search activity.
Traditionally newspapers would print job advertisement which would appear only for one day.
Resumes and applications would take several days or weeks to reach to the right person and It
would cost much high to both job seekers and providers. But with e-recruitment, instant ads can
be posted on company or job site, hundreds of candidates can apply at a time within moments and
it’s also very cheap.
22
Reduced Hiring Cost: Up to 90% cost can be saved through online recruitment than the tradition
alone since it reaches to more candidates and doesn’t have to physically print advertisements and
distribute them. Nowadays many of the job portals give attractive offers and discounts for
publishing jobs on their sites and give various services to candidates too.
Broader Reach for Employers: Unlike traditional methods which are usually restricted by career
level, geography, industry or other parameters online recruitment portals typically have current
and active talent databases that cover all career levels, industries and regions.
Broader Reach for Candidates: These days’ candidates do not restrict themselves to one
geographical location and company if better opportunities are available. They tend to keep
searching and changing jobs at their will and keep their CVs up to date. They register at multiple
job and company sites and are available for more jobs.
Scope for Privacy: Both employers and job seekers can choose to retain their privacy. Employers
can choose to search the databases without posting a job if the vacancy is sensitive in nature, or
they can post a vacancy while not disclosing company identity. Similarly, candidates cap post their
CVs online while keeping their names and present employer’s name confidential. Thus secrecy can
be maintained and it feels safe for both candidate and company.
Better Management Tools: The company and job portals offer various tools for job
posting/searching. Employers can post jobs location or section wise. They can decide which
information to provide. They can screen, shortlist, filter and reject candidates that have applied for
the jobs. Candidates too can search jobs location, ftmction or domain wise. They can apply to
multiple jobs and accept to reject any job offer.
23
Drawbacks of E-Recruitment
Although e-recruitment has proven to be much cost and time effective, it does have certain
inevitable drawbacks as mentioned below.
High Volume of Responses: Since anyone can access a public ad, company can get a very high
volume of response from irrelevant resources. It is huge task to screen and scrutinize all the
applications which is highly time-consuming and less productive.
Logistical Issues: Sometimes it may be found that the candidates that are more suitable for the
job are not in same city and are working at a far distance and cannot attend in person interview
after telephonic round. The hiring department needs to decide whether to send resources to another
city for further processing or pay traveling costs to the candidates. Both ways it is less cost effective
and if the candidate is not interested in offer it may waste both time and money.
Technology Issues: Many MNCs have their own jobs sections that invite candidates and publish
jobs. They require online application forms to be filled. It is generally time-consuming and right
candidates may not spare time to fill every detail. Thus, company may miss right candidates due
to technical issues.
Poor Website: If the company’s website is poorly managed then candidates may not be
impressed with the company and may not respond. Either someone from company needs to be
technology savvy to maintain the website or the company needs to outsource it.
Disclosure of Information: For the candidates who are already working with other companies are
reluctant to provide personal information along with the resume since job portals are public in
nature. Also, some companies do not want to disclose that they have openings for certain positions
since their internal candidates may be interested.
24
No Response from Companies: Many times candidates submit their applications on job portals
likenaukri.com, monster.com etc. and never actually get any calls or emails from the company.
Companies do not provide contact details on the job portals or are strict about communication
keeping through ernails only. This is major drawback of electronic recruitment system many of
the jobs not getting actualized may shake the candidates belief.
Low Retention of Candidates Hired Online: Candidates those are hired from job portals
likenaukri.com or monstêr.com or freshersworld.com may tend to find better jobs and offers.
Hence they have lower retention rate than traditionally hired candidates. Company’s budget spent
on their induction and training may get wasted and hiring cost of new candidates gets increased
unnecessarily too (Prakash Yadao et al, 2017).
This study was able to make comparison between traditional and e-recruitment, despite the fact
that e-recruitment had sonic efficiency over traditional recruitment but accessibility at convenient
time is still low due to the availability of internet with introduction of mobile recruitment
application, the applicant can forward registration with minimum internet speed forjob application
2.2 Scope of M-Recruiting Offerings
The term in-recruiting refers to any organizational communication using mobile devices and
technologies in order to attract and hire potential applicants and employees(Niklas & Böhrn, 2011).
During the last two decades, mobile devices and networks have evolved into universal
communications systems. And today’s systcms support not only mobile voice communication but
also mobile broadband access tu the Internet and a wide range of value-adding services. Mobile
technology must have two key components: wireless networking and the associated hardware
(Caudill 2007). The wireless networking component allows users to send and receive data without
being tied to cables or cords. Fast wireless connections for mobile devices have been made possible
25
by IEEE 802.11, which is the official protocol for Wi-Fi. In addition, 3G and 4G technologies,
which provide users with seamless connectivity across large coverage areas, have played a crucial
role (Gass & Diot 2010). Regarding the characteristics of the hardware component, (Fedele, 2016)
states that to be considered mobile, a technology should:
1. Have the ability to provide communication and/or information functions
2. Small enough to be carried
3. Able to work (at least part of the time) without a physical connection to power or
telecommunications services(Fedele, 2016).
This technical progress has been accompanied by improvements in device and user-interface
technologies, e.g. device capabilities to install and execute application software, multi-touch
displays to facilitate user interaction on small screens, embedded GPS receivers for determining
current location, or sensors for measuring orientation or other parameters of the user environment
(Niklas & Böhm, 2011).
Taking into account the previously given definition, m-recruiting is already present when mobile
voice telephony or SMS is used in recruiting communication. However, in a more narrow sense,
rn-recruiting refers to strategic use of mobile technology to attract, engage and recruit candidates.
Common mobile recruiting tactics include mobile career sites, mobile recruiting by text, mobile
recruiting apps and social recruiting. Mobile recruiting is often cited as a growing opportunity for
recruiters to connect with candidates more efficiently with “over 89% of job seekers saying their
mobile device will be an important tool and resource for their job search. Traditionally, recruiters
26
have used emails and phone calls to engage candidates, but the increase in mobile usage among
job seekers has contributed to mobile recruiting rising popularity.
2.3 Why do we need to go mobile?
Whilst c-recruiting is common practice nowadays, the mobile channel is still developing as online
did in the rnid-1990s. Mobile communication is becoming available everywhere and an increasing
number of mobile subscribers are using advanced smartphones and have access to third generation
mobile networks(Niklas & Böhrn, 2011). In 2014, the global number of mobile devices exceeded
the worldwide population for the very first time. This figure now sits at 7.7 billion according to
the GSMA Intelligence live counter (as of April 2016), and is growing five times faster than the
number of people on this floating ball of green and blue (which is 7.4 billion, for anyone
interested). Communication patterns are changing due to the fact that with these new technologies
it is possible to be available and connected anytime and anywhere(”Nigerian Telecommunications
(Services) Sector Report,” 2016).
2.4 Mobile subscriber In Nigeria as of June 2016
The total number of subscribers has increased rapidly over the past decade; at the end of 2005
there were 19,519,154 subscribers, but by the end of 2015 there were 151,017,244, which is
equivalent to an increase of 13,149,809 every year. However, growth has been declining more
recently, possibly as a result of high market penetration leaving less room for large
expansion(”Nigerian Telecommunications ( Services) Sector Report,” 2016).
27
m Hi on s153
152
151
150
149
148
147
145
145
14~.’~
143Jun Jul Aug Sep Oct Nov Dec J~n F~eb M~r Ap~ M~y Jun
205 2015
GSM CDM~ Fixed ~v;ired and wireless)
Figure 2.3: Mobile subscriber in Nigeria(”Nigerian Telecommunications ( Services ) Sector
Report,” 2016).
2.5 Review of related works
E-recruitrnent is a diverse topic fed by various disciplines including Human Resources
Management, Organizational Behavior, Management, Information Technology and Computer
Science fields. Because of this diversity, a comprehensive search for relevant journal articles in
human resource management and information systems was required. Recently, there has been
numerous researchers on e-recruitment and the increasing diversity of publications on c-recruiting
research calls for a synthesis (Wolswinkel, et al., 2010).
Arnusan (2016), the objective of their work is to develop an efficient e-recruitm~nt framework fit
for dealing with all phase of the c-recruitment process, including multi-job posting, organization
channel administration, and candidate filtering to distinguish the most relevant candidates. Their
system was developed using Macromedia dream weaver (a professional HTML editor for
28
designing, coding, and developing websites, web pages, and web applications), SWISHmax (for
Creating graphics and animations), Structured Query Language (SQL)database creation for the
website, creation of different tables, and the storage of data sent from the website).
A research conducted by Deniss & Vladimir (2016) Internet of Things as a Framework for E
recruitment’s Business Model, used challenges discovered using c-recruitment methods, in
different article to develop an e-recruitment evaluation system framework based on Business
Model Ontology (BMO). New model is created to identify crucial c-recruitment factors. Their
model is based on statement that conventional evaluation system is not suitable for the recruiting
process and should be developed. From this perspective, the model presents c-recruitment as an e
business and evaluates in BMO context. The model is aimed to create sustainable c-business by
identifying value creation process and significant factors.
Hsu-Che Wu(2016) there study considered how to combine the competency model and gap
analysis to build a competency measurement system for c-recruitment and selection systems based
on design science framework. The competency measurement system used inference engine by
case-based reasoning. Finally, system testing was conducted to measure the quality of the system,
and the feedback from respondents was used to improve the deficiencies of the system for
application in the real world. The noticeable flaws in the system is that cannot be deploy at lowest
level of candidates.
AloisaNalusi( 2015), conducted a study on design of a theoretical model for an online recruitment
framework that could be used by any recruitment office for recruiting and selecting human
resources on the web and using a simulated database system. This will make a functional channel
for recruitment agencies to communicate between job seekers and employers. The system
proposed with, HTML was used as front-end, ASP was used as backend and database management
29
system was used for data storage purpose. Interviews and questionnaires were administered among
three university staff to test the performance of the system.
Shahila & Vijayalakshmi(2013), the study helps to analyze the overall trends in c-recruitment use
and practice, c-recruitment methods, E-Recruitment Challenges and issues of E-Recruitment and
its increasing scope in the recruitment process of a company. And also discuss the main success
factors of e-Recruitment are the value-added services provided by the job sites, cost-effectiveness,
speed, providing customized solutions, helping to establish relationships with HR managers and
facilitate brand building of the companies.
Dr. A J du Plessis(2012) this researcher focuses on the foundation of the ‘conventional’ or ‘old’
method of recruiting, it reviews diverse ‘new’ ways; c-recruiting and its effectiveness; point of
interest, for example, availability and hindrances such as accessibility such as transgression of
some legislation in c-recruiting and the effect it has on administration.
The results from Holm’s (2012) thesis were that there was a disparity among the paper-based and
the electronic-based recruitment method. The electronic-based recruitment process began with few
electronic tools for line managers to begin the recruitment process, e.g. line managers were putting
their hiring needs into a Word document and sending it to the accountable recruiter. The recruiter
then had to read each applicant and rate the order. In some cases, this is handled through filter
programs bringing top applicants to the forefront.
Sanusi & Martadha(2012) in their study titled “Good Governance as a Yardstick to Measure the
Effectiveness of E-recruitment in Nigerian Public Service”. Qualitative method was used through
face-to-face interview in collecting the primary data. The data was analyzed and their findings
revealed that bad governance overshadowed good governance in the actual exercise, they finally
30
recommended that transparency, and accountability, non-partisanship and equity should be upheld
in future recruitment exercises.
An analysis conducted by Williams (2009) on E-recruitment showed declining recruitment spends
focused on web-based re~ruitrnent at the expense of traditional methods. Online methods proved
far more popular of the HR professionals surveyed said that the jobs sector of their own company’s
website was used as a recruitment instrument for many jobs.
However, there are many portals available online for the purpose of recruitment, job porter such
as Monster.com, Salary.com, Recruit soft, hotjob.com, Adecco, getthejob.com, and others that are
not mentioned (Kuyoro Shade 0., Okolie Samuel 0., 2012). In this research work, we will
investigate this existing job porter and locate their limitation.
A. Online Automated Recruitment System (OARS)
Online Automated Recruitment System (OARS) is a computerized employment application
Sabatin, 2007processing system, which electronically pre-screens candidates and ranks them
according to specified criteria(Kuyoro Shade 0., Okolie Samuel 0., 2012).
Strengths:
1. Ease of use in creating, editing,. storing applicants resume and the simplicity of signing in and
logging out.
2. Secure, keep applicant personel data from being perused by others on the Internet.
3. The notification reliability - applicant can choose to receive email notifications of vacancies
Weakness:
It is based in and mainly used in the United States of America.
31
B. Sarawak Information Systems (SAINS)
The Sarawak Information Systems c-recruitment is an online job application and processing
system for employers to advertise their job openings and for candidates to submit their applications
via the internet(Kuyoro Shade 0., Okolie Samuel 0., 2012).
Strengths:
1. Simple, not complex and is designed for small businesses.
2. Cost-effectiveness in deployment and maintenance.
3. Global usage can be used anywhere.
4. Systematic tracking, applicants can register and track their application status online.
5. Consistent and transparent screening.
Weakness:
SAINS is not designed for integration into a HRMS or an ERP, thus there may be fleed for its
replacement if the organization expands significantly.
C. Oracle Human Resource Management
Oracle Human Resource Management is a web-based application that serves as a center point for
all individual related activities including communication, development, measurement,
compensation(Kuyoro Shade 0., Okolie Samuel 0., 2012).
32
Strengths:
1. Use work process and web-based processes to speed and optimize recruitment, hiring,
budgeting, compensation,~ termination, performance, skill, collective agreements and more.
2. It has capacity to perform rules-based HR spending control.
3. Maintenance of global HR data in a single instance for heifer availability and accuracy of
information, with a global single repository of employee data.
4. Managing total compensation, that is, attract and retain with the right combination of salary and
benefits.
5. Deploying absence and termination policies, set limits and warnings, conduct competency
profiting and management.
Weakness:
1. It is very expensive to deploy and maintain.
2. It is not designed for small businesses.
It contains a lot of interdependent modules which can reduce simplicity, therefore leading to
underutilization which may affect efficient performance of the software in the long r~m(Kuyoro
Shade 0., Okolie Samuel 0., 2012).
With the review of these papers, this research will try to come up with a system that would improve
the efficiency in the existing mode of recruitment; select best-qualified applicant for job in case
there is aggregate in academic grades among the applicants on the process of selection and will
lay emphasis in simplicity.
33
2.6 Existing system
The existing system for recruitment in Ogun state civil service has been traditional mode of
recruitment since the creation of the state in 1976. Traditional civil service recruitment is
centralized, relies on formal examinations and leaves managers with low discretion and flexibility,
which acts as a safeguard against patronage. Increasingly, this method of recruitment is however
challenged by faster and more flexible private sector practices, which could be more effective but
also exposes the civil service to patronage and nepotism. The traditional process of recruitment
includes submission ofjob request and its approval, recognition of recruitment needs, application
or resuming screening, job posting, pre-employment screening, interviewing and employment
contract and job offers(Sundell, 2013).
2.7 Conceptual Model
From the literature reviewed on the course of this study, it was realized that a typical framework
for Mobile-based recruitment system for job recruitment operation has not been established. It is
on this note that this research focuses on designing below conceptual model for mobile recruitment
system.
34
Robust DBMSin onitor
a licant data
in contacta licant
Figure 2.4. A modified conceptual Framework for mobile recruitment system.
Source Chayapom Kaensar (2015),
Applicantdownload a
Applicant used app
Registration
1
CHAPTER THREE
METHODOLOGY
3.Olntrocluction
This chapter elaborates the procedures and the software/system development life cycle that was
used in developing mobile recruitment system. It further gives direction as to how the system will
be designed and sheds more light on research design, data collection methods, and instruments to
be used.
3.1 Project Methodology
For the purpose of accomplishing exploration of this study, the researcher adopted system
development life circle as the methodology approach. The systems development life cycle (SDLC)
is the process of understanding how an information system (IS) can support business needs by
designing a system, building it, and delivering it to users.(Dennis et al, 2012). It is the commonly
used methodology for system development. The SDLC methodology tracks project from starting
of development, through planning~ analysis, design, implementation, maintenance, and testing.
SDLC is also known as information systems development or application development.
Shadira (2008), stated that there are several methodologies or models that can be used to guide the
software development lifecycle such as Structured Systems Analysis and Design Methodology
(SSADM), Object-Oriented Analysis and Design (OOAD), the linear or waterfall model (which
was the original SDLC method), rapid application development (RAD) and joint application
development (JAD).
This project adopted waterfall approach of the system development life circle. Waterfall approach
was first SDLC Model to be used widely in Software Engineering to ensure success of the project.
36
In “The Waterfall” approach, the whole process of software development is divided into separate
phases. In this Waterfall model, typically, the outcome of one phase acts as the input for the next
phase sequentially.
The following illustration is a representation of the different phases of the Waterfall Model.
hL___J_ i_~~JL___~
Figure 3. 1:. Source: TutorialPoint
o Requirement Gathering and analysis: the relevant information needed for the
development of the application was captured during literature review and interaction with
civil service commission human resource manager made it possible for us to determine
requirement specification procedure needed for developing the mobile recruitment
application.
37
o System Design: This was achieved using unified modeling languages (UML). The Unified
Modelling Language (UML) is a general-purpose, developmental, modeling language in
the field of software engineering that is intended to provide a standard way to visualize
the design of mobile recruitment system architecture.
o Implementation: the mobile recruitment application was implemented using online
control panel platform where different application coding were integrated to interact with
database.
o Testing: the testing of the mobile recruitment application was self-evaluation and
technical testing without the help of external user while second test was conducted using
questionnaire to test opinion prospective applicants about the system. Twenty-eight (28)
applicants was pick from population of Thirty (30) in sample size determinant table
(Krejcie and Morgan, 1970) in Abeokuta, Ogun State of Nigeria.
a Deployment of system — Once the functional and non-functional testing is clone; the
mobile application was packaged and tested with emulator
o Maintenance — There are some issues which may come up in the client environment. To
fix those issues, patches are released. Also to enhance the product some better versions
are released. Maintenance is done to deliver these changes in the customer environment.
3.1.1 Mobile recruitment Methodology
This mobile recruitment application is eligible for applicant with minimum secondary education
whom will download and install the application from google play store on their mobile phones for
job registration. Candidate will be shortlisted on the basis of quarters of the numbers allocated for
38
each local government in Ogun State. If the quarters of a particular local government is full, the
applicant that applied thereafter will not be considered but the system will retain the offshoot for
future reused.
3.2 Research design
This study developed mobile recruitment system which will be accessible to prospective applicant
within Ogun State Civil service Commission in Nigeria. The research approach deployed includes
descriptive, quantitative, and observatory. The interface was designed using HTML5, CSS,
JavaScript, Bootstrap (to make it responsive so that it can fit on mobile Phone), PHP and MYSQL
was used for the backend. While the Mobile Recruitment application was implemented on Apache
online server connected with online PHPmyAdmin. Also, a survey was conducted with
questionnaire to test opinion of prospective user about the application developed.
3.3 Research Approach
The descriptive research approach was adopted in this research work and it was quantitative in
nature. Observation and questionnaire methods were used to get the required data tiorn the existing
system and respondent’s satisfaction on the developed system.
3.4 Research Population
The target populations needed for testing the system developed was 30 unemployed individuals
with minimum secondary educational background residing within Ogun State. These categories
were considered because they are unemployed and are prospective/potential applicants that will
be using the recruitment systems.
39
3.5 Sample Size
The sample size representative of the applicant in this study was 28. It was determine based on the
Krejcie and Morgan’s sample size calculation which same as using the Krejcie and Morgan’s
sample size determination table. The sample size determination table is derivative from the sample
size calculation where 28 sample size fall-in 28-30 of Krejcie and Morgan’s sample size
determination table. (Krejcie and Morgan, 1970). The numbers was selected in order to evaluate
their level of satisfaction with the system developed.
3.5.1 Sampling Procedure
Purposive s~mp1ing was used to select the respondents, which are potential job applicants with
minimum secondary educational background residing from Ogun State.
3.6 Data sources
This study used secondary data collection methodology which includes textbooks, journals,
internet, dissertation and previo~isly published study.
3.7 Research Instrument
Data was collected through, observation, questionnaires and literature reviews. This led to
collecting reliable and comprehensive data that led to conclusions and recommendations made by
this study.
3.7.1 Questionnaire
This is special-purpose documents which allows the researcher to collect information and opinion
from respondents about the system designed. In this study, the researcher used scale questions of
closed or structured questionnaire to assess the degree of satisfaction of the respondent with the
system designed
40
3.8 Validity and reliability of research instrument.
Through the expert advisor (the research supervisors) the validity of the data collection instruments
was done. The researcher designed the questionnaire and forwarded it to supervisor who edited
and make the necessary adjustment.
3.9 Ethical considerations
The researcher got authority from the concerned parties before conducting the research. The letter
permitting the researcher to carry out research was issued and the respondents were assured that
the information given would be treated with utmost confidence.
To avoid inconveniencing the respondents who happened to be occupied with their work, the
researcher made a timetable of collecting the questionnaire the respective respondents at their own
convenient time
41
CHAPTER FOUR
RESULTS AND FINIflNGS
4.0 INTRODUCTIONThe amazing activation of mobile has brought profound changes, for individuals as well as for
organization and administration that they offer. The major objectives of this study is to develop a
mobile recruitment app that will enable the recruitment processes become accessible for applicant
irrespective of geographical location in a way that application data can be retain in robust database
for future job opening. The result and findings of this research was actualized base on SDLC
methodology. The result and findings of each phase is explained below
4.1 Requirement Gathering and analysis
This is the first phase of SDLC, this phased was accomplished with critical review of related
literatures and documents on recruitment system in Ogun State civil service commission with the
aim of learning how we could improve it and to make Ogun State civil service commission a
reference model. It was discovered that the existing approach comprises of traditioruil and e
recruitment in which recruitment were not simplified for all level of the applicant. Hence, there is
need for high connectivity of internet to use all previous systems.
All the requirements was captured in this phase and documented in a requirement specification.
The choice of data sources and data capturing techniques was based on the information needs of
this research. The interview we had with Mr. Adetona Omosoga provided us some information
about applicant data entry which gave us a guide to developed mobile recruitment system.
42
4.1.1 System Requirements
To be used efficiently, all computer software needs certain hardware components or other software
resources to be present on a computer. (Techterms.corn, 2014) These prerequisites are known as
(computer) system requirements and are often used as a guideline as opposed to an absolute rule.
4.1.2 Hardware requirements
The most common set of requirements defined by any operating system or software application is
the physical computer resources, also known as hardware, A hardware requirements list is often
accompanied by a hardware compatibility list (HCL), especially in case of operating systems. An
HCL lists tested compatible, and sometimes incompatible hardware devices for a particular
operating system or application. The following sub-sections discuss the various aspects of
hardware requirements need for developing mobile recruitment.
o A dual core processor with at least 2.8-gigahertz (GHz) 32-bit (x86) processor, 300 GB
hard disk 4GB of and RAM for a fast system. I
o A laser jet printer was required for printing the reports.
4.1.3 Software Requirements
Software requirements deal with defining software resource requirements and prerequisites that
need to be installed on a computer to provide optimal functioning of an application. This include
windowlO, notpad++ e.t.c
4.1.4 Requirement Determination
Requirements determination is performed to transform the system request’s high-level statement
of business requirements into a more detailed, precise list of what the new system must do to
provide the needed value to the business (Denis et al, 2012).
43
Functional Requirements
A functional requirement relates directly to a process the system has to perform as a part of
supporting a user task and/or information it needs to provide as the user is performing a task (Denis
et al, 2012). The functional requirements of the proposed system (Mobile recruitment app) include
the following:
Table 4. 1: Functional Requirements
Functional Requirement Description
Process-oriented The system must allow applicant to register for job using theapplication.
The applicant must receive notification of acceptability of itsregistration from the backend,
The application must be downloadable from app publisher.
The application must be compatible with android phone.
Information-oriented The system must retain applicant history in the database forspecjfied time.
The system must be accessible to administrator to filter applicantbase on shortlisting criteria
The system must provide be able to view applicant details fromdifferent local government in the state.
Non-Functional Requirements
Non-functional requirements do not describe the functions offered by the application. Instead, they
represent important, quality-related issues (Denis et al, 2012). Due to the inherent characteristics
of the mobile context of use, the following requirements were taken into consideration when listing
non-functional requirements:
44
Figure 4.1: Use case diagram for mobile recruitment
4.2.2 Sequence Diagram
A sequence diagram is a kind of interaction diagram that shows how processes operate with one
another and in what order. It is a construct of a Message Sequence Chart. A sequence diagram
shows object interactions arranged in time sequence. It depicts the objects and classes involved in
the scenario and the sequence of messages exchanged between the objects needed to carry out the
functionality of the scenario. Sequence diagrams are typically associated with use case realizations
Applicant Admin
47
in the Logical View of the system under development (Wikipedia). Sequence diagrams are
sometimes called event diagrams, event scenarios, in this case, the sequence diagram showed us
working process of developed mobile recruitment system.
App A licant Database Admin
Download application
Used application Retrieve data in the database
Flu registration
Registration accepted
Give feedback to applicant
Recieved information for interview
Figure 4.2: Sequence diagram for mobile recruitment system
4.2.3 Structure diagrams
A structure diagram is a conceptual modeling tool used to document the different structures that
make up a system such as database or an application. It shows the hierarchy or structure of the
different components or modules of the system and shows how they connect with each other
(techopedia.com).
48
Structure diagrams emphasize the things that must be present in the system being modeled. Since
structure diagrams represent the structure, they are used extensively in documenting the software
architecture of software systems.
Registration
applicant id
name
Surname
Gender
Age
Locality
Qualification
Telephone
Specialization
Username
Password
Figure 4.3: Structure diagram for mobile recruitment system
4.3 System Implementation
The mobile recruitment application was implemented using online control panel platform where
different application coding were integrated to interact with database. cPanel is an online web
hosting control panel and code editor platform that provides a graphical interface and automation
tools designed to simplify the process of hosting the application on website. Application-based
support includes Apache, PHP MySQL which are used in implementing the application on website.
49
The application was tested using online emulator and were later packaged into android application
to be able to in on mobile phone.
~ 1iIAD
Figure 4. 4: Indicating where mobilerecruitment application is install inthe android phone as shown
~
S~curev Li !o!der SlhlcShare
MINI
So Score Oaera M,n ec.. •a~h Share PHX Brows~
I~-~•‘-~~ ~ \ord~.eb ToechP Skir.. Nender
0WhnSApp Opera hot Ernp~oyee:inp
Mv. c~nCzrn.~
COMMONM~STAEE5Dl Dl~GW
out rn_r~crutr CamSca~ne non .t . sr..
• .
50
Figure 4. 5: Mobile Application Form
phpMyA~’mIi~
Recent Favorites-
+ jechlghswp4— jechlghs_wp42
Iv,. la~i
New+ employee+ wPlLbo..ecllvhY+ wrALbpactlvtty_meta+ wt~Lbi_riothcaUcns
w~LbP_nolincaUons.meta+ wPlLLsplOtda_dala+ wpiLbp_xprofiie_fiatds+ wplL p_u cofiie~jroups+ wplLp_icprofde_mata+ WPfLcornnlenurneta+ wplj_conrments+ wptLlayersitder+ wplLhnks
Browse Structure SQL
Id name Other_names gender
IS makula Vivian female
A8t20 ~ Sadiq Sftni male
lyokhor21 asonemhe male
Rukayet fomale22 Adedeji Adebisi
23 Metheaw Ayodele female
24 Malheaw AyodeIe female
25 Muhammad Segir Ahero male
26 polar arryo male
Search ~ic insert
age location quslffication
25-30 Abeokuta 8SC
3540 Abeokuta BSC
25-30 Abcokula BSC
35-40 Sagumu BSC
36-40 Ilcenrie HND
36-40 Ikenne HND
25-30 Abeokuta MSc
36.40 Segamu MSc
Export ( import Operations V More
job_category telephon. email
Transportation •256703530335 makulavwian@gmail conTeachingService 08036362928 abusadiqsan~gmail concommissionTeethingSo 0787438872 [email protected] 08135502256 adebtsil429~yahoo.concommissionM ofYouth arid ~23480339898 adeyy4~yahoo cornSportMinistry ofYouth and .23480339898 adeyy4~yahoocomSportMinistry ofYouth and .2347067559415 muhammadsaglrnheroi©Sport
080532888888 abduswamadiga2@gmai
Figure 4. 6: Online phpMyAdmin server view for Mobile recruitment system
+ 0.05K/s * S V 167 12:05PM
Application FormName:
Aligbabuwo
other Names:
Ayomide
gender
female
locality
Sagamu
Qualification
0Teaching Servicecommission
Ministry ofEnvironment
Ministry ofTransportation.
Ministries Department and Agencies
Minlnrry of Environment
Years of sirpavionce
4
telephone:
~8oM64ai8;
Email:
az@~naltcom
i Submit
I—
51
4.3.3Admin View
Data Dictionary
Database design is a process of modeling an enterprise in the real world. In fact, database is a
model of the real world that contains selected information needed by the enterprise. Many models
and languages are used for design database (MD. Alinoor Saker, 2011). To design the database the
ER diagram is used. In the relational database model, each of the entities including the associated
entities is transformed into a table. The attributes (fields) of each of the entities for the ERD shown
in table are as follows.
Table 4.3: ~egistration
Name Datatype Constraints
Applicant ID Tnt Not null PK Autoincrernent
Name Text Not Null
Surname Text Not Null
Gender Text Not Null
Age Tnt Not Null
Locality Text Not Null
Qualification Text Not Null
Telephone Varchar(50) Not Null
Specialization Text Not Null
Year of experience Text Not Null
Email Text Not Null
52
Table 4.4: shortlisted
r Name Datatype Constraint
Shortlisted ID Tnt Not null PK auto increment
Application NO Varchar(50) Not null foreign key
Name Varchar(50) Not null
Qualification Varchar(50) Not null
Specialization Varchar(50) Not null
Username Varchar(50) Not null
Telephone Varchar(50) Not null
Gender Varchar(50) Not null
Age Varchar(50) Not null
Comment Varchar(50) Not null
Table 4.5: Interview
Name Datatype Constraint
InterviewiD Tnt Not null PK auto incre~neut
ApplicationNO Varchar(50) Not null
Qualification Varchar(50) Not null
Specialization Varchar(50) Not null
Results Varchar(50) Not null
Comment Varchar(50) Not null
Evaluator Varchar(50) Not null
53
Table 4.6: Contact
Name Datatype Constraint
ContactlD Tnt Not null PK Autoincrernent
ApplicationNO Varchar(50) Not null
Qualification Varchar(50) Not null
Email Varchar(50) Not Null
Telephone Varchar(50) Not null
Comment Varchar(50) Not null
Table 4.7: Question
Name Datatype Constraint
Questionll3. Tnt Not null PK Auto increment
QuestionN~ Varchar(50) Not null
Specialization Varchar(50) Not null
Data Flow Diagram
The DFD is the graphical representation of the processes and the flow of data among them. A data
flow diagram illustrates the processes, data stores, external entities and the connecting data flows
in a system. Tt is a common practice to draw a context-level DFD first which shows the interaction
between the system and outside entities. This context-level DFD is then “exploded” into a detailed
DFD.
54
~it~ing Recruit Info
Figure 4. 7: Dataflow diagram for mobile recruitment system
Tables and relations
Due to that, the server will store all the information, it need some different tables which will allow
human resource manager or administrator to manage list of applicant that sent their registration
details via android device so that decision can be made for those shortlisted for job. In total will
created 5 tables for this process, which can be seen in Figure J6with their relationships.
~ion~ion
55
agelocalityqualificationtelephonespecializationuseename
-- password
~ ~Jsqtj Fifl~GetData 0
~I] nltclvirw
~. iMemiei~D -
applicatlonNO j~) qu(~tion
qualification ~ question~Dspecihzation ______________________ questionNO
comment ~fJ qi~lionT~bIeAdapicr
evaluator FiU~GetDat I
(~J~ (~J.‘~ FilLGetData * -
Figure 4. 8: Database design for mobile recruitment system
t*,*m,e .sea.tncn
Figure 4. 9: Admin View for mobile recruitment system
namesurnamegender
slini lIklcd
~ ohortlintedlDapplicationNOnamequalificationspecIalizatIonusemametelephoneagegendercomment
slim tIistedlableAd.iptci
Fill,GetData 00.
recruit
applicationNo
~name -
qualification- panel scores
• _on
~j] recitrilkbli-Athiplei
FiIl,GetData 0
lb
Add Ares
Enter tnt to reati,...
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lenTil. 24 n99rs bit 0701770055
feral, 29 eAiiy nest.nt 0701771004
56
4.4 System Testing
The testing of the system allowed us to determine whether the system is capable of accepting
applicant data for job processing. Validation have been performed to test the developed mobile
application and to measure the usability of the application.
The first stage of the evaluation was the self-evaluation and technical testing which was carried
out without the help of external users, and this part included validating and dry running the HTML
code, j avascript PHP code, testii~g the system with different kinds of inputs, debugging, and other
design issues. After that, the system was tested using mobile online emulator. At this stage, the
system was said to be valid. At the second stage of evaluation, a survey was conducted using
questionnaire with prospective applicants, Twenty-eight (28) was used to pick sample size from
population of Thirty (30) in sample size determinant table (Krejcie and Morgan, 1970) in
Aheokuta, Ogun State ofNigeria, most of the respondent are very satisfied with User Satisfaction,
functionality, Ease of Use and sys;~m interactions. This result of testing coi~ducted are illustrated
below.
57
4.4.1: Demographic Characteristics
The demographic characteristic illustrates the distribution of respondents’ categories in relation to
Gender, Educational qualification and Cadre level as described in Table below
Table 4.8: Distributions of respondent according to gender, qualification, and cadre
Attribute Categories Frequency Perccntage
Gender Male 13 46.4
Female 15 53.6 —
Total 28 100
Qualification Secondary sch. Certificate 3 10.7
Diploma Certificate 5 17.9
NCE 1 3.6
Bachelor degree 14 50.0
Postgraduate Degree 5 17.9
Total 20 100
Cadre Junior 12 42.9
Senior 16 57.1
Total 100 100
The findings in Table 4.8 show demographical representation of the respondent
58
Table 4.9: Results from questionnaire that shows evaluation of the user satisfaction of the
developed application
User satisfaction Rating Frequency Percentage
How satisfied are you with this application Somewhat Satisfied 6 21.4
Very Satisfied 17 60.7
Extremely Satisfied 5 17.9
. Total 28 100
2 How are you satisfied with recommendation Somewhat Satisfied 5 17.9of this application to people
Very Satisfied 15 53.6
~ Extremely Satisfied 8 28.6
Total 28 100
4 How will you rate the performance of the Somewhat 1 1 39.3Satisfied
application Very Satisfied 1 1 39.3
Extremely Satisfied 6 21.4
Total 28 100
3 How satisfied are you with the look and feel
of this application
Extremely satisfied, Very Satisfied, Somewhat Satisfied, Not so Satisfied, Not at all Satisfied
Not So Satisfied
Somewhat Satisfied
Very Satisfied
Extremely Satisfied
Total
3
6
8
ii
28
10.4
21.4
28.6
39.3
100
Table 4,7 shows respondents degree of satisfaction with the system. The first question concerning
“how satisfied are you with the application?” shows that 60.7% of the respondents are very
satisfied, while 17.9% are extremely satisfied with the application.
59
The second question regarding “How are you satis) ed with the recommendation ofthis application
to people” indicate that 53.6% of the respondents are very satisfied, while 17.9% are somewhat
satisfied to recommend the application to people.
The third question regarding “How satisfied are you with the look and frel of this application”
shows that 39.3% of the respondents are very satisfied with the looks and feels of the applications,
while 10.4% of the respondents are not so satisfied with the looks and feels of the application.
The fourth question concerning “How will you i’ate the performance of the appli~atioi~” indicates
that 39.3%of the respondents are somewhat satisfied with performance of the application, while
21 .6%of the respondents are extremely satisfied with the performance of the application.
Table 4.10: Results from questionnaire that shows evaluation of the functionality of the
developed application
Functionality Ratings Frequency Percentage
How satisfied are you in reh~tions to quickly Not So Satisfied 1 3.6complete your registration task using this Somewhat 5 17.9application Satisfied
Very Satisfied 20 71.4Extremely 2 7.1SatisfiedTotal 28 100
2 Do you prefer applying for job using this Not So Satisfied 5 17.9applicationto others Somewhat 8 28.6
~ SatisfiedVery Satisfied 7 25.0Extremely 8 28.6SatisfiedTotal 28 100
3 How are you satisfied with the performance of Not So Satisfied 1 3.6the application Somewhat 1 1 39.3
Satisfied
60
Very Satisfied 8 28.6Extremely 8 28.6SatisfiedTotal 28 100
4 How satisfied are you with the security of this Not So Satisfied 3 10.7Application Somewhat 9 32.1
. SatisfiedVery Satisfied [0 35.7Extremely 6 21.4SatisfiedTotal 28 100
Extremely Satisfied, Very satisfIed, Somewhat Satisfied, Not so satisfied and Not at all
satisfied.
Table 4.8 shows respondents degree of satisfaction of ftinctionality of the application, First
question concerning “How satisfied are you in relations to quickly complete your registration task
using this application” shows that 7 1.4% of the respondents are very satisfied in the relations to
quickly complete their registration using the application while3 .6% of the respondents are
somewhat satisfied in relation to quickly complete their registration form using the application.
The second Question regarding “Do you prefer applyingfor job using this application to others”
indicate that 28.6% of the respondents are somewhat preferred using the application to apply for
job while 17.9% of the respondents are extremely satisfied using application to apply for job.
The third Question relating to “Flow are you satisfied with the peiformance of this application”
display that 3 9.3% of the respondents are somewhat satisfied with the performance of the
application while 3.6% of the respondents are not so satisfied with the performance of the
application.
61
The Fourth question as regards “How satisfied are you with the security of this application”
indicated that 35.7%of the respondents are somewhat satisfied with the security of the application
while 10.7% of the respondents extremely satisfied with security of the application.
Table 4.11: Results from questionnaire that shows evaluation of the ease of use of the
developed application
Ease of use Rating Frequenc Percentage
y,I found navigating around the application screen Difficult 4 14.3
to be?Average 3 10.7Easy 17 60.7Very Easy 4 14.3Total 28 100
4 How user-friendly is the application? Very Difficult 2 7.1Difficult 1 3.6Average 2 7.1Easy 14 50.0Very Easy 9 32.1Total 28 100
2
3
How ~asy was it to distinguish the appropriateicon for information you wanted?
How do text appearance fit its purpose?
Very Difficult
DifficultAverageEasy
Very EasyTotal
DifficultAverage
EasyVery EasyTotal
1
I15
5628
38
9828
3.6
3.653.617.921.4100
10.728.632.128.6100
Very Easy, Easy, Average, Difficult, Very Difficult
62
Table 4.9 shows respondents’ degree of satisfaction with ease of use of the application, the first
question regarding “Ifound navigating around the application screen to he? “Indicates that60.7%
of the respondents found the navigation of the screen to be easy for while 10.7% of the respondent
observe the navigation to be very easy to use.
The second question concerning “How easy was it to distinguish the appropriate icon for
information you wanted?” shows that 53.6% of respondents responded that ability to distinguish
the icons is average while 3.6% of respondents observe it is difficult to use the icon for information
they wanted.
The third question show regarding”How do text appearance fit its puipose?” display that 32.1%
of the respondents responded found the text appears to be easy while, 10.7% of the respondents
rate text appearance as difficult.
The fourth question as per “How user-friendly is the application?” shows that 500% respondents
observe that ppplication is easy for their use while 3.6% of the respondents responded that the
application is very difficult for their use.
63
Table 4.12: Results from questionnaire that shows evaluation of
developed application
2
Excellent, Very good, Good, Bad, Very Bad
the interaction of the
From table 4.1 Oshows respondents’ level of satisfaction with user interaction of the application,
from the first question regarding “Did you find the application attractive?” shows that 57.1% of
the respondents find interaction of the application excellence while 21 .4%of the respondent rate
the application good.
How would you rate the flexibility of theprototype?
Bad
Good
1
Very Good
3.6
10
Excellent12
35.7
Total
542.9
Interactions Ratings Frequency PercentageDid you find the application attractive? Good 6 21.4
Very Good 6 21.4Excellent 16 57.1Total 28 100
3 Are the colors and graphics of the background Bad 1 3.6clear ~d interactive?
Good 15 53.6VeryGood 6 21.4Excellent 6 21.4Total 28 100
4 My overall impression of the application is? Bad 2 7.1Good 11 39.3Very Good 7 25.0Excellent 8 28.6
~ Total 28 100
28
17.9100
64
The second question concerning ‘How would you rate the flexibility of the prototype?” indicates
that 42.9% of the respondents rate the flexibility of the prototype to be very good while 3.6% of
the respondents rate the flexibility of the prototype as bad.
The third question regarding ‘Are the colors and graphics of the background clear and
interactive?” indicates that 53.6% fill that the color and background graphics application is good,
3.6% of the respondent fills that the color and background graphics is bad.
The fourth question concerning “My overall impression of the application is?” shows that 3 9.3%
of the respondents responded that their overall impression of the application is good while 7.1%
of the respoi~clents responded that their overall impression of the application is bad.
4.5 DepIoyn~ent of system
The application can be extended as three-tier client-server architecture. In this mobile recruitment
system, the applicant can access the mobile recruitment application from publisher store e.g google
play store after it has been packaged for android phone compatibility, different modules were
integrated together with accessible interface and middle tier is the application or web server which
processes requests and responses, and the third tier is the database management system (DBMS)
for storage purposes.
4.6 Maintenance: /
After the application has been accepted and published on online mobile store. The application is
capable to accepting debugging and upgrading for better performance from development platform.
65
CHAPTER FIVE
DISCUSSION CONCLUSION AND RECOMMENDATION
5.0 Introduction /
The findings reported in chapter four are discussed in relation to research questions earlier
formulated and outlined. The chapter is divided into four sections: Introduction, discussion,
conclusions and recommendations for improvement in the areas of using mobile app for
recruitment process. The chapter concludes with recommendations for further research.
5.1 Discussion
Achievement of the Research Objective
The objectives/purpose of the research was to develop a mobile recruitment system that would
support the recruitment processes, promote equity and improve transparency where the
information of the applicant would be retained in a robust central database for efficiency and
flexibility of the selection process.
However, the result of this work is hew because we have not found any literature review on mobile
recruitment system which has been previously published elsewhere to support our findings. It is
on this note we say the mobile recruitment system we developed has been one of the achievement
of objective of this research, an android application that is developed can be launched in the google
play store so that applicants in remote areas of the state can send in their applications using their
smartphone without coming to headquarters for submission of their hard copy job application.
66
Specific Objective
The research was aimed at providing solution for recruitment operation in the civil service
commission Ogun State. To enable us achieve this, we came up with specific objectives for the
research which were as follows:
Objectivel: To study the recruitment system in the Nigeria civil service to identify the loopholes
in the process;
To achieve this objective, we studied literature and document review on recruitment system in
Ogun State civil service commission with the aim of learning how we could improve it and to
make Ogun State civil service commission a reference model. The objective of this study has been
able to some extent deal with the relevant issues regarding solutions that are currently used or can
be used for the purpose of developing mobile recruitment application for Ogun state civil service
commission. In Chapter Two,it wa~ discovered that even though the existing approaches comprises
traditional and e-recruitment but the existing recruitment were not simplified for all level of the
applicant and it requires applicant to connect to high-speed internet service for accessibility.
Objective2: To design a model for mobile recruitment system in the Nigeria civil service
commission
To achieve the objective of designing a model for mobile recruitment system in the civil service
commission, the researcher used diagramming tools like Data flow diagrams(DFD), Entity
relations Diagram(ERD), Unified Modeling Language(UML), Use Case Diagram (Nairn
Kheir,20 15) for requirement gathering.
Furthermore, after reviewing different literature by various authors and evaluating customized
recruitment system, it was deduced that the model designed for mobile recrnitment would improve
67
recruitment in a way that job applicants would no longer need to travel to state headquarters for
submission of their job application. The application developed would enable applicants to send
their details using their smartphones for job registration.
Obj ectives3: To develop and implement a mobile recruitment that would rectify the identified
loopholes in (a) above;
To achieve the objective of developing the system, the study used android studio platform to design
and run the application which also serve as front end, PHP script was used as connector linking
android studjo and WAMP server and MySQL on backend.
Objective4: To evaluate the developed system in (a) based on user satisfaction
To achieve ~he objective of evaluating user satisfaction and validation of the system, testing
sessions are organized for prospective users after the development of the system. Researcher
administers Questionnaires to 28 respondents in order to get feedback on developed system.
68
5.2 Conclusion
This research work introduced a new mobile application for recruitment that can facilitate many
people. In this work, review of some online job portals was done and analyzed critically. We
observed, monitored and made a report on how they work, thereby identifying their limitations
and shortcomings.
Subsequently, we suggest a possible solution to resolve some of the problems and shortcomings
identified by developing mobile recruitment application. The actual functional requirements are
presented, technical implementation and a number of interesting elements is put in the developed
system. The technique is tested using potential different applicants of the 28-people selected which
give satisfactory performance.
The use of a mobile recruitment application will greatly enhance civil service flexibility, improves
transparency, improve equity among different applicants and upsurge accessibility to applicant and
administrator.
This model enhances flexibility of recruitment by ensuring a mechanism is provided for
accountability, tracking, and transparency. Valuable information can, therefore, b~ centrally stored
and redistributed so as to avoid data redundancy and duplication. The application will also reduce
recruitment processing times.
Mobile recruitment allows seekers to take advantage of using their smartphone to access
opportunity in the state, as this will benefit both job seekers and administrator in managing all
stages of recruitment process, and reduce communication gap between Job Providers and Job
Seekers.
69
5.3 Recommendations
This application has solved the problem of traditional recruitment system whereby problems of
nepotism, ethnic bias, time-consuming has been eliminated.
Regardless of the fact that the basic objectives of the work have been met, there is still room for
further improvement, better and easier recruitment system. For this application to be fully
implemented there is need to distribute and install the application outside the development
environment and then assemble the application for wider distribution, we need to register it to a
Publisher and immediately we can use the Google Play console to customize the application
marketing.
For the future work, the solutions proffer by this application can be extended to other forms of
mobile recruitment decision system and mobile optimization recruitment system. It is therefore
recommended that further research be carried out on this work to improve its functionalities and
increase its features.
70
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76
Table 11: showing the sample size determinant table by Krejcie and Morgan (1970)
N S N S N S10 10 220 140 13J0 29115 14 230 144 1370 29720 19 240 142 1470 30225 24 250 152 1500 30630 22 260 155 1~0 31035 32 270 159 1700 31340 36 220 162 1370 31745 40 290 165 lcOO 32050 44 300 169 2070 32255 42 320 175 2270 32760 52 340 121 2400 33165 56 360 126 20713 33570 59 380 191 2370 33275 63 400 196 3030 34120 66 420 201 3330 34625 70 440 205 4030 35190 73 460 210 4330 35495 76 480 214 5070 357
100 20 500 217 6030 361110 26 55p 226 7030 364120 92 600 2~4 8030130 97 650 242 9030 362140 103 700 248 10030 370150 108 750 254 15030 375160 113 800 260 20030 377170 112 250 265 3010 379180 123 900 269 40030 380190 127 950 274 50070 381200 132 1000 278 75070 322210 136 1100 225 1000070 384
Note .—Nis p~p]1afion size .Sis sem7ie size.
Source: Kxejcie & Ivlorgan, 1970
77
APPENDICES
APPENDIX I: TIME FRAME
ACTIVITY PLAN TIME
Concept paper presentation —— September, 2016
Proposal defense January, 2017
Correction of proposal errors after defense January, 2017
Requirement gathering January, 2017
Prototype Design and Testing February, 2017
Presentation and display of systei~i develop March, 2017
Evaluating system developed from user March, 2017perspective
Printing of final copy and submission March,20 17
78
APPENDIX II: BUDGET
ACTIVITY REQUIREMENT AMOUNT
Handing in to supervisor 30,000ugx
Proposal correction from the Typing and printing 1 5,000ugx
supervisor.
Data collection Internet surfing, downloads, and 25,000ugx
connection
Process of system development Consultation 50,000ugx
Prototype design and testing Tools and consultation 50,000ugx
Final disser~tion copies Typing, photocopying, and binding 30,000ugx
Installation of system designing Laptop/Desktop ~OO,OOOugx
tools
Total 800,000ugx
APPENDIX III- MOBILE RECRUITMENT DEVELOPMENT CODE
Process.php
<!doctype html>
<html>
<head>
<meta charset=11utf-8”>
<title>Untitled Document</title>
</head>
<body>
<?php
error reporting(O);
$con = mysq1_connectQ!localho~tH , ‘j echighs_wp42” , ‘F+5-N&~NCo} B H);
if(!$con)
{dieQCould not connect: mysqi_errorO);
}rnysql select db(Hj echighs wp42*#, $con);
$sql=”INSERTINTO
employee(narne,other_narnes,gender, age,location,qualification,j obcategory,telephone,ernail,exp
erience)
VALUES
($POST[narne] ‘,‘$ POST[o nm] ‘,$POST[gender]’,’$_POST[age]’,’$_POST[lc]t,’$_POST[ql]’,’
$POST[jc]~,’$POST[tel~,~$_POST[ernail]’,’$_POSTEyr]T)~
if (!rnysqlquery($sql,$con))
{die(’Error: mysql_errorQ);
}echo “Application Successful we shall respond to your mail within 24hours”;
mysql_close($con)
</form>
80
</body>
</html>
Index.php
<link rel=’Tstylesheet’href=”https://maxcdn.bootstrapcdn.corn!bootstrap/3 .3 .7/css/bootstrap .rnin.css”><script src=”https://aj ax.googleapis.cornlajax/libs/jquery/3 .2. 1/jquery.min.js”>
</script>
<script src=~https://rnaxcdn.bootstrapcdn.coin/bootstrap/3 .3. 7/j s/bootstrap.rnin.j s”>
</script></head>
<body bgcolor=”gold’t>
<table>
<div c1ass=”~ontainer”>
<h2>Applipation Forrn</h2>
<form action=”process.php” method~=”post”>
<div class=”form-group’>
<label for=’ernail”>First Narne:</label>
<input type=”text” class=” form-control” id=’name” placeholder=”Enter First Name”name=’name” required>
</div>
<div class=”form-group’>
<label for=’ernail “>other Names :</label>
<input type~”text” class=”form-controi” id=”o_nm” placeholder”Enter other Name”name=”o_nrn” required>
</div>
<div class”form-group”>
<label for=lTemaill>gender:</label>
81
<select class—”fonn-control id=”gender” narne=”gender”>
<option >rnale</option>
<option >fernale</option>
</select>
</div><div class=”forrn-group”>
<label for=”ernail”>age</label>
<select class=”form-control” id~~t~gel narne=” age”>
<option >20-25</option>
<option >2S-30</option>
<option >30-35</option>
<option >36-40</option>
</select>
</div>
<div class=”form-group”>
<label for=”ernail”>locality</label>
<select class”form-control” id=”lc” name=”lc”>
<option >Abeokuta</option>
<option >Ado-Odo Ota</option>
<option >Ijebu_Ode</option>
<option >Sagamu</option>
<option >Abeokuta south</option>
<option >Yewa North</option>
82
<option >Ij ebu-North East</option>
<option >Ij ebu North</option>
<option >ijebu East</option>
<option >ifo</option>
<option >Ewekoro</option>
<option >Ikenne</option>
<option >Irneko</optioi~>
<option >Ipokia</option>
<option >Obaferni Owode</option>
<option >Odeda</option>
<option >Odogbolu</option>
<option >Ogon Waterside</option>
<option >Rerno North</option>
<option >Yewa South</option>
</select>
</div>
<div c1ass=”forrn~group”>
<label for=” email”>Qualification</label>
<select class=”forrn-control” id’Tql” narne’ql’>
<option >SSCE</option>
<option >NCE</option>
<option >ND</option>
<option >HND</option>
83
<option >BSc</option>
<option >MSc</option>
<option >PHD</option>
</select>
</div><div c1ass=”foim~group11>
<label for=”ernai1’>Ministr~es Department and Agencies</label>
<select class=”form-control” id=”jc” name=’jc’>
<option >Teaching Service cornrnission</option>
<option >Mi~istry of Environment</option>
<option >Ministry of Transportation</opti on>
<option >Ministry of Youth and Sport</option>
<option >Ministry of Agriculture</option>
</select>
</div><div c1ass=’form~group”>
<label for=”emaiP’>Years of experience</label>
<select c1ass~’forrn-control” id~”yr’ narne’yr”>
<option >1</option>
<option >2</option>
<option >3</option>
<option >4</option>
84
</select>
</div>
<div class=”form-group”>
<label for=”ernail”>telephone:</label>
<input type=”text” class=”forrn-control” id=”tel” placeholder=”Enter Name” name=’tel”required>
</div>
<div class=”form-group”>
<label foi~”email”>Ernai1:</1abel>
<input type~”emai1” class=”form-control” id=” email’ placeholder=”Enter Name” name=”ernail”required>
</div>
<div>
<center> <button type~~subn~j~fl e1~ss~”btn btn-default” a>Subrnit</button></center>
</form>
</div>
</body>
</html>APENDIX IVhr-view codes
<%~PageTitle”l~view~aPP “Language”C#”MasterPageFile”—iMaSterPage.rnaster”AUtoEve
ntWireup”true”CodeFile”hr.aspx.cs”IitheritS”hr”%>
~15.1, Version 15.1.5.0, Cultureneutral,
PublicKeyTokenb88d 1 754d700e49a”narnespace”DevExpress.Web”tagpreflX”dX’%>
<asp: ContentlD”Content 1 “ContentPlaceHolderlD”head”Runat” Server”>
85
</asp :Content>
<asp: ContentlD=’Content2“ContentPlaceHo1derID~ContentP1aceHo1der 1 ‘Runat=” Server”>
<dx:ASPxGridViewID=”ASPxGridView1”runat=”server”AutoGenerateColurnns”False”DataSo
urcelD=”Obj ectDataSource2”KeyFieldNarne”id”Width” 1 OO%”Therne=”Youthful11>
<SettingsShowFilterRow”True’V>
<SettingsSearchPanelVisible”True”/>
<Columns>
<dx: GridViewCornrnandColumnShowDeleteButton”True”ShowEditButton=”True” ShowNewB
uttonlnHeader=”True”Visiblelndex”O”>
</dx: GridViewCommandColumn>
<dx: GridViewDataTextColumnFieldNarne”id“ReadOn1y=”True”Visib1eIndex~” I”>
<EditForrnS~ttingsVisib1e”Fa1se”/>
</dx:GridViewDataTextColurnn>
<dx: GridViewDataTextColumnFieldNarne”name”Visiblelndex”2”>
</dx: GridViewDataTextColurnn>
<dx: GridViewDataTextColumnFiejdName”surnarne”Visiblelndex”3”>
</dx:GridViewDataTextColurnn>
<dx: GridViewDataTextColumnFieldName” gender’Visiblelndex”4”>
</dx: GridViewDataTextColumn>
<dx: GridViewDataTextColumnFieldName” age”Visiblelndex”5”>
</dx:GridViewDataTextColurnn>
<dx: GridViewDataTextColurnnFieldNarne”locality”Visiblelndex”6”>
</dx: GridViewDataTextColumn>
<dx: GridViewDataTextColurnnFieldName”qUalificatiofl”VisiblelfldeX”7 11>
</dx :GridViewDataTextColurnn>
<dx: GridViewDataTextColumnFieldName”telephone”VisiblelfldeX” 8”>
</dx: GridViewDataTextColumn>
<dx: GridViewDataTextColurnnFieldName”specialization”Visiblelndex”9”>
</dx :GridViewDataTextColurnn>
<dx: GridViewDataTextColurnnFieldName”usernarne”ViSiblelndeX” 10”>
</dx:GridViewDataTextColurnn>
86
<dx: GridViewDataTextCo1umnFie1dNarne”password”Visib1eIndex~” 11 ~>
</dx: GridViewDataTextColurnn>
</Colurnns>
<!dx:ASPxGridView>
<asp :Obj ectDataSourcelD=”Obj ectDataSource 1 “runat=” server11DeleteMethod”Delete”InsertMe
thod=”Insert11OldValuesPararneterForrnatString”original_ { O} “SelectMethod=”GetData”TypeN
ame=”DataSetTableAdap iers applicant_dataTableAdapter”UpdateMethoth”Update”>
<DeletePararneters>
<asp :PararneterNarne=”p 1 “Type” Int3 2 “/>
<!DeletePararneters>
<InsertPararneters>
<asp :PararneterNarne”p 1 “Type=”String’!>
<asp:PararneterNarne=”p2 “Type”String”!>
<asp: Pararne~rName”p3 “Type=”String”!>
<asp :PararneterName”p4”Type”Int3 2”!>
<asp :PararneterName”p5 “Type=” String”/>
<asp :ParameterNarne=”p6”Type”String’Y>
<asp :ParameterNarne~p7~~Type~sInt3 2 “/>
<asp :ParameterName”p8 “Type~”String”!>
<asp:PararneterName”p9”Type”String”!>
<asp :PararneterNarne”p 1 O”Type=” String”!>
<!InsertPararneters>
<UpdatePararneters>
<asp :PararneterName”p 1 “Type=” String”!>
<asp :PararneterNarne”p2”Typc”String”!>
<asp :ParameterNarne”p3 “Type=” String”!>
<asp :PararneterName”p4”Type”Int3 2”!>
<asp: PararneterName”p5“Type=” String”!>
<asp :PararneterNarne”p6”Type” String”!>
<asp :PararneterNarne”p7 “Type=”Int3 2”!>
<asp :ParameterName”p8 “Type=” String”!>
87
<asp :ParameterName=”p9”Type” String”/>
<asp :PararneterName=”p 1 O”Type=” String”!>
<asp :PararneterName=”p 11 “Type”1nt32”/>
<!UpdatePararneters>
</asp : ObjectDataSource>
<asp: ObjectDataSourcelD”Obj ectDataSource2 “runat=”server”DeleteMethod”Delete”InsertMe
thod=”Insert”OldValuesPararneterForrnatString”original_{O}”SelectMethod”GetData”TYPeN
arne=”DataSetTableAdapters appIicant_dataTab1eAdapter”UpdateMethod~”Update”>
<De1etePararneters>~
<asp :ParameterNarne”p 1 “Type=”Int3 2 “/>
</DeletePararneters>
<InsertPararneters>
<asp :Pararne~erNarne”p 1 “Type=” String”!>
<asp :Pararne~erNarne”p2”Type” String”!>
<asp :PararneterName”p3 “Type=” String’!>
<asp :ParameterNarne”p4”Type”Int32”!>
<asp: PararneterNarne”p5 “Type=” String”!>
<asp :ParameterNarne”p6”Type”String”!>
<asp :ParameterNarne”p7”Type”Int3 2 “/>
<asp :ParameterNarne”p8 “Type”String”!>
<asp:ParameterNarne”p9”Type” String”!>
<asp :PararneterNarne”p 1 O”Type=” String”!>
</InsertPararneters>
<UpdatePararneters>
<asp :PararneterNarne”p 1 “Type”String”!>
<asp :ParameterName”p2”Type” String”!>
<asp :PararneterNarne”p3 “Type”String”!>
<asp :ParameterNarne”p4”Type” Int3 2”!>
<asp :PararneterName”p5 “Type” String”!>
<asp :ParameterNarne”p6”Type”String”!>
<asp :PararneterNarne”p7”Type”Int32”!>
88
<asp :PararneterNarne=”p8”Type=”String”!>
<asp :ParameterName=”p9”Type” String”!>
<asp :PararneterName=”p 1 O”Type=” String”/>
<asp :ParameterNarne”p 11 “Type=~”Int32 “I>
</UpdatePararneters>
</asp : Obj ectDataSource>
</asp : Content>
89
APENDIX V: ANALYSIS OF USER -SATISFACTION OF MOBILE RECRUITMENT
APPLICATION QUESTIONNAIRE
Dear respondent
I am a student of Kampala interna~iona1 university conducting a study entitled “Development of
mobile recruitment system foi~ Civil service commission In Nigeria. A case study of Ogun
State Civil Service Commission Nigeria”.
In view of this may I request that you answer my questionnaire? I will appreciate it very much if
you can return the questionnaire as soon as possible. Please be assured that the data you provide
will be used only for academic purpose and the information you provide will be treated with utmost
confidentiality.
Thank you very much in advance.
Yours truly,
ATOLOYE OLUWATOBI AFEEZ
Candidate for Master of Science- computer Science
Kampala International University
Kampala, Uganda
Section A: Questionnaire for demographic profile of respondents
1. Gender
a. Male Female
2. Educational qualification level of respondents
Secondary school _______I Diploma _______ NCE L_____Bachelor J Postgraduate Degree I
3. Which cadre are you applying for in the civil service commission in Ogun State
Lower Cadre level 04-06 ______Ienior Cadre level 08-12 I______
90
Section B: To determine the level of level of user satisfaction of the application for recruitment
process.
1. How satisfied are you with this application.
I lExtremely satisfied _____ Very satisfied j Somewhat satisfied
Not so satisfied Not at all satisfied
2. How are you satisfied with recommendation of this application to people
I Extremely satisfied L~1ery satisfied rlornewhat satisfied /
I Not so satisfied ~ Not at all satisfied
3. How satisfied are you with the look and feel of this application
I1 Extremely satisfied I Very satisfied I I Somewhat satisfied
_____ so satisfied [~]Not at all satisfied
4. How ~il1 you rate the performance of the application
I IE~(trerne1y satisfied I [ery satisfied I Irnewhat satisfied
____INot so satisfied [~ Not at all satisfied
Section C: To test functionality of the application
5. How satisfied are you ir~ iclations to quickly complete your registration task using this
application
I Extremely satisfied ~}7ery satisfied ____~mewhat satisfied
[JNot so satisfied [1 Not at all satisfied
6. Do you prefer applying for job using this application to others
____I Extremely satisfied ~ Very satisfied ~Jnewhat satisfied
_____ Not so satisfied I Not at all satisfied
7. How are you satisfied with the performance of the application
~Extremely satisfied I I Very satisfied Ljomewhat satisfied
I I Not so satisfied I I Not at all satisfied
8. How satisfied are you with the security of this application
I I Extremely satisfied I I Very satisfied ~~mewhat satisfied
Not so satisfied ~~jNot at all satisfied
91
Section D: To test user Ease of Use of the application
9. I found navigating around the application screen to be?
Very Easy Easy Average Difficult Very Difficult
10. How easy was it to distingui.sh the appropriate icon for information you wanted?
Very Easy Easy Average Difficult Very Difficult
11. How do text appearance fit its purpose?
Very Easy Easy Average Difficult Very Difficult
12. How user friendly is the application?
Very Easy Easy Average Difficult Very Difficult
Section D: To test how interactive is the application to the user
13. Did you find the application attractive?
Excellent Very good Good Bad____ Very Bad
14. How would you rate the flexibility of the prototype?
Excel1er~~ Very good Good Bad____ Very Bad
15. Are the colors and graphics of the background clear and interactive?
Excellent Very good Good Bad_____ Very Bad
16. My overall impression of the application is:
Excellent Very good Good Bad_____ Very Bad
