MADAN BHANDARI MEMORIAL COLLEGE

Tribhuvan University
Institute of Science and Technology

A Proposal Report On
“Smart RosAI - Applicant Tracking System”
In Partial Fulfillment of Requirements for the Bachelor Degree in Bachelor of Science in
Computer Science and Information Technology (BSc. CSIT)

Submitted By:
Arjab Khadka – 24137/076
Bikram Gyawali – 24138/076
Diwakar Basnet – 24142/076

Submitted To:
Department of Computer Science and Technology
Madan Bhandari Memorial College
Binayaknagar, New Baneshwor
January 28, 2024
 SUPERVISOR’S RECOMMENDATION

We hereby recommend that the project report prepared under the supervision of Mr. Surya
Upadhay by Arjab Khadka (24137/076), Bikram Gyawali (24138/076), Diwakar Basnet
(24142/076) titled “Smart RosAI - Applicant Tracking System” in partial fulfillment
of the project of seventh semester of B.Sc. in Computer Science and Information
Technology for its evaluation.

………………………………

Mr. Surya Upadhay

Project Supervi

i
 CERTIFICATE OF APPROVAL

This is to notify that this project prepared by Arjab Khadka (24137/076), Bikram Gyawali
(24138/076), Diwakar Basnet (24142/076) titled “Smart RosAI - Applicant Tracking
System” in a partial fulfillment of the project of seventh semester of B.Sc. Computer
Science and Information Technology has been well studied. This project fulfills the scope
and quality for the required degree.

……………………. …………………….
Mr. Surya Upadhay Mr. Phul Babu Jha
Project Supervisor Head of Department
Department of Computer Science and IT

Madan Bhandari Memorial College,

Kathmandu, Nepal

……………………. …………………….
Internal Examiner External Examiner

Madan Bhandari Memorial College, Tribhuvan University

Kathmandu, Nepal Nepal

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 ACKNOWLEDGEMENT

We would like to acknowledge our Head of Department of B.Sc. CSIT Mr. Phul Babu
Jha Sir and Madan Bhandari Memorial College family who helped and provided
necessary material and supervisor which helped us to complete the project of seventh
semester.

We would like to express our deep gratitude to all of the teachers and especially to our
supervisor Mr. Surya Upadhay who provided suggestions on various topics and
encouraged us by his keen supervision. He supervised us to build the project and helped
us to coordinate with each other in our project especially in the report writing process.

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 ABSTRACT
The Applicant Tracking System (ATS) is a comprehensive solution designed to streamline
and enhance the recruitment process within organizations. This system leverages
advanced technologies to automate and optimize various aspects of applicant tracking,
from initial application submission to final hiring decisions. By centralizing candidate
data, facilitating efficient communication, and providing insightful analytics, ATS aims to
revolutionize talent acquisition, fostering a more agile and competitive workforce.
Leveraging modern technologies such as React, Redux Toolkit, TailwindCSS on the client
side, and Node, Express, and MongoDB Atlas on the server side, this system addresses
critical aspects of recruitment. The core functionalities include job creation, efficient
management of applicants at various stages (applied, recommended, hired, declined,
withdrawn), facilitation of online interviews, automated email communication for
candidate acceptance or rejection, and robust data visualization tools for applicant record
management. The project aims to significantly simplify and optimize the recruitment
workflow for organizations, promoting a more effective hiring process.

KEYWORDS: Applicant Tracking System, ATS, Cosine Similarity, TF-IDF, Geohash

Algorithm

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 TABLE OF CONTENT

SUPERVISOR’S RECOMMENDATION..............................................................................i
CERTIFICATE OF APPROVAL......................................................................................... ii
ACKNOWLEDGEMENT................................................................................................... iii
ABSTRACT.......................................................................................................................iv
TABLE OF CONTENT....................................................................................................... v
Chapter 1: INTRODUCTION............................................................................................. 1
1.1. Introduction......................................................................................................... 1
1.2 Problem Statement...............................................................................................1
1.3 Objectives............................................................................................................. 1
1.4 Scope and Limitations............................................................................................ 2
Scopes:...................................................................................................................2
Limitations:............................................................................................................. 2
1.5 Development Methodology.....................................................................................3
1.6 Report Organization............................................................................................... 4
Chapter 2: BACKGROUND STUDY AND LITERATURE REVIEW................................. 5
2.1. Background Study................................................................................................. 5
2.2. Literature Review.................................................................................................. 6
Chapter 3: SYSTEM ANALYSIS....................................................................................... 8
3.1 System Analysis..................................................................................................... 8
3.1.1 Requirement Analysis....................................................................................8
i. Functional Requirements............................................................................... 8
ii. Non-Functional Requirements...................................................................... 9
3.1.2 Feasibility Analysis...................................................................................... 10
I. Technical......................................................................................................10
II. Operational................................................................................................. 11
III. Economic................................................................................................... 11
IV. Schedule.................................................................................................... 11
3.1.3 Analysis....................................................................................................... 11
Class Diagram................................................................................................ 11
Chapter 4: SYSTEM DESIGN......................................................................................... 12
4.1 Design.................................................................................................................. 12
Sequence Diagram...............................................................................................12
Activity Diagram....................................................................................................13
4.2 Algorithm Details.................................................................................................. 14
TF-IDF.................................................................................................................. 14
Cosine Similarity...................................................................................................15
Geohash Algorithm...............................................................................................16
Chapter 5: IMPLEMENTATION AND TESTING............................................................. 17
5.1 Implementation..................................................................................................... 17
5.1.1 Tools Used...................................................................................................17
5.2 Testing.................................................................................................................. 17

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 I. Test Cases for Unit Testing................................................................................17
II. Test Cases for Functional Testing.....................................................................19
5.3 Result Analysis..................................................................................................... 20
Chapter 6: CONCLUSION AND FUTURE RECOMMENDATIONS................................21
6.1 Conclusion............................................................................................................21
6.2 Future Recommendations.................................................................................... 21
REFERENCES.................................................................................................................22
APPENDICES.................................................................................................................. 23

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 Chapter 1: INTRODUCTION
1.1. Introduction
In today's dynamic business landscape, the ability to attract, assess, and recruit top talent
is crucial for organizational success. Traditional recruitment processes often involve
manual tasks, leading to inefficiencies, delays, and potential oversights. Recognizing the
need for a more robust and streamlined approach, our project introduces the Applicant
Tracking System (ATS).
The ATS project emerges as a response to the challenges faced by organizations in
managing their hiring processes effectively. By integrating cutting-edge technologies on
both the client and server sides, this Applicant Tracking System offers a comprehensive
set of features aimed at enhancing the entire recruitment lifecycle. From creating job
listings to managing applicants and conducting online interviews, the system provides a
unified platform to streamline these processes seamlessly.

1.2 Problem Statement

Traditional hiring processes often involve time-consuming and manual tasks, leading to
inefficiencies, delays, and potential oversights. The absence of a centralized system for
job creation, applicant management, and interview coordination contributes to these
challenges. In addition, the lack of automated communication tools can result in a
suboptimal candidate experience. The ATS project addresses these issues by introducing
an integrated Applicant Tracking System that not only expedites the hiring process but
also ensures a more organized and transparent approach to talent acquisition.

1.3 Objectives
● To automate the recruitment processes: Implement automated tools to streamline
the entire recruitment lifecycle, from job posting and application submission to
candidate evaluation and final hiring decisions.
● To centralize candidate management: Develop a centralized repository for
candidate data, enabling easy access, collaboration, and tracking of applicants
throughout the hiring process.
● To improve candidate experience: Creating a user-friendly application process,
offering transparent communication, and streamlining interview scheduling.

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 ● To rank CV: Introduce an innovative CV ranking system leveraging data analytics
and machine learning, allowing recruiters to objectively assess and prioritize
candidates based on their qualifications that matches the job requirements the
most.

1.4 Scope and Limitations

Scopes:
Streamlined Workflow: The ATS automates and simplifies various stages of recruitment,
from job creation and application receiving to candidate screening and interview
scheduling. This improves efficiency for HR teams.
Enhanced Candidate Experience: The system offers a user-friendly application process
and clear communication via email updates, improving candidate experience.
Data-Driven Decisions: Features like CV ranking algorithms and data visualization tools
help identify suitable candidates based on skills and experience.

Limitations:
● Customization: The current tech stack (React, Redux Toolkit, TailwindCSS,
DaisyUI frontend and Node, Express, MongoDB Atlas backend) caters to a
general hiring process. Highly specific workflows might require additional
development.
● Integration: While the system manages core recruitment aspects, integrating with
existing HR software or payroll systems might require further development
depending on their APIs.
● Advanced Talent Evaluation: The current CV ranking with cosine and tfidf is a
good start, but more sophisticated AI/ML models could be integrated for a more
nuanced evaluation.
● Scalability: Vercel deployment might have limitations for very high volumes of
applicants or complex data needs. Exploring cloud-based hosting options might
be necessary for larger organizations.
● Bias and Fairness: Machine learning algorithms used in ranking can introduce
bias. Regular monitoring and adjustments are crucial to ensure fair evaluation.
It encompasses functionalities for job creation, applicant management, online interviews,
communication, and data visualization. However, the system's scope is limited to the

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recruitment process and does not extend to subsequent stages, such as onboarding or
employee management.

1.5 Development Methodology

The entire project development process is based on the Agile model. The Agile model is
selected as the System Development Life Cycle (SDLC) module. Agile methodology
helps to make changes in the system as this methodology provides progress transparency.

The phases in Agile model are described below:

Meet: In this initial process, we meet and discuss the requirements for the software
development project. The requirements are gathered and prioritized during this meeting.

Plan: In this phase, we plan the development process and approach. We gather
information on what features to include, estimate the resources required, and assess
whether the project development is feasible.

System Design: After the meeting and planning, we gain an overview of the system. We
follow object-oriented methods like creating class diagrams and object diagrams to design
the system.

Develop: After the system design, the coding process begins to translate the design into
an actual working system. Various modules are developed, such as a user module for
logging in, registering, buying and rating products, and an admin module for managing
products and users. Features are developed for both user and admin modules.

Testing: All modules and functionalities are tested and implemented in the system after
testing each component. After completing the entire project, further testing is done to find
any remaining errors or failures.

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Evaluate: Once system development is complete, the system is evaluated and
maintained. If any new requirements arise, the frequent and rapid iteration development
process allows for easy addition of new features and functionality to the system.

1.6 Report Organization

Chapter 1: The title of chapter one is Introduction and it contains introduction, problem
statement, objectives, scope and limitation, development methodology and report
organization.

Chapter 2: The title of chapter two is Background Study and Literature Review and it
contains background study and literature review.

Chapter 3: The title of chapter three is System Analysis and it contains system analysis
and The system analysis contains requirement analysis, feasibility analysis and analysis
and The requirement analysis further contains functional and non-functional requirements
and feasibility analysis further contains technical, operational, economic and schedule.

Chapter 4: The title of chapter four is System Design and it contains design and algorithm
details. The design further contains refinement of class, object, state, sequence and
activity diagrams.

Chapter 5: The title of chapter five is Implementation and Testing which contains
implementation, testing and result analysis. The implementation further contains tools
used and implementation details of modules and testing further contains test cases for unit
and system testing.

Chapter 6: The title of chapter six is Conclusion and Future Recommendations and it
contains conclusions and future recommendations.

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 Chapter 2: BACKGROUND STUDY AND LITERATURE
REVIEW

2.1. Background Study

An Applicant Tracking System (ATS) is a software application designed to streamline and
automate the recruitment process for organizations. It serves as a centralized platform for
managing job postings, collecting and screening resumes, tracking applicants' progress
through the hiring pipeline, and facilitating communication between recruiters, hiring
managers, and candidates.

The fundamental theories and concepts underlying an ATS revolve around optimizing and
enhancing the efficiency of the recruitment process. This involves leveraging technology
to automate repetitive tasks, improve candidate experience, and provide data-driven
insights to support better hiring decisions.

Key terminologies associated with an ATS include:

1. Candidate Sourcing: The process of identifying and attracting potential candidates for
job openings through various channels, such as job boards, social media, and employee
referrals.

2. Resume Parsing: The ability of an ATS to extract relevant information from resumes or
CVs, such as work experience, education, and skills, and store it in a structured database
for easier searching and filtering.

3. Candidate Tracking: The process of monitoring and managing candidates throughout

the recruitment life cycle, including tracking their application status, scheduling
interviews, and maintaining communication.

4. Applicant Ranking and Scoring: The functionality of an ATS to rank and score
candidates based on predefined criteria, such as skills, experience, and qualifications, to
identify the most suitable candidates for a particular job opening.

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5. Recruitment Metrics and Analytics: The ability of an ATS to provide valuable insights
and metrics related to the recruitment process, such as time-to-hire, source of hire, and
cost-per-hire, enabling data-driven decision-making.

2.2. Literature Review

Numerous studies and research projects have been conducted on the implementation and
impact of Applicant Tracking Systems in various industries and organizations. Here's a
review of some relevant literature:

[1] This study analyzed the effectiveness of ATS in reducing the time-to-hire and
improving the overall efficiency of the recruitment process. The researchers found that
organizations that implemented an ATS experienced a significant reduction in the time
required to fill job openings, as well as a decrease in the cost associated with the
recruitment process.

[2] This research project focused on the candidate experience with Applicant Tracking
Systems. The study highlighted the importance of a user-friendly and intuitive ATS
interface to ensure a positive candidate experience, which can ultimately impact an
organization's ability to attract and retain top talent.

[3] Researchers in this study investigated the impact of resume parsing and automated
candidate ranking on the quality of hiring decisions. The results suggested that while ATS
can effectively screen out unqualified candidates, human expertise and judgment remain
crucial in evaluating the most promising candidates for critical roles.

[4] This literature review examined the integration of Applicant Tracking Systems with
other HR technologies, such as employee onboarding systems and performance
management tools. The authors emphasized the importance of seamless integration to
create a cohesive and streamlined experience for both candidates and HR professionals.

[5] This case study explored the implementation of an ATS in a large multinational
organization. The researchers highlighted the challenges faced during the implementation

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process, such as data migration, user adoption, and change management. The study also
provided valuable insights into best practices for successful ATS implementation.

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 Chapter 3: SYSTEM ANALYSIS
3.1 System Analysis
The study of the system in order to identify its goals and objectives can be concluded as a
system analysis. It is the technique that helps to find the problems in the system and helps
to improve the system and ensures that all the modules and the components of the system
are working efficiently to achieve its goal.

3.1.1 Requirement Analysis

i. Functional Requirements
These are the requirements that the end user specifically demands as basic facilities that
the system should offer.
Job Search and Filters
● Users can search for jobs based on keywords, location, industry, and other
relevant criteria.
● Filters for job type (full-time, part-time, contract, etc.) are available.
Job Listings
● Display detailed job listings with information such as job title, company name,
location, and a brief description.
● Each job listing includes application instructions and a direct link to apply.
Application Submission
● Job seekers can apply for positions directly through the site by submitting their
resume and cover letter.
● The system provides a confirmation message upon successful submission.
Email Notifications
● Job seekers receive email notifications confirming their application submission.
● Automated notifications inform users about the status of their applications.
Sorting and Ranking
● Provide sorting options for job listings based on relevance, date posted, or other
relevant factors.
● Implement algorithms that rank job listings based on user interactions and
relevance.
Feedback and Ratings
● Allow users to provide feedback on the application process.
● Implement a rating system for companies based on the recruitment experience.

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User Statistics
● Track the number of job applications submitted by users.
● Analyze popular job categories, locations, and industries.

Meeting Schedule
● Provide meeting links or details for virtual meetings.
● Allow participants to provide feedback on the meeting experience.

These functional requirements focus on creating a user-friendly experience for job seekers
without the need for client accounts, prioritizing simplicity, accessibility, and privacy.

The following Use Case Diagram describes the major actions of the system and
interaction between actors and the system.

Fig. 3.1: Use case diagram of Applicant Tracking System

ii. Non-Functional Requirements
Performance
● The website should respond to user requests within 3 seconds.
Reliability

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 ● The website can be used for a longer period of time without any crashes and
errors.
Security
● All user data, especially submitted resumes and personal information, should be
encrypted during transmission and storage.
Compatibility
● The system should be compatible with the latest versions of popular web browsers
(e.g Chrome, Firefox, Safari).
Regulatory Compliance
● Comply with relevant data protection and privacy regulations (e.g., GDPR,
CCPA).
● Adhere to industry standards and best practices for web application security.
Documentation
● Provide comprehensive documentation for users on how to navigate the site and
submit applications.
● Maintain detailed technical documentation for system administrators and
developers.
Scalability
● The system should be able to handle increasing traffic without degradation in
performance.
● The system should be able to handle at least 50 concurrent users.

Maintainability
● Ensure that the source code is well-organized, documented, and adheres to coding
standards.
● Implement modular design principles to facilitate ease of maintenance and future
updates.

3.1.2 Feasibility Analysis

I. Technical
In Technical Feasibility current resources both hardware software along with required
technology is analyzed to develop the project. This technical feasibility study gives a
report on whether there exists correct required resources and technologies which will be
used for project development. Along with this, the feasibility study also analyzes the
technical skills and capabilities of the technical team, whether existing technology can be
used or not, whether maintenance is easy or not for chosen technology, etc. As the current

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system is not so heavy, it will run with the minimum resources and the available
technology is feasible for the project development.

II. Operational
Operational Feasibility is the measure of how well the project will perform and support
the institute during the operational phase.

III. Economic
In the case of economic feasibility, there is no or minimal expense as we have been using
free resources for its development.

IV. Schedule

Fig. 3.2: Gantt Chart for Applicant Tracking System

3.1.3 Analysis
Class Diagram
A class diagram is the structure of the system with different types of class. It includes
class, relationship among the objects, operations and attributes as shown in the figure
below.

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Fig. 3.3: Class Diagram of ATS

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 Chapter 4: SYSTEM DESIGN

4.1 Design
Sequence Diagram
A sequence diagram represents the object collaboration and is used to define event
sequences between objects for a certain outcome. The sequence diagram of this system is
drawn below:

Fig. 4.1: Sequence Diagram

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Activity Diagram
Activity Diagrams describe how activities are coordinated to provide a service. Activity
diagram is essentially an advanced version of flowchart that models the flow from one
activity to another activity. The activity diagram for this system is drawn below:

Fig. 4.2: Activity Diagram

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4.2 Algorithm Details
TF-IDF
TF-IDF stands for Term Frequency-Inverse Document Frequency, and it is a commonly
used technique in NLP to measure the importance of words in a document. The basic idea
behind TF-IDF is to give higher weight to words that appear frequently in a document but
are rare in the entire corpus. This is because such words are likely to be more meaningful
and informative in distinguishing the document from others in the corpus.

The TF-IDF score of a word is the product of its term frequency (TF) and inverse
document frequency (IDF). The term frequency is the number of times a word appears in
a document, while the inverse document frequency is the logarithmically scaled ratio of
the total number of documents to the number of documents containing the word. This
means that words that are common across all documents will have a lower IDF score,
while rare words that appear in only a few documents will have a higher IDF score.

By combining the term frequency and inverse document frequency, TF-IDF provides a
measure of the importance of a word in a document relative to its importance in the
corpus as a whole. This can be useful for a variety of NLP tasks, such as information
retrieval, document classification, and clustering.

Cosine Similarity
Cosine similarity is a widely used metric in information retrieval and machine learning to
measure the similarity between two vectors in a high-dimensional space. It calculates the
cosine of the angle between the two vectors, representing the similarity between the
directions of the vectors. The range of cosine similarity is between -1 and 1, where 1
indicates the highest similarity between the two vectors, 0 indicates no similarity, and -1
indicates that the two vectors are in opposite directions.

In natural language processing, cosine similarity is often used to measure the similarity
between two documents or texts. The text is first represented as a vector of term
frequencies or TF-IDF weights. Then, the cosine similarity between two text vectors is
calculated, indicating how similar the two documents are in terms of their content.

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Formula for Cosine Similarity:

Fig. 4.3: Graphical Representation of Cosine Similarity

Geohash Algorithm
The Geohash algorithm is a way to encode geographic coordinates (latitude and
longitude) into a short string of letters and digits. This encoding allows you to represent
locations in a compact and readable format, which is useful for various applications like
location-based services, spatial indexing, and data storage. Here's a simple explanation of
how the Geohash algorithm works:
1. The algorithm starts by dividing the world map into a grid of cells, where each
cell corresponds to a specific range of latitude and longitude values.
2. The grid is initially divided into 32 cells, each covering a large area of the world.
These cells are assigned a base32 character (0-9, b-z, except "a", "i", "l", and "o").
3. Each cell is then recursively divided into 32 smaller cells, and each of these
smaller cells is assigned a base32 character based on its position within the larger
cell.
4. This recursive division process continues until the desired precision is achieved.
The more characters in the Geohash string, the higher the precision of the encoded
location.
5. The final Geohash string is a combination of the base32 characters assigned to the
cells at each level of the recursion, representing the specific location on the map.

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 Chapter 5: IMPLEMENTATION AND TESTING

5.1 Implementation
5.1.1 Tools Used
Following tools, frameworks, and technologies are used to develop the project;

● MongoDB
● Express
● ReactJS
● NodeJS
● Bootstrap
● Tailwind
● Express file upload
● Cloudinary
● Jwt Authentication / Bcrypt
● Mongoose
● Nodemailer

5.2 Testing
I. Test Cases for Unit Testing
Unit Test Case for Job Creation

SN Test Case Input Data Expected Actual Result Status

Description Data

1 Create a job with Job created Job created Pass

valid details successfully successfully

2 Create a job with Error: Job Error: Job Pass

missing required requirements requirements
fields field is field is
required required

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 Unit Test Case for Applicant Management

SN Test Case Input Data Expected Data Actual Result Status

Description

1 Update applicant Applicant ID: Applicant Applicant Pass

status from 1234 status updated status updated
"Applied" to New Status: to to
"Recommended" "Recommended" "Recommende "Recommende
d" d"

2 Update applicant Applicant ID: Applicant Applicant Pass

status from 1235 status updated status updated
"Applied" to New Status: to "Hired" to "Hired"
"Hired" "Hired"

Unit Test Case for Online Interview Setup

SN Test Case Input Data Expected Actual Status

Description Data Result

1 Schedule an Job ID: 1234 Online Online Pass

online interview Applicant ID: interview interview
with valid details 5678 scheduled scheduled
Interview Date: successfully successfully
"2024-06-15"
Interview Time:
"14:00"
Interview
Platform: "Zoom"

2 Schedule an Job ID: 1234 Error: Error: Pass

online interview Applicant ID: Interview slot Interview slot
with conflicting 5678 not available not available
date/time Interview Date:
"2024-06-15"
Interview Time:
"10:00"
Interview
Platform: "Zoom"

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II. Test Cases for Functional Testing
Functional Test Case for Online Interview Setup

Test Case Description Test Data Expected

Result

Job Posting Create a new Job Title: Software Engineer Job posting

job posting Job Description: "..." created

with valid Job Requirements: "..." successfully

inputs

Create a new Job Title: Software Engineer Error: Job

job posting Job Description: (empty) description is

with missing Job Requirements: "..." required

required

fields

Application Submit a job Applicant Name: John Doe Application

Submission application Email: [email protected] submitted

with valid Resume: JohnDoe_Resume.pdf successfully

inputs

Submit a job Applicant Name: John Doe Error: Invalid

application Email: johndoe@invalid email format

with invalid Resume: JohnDoe_Resume.pdf

email format

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 Interview Schedule an Job ID: 1234 Interview

Scheduling interview Applicant ID: 5678 scheduled

with valid Interview Date: "2024-06-15" successfully

inputs Interview Time: "14:00"

Interview Platform: "Zoom"

Schedule an Job ID: 1234 Error:

interview Applicant ID: 5678 Interview slot

with Interview Date: "2024-06-15" not available

conflicting Interview Time: "10:00"

date/time Interview Platform: "Zoom"

5.3 Result Analysis

ATS system is a web application used to find the best candidates for a job by comparing
the job description with the information retrieved from their resume. It utilizes the
TF-IDF algorithm to analyze the job description and applicant resumes, converting them
into numerical representations based on word frequency and importance. Then the cosine
similarity algorithm compares this vector representation. Document with higher cosine
similarity score have a closer match in terms of skills and keywords. Based on these
scores, the ATS filters applications. Recruiters can then prioritize interviews with
candidates who have the highest scores. Additionally, the job seekers can get job
recommendations that are geographically closer to them. This is implemented through a
geohashing algorithm.

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 Chapter 6: CONCLUSION AND FUTURE
RECOMMENDATIONS
6.1 Conclusion
In conclusion, the Applicant Tracking System (ATS) streamlines the hiring process by
automatically matching qualified candidates to job openings. By analyzing resumes and
job descriptions, the ATS helps recruiters focus on the most promising applicants, saving
time and effort. Additionally, job location recommendations ensure a wider pool of
interested candidates.

This project is developed using MERN (MongoDB for database, Express for backend
routing, React for frontend and NodeJs for runtime environment) stack. Additionally
JSON Web Token is used for authentication, which is a stateless authentication and
Chart.js for data analysis.

6.2 Future Recommendations

● Improved candidate ranking: Explore integrating skills assessments to go

beyond keyword matching and evaluate actual capabilities.
● AI-powered soft skills analysis: Incorporate AI to analyze cover letters for soft
skills like communication, teamwork, problem-solving.
● More applicant focused functionalities: Integrate features such as recommend
jobs based on his/her qualification that make the applicants experience better.
● Bias detection and mitigation: Integrate bias detection algorithms to ensure fair
evaluation of candidates regardless of background.

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 REFERENCES

[1] A. Eckhardt, S. Laumer, C. Maier, and T. Weitzel, "The transformation of people,

processes, and IT in e-recruiting," Employee Relations, vol. 36, no. 4, pp. 415-431, 2014.
[Online]. Available: https://doi.org/10.1108/ER-07-2013-0079

[2] A. Lalmohamed, J. Vyrastekova, and A. Zoon, "Applicant Tracking Systems and

Hiring Outcomes," Applied Economics Letters, vol. 25, no. 9, pp. 613-616, 2018.
[Online]. Available: https://doi.org/10.1080/13504851.2017.1361003

[3] M. Baum and R. Kabst, "Adoption of virtual applicant communication tools: An

exploratory study in Germany," International Journal of Selection and Assessment, vol.
22, no. 2, pp. 116-127, 2014. [Online]. Available: https://doi.org/10.1111/ijsa.12063

[4] H. Sylva and S. T. Mol, "E-Recruitment: A study into applicant perceptions of an

online application system," International Journal of Selection and Assessment, vol. 17,
no. 3, pp. 311-323, 2009. [Online]. Available:
https://doi.org/10.1111/j.1468-2389.2009.00473.x

[5] S. Laumer, C. Maier, A. Eckhardt, and T. Weitzel, "The impact of human resources
information systems and recruitment services on recruitment process performance: An
organizational ambidexterity perspective," Journal of Information Technology Theory and
Application, vol. 16, no. 2, pp. 5-30, 2015.

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APPENDICES

LOGIN PAGE

SIGNUP PAGE

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 JOB LIST PAGE

JOB INFO PAGE

24
 CANDIDATE PAGE

ORGANIZATION JOB LISTING PAGE

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CREATE NEW JOB PAGE

CANDIDATE FILTERING PAGE

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CANDIDATE FILTERING AFTER AI FILTER

STATISTICS PAGE

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