Functional requirements of Recruitment Agency Management System with non-functional

Functional Requirements for a Recruitment Agency Management System

1. User Authentication and Authorization:
   • Users should be able to create accounts, log in, and manage their profiles.
   • Role-based access control for different types of users (e.g., recruiters, candidates, administrators).
2. Candidate Management:
   • Ability to create, edit, and manage candidate profiles, including resumes, contact details, and application history.
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   • Support for candidate screening and shortlisting based on criteria such as skills, experience, and qualifications.
3. Job Posting and Management:
   • Recruiters can create, edit, and manage job postings, including job descriptions, requirements, and salary information.
   • Support for job categorization and tagging to facilitate job searches.
4. Application Tracking:
   • Track and manage candidate applications for various job postings.
   • Maintain a history of application status (e.g., applied, interviewed, hired, rejected).
5. Interview Scheduling:
   • Allow recruiters to schedule and manage interviews with candidates.
   • Integration with calendar systems for scheduling and reminders.
6. Communication and Notifications:
   • Secure messaging system for communication between recruiters and candidates.
   • Automated notifications for application updates, interview schedules, and job postings.
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7. Resume Parsing:
   • Automatic extraction of key information from candidate resumes (e.g., contact details, work experience, skills).
   • Support for multiple resume formats (e.g., PDF, DOCX).
8. Reporting and Analytics:
   • Generate reports on recruitment metrics such as time-to-hire, candidate sources, and application conversion rates.
   • Analytics on job postings, candidate activity, and recruiter performance.
9. Client Management:
   • Manage client profiles, including company details, job requirements, and contact information.
   • Track client interactions and recruitment requests.
10. Job Matching and Recommendations:
    • Match candidates to job postings based on skills, experience, and preferences.
    • Provide recommendations for suitable candidates to recruiters and job recommendations to candidates.
11. Document Management:
    • Secure storage and management of documents related to candidates and job postings (e.g., resumes, cover letters, contracts).
12. Application Integration:
    • Integration with external job boards, social media platforms, and professional networks for job posting and candidate sourcing.
13. Admin Management:
    • Admin interface for managing user accounts, system settings, and overall system administration.
    • Tools for managing user roles, permissions, and system configurations.

Non-Functional Requirements for a Recruitment Agency Management System

1. Performance:
   • The system should handle a high volume of user interactions and data processing with minimal latency.
   • Ensure quick loading times for job postings, candidate profiles, and application statuses.
2. Scalability:
   • The system should be scalable to accommodate increasing numbers of users, job postings, and candidate profiles.
   • Support for horizontal scaling to manage peak loads effectively.
3. Security:
   • Implement strong authentication and authorization mechanisms to protect user data and system integrity.
   • Ensure data encryption for sensitive information such as resumes and personal details.
4. Reliability:
   • Ensure high availability of the system with minimal downtime.
   • Implement redundancy and failover mechanisms to maintain system reliability.
5. Usability:
   • The user interface should be intuitive and easy to navigate for recruiters, candidates, and administrators.
   • Provide responsive design to ensure accessibility across various devices (e.g., desktops, tablets, smartphones).
6. Maintainability:
   • The system should be modular and well-documented to facilitate easy maintenance and updates.
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   • Implement automated testing to ensure stability and functionality with new updates.
7. Interoperability:
   • Support integration with external systems such as job boards, social media platforms, and HR software.
   • Use standard protocols and formats for data exchange and integration.
8. Availability:
   • The system should be available 24/7 with mechanisms to handle high traffic and system outages.
   • Implement backup and recovery processes to ensure data integrity and system continuity.
9. Compliance:
   • Adhere to relevant data protection regulations (e.g., GDPR, CCPA) to ensure the privacy and security of candidate and client data.
   • Ensure compliance with industry standards for recruitment and data management.
10. Accessibility:
    • Design the system to be accessible to users with disabilities, following WCAG (Web Content Accessibility Guidelines).
    • Ensure compatibility with various assistive technologies and devices.
11. Localization and Internationalization:
    • Support multiple languages and regional settings for global users.
    • Allow for the addition of new languages and regional preferences as needed.
12. Disaster Recovery:
    • Implement a disaster recovery plan to restore system functionality in case of a major failure or data loss.
    • Regularly test and update recovery procedures to ensure effectiveness.
13. Data Accuracy and Integrity:
    • Ensure the accuracy and integrity of candidate and job data, with mechanisms for data validation and error correction.
    • Implement regular audits and checks to maintain data quality.