The present disclosure relates to a system and method for job recruitment. In more details, the system and method facilitate quick and easy recruitment of job seekers during emergency.
BACKGROUND OF THE INVENTION
In the 4th and 5th Five Year Plans, the secondary industry, or our own industrial sector, had a share of up to 64 percent in the GDP breakdown, but it has now shrunk to 17-18 percent. Since 1998, the Industrial Production Index has been declining, indicating that multinational corporations are infiltrating any industry and displacing our own human capital. This is also contributing to the country's growing unemployment and discontent. All of this is mostly attributed to inefficient labour use, which is caused by failing to match the correct guy to the right job and computer. Accidents, disappointment, a tarnished reputation, and eventually brand dilution and sales loss follow.
Employment opportunities posted on the corporate website of an organization are published immediately and can be viewed by a job seeker immediately thereafter, but suffer from the drawbacks that a job seeker must not only be aware of company's existence but also possess a reasonable degree of interest in the company to log on to or enter the corporate website of the organization to become aware of the employment opportunity. This approach of job search also suffers from deficiency of limiting the exposure of available job opportunities to actual or potential job seekers and is thus a detriment to both employers and job seekers.
There is a lot of activity in the general field of delivering career placement services in the sense of seeking work opportunities and connecting job seekers with employers in an easy to use, cost-effective, and time-saving manner through online networking. Several surveys, testing, and invention(s) have been conducted on the subject(s) of using internet access to align work openings and job seekers online.
However, at present there exist several ways in which a job seeker can locate an employment opportunity. Notable among these are looking at advertisements in the

newspapers and other media, scanning corporate websites, viewing postings on various internet job sites and using the services of a recruiting firm. In the view of the forgoing discussion, it is clearly portrayed that there is a need to have a system and method for job recruitment.
SUMMARY OF THE INVENTION
The present disclosure seeks to provide a system and method for providing job searching services, recruitment services and/or recruitment-related services.
In an embodiment, a system for automated individual food products information transfer over user devices is disclosed. The system includes an advertising unit for announcing/posting job vacancy upon defining job properly for comprehensive understanding of available jobs. The system further includes a central processing unit for sourcing job seekers from various means and thereafter starting recruitment process for acquiring candidates from all internal and external means. The system further includes a hiring unit for hiring suitable job seekers and thereafter starting job posting and staffing.
In an embodiment, the central processing unit is configured with machine learning approach-based filters to filter out suitable job seekers from sourced job seekers for hiring process.
In an embodiment, hiring is performed based on results of online and offline test including written and viva.
In an embodiment, test includes technical and non-technical question based on which the worker is separated for technical or non-technical job.
In an embodiment, a training module is attached with the central processing unit for training the central process unit for optimized selection of job seekers for hiring process in order to reduce traffic of job seekers upon securing eligible job seekers based on degree, experience and skill.

In an embodiment, the system further comprises a HR skill matrix based on advanced excel and visual basic for access where all the job seekers as per their type of job is accessed through codes and mail merge for summoning during recruitment, wherein excel enables the HR manager to run the system at the back end and VBA enables IT personnel to link each worker with code which is inputted randomly to call or summon the worker upon immediate notice in case of any contingency or otherwise.
In an embodiment, the advertising unit retracts the post upon completion of the recruitment process in order to avoid irrelevant traffic and wastage of time of HR managers and job seekers.
In another embodiment, a method for job recruitment is disclosed. The method includes announcing job vacancy upon defining job properly for comprehensive understanding of available jobs. The method further includes sourcing job seekers from various means and thereafter starting recruitment process for acquiring candidates from all internal and external means. The method further includes hiring suitable job seekers and thereafter starting job posting and staffing.
In an embodiment, for the left-over positions, recruitment process is performed again until all the positions are filled and after all positions are filled, the entire loop restarts.
In an embodiment, the job vacancy is announced through various means including posters, banner, pamphlets, social media posts, post on website, advertisements over YouTube, Linkedln and television channels.
An object of the present disclosure is to create a job skill matrix to enable the companies to choose an optimum combination of man, machine and equipment and experience an upward profit trend.
Another object of the present disclosure is to call or summon the worker upon immediate notice in case of any contingency or otherwise.
Yet another object of the present invention is to deliver an expeditious and cost-effective method for job recruitment.

To further clarify advantages and features of the present disclosure, a more particular description of the invention will be rendered by reference to specific embodiments thereof, which is illustrated in the appended drawings. It is appreciated that these drawings depict only typical embodiments of the invention and are therefore not to be considered limiting of its scope. The invention will be described and explained with additional specificity and detail with the accompanying drawings.
BRIEF DESCRIPTION OF FIGURES
These and other features, aspects, and advantages of the present disclosure will become better understood when the following detailed description is read with reference to the accompanying drawings in which like characters represent like parts throughout the drawings, wherein:
Figure 1 illustrates a block diagram of a system for job recruitment in accordance with an embodiment of the present disclosure;
Figure 2 illustrates a flow chart of a method for job recruitment in accordance with an embodiment of the present disclosure; and
Figure 3 illustrates an architecture of job recruitment system in accordance with an embodiment of the present disclosure.
Further, skilled artisans will appreciate that elements in the drawings are illustrated for simplicity and may not have necessarily been drawn to scale. For example, the flow charts illustrate the method in terms of the most prominent steps involved to help to improve understanding of aspects of the present disclosure. Furthermore, in terms of the construction of the device, one or more components of the device may have been represented in the drawings by conventional symbols, and the drawings may show only those specific details that are pertinent to understanding the embodiments of the present disclosure so as not to obscure the drawings with details that will be readily apparent to those of ordinary skill in the art having benefit of the description herein.
DETAILED DESCRIPTION:

For the purpose of promoting an understanding of the principles of the invention, reference will now be made to the embodiment illustrated in the drawings and specific language will be used to describe the same. It will nevertheless be understood that no limitation of the scope of the invention is thereby intended, such alterations and further modifications in the illustrated system, and such further applications of the principles of the invention as illustrated therein being contemplated as would normally occur to one skilled in the art to which the invention relates.
It will be understood by those skilled in the art that the foregoing general description and the following detailed description are exemplary and explanatory of the invention and are not intended to be restrictive thereof.
Reference throughout this specification to "an aspect", "another aspect" or similar language means that a particular feature, structure, or characteristic described in connection with the embodiment is included in at least one embodiment of the present disclosure. Thus, appearances of the phrase "in an embodiment", "in another embodiment" and similar language throughout this specification may, but do not necessarily, all refer to the same embodiment.
The terms "comprises", "comprising", or any other variations thereof, are intended to cover a non-exclusive inclusion, such that a process or method that comprises a list of steps does not include only those steps but may include other steps not expressly listed or inherent to such process or method. Similarly, one or more devices or sub-systems or elements or structures or components proceeded by "comprises...a" does not, without more constraints, preclude the existence of other devices or other sub-systems or other elements or other structures or other components or additional devices or additional sub-systems or additional elements or additional structures or additional components.
Unless otherwise defined, all technical and scientific terms used herein have the same meaning as commonly understood by one of ordinary skill in the art to which this invention belongs. The system, methods, and examples provided herein are illustrative only and not intended to be limiting.

Embodiments of the present disclosure will be described below in detail with reference to the accompanying drawings.
Referring to Figure 1, a block diagram of a system for job recruitment is illustrated in accordance with an embodiment of the present disclosure. The system includes an advertising unit 102 is associated with the system for announcing/posting job vacancy upon defining job properly for comprehensive understanding of available jobs.
In an embodiment, the job vacancy is announced through various means including posters, banner, pamphlets, social media posts, post on website, advertisements over YouTube, Linkedln and television channels.
In an embodiment, a central processing unit 104 is connected with the advertising unit 102 for sourcing job seekers from various means and thereafter starting recruitment process for acquiring candidates from all internal and external means.
In an embodiment, the central processing unit 104 is configured with machine learning approach-based filters to filter out suitable job seekers from sourcedjob seekers for hiring process.
In an embodiment, a hiring unit 106 for hiring suitable job seekers and thereafter starting job posting and staffing. In an embodiment, hiring is performed based on results of online and offline test including written and viva.
In an embodiment, test includes technical and non-technical question based on which the worker is separated for technical or non-technical job.
In an embodiment, a training module 108 is attached with the central processing unit for training the central process unit for optimized selection of job seekers for hiring process in order to reduce traffic of job seekers upon securing eligible job seekers based on degree, experience and skill.
In an embodiment, the system further comprises a HR skill matrix based on advanced excel and visual basic for access where all the job seekers as per their type of job is accessed

through codes and mail merge for summoning during recruitment. Excel enables the HR manager to run the system at the back end and VBA enables IT personnel to link each worker with code which is inputted randomly to call or summon the worker upon immediate notice in case of any contingency or otherwise.
In an embodiment, the advertising unit retracts the post upon completion of the recruitment process in order to avoid irrelevant traffic and wastage of time of HR managers and job seekers.
Figure 2 illustrates a flow chart of a method for job recruitment in accordance with an embodiment of the present disclosure. At step 202, the method 200 includes announcing job vacancy upon defining job properly for comprehensive understanding of available jobs.
At step 204, the method 200 includes sourcing job seekers from various means and thereafter starting recruitment process for acquiring candidates from all internal and external means.
At step 206, the method 200 includes hiring suitable job seekers and thereafter starting job posting and staffing.
In an embodiment, for the left-over positions, recruitment process is performed again until all the positions are filled and after all positions are filled, the entire loop restarts.
In an embodiment, the job vacancy is announced through various means including posters, banner, pamphlets, social media posts, post on website, advertisements over YouTube, Linkedln and television channels.
Figure 3 illustrates an architecture of job recruitment system in accordance with an embodiment of the present disclosure.
Rationale

1. With an effective matrix, the company put right man on the right job and machine
2. Worker's efficiency also increases
3. Workers tend to remain happy and happy workers are the most productive
4. Overall the organizational culture improves and fosters a spirit of healthy competition in the industry
The HR Skill Matrix

Man
(p — q,s, e) Job
tp = t,n,s) Machine
(p ~f, m, r)
A (q. s. e) t:n;sl frm:s2
B(s.e) n.sl m. s2
C (q, e) si f,s2
The MJM (Man- Job - Machine) entity relation showed in above matrix elaborates the optimal and combination of right man on the right job and also on the right machine. Wherein,
A = Cat 'A' worker B = Cat 'B' worker C = Cat C worker P = parameter q = qualified e = experienced s = skilled/semi - skilled t = technical n = non-technical si = semi - technical f = fixed m = movable s2 = spares
Assumptions

1. There are three types of workers i.e. qualified by education, skilled/semi -skilled through training and experienced by practice, if you find a combination of two or three of above factors, then it is a bonus.
2. There are three types of jobs i.e. technical requiring either a complicated machine operation or a computer process, non - technical that is complete paper work or some analysis, semi-technical falling between a machine and a computer.
3. There are three types machines i.e. fixed which are not movable, movable or portable and spares which are subsidiary parts fitted onto fixed or movable machines.
4. There are uniform sanitary conditions in the organization/factory/company etc.
5. There is a conducive work environment in the organization/factory/company etc.
6. Absenteeism is minimal
7. Product manufactured in not illegal or prohibited
8. Workers get regular wages and bonus etc.
9. Health and sanitary conditions are up to the mark
10. The company is environment friendly
Explanation
1. The category 'A' worker who is all qualified, skilled and experienced can be put on any kind of technical, non - technical or semi - technical job and on any kind of machine weather fixed, movable or spare as depicted in the first row.
2. Category 'B' worker who is only skilled and experienced through training and practice must be put on non - technical and semi - technical jobs and movable machines and spares since he is not abreast with fundamental principles and ethics of technical jobs and complicated fixed machines minus some exceptional cases where worker is a natural learner and has proven this in critical times.
3. Category 'C worker who is only qualified and experienced should be put on semi - technical job and on fixed machines and spares because he understands guiding principles behind processes but needs only practical training by getting clubbed with skilled workers. The rationale behind such staffing is to nurture talent in the company.
4. The most common category of workers is the e, experienced ones as everybody is at least working, the most common job category is si, semi - technical as heavy machinery and super computer are not installed in every factory and the most common types of machinery used is s2, spares as they can be fitted onto both fixed and movable machines.

Steps
1. First the jobs should be defined properly for simple understanding of all types of workers
2. Then sourcing from al mans should begin
3. Then recruitment process begins, acquiring candidates from all internal and external means
4. Suitable workers are inducted
5. Job posting or staffing begins
6. For the left-over positions, recruitment process begins again
7. After all positions are filled, the entire loop restarts

8. This approach is used by the HR managers
9. HR Metrics are derived from this only
10. There is a hidden cost of acquisition of every worker, which is taken into account
at the time of his promotion
This HR Skill Matrix is based and prepared on Advanced Excel and Visual Basic for Access where all the workers as per their type of job can be accessed through codes and mail merge for summoning them. Excel will enable the HR manager to run the model at the back end and VBA will enable the IT personnel to link each worker with code which can be inputted randomly to call or summon the worker upon immediate notice in case of any contingency or otherwise.
The drawings and the forgoing description give examples of embodiments. Those skilled in the art will appreciate that one or more of the described elements may well be combined into a single functional element. Alternatively, certain elements may be split into multiple functional elements. Elements from one embodiment may be added to another embodiment. For example, orders of processes described herein may be changed and are not limited to the manner described herein. Moreover, the actions of any flow diagram need not be implemented in the order shown; nor do all of the acts necessarily need to be performed. Also, those acts that are not dependent on other acts may be performed in parallel with the other acts. The scope of embodiments is by no means limited by these specific examples. Numerous variations, whether explicitly given in the specification or not, such as differences

in structure, dimension, and use of material, are possible. The scope of embodiments is at least as broad as given by the following claims.
Benefits, other advantages, and solutions to problems have been described above with regard to specific embodiments. However, the benefits, advantages, solutions to problems, and any component(s) that may cause any benefit, advantage, or solution to occur or become more pronounced are not to be construed as a critical, required, or essential feature or component of any or all the claims.

WE CLAIM:
1. A system for job recruitment, the system comprises:
an advertising unit for announcing/posting j ob vacancy upon defining job properly for comprehensive understanding of available jobs;
a central processing unit for sourcing job seekers from various means and thereafter starting recruitment process for acquiring candidates from all internal and external means; and
a hiring unit for hiring suitable job seekers and thereafter starting job posting and staffing
2. The system as claimed in claim 1, wherein the central processing unit is configured with machine learning approach-based filters to filter out suitable job seekers from sourced job seekers for hiring process.
3. The system as claimed in claim 1, wherein hiring is performed based on results of online and offline test including written and viva.
4. The system as claimed in claim 3, wherein test includes technical and non-technical question based on which the worker is separated for technical or non-technical job.
5. The system as claimed in claim 1, wherein a training module is attached with the central processing unit for training the central process unit for optimized selection of job seekers for hiring process in order to reduce traffic of job seekers upon securing eligible job seekers based on degree, experience and skill.
6. The system as claimed in claim 1, comprises a HR skill matrix based on advanced excel and visual basic for access where all the job seekers as per their type of job is accessed through codes and mail merge for summoning during recruitment, wherein excel enables the HR manager to run the system at the back end and VBA enables IT personnel to link each worker with code which is inputted randomly to call or summon the worker upon immediate notice in case of any contingency or otherwise.

7. The system as claimed in claim 1, wherein the advertising unit retracts the post upon completion of the recruitment process in order to avoid irrelevant traffic and wastage of time of HR managers and job seekers.
8. A method for job recruitment, the method comprises:
announcing job vacancy upon defining job properly for comprehensive understanding of available jobs;
sourcing job seekers from various means and thereafter starting recruitment process for acquiring candidates from all internal and external means; and
hiring suitable job seekers and thereafter starting job posting and staffing.
9. The method as claimed in claim 8, wherein for the left-over positions, recruitment process is performed again until all the positions are filled and after all positions are filled, the entire loop restarts.
10. The method as claimed in claim 8, wherein the job vacancy is announced through various means including posters, banner, pamphlets, social media posts, post on website, advertisements over YouTube, Linkedln and television channels.