JOB RECRUITING BOARD (2).docx JOB RECRUITING BOARD (2).docx

JOB RECRUITING BOARD (2).docx

1. JOB RECRUITING BOARD
The Project Report is submitted in partial fulfillment of the
requirements for the award of the degree of
Master of Computer Applications
Submitted by:
KARRI MOUNIKA LAKSHMI APARNA
2385351045
Under the Esteemed Guidance of
S.K. Alisha
Associate Professor
B.V. Raju College
Vishnupur:: Bhimavaram
Submitted to
DEPARTMENT OF COMPUTER SCIENCE & ENGINEERING
COLLEGE OF ENGINEERING
ADIKAVI NANNAYA
UNIVERSITY
RAJAHMAHENDRAVARAM
2024-2025

2. B.V. RAJUCOLLEGE (AUTONOMOUS)
(Re-Accredited with ‘B++’ Grade by NAAC)
Department of MCA
Vishnupur :: Bhimavaram
CERTIFICATE
This is to certify that this project entitled “JOB RECRUITING BOARD”
submitted in partial fulfillment of the degree of MASTER OF COMPUTER
APPLICATIONS to Adikavi Nannaya University from 7i TECH
SOFTWARE SOLUTIONS through B.V. Raju College, done by Ms.
KARRI MOUNIKA LAKSHMI APARNA Regd. No. 2385351045 is an
authentic work carried out by her during the Academic Year 2024-2025 at under
my guidance. The matter embodied in this project work has not been submitted
earlier for award of any degree or diploma to the best of my knowledge and
belief.
Internal Guide Head of the Department
External Examiner Principal

3. ACKNOWLEDGEMENTS
The satisfaction and euphoria that accompany the successful completion of any
task would be incomplete without the mention of people who made it possible, whose
constant guidance and encouragement crowned our efforts with success. It is a pleasant
aspect that I have now the opportunity to express my gratitude for all of them.
The first person I would like to thank Dr. I.R. KRISHNAM RAJU,
Principal, B V Raju College, Bhimavaram. His wide knowledge and logical
way of thinking have made a deep impression on me. His understanding, encouragement
and personal guidance have provided the basis for this thesis. He is a source of
inspiration for innovative ideas and his kind support is well known to all his students and
colleagues.
I wish to thank Dr. V. BHASKARA MURTHY, Associate Professor&
HOD, Department of MCA. His support and valuable suggestions for the
successful completion of this project.
I wish to thank my guide Mr. S.K. ALISHA, Associate Professor,
Department of MCA his support and valuable suggestions for the successful
completion of this Project.
KARRI MOUNIKA LAKSHMI APARNA
2385351045

4. DECLARATION
This is to certify that the project report entitled “JOB RECRUITING
BOARD” is done by me is an authentic work carried out for the partial
fulfillment of the requirements for the award of the degree of Master of
Computer Applications under the guidance of Mr. S.K. Alisha, Associate
Professor, Department of MCA. The matter embodied in this project work has
not been submitted earlier for award of any degree or diploma to the best of my
knowledge and belief.
Signature of the student
KARRI MOUNIKA LAKSHMI APARNA
2385351045
B.V. Raju College.

5. ABSTRACT
A Job Recruiting Board is a platform or system designed to facilitate the
connection between job seekers and employers. It typically allows companies to post
available positions, while providing job hunters a place to find and apply for relevant
opportunities. These boards can range from general job listing websites to
specialized platforms targeting specific industries or skill sets, offering tools to filter
and sort listings by job type, location, experience level, and other criteria.
Such boards are essential in the modern job market as they serve as central hubs
where employers can reach a vast pool of potential candidates. They offer various
features like resume uploading, job alerts, company profiles, and networking
opportunities, making it easier for both employers and job seekers to find the right
match. These platforms often integrate with social media and professional networks
to broaden the search and increase visibility.
In addition to their primary function of job posting, recruiting boards may also
include features like job market analytics, career resources, and interview
preparation materials. This makes them an invaluable resource for job seekers who
are looking for advice, support, or learning materials to advance their careers. For
companies, it offers a streamlined recruitment process by allowing them to access a
wide talent pool and manage applications efficiently.

6. INDEX
S.NO Chapter Name Page No
1. INTRODUCTION 1-2
2. LITERATURE SURVEY 3-4
3. SYSTEM ANALYSIS 5-9
3.1Existing System 5
3.2Proposed System 6
3.3Feasibility Study 7
4.4Requirement Analysis 8
4. SYSTEM DESIGN 10-18
4.1System Architecture 10
4.2UML Diagrams 11-16
4.2.1 Use Case Diagram 11
4.2.2 Class Diagram 12
4.2.3Sequence Diagram 13
4.2.4 Data Flow Diagram 14
4.2.5 Flowchart 15
4.2.6 Activity Diagram 16
4.3Input and Output Design 17-18
5. SYSTEM IMPLEMENTATION 19-34
5.1Source Code 19-34
6. SYSTEM TESTING 35-40
7. SCREENS AND REPORTS 41-52
8. CONCLUSION AND FUTURE WORK 53-54
9. BIBILOGRAPHY 55-56
9.1References 55-56

7. LIST OF FIGURES
S.NO FIG.NO FIGURE NAME PAGE NO
1. 4.2.1.1 Use Case Diagram 11
2. 4.2.2.1 Class Diagram 12
3. 4.2.3.1 Sequence Diagram 13
4. 4.2.4.1 Data Flow Diagram 14
5. 4.2.5.1 Flowchart 15
6. 4.2.6.1 Activity Diagram 16
7.
7.1
Home Page 41
8.
7.2
Employer Login Page 42
9.
7.3
Employer Registration Page 43
10. 7.4 Job Seeker Login Page 44
11. 7.5 Job Seeker Registration Page 45
12. 7.6 User Profile Page 46
13. 7.7 Admin Page 47
14. 7.8 Job Search Page 48
15. 7.9 About Us Page 49
16. 7.10 Post Job Page 50
17. 7.11 Jobs List Page 51
18. 7.12 Users Employed Page 52

8. INTRODUCTION

9. 1
1.INTRODUCTION
A Job Recruiting Board is a centralized platform or system that connects employers with
job seekers by displaying job vacancies and career opportunities. The Job Recruiting Board
is a full-stack web application designed to bridge the gap between job seekers and recruiters
by providing a streamlined platform for job postings, applications, and candidate
management. This project aims to simplify the recruitment process for companies and offer a
user-friendly interface for job seekers to search and apply for relevant positions.
The system supports two main types of users — Recruiters and Job Seekers. Recruiters can
post job openings, view applications, and shortlist candidates, while job seekers can register,
create resumes, browse job listings, and apply for jobs. Admins oversee the platform to
ensure smooth operation and manage reported content or users.
The project emphasizes modern web development practices, including secure authentication,
dynamic user interfaces, and efficient backend processing, making it a real-world, practical
application for learning and demonstrating full-stack development skills.
It serves as a hub for various industries and sectors, offering a wide range of positions for
individuals at different levels of experience and expertise. Employers can post job listings,
specifying the required skills, qualifications, and responsibilities for each position, while job
seekers can browse through these listings, submit applications, and find relevant
opportunities that align with their career goals. These boards can be digital platforms hosted
by companies, educational institutions, recruitment agencies, or government organizations,
and they often provide additional resources such as resume-building tools, interview tips,
career advice, and salary information. By facilitating the recruitment process, Job Recruiting
Boards play a crucial role in streamlining the hiring process, ensuring that organizations find
the right talent while helping individuals discover suitable employment opportunities that
match their skills and aspirations.
1.1Vision:
A job recruiting board aims to connect employers with potential candidates by
providing a centralized platform where job opportunities are posted, and job seekers can
easily find and apply for relevant positions. It facilitates the recruitment process by offering
tools for both employers to showcase their job openings and candidates to demonstrate their
qualifications, skills, and experience.

10. 2
1.2Scope of project
The Job Recruiting Board project aims to create an online platform that connects job
seekers with potential employers by allowing users to post job openings and apply for
positions. The platform will include features such as job categorization, search filters, user
profiles, resume uploads, and notifications to streamline the recruitment process for both
candidates and companies.

11. LITERATURE SURVEY

12. 2.LITERATURE SURVEY
1.Online Job Portal – A Web-based Application for Effective Recruitment Process
AUTHORS: Shubhangi S. More, Prof. N. M. Ghonge
This paper presents the design and development of a web-based job portal
that allows job seekers and recruiters to interact efficiently. The system provides
functionalities such as job posting, resume uploads, and applicant tracking.
Key Contributions:
oDeveloped a two-user role system: recruiter and applicant.
oEnabled recruiters to post jobs and manage candidate applications.
oImplemented basic search and filtering for job seekers.
Limitations Addressed:
oReduces manual processes in job applications and shortlisting.
oHowever, lacks advanced matching algorithms and real-time updates.
2.Job Portal System Using Data Mining Techniques
AUTHORS: Dr. S. R. Biradar, T. S. Patil
This research focuses on enhancing job recommendation systems through
data mining. By analyzing user profiles and preferences, the system provides more
accurate job suggestions.
Key Contributions:
oIntegrates data mining to understand user preferences and suggest jobs
accordingly.
oUses clustering and classification algorithms for better match-making.
Limitations Addressed:
oOvercomes the randomness in traditional job recommendations.
oDoes not provide end-to-end recruitment features like interviews or
messaging.

13. 3.An Intelligent Job Recommendation System
AUTHORS: Dr. M. V. Landage, K. P. Waghmare
The authors propose a machine learning-based job recommendation
system that analyzes user skills, previous applications, and interests to provide
personalized job listings.
Key Contributions:
oUses algorithms like Decision Trees and Naive Bayes for job matching.
oEnhances user experience through intelligent suggestions.
Limitations Addressed:
oPersonalizes the job search process.
oDoesn’t cover the complete recruitment cycle (job posting, tracking,
feedback).
4.Online Recruitment System with Automated Filtering of Candidates Based on
Skill Matching
AUTHORS: Aishwarya D., Darshana S. Raut
This research focuses on skill-based filtering of candidates using
keyword matching and database querying. The system ranks candidates based on how
closely their skill sets match the job requirements.
Key Contributions:
oAutomates the shortlisting process based on predefined job skill sets.
oProvides ranking mechanism to prioritize candidates.
oSimple and effective for medium-scale companies.

14. SYSTEM ANALYSIS

15. 3.SYSTEM ANALYSIS
3.1EXISTING SYSTEM:
In earlier days, job recruitment processes were handled manually, which required
considerable time and effort. Recruiters and candidates had to rely on physical
documentation, spreadsheets, and emails to track job openings and applications. This method
often led to inefficiency, missed opportunities, and human error in managing large volumes
of job applications. The lack of security also posed a risk to the confidentiality of applicant
and recruiter data. Reporting on candidate statuses and application progress was tedious and
error-prone. Maintaining and updating candidate and job listing information manually added
complexity to the process. All tasks, such as scheduling interviews, tracking applicant status,
and managing feedback, had to be performed accurately to ensure a successful recruitment
process.
Disadvantages of Existing System :
Lack of Personalization: Most systems provide generic job recommendations rather
than tailoring them based on a user’s skillset, preferences, or behavior.
Spam or Irrelevant Job Listings: Candidates often receive job suggestions that are
either outdated, irrelevant, or not aligned with their qualifications.
Manual Resume Screening: Many systems still rely on manual or keyword-based
screening, which may overlook qualified candidates due to formatting or wording
differences.
Poor User Experience: Complex interfaces, slow navigation, or poorly optimized
platforms can frustrate users and reduce engagement.
Delayed Updates: Job status (open/closed) may not be updated in real-time, leading
to wasted applications and effort.
Limited Employer Insights: Employers often lack smart tools to analyze applicant
data or get recommendations for the best-fit candidates.
No Skill Gap Analysis: Most platforms don’t help users understand what skills they
lack or suggest how to improve based on desired job roles.
Security & Privacy Concerns: Some platforms fail to protect sensitive data, which
can lead to breaches or misuse of candidate information.

16. Insufficient Feedback Mechanism: Job seekers often don’t receive feedback or
application status updates, leaving them in the dark.
3.2PROPOSED SYSTEM:
To address the challenges mentioned above, an Online Job Recruiting Board is proposed.
The system will provide a user-friendly interface for both recruiters and job seekers. The
process logic is as follows:
PROCESS LOGIC:
User Input: Job seekers fill out an online form to submit their applications or create
their profiles.
Data Transmission: The form data is transmitted from the client (browser) to the
server using the GET or POST method.
Server Processing: The web server processes the received data and invokes the
appropriate program (e.g., a servlet) to handle the request.
Response Generation: The program processes the input data and generates a
response, such as a confirmation page or error message.
Displaying Response: The web server sends the response to the browser, where it is
displayed for the user.
User Interaction: The browser displays the response, allowing job seekers or
recruiters to continue with the recruitment process, such as submitting an application,
scheduling interviews, or reviewing candidate profiles.
Benefits of Proposed System:
Automation transforms the traditional recruitment system into a digital, streamlined
process. The benefits of implementing an automated Job Recruiting Board system include:
Online Registration: Job seekers can create and manage their profiles online, making
the registration process quick and efficient.
Centralized Access: Both job seekers and recruiters have access to relevant
information from a centralized platform.
Job Listings Management: Recruiters can post, update, and manage job openings,
including details such as job roles, requirements, and application deadlines.
Candidate Tracking: Recruiters can easily monitor the progress of applicants, from
application submission to interview scheduling and final selection.
Interview Scheduling: Automation allows for efficient scheduling of interviews,
with notifications sent to both recruiters and candidates.

17. Reduced Errors: Automated processes reduce human error, ensuring accurate data
entry and processing.
Security and Reliability: The system ensures data security and helps track changes
for accountability.
Time Efficiency: Automation significantly reduces the time required for recruitment
tasks, allowing recruiters to focus on more strategic tasks.
3.3FEASIBILITY STUDY:
The feasibility of the project is analyzed in this phase and business proposal is put
forth with a very general plan for the project and some cost estimates. During system
analysis the feasibility study of the proposed system is to be carried out. This is to ensure
that the proposed system is not a burden to the company. For feasibility analysis, some
understanding of the major requirements for the system is essential.
Three key considerations involved in the feasibility analysis are
ECONOMICAL FEASIBILITY
TECHNICAL FEASIBILITY
SOCIAL FEASIBILITY
ECONOMICAL FEASIBILITY
This study is carried out to check the economic impact that the system will have on
the organization. The amount of fund that the company can pour into the research and
development of the system is limited. The expenditures must be justified. Thus the
developed system as well within the budget and this was achieved because most of the
technologies used are freely available. Only the customized products had to be purchased.
TECHNICAL FEASIBILITY
This study is carried out to check the technical feasibility, that is, the technical
requirements of the system. Any system developed must not have a high demand on the
available technical resources. This will lead to high demands on the available technical
resources. This will lead to high demands being placed on the client. The developed
system must have a modest requirement, as only minimal or null changes are required for
implementing this system.

18. SOCIAL FEASIBILITY
The aspect of study is to check the level of acceptance of the system by the user.
This includes the process of training the user to use the system efficiently. The user must
not feel threatened by the system, instead must accept it as a necessity. The level of
acceptance by the users solely depends on the methods that are employed to educate the
user about the system and to make him familiar with it.
3.4REQUIREMENTS ANALYSIS:
3.4.1HARDWARE REQUIREMENTS:
System : Intel Core i3.
Hard Disk: 40 GB.
Floppy Drive : 1.44 Mb.
Monitor : 15 VGA Colour.
Mouse : Logitech.
Ram : 512 Mb.
3.4.2SOFTWARE REQUIREMENTS :
Operating system : Windows family.
Technology : Java 2 Standard Edition, JDBC
Web Server : Tomcat 7.0
Client-Side Technologies: HTML, CSS, JavaScript
Server-Side Technologies: Servlets, JSP
Data Base Server : MySQL
Editor : Netbeans8.1
3.4.3MODULES:
Employer
Job Seeker or Candidate
MODULES DESCRIPTION:
The Job Recruiting Board is a web-based application, which revolutionizes the
way companies hire the candidates and jobseekers search for job vacancies. The employers
can view reviews given by the jobseekers and make improvements in their system

19. accordingly. The application provides a flexible and easy to use environment on portable
devices like smart phones/tablets for the users to achieve their respective objective.
Employer:
Employer users will be able to perform functions such as registering with the
application and creating an account by providing the details of Employer Name, Address, E-
mail, Mobile Number, Login Name, and Password that are stored in the database.
Once the account is activated, this module allows employers to post jobs summarizing
responsibilities and expected skills that will be saved in the MongoDB database. The
employer will also be given privilege to change the status of the job seeker and mark it as:
Selected, rejected or Under Consideration. He/she can view the list of job postings that are
active. He/she can also view the applicant details that have applied for a particular job
posting. The employer will be able to view reviews provided by the jobseeker.
Job Seeker or Candidate:
The Jobseeker users will be able to perform functions such as registering with
the application and creating an account by providing the details of First Name, Last Name, E-
mail, Password, Mobile Number, Primary Skill and Experience that are stored in the
MongoDB database. Once the account is activated, jobseekers can search, view and apply for
active job openings. All the applied jobs details are stored in the database.

20. SYSTEM DESIGN

21. 4.SYSTEM DESIGN
System design is the solution for the creation of a new system. This phase focuses on the
detailed implementation of the feasible system. It emphasis on translating design.
Specifications to performance specification. System design has two phases of development.
➢Logical design
➢Physical design
During logical design phase the analyst describes inputs (sources), output s
(destinations),databases (data sores) and procedures (data flows) all in a format that meets the
user requirements.
The analyst also specifies the needs of the user at a level that virtually determines the
information flow in and out of the system and the data resources. Here the logical design is
done through data flow diagrams and database design. The physical design is followed by
physical design or coding. Physical design produces the working system by defining the
design specifications, which specify exactly what the candidate system must do.
4.1System Architecture
4.1.1System Architecture
ADMIN

22. 4.2UML DIAGRAMS
4.2.1Use Case Diagram
A use case diagram in the Unified Modeling Language (UML) is a type of behavioral
diagram defined by and created from a Use-case analysis. Its purpose is to present a graphical
overview of the functionality provided by a system in terms of actors, their goals (represented
as use cases), and any dependencies between those use cases. The main purpose of a use case
diagram is to show what system functions are performed for which actor. Roles of the actors
in the system can be depicted.
4.2.1.1Use Case Diagram

23. 4.2.2Class Diagram
In software engineering, a class diagram in the Unified Modeling
Language (UML) is a type of static structure diagram that describes the structure of a system
by showing the system's classes, their attributes, operations (or methods), and the
relationships among the classes. It explains which class contains information.
4.2.2.1Class Diagram

24. CANDIDATE RECRUITER ADMIN DATABASE
4.2.3Sequence Diagram
A sequence diagram in Unified Modeling Language (UML) 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. Sequence diagrams are
sometimes called event diagrams, event scenarios, and timing diagrams.
LOGIN
4.2.3.1Sequence Diagram
LOGIN
ADD RECRUITER
RECRUITER
USER
MY PROFILE
CHANGE PASSWORD
LOGIN
ADD JOB
JOB LIST
APPLY JOB
MY PROFILE
CHANGE PASSWORD
JOB LIST
APPLY JOB
MY PROFILE
CHANGE PASSWORD

25. 4.2.4Data Flow
1.The DFD is also called as bubble chart. It is a simple graphical formalism that can be
used to represent a system in terms of input data to the system, various processing carried
out on this data, and the output data is generated by this system.
2.The data flow diagram (DFD) is one of the most important modeling tools. It is used to
model the system components. These components are the system process, the data used
by the process, an external entity that interacts with the system and the information flows
in the system.
3.DFD shows how the information moves through the system and how it is modified by a
series of transformations. It is a graphical technique that depicts information flow and the
transformations that are applied as data moves from input to output.
4.DFD is also known as bubble chart. A DFD may be used to represent a system at any
level of abstraction. DFD may be partitioned into levels that represent increasing
information flow and functional.
4.2.4.1 Data Flow Diagram

26. 4.2.5ACTIVITY DIAGRAM:
Activity diagrams are graphical representations of workflows of stepwise activities
and actions with support for choice, iteration and concurrency. In the Unified Modeling
Language, activity diagrams can be used to describe the business and operational step-by-step
workflows of components in a system. An activity diagram shows the overall flow of control.
4.2.5.1Activity Diagram

27. 4.2.6Flow Chart
4.2.6.1Flow Chart

28. 4.3Input And Output Design:
Input Design:
The input design is the link between the information system and the user. It
comprises the developing specification and procedures for data preparation and those steps
are necessary to put transaction data in to a usable form for processing can be achieved by
inspecting the computer to read data from a written or printed document or it can occur by
having people keying the data directly into the system. The design of input focuses on
controlling the amount of input required, controlling the errors, avoiding delay, avoiding
extra steps and keeping the process simple. The input is designed in such a way so that it
provides security and ease of use with retaining the privacy. The input design has been
optimized to efficiently collect the necessary data, ensuring that user interaction with the
system is both effective and simplified. The following considerations have been made:
Controlling the Amount of Input: Ensuring only necessary data is collected to avoid
overburdening the system or user.
Avoiding Unauthorized Access: Measures have been implemented to prevent
unauthorized access to the system, particularly within the recruiting process.
Eliminating Extra Steps: Unnecessary steps in the data collection process have been
removed to streamline efficiency.
Simplifying the Process: The entire process has been simplified to reduce complexity
and enhance user experience.
At this stage, the input forms and screens have been designed with these principles in mind. Input
Design considered the following things:
What data should be given as input?
How the data should be arranged or coded?
The dialog to guide the operating personnel in providing input.
Methods for preparing input validations and steps to follow when error occur.
Objectives:
1.Input Design is the process of converting a user-oriented description of the input into a
computer-based system. This design is important to avoid errors in the data input process and
show the correct direction to the management for getting correct information from the
computerized system.

29. 2.It is achieved by creating user-friendly screens for the data entry to handle large volume of
data. The goal of designing input is to make data entry easier and to be free from errors. The
data entry screen is designed in such a way that all the data manipulates can be performed. It
also provides record viewing facilities.
3.When the data is entered it will check for its validity. Data can be entered with the help of
screens. Appropriate messages are provided as when needed so that the user will not be in
maize of instant. Thus, the objective of input design is to create an input layout that is easy to
follow
Output Design:
A quality output is one, which meets the requirements of the end user and presents the
information clearly. In any system results of processing are communicated to the users and to
other system through outputs. In output design it is determined how the information is to be
displaced for immediate need and also the hard copy output. It is the most important and
direct source information to the user. Efficient and intelligent output design improves the
system’s relationship to help user decision-making.
1.Designing computer output should proceed in an organized, well thought out
manner; the right output must be developed while ensuring that each output element is
designed so that people will find the system can use easily and effectively. When analysis
design computer output, they should Identify the specific output that is needed to meet the
requirements.
2.Select methods for presenting information.
3.Create document, report, or other formats that contain information produced
by the system.
The output form of an information system should accomplish one or more of the
following objectives.
Convey information about past activities, current status or projections of the
Future.
Signal important events, opportunities, problems, or warnings.
Trigger an action.
Confirm an action.

30. SYSTEM IMPLEMENTATION

31. 5.SYSTEM IMPLEMENTATION
5.1SOURCE CODE:
Home Page:
<!DOCTYPE>
<html xmlns="http://www.w3.org/1999/xhtml">
<head>
<meta name="description" content="" />
<meta name="keywords" content="" />
<title>Job Recruiting Board</title>
<meta http-equiv="content-type" content="text/html; charset=utf-8" />
<link rel="stylesheet" type="text/css" href="style.css" />
</head>
<body>
<div id="wrapper">
<div id="header" style="background: navy;">
<div id="logo">
<h3><font size="5" color="white">Job Recruiting Board</font></h3>
</div>
<div id="slogan">
</div>
</div>
<div id="menu">
<ul>
<li class="first current_page_item"><a href = "index.html"> Home </a> </li>
<li><a href="JobSeeker.jsp">Job Seeker</a></li>
<li><a href="Employer.jsp">Employer</a></li>
</ul>
<br class="clearfix" />
</div>
<div id="splash">
<img class="pic" src="images/img.png" width="870" height="230"alt=""
/>
</div>
<br/>

32. <center>
<h2>About Project</h2>
</center>
</p>
</body>
</html>
Job Seeker Page:
<!DOCTYPE>
<html xmlns="http://www.w3.org/1999/xhtml">
<head>
<meta name="description" content="" />
<meta name="keywords" content="" />
<title>Job Recruiting Board</title>
<meta http-equiv="content-type" content="text/html; charset=utf-8" />
<link rel="stylesheet" type="text/css" href="style.css" />
</head>
<body>
<div id="wrapper">
<div id="header" style="background: navy;">
<div id="logo">
<h3><font size="5" color="white">Job Recruiting Board</font></h3>
</div>
<div id="slogan">
</div>
</div>
<div id="menu">
<ul>
<liclass="firstcurrent_page_item"><ahref="JobSeekerHome..jsp">
Home</a> </li>
<li><a href="JobSeeker.jsp">View Job Posts</a></li>
<li><a href="Employer.jsp">Employer</a></li>
</ul>
<br class="clearfix" />

33. alt="" />
Employer Page:
</div>
<div id="splash">
<img class="pic" src="images/img.png" width="870" height="230"
</div>
<br/>
<center>
<h2>About Project</h2>
</center>
</p>
</body>
</html>
<!DOCTYPE>
<html xmlns="http://www.w3.org/1999/xhtml">
<head>
<meta name="description" content="" />
<meta name="keywords" content="" />
<title>Job Recruiting Board</title>
<meta http-equiv="content-type" content="text/html; charset=utf-8" />
<link rel="stylesheet" type="text/css" href="style.css" />
</head>
<body>
<div id="wrapper">
<div id="header" style="background: navy;">
<div id="logo">
<h3><font size="5" color="white">Job Recruiting Board</font></h3>
</div>
<div id="slogan">
</div>
</div>
<div id="menu">
<ul>
<li class="first current_page_item"><a href="index.html">Home</a></li>
<li><a href="JobSeeker.jsp">Job Seeker</a></li>

34. <li><a href="Employer.jsp">Employer</a></li>
</ul>
<br class="clearfix" />
</div>
<div id="splash">
<img class="pic" src="images/img.png" width="870" height="230" alt="" />
</div>
<br/>
<center>
<h2>Employer Login</h2>
<form action="employerLAction.jsp" method="post">
<table style="margin-bottom: 100px;">
<tr><th>Name</th><td><inputtype="text"name="name"required=""></td>
</tr>
<tr><th>Email</th><td><input type="email" name="email" required=""> </td>
</tr>
<tr><th>Password</th><td><input type="password" name="pass" required = "" >
</td> </tr>
<tr><th></th><td><inputtype="submit"value="Login"><inputtype="reset"
value="Reset"></td></tr>
<tr><th></th><td>Don'tHaveAnAccount?<ahref="EmployerReg.jsp">
Register</a></td></tr>
</table>
</form>
</center>
</p>
</body>
</html>
Job Seeker Registration Page:
<%@page import="java.sql.PreparedStatement"%>
<%@page import="com.database.Queries"%>
<%@page import="java.sql.ResultSet"%>
<%@page import="java.sql.Statement"%>
<%@page import="com.database.Dbconnection"%>

35. <%@page import="java.sql.Connection"%>
<%@page contentType="text/html" pageEncoding="UTF-8"%>
<%
try {
String fname=request.getParameter("fname");
String lname=request.getParameter("lname");
String Qualification=request.getParameter("Qualification");
String eid=request.getParameter("eid");
String pwd=request.getParameter("pwd");
String mno=request.getParameter("mno");
String add=request.getParameter("add");
Connection con=Dbconnection.getcon();
Statement s=con.createStatement();
ResultSetr=Queries.getExecuteQuery("selectcount(*)fromjobseeker
where fname='"+fname+"' and eid='"+eid+"'");
int c=0;
while(r.next())
{
c=r.getInt(1);
}
if(c==0) {
PreparedStatement pst=con.prepareStatement("insert into jobseeker
values(null,'"+fname+"','"+lname+"','"+Qualification+"','"+eid+"','"+pwd+"',
'"+mno+"','"+add+"')");
int
i=pst.executeUpdate();
if(i>0){%>
<script type="text/javascript">
window.alert("Registration Successful..!!");
window.location="index.html";
</script>
<%
//response.sendRedirect("Register.jsp?msg=Registraion Success..!!");
} else {
%>

36. <script type="text/javascript">
window.alert("Registration Failed..!!");

37. window.location="index.html";
</script>
<%
}
} else {
%>
<script type="text/javascript">
window.alert("Email Id or Name Already Exist please try with other
details..!!");
window.location="index.html";
</script>
<%
//response.sendRedirect("Register.jsp?msg=User Already Exist..!!");
}
} catch(Exception e) {
System.out.println(e);
}
%>
Employer Registration Page:
<!DOCTYPE>
<html xmlns="http://www.w3.org/1999/xhtml">
<head>
<meta name="description" content="" />
<meta name="keywords" content="" />
<title>Job Recruiting Board</title>
<meta http-equiv="content-type" content="text/html; charset=utf-8" />
<link rel="stylesheet" type="text/css" href="style.css" />
<script type="text/javascript">
function validation()
{
var a=document.reg.name.value;
if(a=="")
{
alert("Please Enter First Name")
document.reg.name.focus();

38. return false;
}
if(a.length <=8 )
{
alert("First name Must contains 8 to 20 characters");
document.reg.name.focus();
return false;
}
var b=document.reg.username.value;
if(b=="")
{
alert("Please Enter Last Name")
document.reg.username.focus();
return false;
}
var z=document.reg.Qualification.value;
if(z=="")
{
alert("Please Enter Roll Number")
document.reg.Qualification.focus();
return false;
}
var e=document.reg.eid.value;
if(e=="")
{
alert("Please Enter Your Email ")
document.reg.eid.focus();
return false;
}
if (e.indexOf("@", 0) < 0)
{
alert("Please enter a valid e-mail address.");
document.reg.eid.focus();
return false;
}
if (e.indexOf(".", 0) < 0)

39. {
alert("Please enter a valid e-mail address.");
document.reg.eid.focus();
return false;
}
var f=document.reg.pwd.value;
if(f=="")
{
alert("Please Enter Your Password ")
document.reg.pwd.focus();
return false;
}
var g=document.reg.mno.value;
if(g=="")
{
alert("Please Enter Your Mobile Number ")
document.reg.mno.focus();
return false;
}
if(isNaN(g))
{
alert("Mobile Number Must be Numaric");
document.reg.mno.focus()
return false;
}
if(g.length!=10)
{
alert("Mobile Number Must Be 10 Numbers");
document.reg.mno.focus();
return false;
}
var h=document.reg.add.value;
if(h=="")
{
alert("Please Enter Your Address ")
document.reg.add.focus();

40. return false;
}
return true;
}
</script>
</head>
<body>
<div id="wrapper">
<div id="header" style="background: navy;">
<div id="logo">
<h3><font size="5" color="white">Job Recruiting Board</font></h3>
</div>
<div id="slogan">
</div>
</div>
<div id="menu">
<ul>
<li class="first current_page_item"><a href="index.html">Home</a></li>
<li><a href="JobSeeker.jsp">Job Seeker</a></li>
<li><a href="Employer.jsp">Employer</a></li>
</ul>
<br class="clearfix" />
</div>
<div id="splash">
<img class="pic" src="images/img.png" width="870" height="230" alt="" />
</div>
<br/>
<center>
<h2>Job Seeker Registration</h2>
<%String msg=request.getParameter("msg");
if(msg!=null){
%>
<p><font size="5" color="red"> <%=msg%></font></p>
<%
}%>

41. <formname="reg"action="reg1.jsp"method="post"onSubmit="return
validation()">
<table class="s1" height="100" >
<tr ><td align="right"> First Name&nbsp;&nbsp;&nbsp;:</td>
<td class="s1"><input type="text" name="fname" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr ><td align="right">Last Name&nbsp;&nbsp;&nbsp;:</td>
<td><input type="text" name="lname" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr ><td align="right">Qualification No&nbsp;&nbsp;&nbsp;:</td>
<td ><input type="text" name="Qualification" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr ><td align="right">Email id&nbsp;&nbsp;&nbsp;:</td>
<td ><input type="text" name="eid" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr ><td align="right">Password&nbsp;&nbsp;&nbsp;:</td>
<td ><input type="password" name="pwd" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr ><td align="right">Phone&nbsp;&nbsp;&nbsp;:</td>
<td ><input type="text" name="mno" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr ><td align="right">Address&nbsp;&nbsp;&nbsp;:</td>
<td ><input type="text" name="add" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr colspan="2" ><td align="center"><input type="submit" value="Register" > </td>
<td><center><input TYPE="RESET" VALUE="Reset"></center></td></tr>
</table>
</form>

42. </center>
</p>
</body>
</html>
Registration Page:
<!DOCTYPE>
<html xmlns="http://www.w3.org/1999/xhtml">
<head>
<meta name="description" content="" />
<meta name="keywords" content="" />
<title>Job Recruiting Board</title>
<meta http-equiv="content-type" content="text/html; charset=utf-8" />
<link rel="stylesheet" type="text/css" href="style.css" />
<script type="text/javascript">
function validation()
{
var a=document.reg.name.value;
if(a=="")
{
alert("Please Enter First Name")
document.reg.name.focus();
return false;
}
if(a.length <=8 )
{
alert("First name Must contains 8 to 20 characters");
document.reg.name.focus();
return false;
}
var b=document.reg.username.value;
if(b=="")
{
alert("Please Enter Last Name")
document.reg.username.focus();

43. return false;
}
var z=document.reg.Qualification.value;
if(z=="")
{
alert ("Please Enter Roll Number")
document.reg.Qualification.focus();
return false;
}
var e=document.reg.eid.value;
if(e=="")
{
alert("Please Enter Your Email ")
document.reg.eid.focus();
return false;
}
if (e.indexOf("@", 0) < 0)
{
alert("Please enter a valid e-mail address.");
document.reg.eid.focus();
return false;
}
if (e.indexOf(".", 0) < 0)
{
alert("Please enter a valid e-mail address.");
document.reg.eid.focus();
return false;
}
var f=document.reg.pwd.value;
if(f=="")
{
alert("Please Enter Your Password ")
document.reg.pwd.focus();
return false;
}
var g=document.reg.mno.value;

44. if(g=="")
{
alert("Please Enter Your Mobile Number ")
document.reg.mno.focus();
return false;
}
if(isNaN(g))
{
alert("Mobile Number Must be Numaric");
document.reg.mno.focus()
return false;
}
if(g.length!=10)
{
alert("Mobile Number Must Be 10 Numbers");
document.reg.mno.focus();
return false;
}
var h=document.reg.add.value;
if(h=="")
{
alert("Please Enter Your Address ")
document.reg.add.focus();
return false;
}
return true;
}
</script>
</head>
<body>
<div id="wrapper">
<div id="header" style="background: navy;">
<div id="logo"><h3><font size="5" color="white"> Job Recruiting
Board</font></h3>
</div>

45. <div id="slogan">
</div>
</div>
<div id="menu">
<ul>
<li class="first current_page_item"><a href="index.html"> Home </a> </li>
<li><a href="JobSeeker.jsp">Job Seeker</a></li>
<li><a href="Employer.jsp">Employer</a></li>
</ul>
<br class="clearfix" />
</div>
<div id="splash">
<img class="pic" src="images/img.png" width="870" height="230" alt="" />
</div>
<br/>
<center>
<h2>Job Seeker Registration</h2>
<%String msg=request.getParameter("msg");
if(msg!=null){
%>
<p><font size="5" color="red"> <%=msg%></font></p>
<%
}%>
<form name="reg" action="JobSeekerReg.jsp" method="post" onSubmit ="
returnvalidation ()">
<table class="s1" height="100" >
<tr ><td align="right"> First Name&nbsp;&nbsp;&nbsp;:</td>
<td class="s1"><input type="text" name="fname" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr ><td align="right">Last Name&nbsp;&nbsp;&nbsp;:</td>
<td><input type="text" name="lname" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr ><td align="right">Qualification No&nbsp;&nbsp;&nbsp;:</td>
<td ><input type="text" name="Qualification" ></td></tr>

46. <tr ><td height="10"></td>
</tr>
<tr ><td align="right">Email id&nbsp;&nbsp;&nbsp;:</td>
<td ><input type="text" name="eid" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr ><td align="right">Password&nbsp;&nbsp;&nbsp;:</td>
<td ><input type="password" name="pwd" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr ><td align="right">Phone&nbsp;&nbsp;&nbsp;:</td>
<td ><input type="text" name="mno" ></td></tr>
<tr ><td height="10"></td>
</tr>
<tr ><td align="right">Address&nbsp;&nbsp;&nbsp;:</td>
<td ><input type="text" name="add" ></td></tr>
<tr ><td height="10"></td>
</tr>
<trcolspan="2"><tdalign="center"><inputtype="submit"value=
"Register"></td>
<td><center><input TYPE="RESET" VALUE="Reset"></center></td></tr>
</table>
</form>
</center>
</p>
</body>
</html>
User Action Page:
<%@page import="java.sql.ResultSet"%>
<%@page import="com.database.Queries"%>
<%@page contentType="text/html" pageEncoding="UTF-8"%>
<!DOCTYPE html>
<%
try {
String name=request.getParameter("name");
String email=request.getParameter("email");

47. session.setAttribute(name, "name");
session.setAttribute(email, "email");
String pwd=request.getParameter("pass");
Stringquery="select*fromjobseekerwherefname='"+name+"'and
eid='"+email+"' and pwd='"+pwd+"'";
ResultSet i=Queries.getExecuteQuery(query);
if(i.next()) {
%>
<script type='text/javascript'>
window.alert("Login Successful...!!");
window.location="JobSeekerHome.jsp";
</script>
<%
} else {
%>
<script type='text/javascript'>
window.alert("Login Failed..!!");
window.location="JobSeeker.jsp";
</script>
<%
}
}catch(Exception e){
out.println(e);
}
%>

48. SYSTEM TESTING

49. 6.SYSTEM TESTING
The purpose of testing is to discover errors. Testing is the process of trying to discover
every conceivable fault or weakness in a work product. It provides a way to check the
functionality of components, sub assemblies, assemblies and/or a finished product It is the
process of exercising software with the intent of ensuring that the Software system meets its
requirements and user expectations and does not fail in an unacceptable manner. There are
various types of tests. Each test type addresses a specific testing requirement.
6.1TYPES OF TESTS:
Unit testing:
Unit testing involves the design of test cases that validate that the internal program
logic is functioning properly, and that program inputs produce valid outputs. All decision
branches and internal code flow should be validated. It is the testing of individual software
units of the application .it is done after the completion of an individual unit before
integration. This is a structural testing, that relies on knowledge of its construction and is
invasive. Unit tests perform basic tests at component level and test a specific business
process, application, and/or system configuration. Unit tests ensure that each unique path of a
business process performs accurately to the documented specifications and contains clearly
defined inputs and expected results.
Integration testing:
Integration tests are designed to test integrated software components to determine if
they actually run as one program. Testing is event driven and is more concerned with the
basic outcome of screens or fields. Integration tests demonstrate that although the
components were individually satisfaction, as shown by successfully unit testing, the
combination of components is correct and consistent. Integration testing is specifically aimed
at exposing the problems that arise from the combination of components.
Functional test:
Functional tests provide systematic demonstrations that functions tested are available
as specified by the business and technical requirements, system documentation, and user
manuals.
Functional testing is centered on the following items:

50. Valid Input : identified classes of valid input must be accepted.
Invalid Input : identified classes of invalid input must be
rejected. Functions : identified functions must be exercised.
Output : identified classes of application outputs must beexercised.
Systems/Procedures : interfacing systems or procedures must be invoked.
Organization and preparation of functional tests is focused on requirements, key
functions, or special test cases. In addition, systematic coverage pertaining to identify
Business process flows; data fields, predefined processes, and successive processes must be
considered for testing. Before functional testing is complete, additional tests are identified
and the effective value of current tests is determined.
System Test:
System testing ensures that the entire integrated software system meets requirements.
It tests a configuration to ensure known and predictable results. An example of system testing
is the configuration-oriented system integration test. System testing is based on process
descriptions and flows, emphasizing pre-driven process links and integration points.
White Box Testing:
White Box Testing is a testing in which in which the software tester has knowledge of
the inner workings, structure and language of the software, or at least its purpose. It is
purpose. It is used to test areas that cannot be reached from a black box level.
Black Box Testing:
Black Box Testing is testing the software without any knowledge of the inner
workings, structure or language of the module being tested. Black box tests, as most other
kinds of tests, must be written from a definitive source document, such as specification or
requirements document, such as specification or requirements document. It is a testing in
which the software under test is treated, as a black box .you cannot “see” into it. The test
provides inputs and responds to outputs without considering how the software works.
Unit Testing:
Unit testing is usually conducted as part of a combined code and unit test phase of the
software lifecycle, although it is not uncommon for coding and unit testing to be conducted as
two distinct phases.

51. Test strategy and approach:
Field testing will be performed manually and functional tests will be written in detail.
Test objectives
All field entries must work properly.
Pages must be activated from the identified link.
The entry screen, messages and responses must not be delayed.
Features to be tested
Verify that the entries are of the correct format
No duplicate entries should be allowed
All links should take the user to the correct page.
Integration Testing:
Software integration testing is the incremental integration testing of two or more
integrated software components on a single platform to produce failures caused by interface
defects.
The task of the integration test is to check that components or software applications, e.g.
components in a software system or – one step up – software applications at the company
level – interact without error.
Acceptance Testing:
User Acceptance Testing is a critical phase of any project and requires significant
participation by the end user. It also ensures that the system meets the functional
requirements.
Test Results: All the test cases mentioned above passed successfully. No defects
encountered.

52. 6.2TEST CASES:
6.2.1Test case 1:
Test case for Login form:
FUNCTION: LOGIN
EXPECTED RESULTS: Should Validate the user and check his existence in
database
ACTUAL RESULTS: Validate the user and checking the user against the
database
LOW PRIORITY No
HIGH PRIORITY Yes
6.2.2Test case 2:
Test case for User Registration form:
FUNCTION: USER REGISTRATION
EXPECTED RESULTS: Should check if all the fields are filled by the user and
saving the user to database.
ACTUAL RESULTS: Checking whether all the fields are field by user or
not through validations and saving user.
LOW PRIORITY No
HIGH PRIORITY Yes
6.2.3Test case 3:
Test case for Change Password:
When the old password does not match with new password, then this results in displaying an
error message as “OLD PASSWORD DOES NOT MATCH WITH THE NEW
PASSWORD”.
FUNCTION: Change Password
EXPECTED RESULTS: Should check if old password and new password fields
are filled by the user and saving the user to database.
ACTUAL RESULTS: Checking whether all the fields are field by user or not
through validations and saving user.
LOW PRIORITY No

53. HIGH PRIORITY Yes
Test case 4:
Test case for Forget Password:
When a user forgets his password, he is asked to enter Login name, ZIP code, Mobile
number. If these are matched with the already stored ones then user will get his original
password.
Modu
le
Functio
nality
Test Case Expected
Results
Actual
Results
Res
ult
Priori
ty
UserLogin
Usecase
1.Navigate To
WWW.Sample.
Com
2.Click On Submit
Button Without
Entering Username
and Password
A Validation
Should Be as
Below “Please
Enter Valid
Username &
Password”
A
Validation
HasBeen
Populated
as
Expected
PassHigh
UserLogin
Usecase
1.
Navigate To
Www.Sample. Com
1.
. Click On Submit
Button with Out
Filling Password
and With Valid
Username
A Validation
Should Be as
Below “Please
Enter Valid
Password or
Password Field
Can Not Be
Empty “
A
Validation
IsShown
as
Expected
Pass
High
UserLogin
Usecase
1.
Navigate To
Www.Sample. Com
A Validation
Shown as Below
“The Username
Entered Is
A
Validation
IsShown
as
Pass
High

54. 2. Enter Both
Username and
PasswordWrong
and Hit Enter
Wrong” Expected
User
Lo
gin
Us
ec
ase
1.
Navigate To
Www.Sample. Com
2.
nter Validate
Username and
Password and Click
on Submit
Validate
Username and
Password in
Database and
Once If They
Correct Then
Show the Main
Page
Main
Page/
Home
PageHas
Been
Displayed
Pass
High

55. SCREENS & REPORTS

56. 7.SCREENS AND REPORTS
HOME PAGE:
Fig7.1: Home page.

57. EMPLOYER LOGIN:
Fig7.2: Employer Login.

58. EMPLOYER REGISTRATION:
Fig7.3: Employer Registration.

59. JOB SEEKER REGISTRATION:
Fig7.4: Job Seeker Registration.

60. JOB SEEKER LOGIN PAGE:
Fig7.5: Job Seeker Login Page

61. USER PROILE PAGE:
Fig7.6: User Profile Page.

62. ADMIN PAGE:
Fig7.7: Admin Page.

63. JOB SEARCH PAGE:
Fig 7.8 Job Search Page

64. ABOUT US PAGE:
Fig 7.9: About Us Page

65. POST JOB PAGE:
Fig7.10: Post Job Page

66. JOBS LIST:
Fig7.11: Jobs List

67. USERS EMPLOYED PAGE:
Fig7.12: Users Employed Page

68. CONCLUSION AND FUTURE WORK

69. 8.CONCLUSION AND FUTURE WORK
CONCLUSION:
A job recruiting board serves as a platform where employers and job seekers can connect and
engage in the hiring process. It offers companies the ability to post job openings and access a
pool of candidates actively seeking employment. For job seekers, it provides a centralized
location to search for opportunities, submit resumes, and sometimes even apply directly
through the platform. These boards are an essential resource for both employers and
applicants, facilitating smoother and more efficient recruitment.
In addition to basic job listings, many recruiting boards offer features like job alerts, resume-
building tools, and interview preparation materials, making them even more useful for
candidates. These platforms often categorize jobs by industry, role, location, and salary
range, allowing job seekers to filter results according to their preferences. Some boards even
include user-generated content, such as company reviews or salary data, to help applicants
make informed decisions.
For employers, recruiting boards can streamline the hiring process by providing a wide range
of candidates from diverse backgrounds. These platforms may offer premium services, such
as targeted job postings, access to a larger talent pool, or advanced applicant tracking
systems. The growing presence of specialized recruitment boards also allows companies to
find the right fit for niche roles more effectively. As technology continues to evolve, these
platforms are likely to become even more integrated with AI and other tools, making
recruitment processes faster and more accurate.
FUTURE WORK:
The Job Recruiting Board project currently covers essential functionalities for job seekers and
recruiters. However, there are several areas where the application can be further improved
and extended:
1.Enhanced Search and Filters
Implement advanced job search features such as filtering by experience level,
salary range, company rating, job type (remote/hybrid/on-site), and posting date.

70. 2.AI-Powered Job Recommendations
Integrate machine learning to recommend jobs to users based on their profile, skills,
and application history.
3.Chat System
Build a real-time messaging system between recruiters and job seekers for better
communication and interview scheduling.
4.Resume Parsing & Builder
Allow users to upload resumes which are automatically parsed to fill their profile.
Additionally, offer a resume builder tool.
5.Interview Scheduler Integration
Integrate calendar APIs (Google Calendar or Outlook) to schedule interviews and
send reminders.
6.Admin Panel
Develop an admin dashboard to manage users, verify job posts, remove spam, and
generate analytics reports.
7.Gamification & Badges
Add features like profile completion badges, application streaks, or certifications
earned to keep users engaged.
8.Mobile App Development
Create mobile versions (React Native or Flutter) to increase accessibility and user
engagement.
9.Analytics Dashboard for Recruiters
Provide insights on job post reach, number of applicants, average response time, and
more.
10.Multilingual Support
Add support for multiple languages to make the platform inclusive for users from
different regions.

71. BIBILIOGRAPHY

72. 9.BIBILIOGRAPHY
9.1REFERENCES
Indeed – One of the most popular job boards that allows employers to post jobs and job
seekers to apply. It includes filters for specific roles, industries, locations, and experience
levels.
Indeed website
LinkedIn – LinkedIn offers both job seekers and recruiters a professional platform.
Companies can post job listings, and candidates can apply directly through LinkedIn or use
the platform to network with potential employers.
LinkedIn Jobs
Glassdoor – Known for company reviews and salary transparency, Glassdoor also offers a
job board where companies post opportunities. Job seekers can also research potential
employers before applying.
Glassdoor website
Monster – Another well-established job search website that offers a variety of job listings,
career advice, and resume-building tools.
Monster website
ZipRecruiter – A platform where employers can post jobs, and job seekers can apply.
ZipRecruiter also uses AI to match job seekers with relevant positions.
ZipRecruiter website
SimplyHired – Aggregates job listings from all over the web and allows job seekers to
apply directly. It also offers salary comparison and job search tips.
SimplyHired website

73. AngelList – A job board specifically for startups. It provides a platform for job seekers to
connect with early-stage companies looking for talent.
AngelList website
CareerBuilder – A comprehensive job search engine with thousands of job listings. It also
provides resources for resume building and career advice.
CareerBuilder website
Web sites:
1.www.eci.gov.in
2.www.google.com
3.www.tutorialpoints.com/java/
4.www.apeci.com
5.www.askjeeves.com
6.www.w3schools.com
7.www.wikipedia.com
8.www.jdbc-tutuorial.com
9.www.JSP.net
10.www.xamppserver.com
11.www.apache.org
12.www.tutorialpoints.com/mysql