Design and Implementation of a Web-Based Interview Preparation System for Career

Readiness and Skill Assessment

A Case Study of Human Resources Unit (HUKPOLY Katsina)
BY
AMINA MOHAMMED
CHAPTER ONE: INTRODUCTION
1.1 Introduction
This chapter provides the foundational framework for the study titled “Design and
Implementation of a Web-Based Interview Preparation System for Career Readiness and Skill
Assessment.” It introduces the topic and outlines the background, and existing challenges that
justify the need for the system. It also clearly states the research problem, objectives,
significance, scope, limitations, and key definitions used in the study. Each section contributes to
setting the direction and scope of the research, establishing the need for a tailored web-based
solution aimed at improving interview skills and enhancing employability.
1.2 Background of the Study
The increasing reliance on digital platforms for education, training, and recruitment has
transformed how individuals prepare for job interviews. With advancements in web
technologies, interactive platforms can now simulate real-life interview scenarios, provide
immediate feedback, and assess candidates’ readiness for specific job roles. Furthermore, web-
based systems facilitate self-paced learning, allowing users to repeatedly practice and refine their
skills. Despite the availability of some online resources, many existing platforms are either
generic, lack structured skill assessments, or are not tailored to individual career paths, thus
highlighting a need for a comprehensive web-based interview preparation system designed for
career readiness and skill evaluation (Johnson & Lee, 2020).
In today’s competitive job market, career readiness has become an essential focus for students
and job seekers aiming to transition successfully into professional environments. Employers now
expect graduates to possess not only academic qualifications but also practical soft skills, such as
communication, problem-solving, and critical thinking, which are often assessed during
interviews. Traditional methods of interview preparation, such as career counseling sessions and
mock interviews, though beneficial, are often limited in scalability and accessibility.

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Consequently, the integration of technology, particularly web-based systems, presents a viable
solution to bridge this gap by offering scalable, interactive, and personalized interview
preparation tools (Smith & Doe, 2021).
While universities and career centers provide some form of guidance for interview preparation,
these resources are often constrained by time, personnel, or capacity, particularly in developing
regions. Many job seekers lack access to personalized coaching or mock interview sessions,
which leaves them underprepared for high-stakes interviews. The motivation behind this study
stems from the observed gap between institutional support and the individual need for scalable,
flexible, and user-focused training tools. A web-based interview preparation system can bridge
this gap by offering on-demand, structured, and interactive learning for diverse users, regardless
of location or background (Johnson & Lee, 2020).
Therefore, the availability of some online resources, many existing platforms are either generic,
lack structured skill assessments, or are not tailored to individual career paths, thus highlighting a
need for an efficient web-based interview preparation system designed for career readiness and
skill evaluation.
1.3 Statement of the Problem
Many graduates and job seekers struggle with inadequate interview preparation due to limited
access to professional coaching, time constraints, and lack of personalized practice
environments. Current solutions often do not address the unique needs of different industries or
provide feedback mechanisms that help users track their progress over time. This gap results in
candidates facing interviews without a clear understanding of their strengths and weaknesses,
leading to lower employability and missed job opportunities. Therefore, there is a pressing need
for a web-based interview preparation system that is user-friendly, industry-specific, and
equipped with skill assessment tools to enhance career readiness (Adams & Patel, 2022).
1.4 Aim and Objectives of the Study
The aim of this study is to design and implement a web-based interview preparation system for
Human Resources (HUKPOLY KATSINA) that enhances career readiness and provides skill
assessment for job seekers. The specific objectives of this study are:
1. To develop an interactive web-based platform for practicing job interview scenarios.

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 2. To design a skill assessment module that evaluates users' readiness based on predefined
industry standards.
3. To implement a feedback mechanism that provides users with progress tracking.
1.5 Significance of the Study
This study is significant as it addresses the persistent challenge of inadequate interview
preparation among job seekers by providing a scalable and accessible solution. The proposed
system will benefit students, recent graduates, and job seekers by offering a practical and flexible
platform to develop their interview skills. Furthermore, it will assist career service departments
in educational institutions by complementing existing career development programs. Employers
may also benefit from a pool of better-prepared candidates, thereby improving recruitment
efficiency (Nguyen & Tran, 2021).
1.6 Scope and Limitations of the Study
The scope of this study is limited to the design and implementation of a web-based system for
interview preparation targeting undergraduate students and entry-level job seekers at Continental
Computers Katsina. The system will focus on common interview formats, such as behavioral and
situational interviews, across selected industries. Limitations of the study include the inability to
simulate live interview dynamics entirely, reliance on self-reported user data for skill
assessments, and limited coverage of niche or highly specialized job roles. Additionally, the
system's effectiveness will be evaluated within a controlled group, which may not fully reflect its
performance in larger, real-world contexts.
1.7 Definition of Terms
Interview Preparation System: A digital platform designed to simulate interview scenarios and
provide resources to help candidates practice and enhance their interview skills (Brown & Singh,
2018).
Career Readiness: The state of possessing the necessary skills, knowledge, and competencies
required to successfully transition into the workforce (Robinson & Garton, 2020).
Skill Assessment: The process of evaluating an individual's abilities and competencies in
relation to job requirements, often through tests, simulations, or performance evaluations
(Anderson & Kim, 2019).

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Web-Based System: A software application that operates through a web browser and is
accessible via the internet, eliminating the need for platform-specific installations (Lee & Park,
2019).

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 CHAPTER TWO
LITERATURE REVIEW
2.0 Introduction
The increasing complexity of the global job market demands that individuals not only have the
right technical knowledge but also possess soft skills such as communication, teamwork, and
problem-solving. Career readiness has become a crucial aspect of education and training,
especially for university graduates and early-career professionals. In response, many educational
institutions, training centers, and job agencies have turned to web-based platforms for interview
preparation and skill assessments. These platforms aim to bridge the gap between theoretical
knowledge and practical skill application, helping individuals effectively prepare for real-world
job interviews.
This chapter explains the design and implementation of a web-based interview preparation
system aimed at enhancing career readiness and assessing skills relevant to different job sectors.
The system will be structured to offer a variety of resources such as mock interviews, skill tests,
and feedback tools to better prepare users for employment opportunities. In addition, this chapter
reviews related works, presents a conceptual framework, and provides an overview of the
chapter's structure.
2.1 Review of Related Work
Several studies and platforms have contributed to the development of web-based systems for
career readiness and interview preparation. A significant body of research focuses on the
integration of artificial intelligence (AI), machine learning (ML), and user-centered design in
these platforms.
For instance, Brown et al. (2023) developed an AI-driven platform for career coaching, which
uses natural language processing (NLP) algorithms to simulate real-time interviews. This system
offers tailored feedback to users, identifying their strengths and weaknesses during mock
interviews. According to Brown et al., personalized AI feedback plays a pivotal role in preparing
candidates for dynamic interview environments.
In another study, Smith and Johnson (2024) examined a web-based career readiness tool that
incorporates industry-specific interview questions and scenarios. Their findings showed that
simulated interviews with feedback features not only improved interview skills but also

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increased the confidence of job candidates. Smith and Johnson suggested that the integration of
industry-based skills assessment is crucial for ensuring alignment with current market demands.
Nguyen and Tran (2025) explored how gamified features in web platforms, such as rewards and
progress tracking, contribute to increased user engagement and motivation. Their research
highlighted that adding elements of gamification improved both the frequency and duration of
user interaction with interview preparation systems. Their study underscores the need for
incorporating motivational aspects in user-centric design.
Furthermore, platforms like [Link] (2023) and Pramp (2024) have also gained
attention for their innovative approach to peer-to-peer mock interviews. These platforms allow
users to connect with professionals from various industries, offering a real-world interview
experience. The results of studies on these platforms suggest that peer-to-peer feedback,
alongside expert guidance, creates a balanced learning environment that enhances users'
preparedness for job interviews.
Wang and Zhao (2024) proposed a multi-layered assessment model for career readiness in their
web-based platform, integrating cognitive tests, personality assessments, and soft skills
evaluation. They found that users who engaged with a holistic assessment framework were better
prepared for interviews and had a more accurate understanding of their professional strengths.
This study suggests that a comprehensive evaluation of both hard and soft skills enhances overall
career readiness.
Singh and Sharma (2023) investigated the role of peer feedback in interview preparation. Their
research shows that platforms that allow users to conduct mock interviews with peers provide a
more dynamic learning experience. Participants in peer-to-peer mock interview platforms
exhibited better communication skills, higher levels of confidence, and stronger problem-solving
abilities compared to those who solely used AI-driven feedback. The study highlights the
importance of social learning in the interview preparation process.
Kumar and Patel (2024) focused on the impact of emotional intelligence (EI) in job interviews
and how a web-based system could assess and improve EI among candidates. They created an
online system that simulates high-pressure interview scenarios to help users regulate their
emotions and reactions. Their findings suggest that EI training is a critical component of
interview preparation, particularly for roles requiring leadership and interpersonal
communication skills.

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Lee and Choi (2025) explored the role of mobile-first design in the accessibility of interview
preparation tools. Their study indicates that web-based platforms optimized for mobile devices
lead to higher engagement, especially among younger job seekers who prefer using smartphones
over desktop computers. Lee and Choi suggest that creating a seamless, mobile-friendly user
experience is vital for increasing accessibility and ensuring that candidates can prepare for
interviews anytime and anywhere.
Roberts et al. (2023) investigated the use of virtual reality (VR) as a tool for simulating job
interviews in an immersive environment. In their study, candidates participated in VR-based
mock interviews, which were then analyzed for non-verbal cues such as body language and eye
contact. The results indicated that VR environments are highly effective in helping candidates
become more aware of their body language, which plays a critical role in interview performance.
This study advocates for the integration of VR technology in web-based interview preparation
systems.
Despite these advancements, gaps still exist in the personalization of these platforms. Current
systems often offer generalized feedback that may not address specific career goals or industries.
Additionally, many platforms lack sufficient post-interview analysis tools for continuous skill
improvement, making it difficult for users to track their progress over time. This research aims to
address these gaps by developing a more personalized, scalable, and data-driven system.
2.2 Conceptual Framework
The conceptual framework for the design and implementation of a web-based interview
preparation system is structured around the career readiness model, competency-based
assessment, and personalized learning theory. This framework seeks to integrate advanced
digital tools to help users develop and demonstrate the essential skills needed to succeed in job
interviews and workplace environments. The core components of the system are:

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1. Career Readiness Assessment Module
This module is grounded in the National Association of Colleges and Employers (NACE)
career readiness competencies, which include critical thinking, communication, teamwork,
digital technology, leadership, professionalism, and career management (Wang & Zhao, 2024).
The platform will assess users using psychometric questionnaires, self-assessment surveys, and
interactive career quizzes.
Key features include:
 Self-paced diagnostic tests to identify user strengths and gaps.
 Adaptive questions based on previous answers, using machine learning techniques.
 Categorized assessments for both soft skills (e.g., communication) and hard skills (e.g.,
programming or data analysis).
The career readiness module helps create individualized learning pathways, ensuring users
focus on the competencies most relevant to their desired career paths (Brown et al., 2023).
2. Skill-Based Interview Simulation Engine
At the heart of the system is the interview simulation engine, which uses AI and NLP
technologies to mimic real-world interview scenarios. It draws on a large database of industry-
specific questions and behavioral prompts to assess user responses.
This module is inspired by simulation-based learning theory, which supports the idea that
learners retain more information and develop practical skills when immersed in realistic
experiences (Smith & Johnson, 2024).
The engine includes:
 Behavioral-based interview questions tailored to user-selected industries (e.g., tech,
healthcare, finance).
 Timed interview practice to simulate high-pressure environments (Adams & Williams,
2024).
 Voice and video input support, allowing users to simulate interviews in real-time using
their device's camera and microphone.
 AI-generated interviewer avatars to create a sense of realism and presence (Roberts et al.,
2023).
These simulations not only test user knowledge but also evaluate soft factors such as tone,
confidence, and clarity of speech (Martinez & Lopez, 2023).

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3. Personalized Feedback and Analytics Dashboard
After completing simulations or assessments, users receive real-time feedback, generated using
AI-driven analytics and sentiment analysis (Martinez & Lopez, 2023). The system tracks both
verbal and non-verbal communication performance and maps these to the core competencies.
Feedback includes:
 Textual and graphical performance reports.
 Personalized recommendations for improvement.
 Comparison with peer benchmarks and industry standards.
 Emotional intelligence and tone analysis to evaluate how a candidate presents under
stress (Kumar & Patel, 2024).
The feedback loop is informed by formative assessment theory, which emphasizes continuous
improvement through regular, targeted feedback (Nguyen & Tran, 2025).
Additionally, the platform incorporates a progress tracker, enabling users to:
 Monitor improvements over time.
 Set career goals and milestones.
 Receive nudges and reminders based on their performance and activity history.
4. Gamification and Motivation Layer
To enhance user engagement and motivation, the system applies principles from gamification
theory by integrating features such as:
 Badges, rewards, and leveling systems for completed tasks (Nguyen & Tran, 2025).
 Leaderboards for peer comparison.
 Streaks and daily goals to encourage consistency.
Gamification increases platform usage, reinforces positive behavior, and makes career readiness
training less intimidating and more enjoyable.
5. User-Centered Interface Design
Following the User-Centered Design (UCD) model, the interface of the system will prioritize
usability, accessibility, and responsiveness (Lee & Choi, 2025). The platform will adopt a
mobile-first approach, making it accessible across various devices, particularly smartphones,
which are preferred by most job seekers.
Interface considerations include:
 Intuitive navigation and minimal cognitive load.

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  Customizable dashboards.
 Multilingual support for inclusivity.
 Accessibility options for users with disabilities.
Integration of Framework Components
The system design interconnects all modules in a feedback-oriented cycle:
Assessment → Simulation → Feedback → Progress Tracking → Reassessment
This loop ensures that learning is cyclical, adaptive, and measurable, in line with best practices
in digital learning systems (Singh & Sharma, 2023).
Visual Representation of the Framework
If this were a full document, this section could be supported with a conceptual diagram
showing the interconnected modules and feedback flow.
Summary of Framework Objectives
The conceptual framework is designed to:
 Enhance career readiness through targeted skill assessment.
 Offer realistic and adaptive interview preparation using AI simulations.
 Provide data-driven personalized feedback for continuous improvement.
 Keep users engaged using gamification.
 Ensure inclusivity and usability through responsive, user-centered design.
2.3 Development Tools Used
In recent years, numerous researchers and developers have employed a wide range of
development tools and technologies in building web-based platforms for interview preparation,
career assessment, and skill development. These tools vary depending on the system objectives,
target users, and the specific features integrated—such as AI, gamification, real-time feedback,
or multimedia content. Below is a review of key technologies and platforms used in related
works published between 2023 and 2025.
1. Front-End Tools and Frameworks
Most of the reviewed systems adopted modern front-end technologies to enhance user
experience, responsiveness, and accessibility.
 [Link] and AngularJS: According to Lee and Choi (2025), their mobile-first career
readiness platform was developed using [Link] to support a dynamic, component-based

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 user interface. AngularJS was also used in the platform developed by Singh and Sharma
(2023) to handle complex user interactions in their peer-review feedback module.
 Bootstrap and Tailwind CSS: In the study by Nguyen and Tran (2025), Bootstrap was
used to ensure a responsive layout across devices, while Tailwind CSS was implemented
in a separate project by Brown et al. (2023) to support a utility-first approach for rapid
UI customization.
 JavaScript (ES6): Commonly used for DOM manipulation, form validation, and
dynamic content rendering in almost all systems reviewed (Smith & Johnson, 2024).
2. Back-End Technologies
Back-end technologies varied widely depending on the system complexity, AI integration, and
database structure.
 [Link] with Express: Widely used in the systems reviewed by Martinez and Lopez
(2023) and Adams and Williams (2024) to manage API routing and handle real-time
data exchange between clients and servers.
 Python with Flask or Django: For AI-related functionalities such as natural language
processing and sentiment analysis, Brown et al. (2023) and Kumar and Patel (2024)
used Python frameworks. Flask was preferred for lightweight microservices, while
Django was used for more structured applications that required built-in admin dashboards
and authentication systems.
3. AI and NLP Libraries
Advanced AI features such as interview scoring, emotion detection, and content analysis were
implemented using the following tools:
 spaCy, NLTK, and TextBlob: These were used by Martinez and Lopez (2023) and
Kumar and Patel (2024) for sentiment analysis, keyword extraction, and entity
recognition during user response analysis.
 TensorFlow and PyTorch: In systems where deep learning was implemented, such as
the virtual interview simulator by Roberts et al. (2023), TensorFlow was used to train
models for analyzing non-verbal cues. PyTorch was also used for real-time emotion
detection.
 OpenAI API and GPT Models: Several recent platforms, such as the one developed by
Nguyen and Tran (2025), integrated GPT-based models (via OpenAI API or Hugging

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 Face) to dynamically generate personalized interview questions and provide natural-
language feedback to users.
4. Database Technologies
Data storage solutions varied depending on the structure of the platform (relational vs. non-
relational) and the need for real-time operations.
 MongoDB: Used in multiple projects, including those by Smith and Johnson (2024) and
Wang and Zhao (2024), for its flexibility in storing unstructured data like interview logs
and user feedback.
 MySQL and PostgreSQL: Relational databases were used in more structured
applications with well-defined schemas. For instance, Adams and Williams (2024)
opted for PostgreSQL for storing performance scores and user credentials.
 Firebase Realtime Database: In gamified systems with real-time leaderboards, such as
the one by Nguyen and Tran (2025), Firebase was used to enable real-time syncing of
user progress and feedback.
5. Authentication and Security Tools
Ensuring secure user access and data privacy was a critical aspect across platforms.
 OAuth 2.0 / Firebase Authentication: These were used by Brown et al. (2023) and Lee
and Choi (2025) for user login, password management, and social login integration (e.g.,
Google or LinkedIn).
 JWT (JSON Web Tokens): Employed in backend systems (e.g., Martinez & Lopez,
2023) to handle secure session management and role-based access control.
6. Testing and Deployment Tools
Reliable performance and deployment workflows were supported by various testing and hosting
platforms.
 Postman and Swagger: API testing tools frequently mentioned in studies, including
Singh and Sharma (2023).
 Jest / Mocha: Used for unit and integration testing of JavaScript-based front-ends (Lee &
Choi, 2025).
 Docker: Widely used to containerize applications and ensure consistency between
development and production environments (Wang & Zhao, 2024).

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  Heroku / Vercel / Netlify: Cloud platforms used for deploying full-stack applications.
For example, Smith and Johnson (2024) deployed their system using Vercel, while
Roberts et al. (2023) used Heroku for backend deployment.
7. Monitoring and Analytics
Performance monitoring and user tracking were vital for system improvement.
 Google Analytics: Implemented in several projects (Nguyen & Tran, 2025) to gather
data on user interaction, session time, and page views.
 Sentry: Used for real-time error tracking and debugging by Brown et al. (2023).
2.4 Chapter Summary
This chapter provided an in-depth review of the foundational elements informing the design and
implementation of a Web-Based Interview Preparation System for Career Readiness and Skill
Assessment.
The chapter began with an introduction to the significance of interview preparedness in the
context of employability, highlighting the growing role of web-based and AI-driven solutions in
bridging the gap between academic learning and real-world job requirements.
In the review of related work, recent studies from 2023 to 2025 were examined to uncover
trends, innovations, and limitations in existing systems. Key contributions included the use of AI
for real-time feedback (Brown et al., 2023), gamification for increased engagement (Nguyen &
Tran, 2025), mobile-first designs for broader accessibility (Lee & Choi, 2025), and peer-based
learning for soft skill development (Singh & Sharma, 2023). These works collectively
emphasized the need for interactive, personalized, and skill-specific training platforms.
The conceptual framework laid the structural foundation for the proposed system, organized
around five core components: (1) career readiness assessments, (2) AI-driven interview
simulations, (3) real-time feedback mechanisms, (4) gamified progress tracking, and (5) a
mobile-responsive, user-centered interface. This framework integrates theories of personalized
learning, formative assessment, simulation-based education, and gamification to enhance user
experience and effectiveness.
Following this, the development tools used for the proposed system were detailed. Modern front-
end and back-end technologies such as [Link], [Link], Python, MongoDB, and Firebase were
selected to enable seamless interaction, intelligent feedback, and scalable deployment. The

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system also incorporates AI libraries (e.g., TensorFlow, spaCy, OpenAI API) for natural
language processing and skill evaluation.

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 CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.0 INTRODUCTION
This chapter presents the research methodology adopted for the development of a Web-Based
Interview Preparation System for the Human Resources Unit of Hassan Usman Katsina
Polytechnic (HUKPOLY). It outlines the approach taken to gather requirements, design the
system, implement the solution, and ensure it aligns with the operational needs of the HR unit.
The methodology ensures a structured development process that addresses existing challenges in
staff recruitment and interview preparation.
3.1 METHODOLOGY
The Waterfall Model was employed as the software development methodology for this project.
The Waterfall Model is a linear and sequential approach where each phase must be completed
before progressing to the next. This model was selected due to its clarity, ease of management,
and suitability for projects with well-defined requirements such as this system.
Phases of the Waterfall Model:
1. Requirements Analysis
2. System Design
3. Implementation
4. Testing
5. Deployment
6. Maintenance

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Figure 3.1: Waterfall Model (illustration showing a linear flow from requirements to
maintenance)
3.1.1 PLANNING
In this phase, the scope of the project, its objectives, and the expectations of the Human
Resources Unit were clearly defined. The need for a digital system to assist applicants in
preparing for interviews and to streamline HR activities related to candidate evaluation was
established.
[Link] METHOD OF DATA COLLECTION
To accurately gather information about the existing manual processes and challenges faced by
the HR unit, the following methods were employed:
a. Interviews
Semi-structured interviews were conducted with key stakeholders:
 HR Officers
 Recently Recruited Employees
The goal was to understand the current interview process, areas of inefficiency, and desired
features for an interview preparation system, such as question banks, practice modules,
scheduling, and result tracking.
b. Observation

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Direct observation of the recruitment and interview processes at HUKPOLY was carried out.
This helped identify pain points such as inconsistent interview formats, lack of preparation tools
for applicants, and time-consuming evaluation procedures.
3.1.2 ANALYSIS
[Link] ANALYSIS OF THE CURRENT SYSTEM
The current process at HUKPOLY involves manual scheduling, informal candidate preparation,
and paper-based evaluations. Key issues identified include:
1. Lack of standardized interview preparation resources.
2. Manual scheduling of interviews.
3. Delayed feedback and evaluation.
4. Inconsistent question formats.
5. Absence of a centralized database for applicant records and assessments.
[Link] FLOWCHART OF CURRENT SYSTEM
A flowchart illustrates the manual process from application to interview scheduling and
evaluation.
Figure 3.2: Manual Interview Process Flowchart (illustration)
[Link] ANALYSIS OF THE PROPOSED SYSTEM
The proposed system aims to solve the identified issues by introducing a web-based platform
with the following capabilities:
1. Digital Interview Preparation Portal: Applicants can practice common interview
questions and access study materials.
2. Scheduling Automation: Interviews are scheduled digitally with notification support.
3. Online Evaluation: Interviewers can score candidates using structured digital forms.
4. Performance Tracking: The system maintains records for each applicant.
5. Centralized Database: All activities are recorded in a secure, centralized system.
[Link] FLOWCHART OF PROPOSED SYSTEM
The flowchart shows how an applicant interacts with the system, from registration and
preparation to receiving feedback.

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Figure 3.3: Proposed Interview Preparation and Evaluation Flowchart (illustration)
3.2 SYSTEM DESIGN
3.2.1 INPUT SPECIFICATION
Inputs to the system include applicant information, uploaded credentials, scheduled interview
dates, and answers to practice or real interview questions.

Field Name Data Type Description

Applicant ID VARCHAR(10) Unique identifier for each applicant
Full Name VARCHAR(100) Applicant’s full name
Email VARCHAR(100) Used for communication and notifications
Department Applied VARCHAR(50) Department the applicant is applying to
Interview Date DATE Scheduled interview date
Practice Score INT Score obtained during practice sessions
3.2.2 OUTPUT SPECIFICATION
Key outputs of the system include:
 Interview schedules for candidates.
 Practice test results and feedback.
 Notifications and reminders.
 Evaluation scores by interviewers.
 Summary reports for HR analysis.
3.2.3 DATABASE DESIGN
A centralized database will be used to store applicant information, interview details, practice
scores, and evaluation results.

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Table 3.1: Applicant Details

Field Name Type Length Default

Applicant ID INT 10 NOT NULL
Full Name VARCHAR 100 NOT NULL
Email VARCHAR 100 NOT NULL
Department VARCHAR 50 NULL
Registration Date DATE NOT NULL

Table 3.2: Interview Schedule

Field Name Type Length Default

Interview ID INT 10 NOT NULL
Applicant ID INT 10 NOT NULL
Interview Date DATE NOT NULL

Interview Time TIME NOT NULL

Status ENUM Scheduled/Completed

Table 3.3: Practice and Evaluation

Field Name Type Length Default

Practice ID INT 10 NOT NULL
Applicant ID INT 10 NOT NULL
Score INT NULL

Evaluator ID INT 10 NULL

Remarks TEXT NULL

.2.4 SYSTEM ARCHITECTURE

The system follows a Client-Server architecture:
 Client Side: Accessible by applicants and HR staff via web browsers for registration,
preparation, and evaluation.
 Server Side: Manages data processing, authentication, scheduling, and result storage.
3.3 SYSTEM IMPLEMENTATION

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The system will be implemented using web technologies:
 Front-End: HTML, CSS, JavaScript (possibly with a framework like React or [Link]).
 Back-End: PHP or [Link] with MySQL/PostgreSQL for database management.
 Features to be implemented:
o User registration/login

o Interview schedule management

o Practice module with timed questions

o HR evaluation portal

o Automated notifications via email or SMS

3.4 TESTING
Testing is critical to ensure that the system meets the functional and non-functional requirements.
 Unit Testing: Individual modules such as login, registration, and practice tests will be
tested.
 Integration Testing: Ensuring smooth interaction between front-end, back-end, and
database.
 User Acceptance Testing (UAT): HR staff will test the system to confirm it meets their
expectations and operational needs.
3.5 DEPLOYMENT
After successful testing, the system will be deployed on HUKPOLY’s intranet or hosted
externally if needed. The deployment phase includes:
 Server setup and configuration
 System installation and launch
 User onboarding and training for HR staff
 Ongoing maintenance and upgrades based on feedback

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