Recruitment

Hiring a sewing operator is not like hiring an office worker. What matters is whether they can actually run the operation, at what speed, at what quality — and a CV won't tell you.

The Recruitment App turns that into a measured test: put the candidate on a real Assembly Operation, time real runs, and compare against the standard.

It builds on HRMS's own Job Applicant and Interview records, so nothing here is a parallel HR system — everything lands where your HR team already looks.

Where to find the Recruitment App

Open /garmentflow/recruitment on any device, or scan the QR code on the GarmentFlow Setup workspace and pick Recruitment.

The app has two tabs: Applications and Interviewer.

Applications

The candidate pipeline. Each card shows the applicant and flags one whose interview is in progress.

New Application captures name, email, phone, ID/document number and date of birth — and can scan an ID card, front and back, extracting what it can and filling the fields. Where the extraction finds a date of birth, it is written to the applicant; where it finds a name, it fills one only if the applicant doesn't already have one, so a scan can never overwrite what a person typed.

Open an applicant for their detail, their interview history, and two actions:

• New Interview Round — define a round and the skills it expects to test.
• Schedule — book an interview against a round.

An Interview Round is the reusable part: a name, an optional designation, and the set of Skills that round tests for. Define your rounds once — Sewing — line operator, Cutting — spreader — and scheduling becomes a two-tap job.

Interviewer

What the person running the interview sees: their interviews, and inside each one, the skills to test, resolved from the round.

The skill test

This is the heart of it. For a skill, pick one of its Assembly Operations — the app searches only the operations that actually map to that skill — and run the test:

1. Record Run with a stopwatch: Pause and Resume as needed, and enter the quantity produced.
2. The app computes time per unit and efficiency against the operation's standard time.
3. The result is labelled Above standard, On standard, or Below standard, and carries a star rating.
4. Run it again — Re-test — as many times as you want; several runs on the same operation average out first-attempt nerves.

Because standard time comes from the same Assembly Operation the floor is measured against, a candidate's number is directly comparable with your existing operators'.

If a skill has no operations mapped, the app says so rather than offering an empty picker. That is usually a sign the skill needs its operations set up — see Assembly Operations and skills.

Feedback

Finish with Submit Feedback: a verdict of Cleared or Rejected, notes, and the per-skill star ratings.

Three things happen on submit:

• The ratings, averaged per skill across that skill's runs, are written into the standard HRMS skill assessment table on the Interview Feedback.
• The interviewer is added to the interview if they weren't listed (while it is still a draft), so HRMS accepts the feedback.
• The interview's end time is stamped from the device clock, so the recorded duration is when the interviewer actually stopped — not when someone remembered to close the record.

Why the ratings matter later

The star ratings are on the same 1-to-5 scale the rest of GarmentFlow uses for skills. That means a candidate's test result is in the same currency as:

• the operator skills vocabulary seeded at setup,
• the ratings existing operators carry, and
• the skill matching behind work-center manning.

Hire the person and their measured efficiency is already comparable with the line they are joining.

What to do next

Set up the vocabulary first — Operator Skills in Guided Setup — then the operations behind it in Assembly Operations and skills. For payroll and the rest of HR, see HR & Payroll Setup.