Recruitment
Recruiters post a job and get a link and a QR code so people can apply from their phone. Applications from job boards, the recruiting inbox or scanned paper all land in one list, and the system points out duplicates. When a candidate accepts an offer, the data moves to HR with nothing retyped.
A garment factory needs 30 workers. The recruiter prints a QR code at the gate. People scan it, enter a name, a phone number and a few answers, and they are done. Each application appears on the hiring board straight away.
Someone applied through a job board and, two years later, emails in with a new phone number. The system spots that it may be the same person and lets the recruiter decide whether to merge.
The recruiter invites 40 people to interview by Zalo or SMS and sees the cost before sending. The hiring manager approves the offer on the phone, and the candidate signs it on their own device.
When marking someone as not hired, the recruiter must either schedule deletion or ask the candidate for permission to keep the file. Only people who agree join the talent pool, and only for the period they agreed to.
No. They open the link or scan the QR code, fill in a few fields and send. It works for blue-collar hiring where people have no CV.
Upload the export from each board. Everyone lands in one list, and people who may have applied before are flagged.
The system keeps a file only when the candidate agrees, and only for the period they accepted. Without consent, the file is scheduled for deletion.
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