Job Posting & Recruiting for General Contracting
Job Posting & Recruiting is the process of turning an approved staffing need into a clear, attractive job posting and getting it in front of the right candidates. It covers clarifying role requirements, drafting job descriptions, choosing posting channels, managing ads, and tracking sourcing results. The process is designed to attract qualified construction-specific talent while filtering out poor fits early. When executed consistently, it builds a steady pipeline of candidates for both office and field roles.
Confirm position approval and hiring requirements
Step 1: Verify position is approved in headcount or workforce plan
Check the most recent workforce plan or headcount budget to confirm that this role is planned and approved. If it is a replacement hire, confirm that backfill has been approved by leadership.
Step 2: Meet briefly with the hiring manager
Schedule a short meeting or call with the hiring manager to confirm why the role is needed, expected start date, and any constraints (for example, pay range ceiling, status as temporary vs permanent).
Step 3: Clarify must-have versus nice-to-have criteria
Ask the hiring manager to clearly separate skills and experience that are mandatory (for example, “3+ years running commercial interiors jobs”) from those that are preferred but optional. Write these down explicitly.
Step 4: Confirm employment type and schedule expectations
Decide whether the role is full-time, part-time, seasonal, or project-based, and clarify expected work schedule (standard hours, weekend work, travel between sites). This information must be reflected in the posting.
Step 5: Confirm location and reporting structure
Identify the primary work location (office, region, or typical jobsite area) and who the position reports to. Candidates will expect to see this in the posting, and it affects sourcing strategy.
Step 6: Document key requirements in a role intake form
Capture all information gathered in a simple role intake form or template. Save it in a shared HR folder and send a copy to the hiring manager for confirmation before drafting the job description.
Draft or update the job description for the role
Step 1: Locate existing job description templates
Check the HR shared drive or handbook for any existing job description for this role or a similar one. Use it as a starting point so titles and structures stay consistent across the company.
Step 2: Update core responsibilities and day-to-day tasks
Based on the intake form and hiring manager input, write 6–10 bullet points that describe what the person will actually do day-to-day. Be specific and construction-focused (for example, “coordinate submittals,” “manage subcontractor schedules,” “walk jobsites daily”).
Step 3: Define required qualifications and experience
List education, licenses, and experience that are truly required to perform the job safely and effectively. Include specific construction experience where relevant, such as project size, building types, or delivery methods.
Step 4: Describe preferred skills and traits
Add a separate section for preferred skills such as familiarity with certain software, specific market experience, or leadership traits. Make clear that these are bonuses, not strict requirements, unless agreed otherwise with the hiring manager.
Step 5: Include work environment and physical requirements
For field and mixed roles, include statements on typical environment (jobsite, office, travel), physical demands (standing, climbing ladders, lifting weight), and safety expectations. This sets realistic expectations for candidates.
Step 6: Review and finalize with hiring manager
Send the updated job description to the hiring manager for review. Incorporate their feedback, resolve any wording concerns, and save the final version in the HR job description library with a clear version date.
Define compensation range and benefits messaging
Step 1: Gather internal pay data for similar roles
Review current salaries and pay ranges for employees in the same or similar roles. Note any recent offers made to gauge where the market has been trending for your company.
Step 2: Research external market rates
Use salary surveys, job boards, or industry resources to understand typical pay ranges for this role in your geographic area and construction segment. Focus on ranges rather than exact numbers.
Step 3: Propose a preliminary pay range
Based on internal and external data, draft a preliminary pay range (hourly or salary) that fits both the market and your budget. Consider different ranges for junior vs senior variants if the role is flexible.
Step 4: Review range with HR and finance or leadership
Share the proposed range with HR leadership and, if needed, finance or an executive for approval. Adjust as required to maintain internal equity across similar roles.
Step 5: Clarify benefits and perks to highlight
List the standard benefits (health, retirement, PTO), plus any construction-specific perks such as company vehicle, fuel card, daily per diem, or paid training. Decide which ones will be mentioned in the posting explicitly.
Step 6: Decide how pay will be shown in postings
Agree whether the posting will show a specific range, a general statement (for example, “competitive pay based on experience”), or a mix. Document this decision in the intake form for consistency.
Select recruiting channels and posting strategy
Step 1: List available recruiting channels
Write down all channels you commonly use: company careers page, general job boards, construction-specific job boards, LinkedIn, local trade schools, union halls, and internal referral programs.
Step 2: Match channels to the role type
For each role, decide which channels are most likely to reach suitable candidates. For example, project managers may be best reached through LinkedIn and industry job boards, while field labor roles might respond better to local job boards and trade schools.
Step 3: Consider budget and paid advertising options
Check the recruiting budget for the quarter and note which channels require paid postings or boosted ads. Decide where to invest based on past performance and the urgency of the hire.
Step 4: Choose primary and secondary channels
Select 2–4 primary channels where you will definitely post, plus any secondary channels that may be used if the initial response is weak. Document these choices on the intake form.
Step 5: Set a posting and review timeline
Decide how long the job will be posted on each platform and when you will first review applicants (for example, first review after one week, then rolling). Include these dates in your recruiting plan.
Step 6: Confirm strategy with hiring manager
Share the channel plan briefly with the hiring manager so they know where the role is being advertised and can share links with their own networks if they choose.
Prepare job posting text and employer branding elements
Step 1: Draft a candidate-facing job summary
Write a short opening paragraph that explains the role in everyday language, mentioning the type of projects, typical responsibilities, and what success looks like. Avoid internal jargon that outsiders will not understand.
Step 2: Add a brief company overview
Include 2–3 sentences about the company’s size, markets served, and what makes it a good place to work (for example, “regional GC focused on commercial interiors,” “long-term local projects,” “family-owned with stable backlog”).
Step 3: Convert responsibilities into clear bullets
Use the job description to create a list of 6–10 bullet points that describe key responsibilities in a straightforward way. Keep bullets punchy and action-oriented so candidates can scan them quickly.
Step 4: Summarize qualifications and requirements
List required qualifications in a separate section, starting with those that are truly mandatory (licenses, safety credentials, minimum years of construction experience). Then list preferred qualifications.
Step 5: Incorporate compensation and benefits messaging
Include your agreed compensation language and mention key benefits such as health coverage, retirement plan, paid time off, and any construction-specific perks. Be honest and avoid overpromising.
Step 6: Proofread and standardize formatting
Review the posting for spelling, clarity, and consistent formatting. Ensure the tone matches other company postings and that any required equal opportunity or legal statements are included.
Post the job across selected channels
Step 1: Post on the company careers page first
Add the job to the company website or internal careers portal, using the finalized posting text. Ensure the position is categorized correctly and that the “apply” button routes to the correct email or applicant tracking system.
Step 2: Create postings on external job boards
For each selected job board, set up the posting using your standard employer profile. Copy and paste the approved text, making minor adjustments only where required by the platform.
Step 3: Post on professional networks and social media
Create a shorter version of the posting for LinkedIn or other professional networks, linking back to the main careers page or job board listing. For field roles, consider posting in local trade groups or community pages if appropriate.
Step 4: Contact trade schools, unions, or local programs if relevant
For entry-level or field positions, send the posting to partner schools, training programs, or union contacts. Provide clear instructions on how interested candidates should apply.
Step 5: Verify application routing and notifications
Submit a test application or ask a colleague to do so to confirm that submissions arrive in the correct inbox or applicant tracking system, and that notifications go to the right people.
Step 6: Log posting details in a tracking sheet
Record where and when the job was posted, including links and any paid ad IDs. This log will be used later to measure which channels perform best and when to refresh or close postings.
Launch and manage employee referral outreach
Step 1: Confirm referral policy and bonus details
Review the company’s employee referral policy, including eligible roles, bonus amounts, and payment timing. Make sure you understand which employees can participate and any restrictions.
Step 2: Create a simple internal referral announcement
Draft a short message describing the open role, key requirements, location, and why it is important. Include a clear call to action explaining how employees can refer someone (for example, send resume to HR email or use a portal).
Step 3: Highlight referral incentives and rules
Clearly state any referral bonus amounts, conditions (such as the new hire staying a certain number of days), and how employees can track their referrals. This reduces misunderstandings later.
Step 4: Distribute the announcement through internal channels
Send the announcement via email, internal chat, or bulletin boards. Ask managers to mention the opportunity in team meetings, especially with crews who may know qualified tradespeople.
Step 5: Log incoming referrals separately
When referrals arrive, tag them clearly in your tracking system as “employee referral,” and record who referred each candidate. This helps measure program effectiveness and process bonuses later.
Step 6: Provide periodic updates on referral status
Share general updates with staff about roles still open and appreciation for referrals. For individuals with active referrals, give private status updates when appropriate without sharing confidential evaluation details.
Set up and maintain applicant tracking and job status
Step 1: Create a job-specific folder or record in your tracking system
In your applicant tracking software or spreadsheet, create a separate job record or tab for this position. Include the job title, posting date, and link to the job description.
Step 2: Define standard status stages
Decide on a few simple stages for this part of the process, such as “New,” “Under Initial Review,” “Rejected – Does Not Meet Minimums,” and “Move to Screening.” Use these consistently for all applicants.
Step 3: Ensure applications feed into the tracking system
Confirm that all application sources (careers page, job boards, referrals) either feed directly into your tracking tool or are manually added promptly. Set up rules or reminders to process new resumes daily or several times per week.
Step 4: Record essential candidate information
For each new applicant, log name, contact info, source (which job board or referral), application date, and current status. Attach or link their resume and cover letter if available.
Step 5: Train HR or recruiting staff on updating statuses
Make sure anyone helping with recruiting understands how to change statuses, add notes, and flag candidates for the next process (Candidate Screening). Provide a one-page quick guide if needed.
Step 6: Review the job’s candidate list regularly
Check the list at a set frequency (daily for urgent roles, weekly for less urgent) to ensure there are no unreviewed applications lingering in “New” status for too long.
Monitor posting performance and refresh as needed
Step 1: Define simple performance metrics
Decide what you will monitor for each posting, such as number of applications per week, number of qualified candidates, and which channels are producing them. Record target ranges if you have them.
Step 2: Review application volume by channel
Using your tracking data and posting log, see how many candidates came from each channel. Pay attention to both quantity and quality (for example, how many meet minimum requirements).
Step 3: Identify underperforming postings or channels
Flag postings that have very low responses or mostly unqualified candidates after a reasonable time (for example, 1–2 weeks). Note which channels seem to be producing weak results.
Step 4: Adjust posting content or titles where needed
Work with the hiring manager to tweak job titles, keywords, or parts of the posting that may be confusing or too limiting. For example, change “Project Superintendent – Healthcare” to “Construction Superintendent – Healthcare Projects” to broaden searches.
Step 5: Refresh or boost postings on key channels
On some job boards, you can refresh the posting date or boost visibility. Decide where this makes sense, especially for critical roles that need more visibility.
Step 6: Document changes and results
Record any changes made and monitor whether application volume and quality improve over the following week or two. Use this information to refine future posting strategies.
Close postings and hand off candidates to screening
Step 1: Confirm with hiring manager that enough candidates are in pipeline
Review the current list of applicants and ask the hiring manager if there are enough viable candidates to move forward, or if you should keep the posting open for a specific additional time.
Step 2: Set posting closure date
Once agreed, choose a closure date for each channel. In some cases, you may close paid postings first and leave the company careers page open slightly longer if the role is still strategic.
Step 3: Close or pause postings on all channels
On the closure date, log into each job board, careers page, and social media platform and close or pause the posting according to the site’s process. Confirm that the job no longer appears as “open” to candidates.
Step 4: Update job status in tracking system
Mark the job as “Closed to New Applicants” in your applicant tracking system or spreadsheet. Make sure no new applications will enter this job’s pipeline automatically.
Step 5: Prepare candidate list for screening
Clean up the candidate list by ensuring each applicant has a status and basic notes. Tag or move candidates who should proceed to the Candidate Screening process into the appropriate next-stage bucket.
Step 6: Communicate closure and next steps
Inform the hiring manager that postings are closed and provide them with a summary of total applicants, sources, and the number of candidates moving forward to screening. Save this information with the job’s recruiting records.
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