Job Posting & Recruiting for General Contracting

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.

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).

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.

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.

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.

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.

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.

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”).

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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”).

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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).

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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).

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.