Stop posting jobs. Start telling stories.

A great hire starts with a great job description. When your posting is confusing, too long, or missing key details, the right candidates scroll past it, and the wrong candidates fill your inbox. Clear, modern job descriptions help you attract the right candidates, shorten your hiring timeline, and create better matches from the start.

With AI, writing strong job descriptions becomes even easier. Whether you’re starting from scratch or refining an existing role, AI tools help you clarify responsibilities, highlight must-have skills, and present your company in a way that encourages candidates to apply.

Why good job descriptions matter.

Job descriptions aren’t just listings; they’re your first impression. In today’s hiring market, candidates move fast. If your job post doesn’t communicate value quickly and clearly, they move on. A strong job description:

• Sets clear expectations
• Reflects your company’s culture and tone
• Reduces unqualified applicants
• Increases application completion rates
• Helps candidates understand why they should pick you

What every effective job description should include.

1. A Clear, Straightforward Job Title

Avoid internal jargon or overly creative titles. Candidates search for standard terms, so keep it simple and easy to search. This helps improve search visibility and reduces confusion.

Better: “Electrician (Residential)”
Not ideal: “Power Specialist Level 2”

2. A Short, Engaging Introduction

The first 2–3 sentences should clearly convey to candidates what the role entails, why it matters, and why your company is a great place to work. Keep it direct and human, no filler. Examples include:

• What makes the role important
• Why the team is growing
• How the position impacts the company

3. Key Responsibilities Written Like Real Work

Instead of generic corporate phrases, describe the tasks candidates will actually do. Be specific enough to paint a clear picture but not so detailed as to overwhelm.

Good responsibilities help candidates quickly assess their fit and increase the number of strong applications.

4. Required Skills and Nice-to-Haves (Separately)

Candidates apply more often when they can easily distinguish essentials from preferences. Keep the list focused, removing anything that isn’t truly required. This reduces applicant drop-off and strengthens how well candidates present themselves, especially if they’re following advice to use AI to customize a resume to the job description.

5. Compensation and Benefits

Transparent salary ranges attract more candidates and build trust. Add information about benefits, growth opportunities, and unique perks. Even if the benefits are simple, clarity matters.

6. Details That Support Search Visibility

Job descriptions are also search engine optimization (SEO) content. Use simple, searchable keywords within the posting, job titles, skill sets, certifications, and location details. These help your posting appear where candidates are searching.
How to Use AI to Write Better Job Descriptions
AI provides employers with a powerful advantage when writing job descriptions, particularly when speed, clarity, and consistency are crucial. While Propel People does not create job descriptions automatically, AI can still support your writing process in several meaningful ways.

Let AI generate a strong first draft.

An AI job description generator can help you quickly create a polished draft tailored to your role. AI removes the blank-page problem by generating structure, responsibilities, requirements, and a compelling summary.

You can edit and personalize the draft, but the foundation is already built.

Use AI to Clarify Responsibilities and Skills

AI helps you refine your posting by:

• Highlighting unclear sections
• Re-wording complex sentences
• Ensuring responsibilities match skills
• Suggesting missing qualifications

This keeps your job description clean, consistent, and easy for candidates to understand.

Strengthen Candidate Matching with AI

When your job description is clearer, candidates are more likely to present themselves accurately, often using the suggestion many candidates hear: “use AI to customize a resume to the job description.”

Propel People’s ProScore makes this even more impactful. When your posting is specific, our AI can better evaluate how well each applicant matches your role, surfacing top candidates instantly.

Improve Fairness and Consistency

AI removes the personal bias that can influence how job descriptions are written. With AI, you get standardized, inclusive language that appeals to a broader range of applicants, helping you attract diverse, qualified talent.

Better job descriptions create better candidates — and Propel helps you hire them faster.

A strong job description does more than attract attention; it sets the tone for your entire hiring process. When candidates understand the role, the expectations, and the value of joining your team, they apply with more confidence and provide more relevant information. That clarity leads to better matches, stronger conversations, and faster, more informed decisions.

Once your job description is working for you, Propel People helps you take the next step. With tools like ProScore resume evaluation, mobile-friendly text-to-apply options, automated pre-screening, and streamlined applicant management, Propel ensures the right candidates rise to the top quickly. You stay focused on qualified applicants while AI handles the repetitive tasks that slow hiring down.

Start for free today.

Stop posting jobs. Start telling stories.

Hiring has changed. Candidates expect fast communication, mobile-friendly applications, and quick feedback. Employers need better ways to evaluate applicants, reduce manual screening, and maintain a smooth workflow. This is where AI becomes a powerful ally, not to replace your team, but to streamline your entire process.

At Propel People, our AI recruiting assistant is designed to help growing businesses hire more quickly and confidently. Whether you’re filling a specialized role or keeping a steady pipeline of applicants ready, here’s how to use AI during your recruiting process and the real benefits it can unlock.

Why AI matters in today’s hiring process.

Recruiting often slows down due to repetitive, time-consuming tasks, such as sorting resumes, posting jobs across multiple platforms, asking the same pre-screening questions, and following up with candidates. With AI use in recruitment, those bottlenecks shrink. For employers juggling multiple openings or limited internal hiring support, AI ensures you never lose momentum. AI helps your team:

• Reach more applicants
• Evaluate talent faster
• Automate repetitive tasks
• Keep applicants engaged across multiple channels
• Increase completion rates with easier application options

How to Use AI in Recruiting.

Unless you’re hiring entry-level helpers or laborers, your target audience already knows what the basic duties are, because they have the required experience. What do they really want to know? The context, environment, challenges, goals, resources, culture, if they’re the righBelow are the most practical AI use cases in recruitment, and how tools like Propel People can help your team work faster, smarter, and with less stress.

1. Use AI to Score and Sort Resumes Automatically

Reviewing resumes manually is one of the biggest time drains in the recruiting process. With Propel’s ProScore, AI evaluates applicants against your job posting and ranks them instantly so you can focus on those with the strongest fit.

Apprentice, our free recruiting assistant, includes five complimentary ProScores, allowing you to try AI-powered resume scoring risk-free.

2. Use AI to Expand Your Reach and Build a Larger Applicant Pool

AI automatically pushes your job posting across leading job boards and channels so you don’t have to do it manually. With integrated features like QR codes, SMS outreach, and referral tools, your postings reach more potential applicants anywhere they are.

Apprentice includes free job distribution to Google Jobs, ZipRecruiter, and iHire, helping you attract more qualified applicants with zero additional work.

3. Use AI to Offer Text-to-Apply and Mobile-Friendly Workflows

Most applicants prefer mobile-first experiences. Text-to-apply, powered by AI routing, lets candidates apply in seconds from their phone, no logins, no long forms.

This boosts completion rates and gives you a larger, more engaged pool of job seekers.

4. Use AI for Automatic Pre-Screening

Instead of manually calling every applicant to ask key questions, AI can handle pre-screening for you. Propel’s recruiting assistant asks your customized questions, organizes responses, and flags applicants who meet your criteria.

This saves hours each week and helps your team focus on the right people faster.

5. Use AI to Manage, Organize, and Route Applicants

When multiple roles are open, it’s easy for applicants to get stuck. AI ensures candidates move through the process smoothly by:

• Routing applicants to the right job
• Updating statuses
• Organizing interactions
• Keeping conversations timely

6. Use AI to Strengthen Your Employer Brand

AI helps you create cleaner job descriptions, send timely messages, and maintain polished candidate touchpoints. With branded career pages available on paid plans, your hiring presence looks modern and trustworthy, an advantage in competitive labor markets.

Start Using AI the Right Way with Propel People.

AI is transforming hiring, but the real impact comes from utilizing tools designed for the way modern teams operate. Propel People takes the guesswork out of adopting AI by giving you simple, practical features that eliminate manual tasks, surface top talent faster, and keep your recruiting process moving with less effort.

Whether you start with Apprentice, our free version, or upgrade to unlock full automation, Propel gives you everything you need to hire smarter, not harder. Post a job, score applicants, streamline communication, and experience how AI can strengthen your entire recruiting workflow.

Start for free today.

Stop posting jobs. Start telling stories.

“We’re looking for motivated individuals to join our dynamic team in an exciting opportunity where you can make an impact, grow your career, and be part of something bigger!”

• • Task
  • Task
  • Task
  • Demand
  • Demand
  • Demand
  • Competitive pay and benefits

There’s your typical job post in a nutshell. They all sound the same, and that’s exactly the problem. Job boards are flooded with copy-paste descriptions full of buzzwords, tasks, and demands, but say nothing about the actual experience of working there. That’s not recruitment marketing. That’s a legal job description with a gimmicky headline.

Calling every job “exciting,” every team “dynamic,” and all compensation “competitive” doesn’t prove anything. Those words have lost meaning by being overused, and usually, without any real supporting evidence or context. This can lead people to assume you’re not sharing details because they won’t impress anyone.

“We’re hiring!” Who cares? Tell them WHY they should care.

Instead of repeating vague claims or listing basic tasks and generic requirements, you need to focus on what makes your version of the job different and better. Postings should answer the questions:

What makes doing the job here different from doing the same job anywhere else, and what’s in it for them?

The “HR Tone” Problem.

A lot of job postings sound like they were written to survive a lawsuit, not inspire someone to apply. They’re technically correct, legally compliant, and completely forgettable.

That’s not on HR. It’s how the system evolved, compliance first. Most HR professionals don’t have marketing and advertising backgrounds. Job DESCRIPTIONS were, in fact, written to help companies survive a lawsuit. They’re there so that someone can’t say, “You never told me I might have to lift 50 pounds or do other duties as assigned.” But then it just became common practice to give those legal documents a dual purpose, using them as advertisements, i.e., job POSTINGS.

Job postings are invitations, not instructions.

They’re supposed to be the thumbnail, the movie trailer, the picture on the front of the box, the best of what you’re gonna get inside, the insight into the culture, tools, and mindset that make your team different from every other crew in town, and possibly better than where your ideal candidate is currently working.

If it doesn’t sound like you, it’s not working for you.

Shifting From Job Descriptions to Job Postings

Unless you’re hiring entry-level helpers or laborers, your target audience already knows what the basic duties are, because they have the required experience. What do they really want to know? The context, environment, challenges, goals, resources, culture, if they’re the right fit, and what’s in it for them.

When you write a post, start by thinking less about what you need and more about what the right person wants.
Here’s the mental flip:
Instead of saying, “We’re looking for someone to…” try, “You’ll get to…”
Instead of saying, “You must…” try, “You’re the type of person who… you enjoy and excel at… you’re happiest when…”

One tells people what you expect (company-centric). The other tells them what they’ll experience based on who they are (candidate-centric). In construction, that subtle difference can make a massive impact.

Suppose you’re looking for a Foreman, and you need one who aligns with your mentorship culture focused on bringing in and raising up the next generation. You might specify, “You’ll guide and mentor a 7-person crew through complex grading projects to help develop their precision and timing.”

That says something. It paints a picture. It gives pride. The weathered vet, low on patience, high on ego, and quick to say, “suck it up,” isn’t going to be attracted to that. But the ones you want, those who love to teach the younger folks and know their craft well, respond to that kind of clarity. They can see themselves in it.

Tell it like it is to the people who want it for what it is.

More often, they’ll just see something generic like, “Responsible for supervising crew members and completing projects on schedule.”

That’s technically accurate, but it’s also a given for someone who’s an experienced construction leader. It says nothing that would help them picture the work in your environment or feel ownership of the outcome. There’s no sense of pride, pace, or challenge, just a list of obvious duties, and sometimes, an exhaustive list of every possible micro and related duty.

In the requirements section, companies typically document what candidates MUST be, do, and have. Instead, it’s better to pretend you’re already talking to that person. Give them compliments instead of demands.

Demanding: “The incumbent MUST possess practical hands-on experience in the fields of infection control, fire safety, NFPA, Joint Commission, OSHA, and DOH regulations, as well as codes and regulations governing health care facilities.”
This company might think they're just being clear about who they're looking for, but the language is self-centered, cold, and demanding.

Complimentary: “Your hands-on experience in fire safety, infection control, and navigating the specifics of NFPA, Joint Commission, OSHA, and DOH regulations means you don't just know the rules, you know how to make them work on the ground in a busy healthcare setting. ​You're the linchpin that holds a facility's safety, compliance, and accreditation together.”

Speak to their inner hero.

Talk to people like people.

The words and tone you use will either pull people in or push them away. Well-worded content will attract the right people and repel the wrong ones. Long, boring, generic, demanding content does the opposite.

When you write like you talk, you build trust.
When you write like a corporate memo or a legal contract, you build distance.

People tune out fluff. They remember what’s real. Ditch the buzzwords. Cut the clichés. Use real examples. Speak in outcomes and give compliments.

Outcome: Instead of “Adhere to strict safety standards,” say something about what safety means to you. What the outcome of adhering to safety standards is. Something like, “Be the reason your crew goes home to their families the same way (or better than) how they arrived.”

Compliment: Instead of “24/7 availability required, including nights, weekends, and holidays,” try talking directly to the person who’s made for this type of schedule. “You thrive in fast-moving environments that keep you sharp. Hours can be long and unpredictable, and that’s exactly how you like it.”

Be the answer to THEIR problems. Let them know how they will be led, developed, recognized, and supported. A slight reframe can turn a demand into an offer of support.

Demanding: “Must know how to use GPS”

Supportive: “You’ll be provided with GPS for faster, safer, and more precise grading.”

A good opportunity means different things to different people.

It could mean a better schedule, less/more travel, a shorter commute, more opportunities to learn and advance, a stronger culture with more support and recognition, newer systems or technology, more structure or more autonomy, smoother processes, a bigger or smaller company, the chance to learn a different trade, or simply more money and better benefits. I purposely put money last because it tends to be the assumed top motivator. Often, it’s not. Your openings can be the right opportunity for the right people if you speak their language.

Social media isn’t optional anymore.

Job postings are just one piece of your recruitment marketing system. Job seekers and browsers hang out on job boards. The real shift happens when you start showing up where most people hang out - on social. That’s where you reach people whose interest can be piqued by something unexpected and people who know someone who might be interested.

Your company page doesn’t need to be polished or perfect. It just needs to be real, to show life: the morning tailgate meetings, the new apprentice learning from an old hand, the lunch break pushup contest. That’s what people connect to. Show how you take pride in your people.

People want to work for companies that care for and appreciate their people.

And, it’s not just about your company page. Actually, the biggest impact is made on employees’ personal pages. Leaders, supers, estimators, project managers, engineers, foremen, operators, and laborers - all posting about what they’re proud of, what they’re learning, what they’re building, and why they love it. That’s how you turn every person in your company into a recruiter. It’s the equivalent of the “Customer Reviews” section on Amazon. I’ve seen people apply to jobs from across the country purely based on a company’s social content.

People want to work at companies that other people enjoy working at.

What happens when you get this right.

When your messaging shifts from generic to human, from corporate to conversational, a few things happen almost immediately:

You stop attracting people who just need A job. ANY job that could be for ANYbody, and you start hearing from people who want THIS job, and who want to work for YOU.

Your social posts get engagement and reach. They drive people to your website and career page (where you ideally have a “general application” in an ATS that’s always open).

You look like a company worth watching, even to those who aren’t looking yet.

And, the best part? It doesn’t require a marketing degree or budget. Just intention, consistency, and a willingness to tell the truth about what working with you is really like.

Where to Start

Job Posting: Pick a role that’s hard to fill. Pull up the job post you used.
Now, rewrite it like you were explaining it to a friend at a BBQ, someone who’s curious about what you do but not desperate for a job.

Tell them what they’d get to do, what kind of people thrive there, and what the payoff looks like beyond the paycheck. Answer real questions, address potential frustrations, and connect emotionally. Add credibility with specifics, show your company’s personality and values, highlight the work environment and outcomes, and speak directly to your ideal candidate.

Social Media: Talk about what people want - meaningful work, recognition and rewards, a good relationship with their leader, growth and development, support to succeed, and insight into what it’s like to work there. You can use any of the following formats - educate, entertain, inspire, engage, or any combination.

Then share it. Post it on your company page. Post it on your personal page. Have your crew share it. Watch what happens when the story starts spreading from inside your walls.

Hiring in construction doesn’t need to feel like begging for applicants and demanding they conform. It just needs to sound more like the people you’re trying to hire.

When your job posts start sounding like your people, your inbox starts filling with the ones you’ve been trying to find.

Start for free today.

How ProScore helps you focus on the best fit, faster.

Hiring in construction shouldn’t feel like sorting through a stack of random resumes. With Propel People’s AI-powered resume scoring tool, ProScore, you can instantly see who’s most qualified. ProScore evaluates every applicant against your job posting and ranks them by fit, giving you clear, data-driven insight into who to contact first.

Instead of spending hours reading through resumes that miss the mark, ProScore helps you prioritize the right talent from the start. The result? A faster, more intelligent, and more confident hiring process, no guesswork, no bias, and no wasted time.

What Is ProScore?

ProScore is the AI resume scoring feature built into the Propel People platform. When candidates apply to your job, ProScore automatically analyzes their experience, skills, and qualifications to determine how well they align with your role. Each applicant receives a numeric score, a ProScore, that reflects their match quality, allowing you to see your top candidates immediately.

Think of it as your personal hiring assistant: quick, consistent, and designed for the construction industry. Whether you’re hiring for a journeyman electrician, a project manager, or an apprentice carpenter, ProScore helps you find the right fit faster.

Why resume scoring matters in construction hiring.

Every day without the right worker in the trades can mean project delays and missed opportunities. Resume scoring helps small to mid-sized construction businesses cut through the clutter and focus on skill, not volume.

With Propel People's Apprentice, your first five ProScores are entirely free, letting you experience firsthand how AI transforms resume review into a precise, efficient process. Instead of manually scanning for certifications, years of experience, or keywords, the system does it for you, accurately and instantly. For teams ready to scale their hiring, the Journeyman package offers unlimited ProScoring so that you can evaluate every candidate across multiple roles with no limits and complete confidence.

How ProScore works.

This simple workflow saves hours per week, helping you make better decisions without adding complexity to your process.

1. Post Your Job: Create and manage job postings directly through the Propel People platform.
2. Receive Applications: Candidates apply directly through your text-to-apply link or job board listing.
3. AI Scoring in Action: ProScore automatically compares each resume to your job description and assigns a ranking score.
4. Review Top Candidates: Focus on applicants with the highest ProScores who match the job requirements.

Try resume scoring free with apprentice.

Apprentice is your risk-free way to test AI resume scoring and modernize your hiring approach. You’ll get:

• Five free ProScores to see how AI ranks your applicants.
• One free active job posting listed on Google Jobs, ZipRecruiter, and iHire.
• Zero setup costs or commitments.

If you like what you see, and most hiring managers do, you can upgrade anytime to unlock unlimited ProScores and advanced features like automated pre-screening and multi-role hiring.

Experience the future of construction hiring.

If you’re a contractor or construction leader, Careers in Construction Month is your opportunity to showcase what makes this industry essential and rewarding. Here are a few ways to get involved:

Start for free today.

Propel People has announced a strategic partnership with iHire to deliver a seamless applicant tracking system (ATS) integration that revolutionizes how contractors hire. This collaboration connects Propel People’s AI-powered recruiting platform with iHire’s 26-year industry-focused talent network, helping construction companies access skilled candidates faster and with less effort.

With iHire’s proven track record of building specialized talent pools across 57 industries, including over 1.4 million candidates in the construction sector, this integration ensures that contractors can find quality candidates quickly, streamline their hiring process, and keep projects moving on schedule.

Why the iHire and Propel People partnership matters.

The construction industry faces a historic labor shortage, and companies of all sizes compete for the same limited pool of skilled tradespeople. By joining forces, Propel People and iHire are solving two of the industry’s biggest challenges: finding qualified candidates and managing hiring efficiently. This integration helps small-to-midsize contractors compete on a level playing field with larger organizations while reducing time to hire.

Through this partnership, construction HR teams and business owners can:

• Post jobs directly from Propel People to iHire’s construction-focused network.
• Leverage AI-powered resume scoring to rank candidates by fit.
• Sync applicants automatically with ATS workflows, eliminating manual work.
• Access both active and passive job seekers to build a stronger pipeline.

Expanding reach beyond construction roles.

While iHireConstruction is a cornerstone of this partnership, the benefits extend beyond skilled trades. With access to iHire’s broader communities, such as iHireAdmin, iHireHR, and iHireSalesPeople, contractors can fill supporting roles like accountants, HR specialists, and sales professionals. Companies can grow their teams across the entire business, not just on the job site.

A smarter way to build construction teams.

The ATS integration between Propel People and iHire combines automation, industry specialization, and AI-driven insights. Contractors can meet candidates where they are, on mobile, in the field, or actively searching online, while eliminating hiring bottlenecks. The result is a faster, more innovative, and more reliable hiring process that empowers construction companies to build better teams for the future.

About Propel People.

Propel People is an AI-powered recruiting platform designed exclusively for the construction industry. By automating and optimizing the most tedious aspects of hiring, Propel People empowers HR teams and contractors to focus on building strong teams and driving results. With features like ProScore resume scoring, SMS-based applications, and automated pre-screening, Propel People simplifies hiring while addressing challenges such as unqualified applicants, skilled labor shortages, and language barriers.

About iHire.

iHire is a leading employment platform powering 57 industry-focused talent networks, including iHireConstruction, WorkInSports, iHireVeterinary, iHireDental, and more. With over 20 years of experience and a network of more than 15 million career-minded candidates, iHire delivers a candidate-centric, data-driven approach to hiring that helps employers find the right talent faster and more effectively than general job boards.

Propel People and iHire Partnership FAQs.

What does the integration between Propel People and iHire do?
The integration connects Propel People’s ATS platform with iHire’s industry-focused candidate network, allowing construction companies to post jobs, track applicants, and source candidates more efficiently.

How will the Propel People-iHire integration help construction companies?
Contractors gain access to over 1.4 million construction professionals, AI-powered resume scoring, and automated applicant syncing, which reduces hiring bottlenecks and speeds up the process.

Is the Propel People-iHire partnership only for skilled trades roles?
No. While iHireConstruction is central to the partnership, companies can also recruit for administrative, HR, accounting, and sales roles through iHire’s broader talent communities.

How does the Propel People-iHire support small- to mid-sized contractors?
The integration levels the playing field by combining AI-powered tools with iHire’s focused talent pools, allowing smaller businesses to compete with larger companies for top talent.

Why is the Propel People-iHire important for the construction industry?
The construction sector faces an aging workforce and intense competition for skilled labor. This partnership helps contractors access qualified candidates faster and keep projects on time.

Start for free today.

July 2025

Hire faster with Propel People’s SMS recruiting.

In construction hiring, speed is everything, and texting is how today’s top tradespeople communicate. With Propel People’s text-based application and messaging feature, your HR team can instantly connect with candidates where they’re already active: on their phones. Designed specifically for the construction industry, Propel’s SMS-powered tools simplify communication, increase application completion rates, and eliminate delays that come with outdated email or desktop-based hiring systems.

Why text-based recruiting works for construction.

Your best candidates are on job sites, not behind desks checking email. That’s why Propel’s SMS-based application and outreach tools are engineered to meet tradespeople where they are. With text-to-apply links and instant follow-up messaging, you can create a seamless, mobile-first experience that boosts response rates and helps you move faster on the hires that matter. Benefits of text-based recruiting in construction recruiting include:

• Instantly engage candidates via SMS
• Increase application completions with mobile-first workflows
• Reduce ghosting with quicker, easier communication
• Support younger candidates who expect fast, text-based interactions

Enabling real-time communication with candidates.

Propel People’s text-based feature enables timely, two-way messaging between recruiters and candidates. HR managers can initiate conversations directly from within the platform, streamlining scheduling, follow-ups, and interview coordination without the lag of traditional communication channels.

By integrating SMS into your recruiting process, Propel ensures more responsive hiring workflows and reduces the likelihood of candidate drop-off or miscommunication.

Accelerating the hiring process with SMS workflows.

Whether you're hiring for HVAC, electrical, or drywall crews, Propel’s mobile-first design keeps hiring aligned with real-world field needs. In a competitive labor market, Propel helps construction teams hire quickly and efficiently, with features such as:

• Automated responses upon application receipt
• Immediate follow-up with pre-screened candidates
• Centralized conversation history for team visibility

Enhancing efficiency with integrated recruiting tools

Propel’s text-messaging capabilities work seamlessly alongside other platform features like ProScore—Resume Scoring and automated pre-screening. Together, they reduce administrative overhead, shorten time to hire, and help HR teams prioritize high-quality candidates.

These integrated tools are especially valuable for lean HR teams hiring at scale. They allow one person to manage multiple open roles with less manual effort.

Purpose-built for the construction workforce.

Unlike traditional applicant tracking systems, Propel People is tailored to the fast-paced, field-driven world of construction. Our mobile-first platform, complete with SMS recruiting tools, supports how subcontractors and self-performing GCs actually hire, on the move, under pressure, and with urgency.

Get started with Propel’s text-based recruiting tools.

Propel People helps HR teams hire smarter and faster by meeting candidates where they are, on their phones. Whether you're looking to reduce time-to-hire or improve communication with mobile-first applicants, Propel People’s SMS tools deliver the responsiveness modern construction teams need.

Start a free trial

By: Matt Poepsel, PhD
July 9, 2025

The construction industry is no stranger to transformation, but the current wave of change is unlike anything we’ve seen before. In “Hard Hats & High Tech: A Practical Guide to Building Tomorrow’s Construction Workforce”, leadership strategist Dr. Matt Poepsel highlights how digital tools like Artificial Intelligence (AI), Building Information Modeling (BIM), drones, and robotics reshape the construction landscape and why workforce strategy must evolve in lockstep.

In this article, Poepsel explores:

• Why digital change is as much about people as it is about tools
• How the growing skills gap is reshaping hiring and training demands
• Generational challenges in attracting and retaining new talent
• The impact of increasingly complex materials and construction methods
• Case studies of companies, large and small, succeeding with digital upskilling
• Practical steps leaders can take to prepare their teams for digital transformation
• A self-assessment tool to measure your company’s readiness for change

The core insight? The future of construction won’t be defined solely by the technology you adopt, but by your ability to equip people to use it well. Even the most advanced tools won’t deliver results without a clear plan to upskill your workforce.

That’s where Propel People comes in.

Propel People is the intelligent hiring platform designed to help construction companies meet the demands of a digital-first future. As technology transforms job sites, the industry needs workers who can operate advanced equipment, interpret data, and adapt to new tools, without losing sight of craftsmanship and quality.

Propel People gives hiring managers the speed and insight to identify and engage the right candidates. With tools like ProScore, our proprietary resume-ranking engine, mobile-first applications, SMS-based workflows, and smart pre-screening filters, Propel People makes connecting with skilled tradespeople, tech-savvy professionals, and team-ready talent easier.

Whether you’re hiring for the field or the office, Propel People helps you quickly build a digitally capable, high-performing workforce.

Read Hard Hats & High Tech: A Practical Guide to Building Tomorrow’s Construction Workforce to learn how technology and people leadership must go hand in hand, and how Propel People can help you future-proof your hiring strategy.

Start a free trial

June 27, 2025

Language shouldn’t be a barrier to opportunity. Propel People is leading the charge in inclusive recruitment with the launch of its Comprehensive Spanish Translation Platform, a fully integrated, bilingual solution designed specifically for the construction hiring industry. With over 41 million Spanish speakers in the U.S. workforce, this groundbreaking feature removes language friction across the entire hiring journey, giving employers access to a broader talent pool and empowering candidates to apply in the language they are most comfortable with.

Whether it's through career pages, job postings, SMS-based applications, or resume evaluations, Propel People ensures English and Spanish speakers have equal access, support, and clarity throughout the recruitment process.

What Is Propel People’s Spanish Speaking Translation Program?

End-to-End Candidate Journey Translation

• Spanish-language career pages hosted on unique URLs (e.g., /es/)
• Automatic translation of the full job that is posted, including job title, description, requirements, benefits, and all.
• Full application experience in Spanish, including forms, buttons, and confirmations
• Auto-detection of language preference with persistent user settings

Bilingual SMS-Based Application Experience

• Text-to-apply support in both English and Spanish
• Smart language detection and automatic translation of inbound/outbound texts
• Dual-view interface allows recruiters to toggle between the original and translated messages.
• Full application flows, job codes, and system updates in the user’s preferred language

AI-Powered Resume Translation & Scoring

• Resumes uploaded in Spanish are instantly translated for recruiter review
• Dual-view interface allows recruiters to toggle between the original and translated versions
• Resume scores remain consistent, with <5% variance in AI evaluation accuracy
• Language flagging helps streamline internal workflow

Technology That Performs

• Powered by DeepL's "quality_optimized" engine for human-like fluency
• Sub-second translation speeds
• Batch imports and intelligent caching for scalable efficiency

Why This Matters for Employers

Construction HR teams often face language mismatches that slow hiring and limit outreach. With Propel People, hiring Spanish-speaking tradespeople becomes seamless and accurate:

• Attract and evaluate bilingual candidates with ease
• No need for extra tools, manual translations, or new workflows
• Resume quality, formatting, and scoring are preserved
• Reduce delays and increase conversion with SMS-based applications

Hiring the right talent shouldn’t require a translator. With Propel People, inclusive hiring is built-in, not bolted on.

Why This Matters for Candidates

Spanish-speaking applicants often struggle with English-only job portals, leading to confusion, poor experiences, or missed opportunities. Propel People puts an end to that:

• Apply in your language, from mobile or desktop
• No app downloads or logins required
• Transparent communication builds trust and confidence
• Dual-language presentation ensures fair review and evaluation

When every candidate feels seen, supported, and understood, they’re more likely to complete applications, accept offers, and stay longer.

The Propel People Advantage

Unlike basic translation plug-ins, Propel People offers the only fully bilingual-first recruiting platform with:

• Real-time translation for all system touchpoints
• Language persistence across channels
• Smart resume scoring that maintains fairness
• One-click job posting with automatic dual-language support

Propel People meets HR teams where they are, and meets candidates where they’re comfortable. It's not just smarter. It's more human.

Ready to Hire Without Language Barriers?

Spanish-speaking candidates make up a robust and growing part of the skilled workforce. With Propel People’s Spanish Translation Platform, you don’t have to choose between inclusivity and efficiency.

Hire faster, hire smarter, and hire inclusively with Propel People.

Visit propelpeople.com to learn more or contact the team to activate Spanish functionality today.

Start a free trial