9 Good Looking Recruitment Softwares Used by Commercial Construction Companies

Your Careers Page Defines the Candidate Experience—for Better or Worse

Looks matter, especially when it comes to your careers page. It’s one of the first things candidates notice, and they’ll form opinions quickly. So, we took a deep dive into the candidate experience on the careers pages of 71 commercial construction companies, where we identified 26 different HR and recruitment software systems in use.

Instead of breaking down all 26, we’re focusing on 9 platforms that stood out for their more polished candidate experience. These aren’t perfect, but they offer a better experience than most, showcasing what’s possible when design and functionality work together.

Note: We’re not critiquing these sites—there’s always room to improve the candidate experience, but much of that lies in the hands of the software designers behind the recruitment platforms.

AECOM + Smart Recruiters Job Application Experience

AECOM was using Smart Recruiters and it was probably one of the most dense looking job post pages.

However, their online job application experience was a bit involved with 30 questions, but was one of the shortest in terms of steps. It also had one of the nicest thank you pages after completing the application.

ARCO Murray using Vizi Recruiter & ICIMS

This was a first. One company using two different HR recruitment software to power their careers experience. ARCO Murray was using Vizi Recruiter for their job detail page - that was far and away the most custom, chunked and even featured custom icons.

For their application process, they used ICIMS, and that was probably one of the most robust application experiences with 38 questions broken out over a progressive form with 5 steps. 

The only downside to the process was the email verification at the beginning, which just seemed a little excessive. 

DPR Construction using Workday Recruitment Application Process

DPR had what seemed like one of the longest experiences partly because they had a job detail on their own site and then linked you offsite to Workday to the same job detail page.

After that the experience continued to 37 question broken out over a 6 step process. 

ECI using Bamboo HR for Online Career's Page

Executive Construction Inc. is leveraging Bambook HR to provide one of the most simple and easy user experiences. It's not incredibly custom to the ECI Brand, but the chunking of the job post content, and the limited number of online application fields makes it one of the most approachable application process used by a commercial construction company.

GCS|Sigal Using Jazz HR for Online Recruitment

Probably the single easiest online job application experience out there with 10 questions and the application experience combined on to the job detail page.

GCS|Sigal with the help of Jazz HR has really adopted a user-centric approach for prospective candidates. The simplicity is so great there should really be an award for this. The thank you page could use some zhuzh, but with this degree of simplicity that can easily be overlooked.

Graycor using Applicant Stack for their Recruitment Software

Graycor is utilizing Applicant Stack to provide a very seamless brand experience. If it weren't for the Applicant Stack logo and the URL change , from the users the point of view, you almost can't tell where Graycor site ends and the Applicant Stack platform takes over because it looks as though you never left the Garycor website.

The number of questions is high relative to the some of the others with 33 questions all displayed on a single step. This example makes the case for a progressive form display like we talked about ARCOMurray uses. 

Mortenson using Oracle HCM for online Recruitment

Mortenson was using Oracle and provided a very nicely branded application process, but it threw up some identity verification barriers that seem a little excessive. 

It was also one of the longest application processes with over 40 questions broken up over 5 steps.

Even if it means HR teams have to sift through some spam inquiries, throwing up barriers might be something Oracle should rethink. Or perhaps save the verification for a little further down in the interview process if it is highly necessary.

Premier Design + Build Group's Career Application Process 

Being simple is absolutely a competitive advantage and it should be part of everyone's brand. In a post COVID era and with challenges like the great resignation and a shrinking candidate pool. Being easy to work with is critical not just for clients, but for our peers and team members too.

PDB group uses Paycor to employ a single steps process with 12 questions to intake prospective candidates. 

Skender using ADP's Recruitment Software 

Skender is using ADP to power their online recruitment and the long job detail page below is what that interface looks like on the front end. It's nothing remarkable, but this is one of the better ones.

From their job post page after clicking apply - despite the 33 questions, it was a fairly painless 8-step process presented in a progressive form display. Which just means that they presented a minimal number of fields, with additional questions phased over subsequent sections.

The only negative part of the process is the email verification. Plenty of other online application experiences don't require it, which begs the question, why force this?

So What?

According to an article from Lehigh University - from a candidates perspective:

it takes between 100 and 200 applications to get a job. 

Maybe it's not as much in commercial construction, but even if you have to submit 50 applications - as someone who just did it. I can say with 100% certainty it's not ideal. I would much rather go to a head hunter and eliminate some of this admin work.

At the very least, we could make the experience look good or simplified and demonstrate why we're the industry leader. 

You don't get to the top by accepting the status quo. Whether in your industry or your career page. It's all about understanding what is out there and also challenging the general concept of a thing like the whole career application experience and asking questions like:

• Who has the best job application?
• How does our career application experience stack up?
• Are there places where we could improve?
• Show me more questions I should be asking

The recruitment software landscape is evolving fast, and keeping pace—or better yet, setting the pace—can make all the difference. The top-performing platforms simplify the application process with fewer steps and questions, making it easier for candidates to engage. By refining your careers page and streamlining the process, you can transform it from functional to truly engaging, attracting top talent in an increasingly competitive market.