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hen hiring dozens or even hundreds of candidates for construction and skilled labor roles, employers need a recruitment strategy that efficiently manages volume while maintaining quality standards. These roles often require specific certifications, physical capability, and hands-on experience. Employers can start by crafting clear job descriptions that outline the required skills, certifications (e.g., OSHA, trade-specific licenses), and physical demands of the roles. Utilizing applicant tracking systems (ATS) and job boards like College Recruiter, which connects early career talent with meaningful opportunities, can help attract a broad pool of candidates. Pre-employment assessments, including practical skills tests and physical capability evaluations, can