> ## Knowledge Base Index
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> Use this file to discover available pages before exploring further.
> Pure-Markdown content can be obtained by appending a '.md' suffix to the content URLs listed in the sitemap (without the trailing slash).

# How Construction / Trades Teams Use 100Hires

# How Construction / Trades Teams Use 100Hires

## Who this is for

Construction and trades teams hiring electricians, plumbers, HVAC techs, welders, operators, foremen, and field supervisors.

## What makes this hiring workflow different

- Certifications and site access requirements vary by role
- SMS is often faster than email for field candidates
- Multiple job sites may need similar roles at the same time

Note: Use 100Hires to organize requirements; verify licenses, safety cards, and local rules outside the ATS before hiring.

## Recommended 100Hires setup

### Profile Fields for certifications

Store license class, OSHA card, union status, travel radius, availability, and equipment experience.

![Profile Fields for certifications](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-add-candidates-manually_482zsk.png)

### Knockout questions

Disqualify candidates who do not meet required licenses or site eligibility.

![Knockout questions](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/introduction-to-pipeline-autom_gbzyl5.png)

### Twilio SMS and calls

Use SMS for fast contact and log calls on the candidate timeline.

![Twilio SMS and calls](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-set-up-twilio-1_oaipqz.png)

### Workflow stages by field milestone

Mirror the real process: screen, skills check, site interview, background check, start date.

![Workflow stages by field milestone](https://100hires.com/wp-content/uploads/2026/05/recruitment-automation-add-automation-dropdown-zoom-hero.png)

## Suggested workflow

Applied -> Credential screen -> SMS sent -> Phone screen -> Skills/site review -> Offer -> Start scheduled

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.