Day Two

• Redesigning the hiring manager experience by embedding recruiters directly into the process, including sitting in on interviews, co-creating interview worksheets, and leading upfront alignment conversations to clarify role requirements and expectations early
• Streamlining the candidate pipeline by overhauling the submission-to-hire process reducing the average submittals per hire from 12 to 4, improving quality-of-hire, and allowing recruiters to focus on higher-value sourcing and engagement tasks
• Learn how MasTec have shifted from reactive to strategic recruiting by training hiring managers to own their part of the process, enabling tighter collaboration, faster decision-making, and significantly increasing recruiter efficiency

• Learn how partnering with L&D leaders is helping hiring managers shift away from a narrow mindset and focus on the real skills needed for each role, opening doors to a broader and more diverse talent pool
• Discover how defining tangible skills and competency levels for every position is removing bias from the hiring process and enabling managers to consider candidates who may not fit the traditional mold but have the right capabilities to succeed
• Reimagining recruitment at scale, this approach is driving faster hiring, expanding candidate pipelines, and supporting business growth by building the skills needed for today and tomorrow rather than relying on standardized profiles

This session invites participants to explore how construction can rethink traditional recruitment approaches to accelerate hiring, improve quality-of-hire, and expand talent pipelines. Attendees will examine the intersection of hiring manager engagement, recruiter efficiency, and skills-based assessment to uncover actionable insights for their own organizations.

• Redesigning the hiring manager experience to foster alignment, accountability, and faster decision-making
• Embedding recruiters into the process to focus on higher-value sourcing and candidate engagement
• Leveraging skills-based hiring to reduce bias and unlock broader, more diverse talent pools
• Building a scalable, future-ready recruitment model that balances speed, efficiency, and capability

Action session facilitated by the chair

This roundtable encourages participants to identify concrete steps to rethink recruitment processes, shift hiring manager mindsets, and implement skills-based approaches to accelerate hiring and strengthen talent pipelines.

• How can we reimagine the hiring manager experience to improve collaboration and decision-making?
• What processes or tools could be embedded to allow recruiters to focus on strategic sourcing and candidate engagement?
• How can we define and implement skills-based assessments to expand and diversify talent pools?

Electricians, welders, operators, and laborers are not scrolling job boards. They are on social. When hiring relies on posting and waiting, you reach only the small percentage actively looking. There is a better way. In this session, Reelist will show how construction companies are using AI powered social recruiting to proactively target, engage, and hire talent. You will see what this looks like in practice, how it integrates into an existing TA function, and hear from an employer using social to build a stronger, more controllable pipeline. If you want to reach the talent job boards are not delivering, this session will show why social is the channel.