What Safety Incident Data Reveals About Construction Hiring Protocols

Hiring Resources - February 13, 2026

construction workers in hard hats and safety vests consult blueprints on a job site.

A single preventable accident can cost a construction company $42,000 on average, yet most firms still approach hiring with protocols that would have been outdated in the 1990s. The construction industry has a workplace fatality rate nearly three times the national average, and the data tells a story that should make every hiring manager pause before rubber-stamping another resume.

The numbers don’t lie. Construction safety incidents correlate directly with hiring decisions made months earlier. When companies dig into their safety records and cross-reference them with employee backgrounds, patterns emerge that are impossible to ignore.

Construction safety data serves as a crystal ball for project outcomes. But here’s what’s alarming: most companies collect this data religiously, then file it away without ever connecting it back to their construction staffing strategies.

How Safety Records Predict On-Site Performance and Risk Factors

Safety records don’t just document past incidents. They predict future performance with startling accuracy.

Workers with prior safety violations are 40% more likely to have additional incidents in their first year at a new job site. This isn’t about second chances or rehabilitation (important as those are). It’s about recognizing patterns that directly impact project timelines, insurance premiums, and worker morale.

The correlation extends beyond individual workers to entire teams. Projects staffed with workers who have clean safety records for three or more years complete 23% faster and experience 67% fewer reportable incidents. When you’re hiring project managers, these statistics should influence every decision.

But safety records reveal something deeper than accident history alone. They show problem-solving abilities, attention to detail, and respect for protocols. A worker who consistently follows safety procedures typically demonstrates the same diligence in quality control and project execution.

The Financial Impact of Poor Hiring Protocols on Construction Projects

Poor hiring decisions in construction create financial ripple effects that extend far beyond the initial incident.

Direct costs from workplace injuries average $42,000 per incident, but indirect costs are three to five times that amount. Lost productivity, replacement-worker training, investigation time, and potential project delays can push the real cost of a single serious incident above $200,000.

Insurance premiums reflect these realities. Companies with strong safety hiring protocols see workers’ compensation premiums 15-25% lower than industry averages. Those savings compound annually, creating competitive advantages that last for years.

Project delays from safety incidents cost an additional $10,000 to $50,000 per day, depending on project size. When you factor in penalty clauses and lost future contracts from reputation damage, the stakes become clear. Every hiring decision carries potential six-figure consequences.

The mathematics are straightforward: investing $5,000 in thorough safety screening prevents potential losses that dwarf that investment. Yet many companies still treat background checks as administrative formalities rather than critical business investments.

Industry Statistics: What Current Construction Safety Data Reveals About Workforce Quality

Current construction safety data paints a complex picture of workforce quality across different specializations.

Electrical workers maintain the lowest incident rates at 2.1 per 100 full-time employees, while roofing specialists face the highest at 5.2 per 100. These disparities reflect both inherent job risks and the effectiveness of safety training within each specialty.

Geographic patterns emerge, too. Western states report 18% fewer safety incidents than southeastern regions, largely due to stricter regulatory enforcement and better superintendent oversight. Companies expanding into new markets need hiring protocols adapted to regional safety cultures.

Age demographics tell an interesting story. Workers aged 25-34 have the highest incident rates, while those over 45 demonstrate significantly better safety performance. This suggests that hiring protocols should weigh experience more heavily, particularly for high-risk positions.

Certification programs show measurable impact. Workers with current OSHA 30-hour certifications have 35% fewer incidents than those without such certifications. Yet only 60% of construction companies require these certifications during the hiring process.

Legal Implications of Inadequate Safety Screening in Construction Recruitment

Legal liability from inadequate safety screening extends beyond workers’ compensation into negligent hiring territory.

Courts increasingly hold employers responsible for “reasonably foreseeable” incidents. If a worker with multiple safety violations causes an accident, and the employer failed to conduct proper background checks, liability extends beyond standard coverage.

OSHA penalties for willful violations now reach $156,259 per incident. When companies hire workers with known safety issues without implementing additional training or supervision, violations move from the “serious” to the “willful” category.

The “knew or should have known” standard creates particular challenges. If public records show prior safety violations and a company’s hiring protocols failed to uncover them, courts may find negligent hiring. This makes comprehensive job descriptions and screening processes legal necessities, not just best practices.

Documentation becomes critical. Companies must prove they conducted reasonable due diligence in their hiring protocols. Without documented safety screening procedures, even companies with good intentions face increased liability exposure.

Essential Safety Metrics Every Construction Recruiter Must Track

OSHA Recordable Incidents: Identifying Red Flags in Candidate Histories

Smart construction recruiters dig deeper than basic employment verification. OSHA recordable incidents tell a story that resumes can’t capture.

A candidate with multiple recordable incidents across different companies raises immediate concerns. But here’s what most recruiters miss: the context matters more than the raw numbers. One incident at a notoriously unsafe company might be less concerning than multiple incidents at well-managed sites.

The red flags you’re hunting for include patterns of similar incidents. A worker with three falls from height across different jobs signals either poor training or dangerous shortcuts. Equipment-related incidents that repeat suggest someone who doesn’t learn from mistakes.

Track these metrics for every hire: total OSHA recordables, days away from work, and restricted duty incidents. Workers with more than one recordable incident in two years of experience require additional scrutiny during your construction staffing process.

Experience-to-Incident Ratios: Measuring True Safety Competency

Years of experience don’t automatically equal safety competency. The construction industry has learned this lesson the hard way.

Calculate incident rates per thousand hours worked, not just years on the job. A journeyman electrician with 8,000 hours and zero incidents demonstrates better safety awareness than someone with 15,000 hours and three recordables. The math doesn’t lie.

Benchmark these ratios against industry standards for specific trades. Ironworkers have an average of 4.2 incidents per 100 full-time workers annually, while carpenters have an average of 2.8. Understanding these baselines helps identify exceptional safety performers worth premium compensation.

But don’t stop at the numbers. Ask candidates to walk through their safety philosophy during interviews. High-performing contractors articulate specific procedures and can describe near-miss situations they’ve avoided. This reveals a safety mindset beyond statistical performance.

Certification Verification: Beyond Checking Boxes in Construction Hiring

Every recruiter verifies OSHA 10 and OSHA 30 certifications. Few dig into the quality and recency of specialized safety training.

Check certification dates against hiring dates at previous companies. Workers who complete advanced safety training shortly before leaving jobs might be addressing performance issues. Conversely, workers who maintain current certifications beyond the minimum requirements demonstrate a proactive commitment to safety.

Focus on trade-specific safety credentials. Crane operators need NCCCO certification, but exceptional operators also pursue rigging certifications and manufacturer-specific training. These additional credentials indicate a serious investment in safety.

Verify training providers, too. Nationally recognized programs carry more weight than local providers with questionable standards. The top skills for hiring construction include ongoing safety education and commitment.

Equipment-Specific Safety Records and Specialized Skill Assessment

Equipment operation creates unique safety challenges that generic safety records miss. Heavy equipment operators need specialized evaluation criteria.

Track incidents by equipment type. An excavator operator with a clean record who’s never operated a tower crane shouldn’t jump straight into crane work. Equipment-specific incident rates reveal competency gaps that training can address.

Request maintenance logs from previous employers when possible. Operators who consistently report equipment issues demonstrate safety awareness. Those who ignore mechanical problems until failures occur represent liability risks.

Consider the evolution of construction technology. Operators familiar with modern safety systems (backup cameras, proximity sensors, load monitoring) adapt faster to new equipment. This becomes crucial as the construction labor shortage in 2025 forces companies to adopt more automated systems.

Drug and Alcohol Testing Results: Critical Data Points for Risk Management

Failed drug tests create obvious disqualifications, but testing patterns reveal deeper insights into candidate reliability and alignment with safety culture.

Review testing frequency and results from previous employers. Workers who consistently pass random tests demonstrate better safety awareness than those who only pass pre-employment screening. This suggests an understanding of ongoing safety responsibilities.

Pay attention to prescription medication disclosures. Candidates who proactively discuss medications that might affect their job performance demonstrate a safety-conscious approach. Those who fail to disclose raise concerns about transparency in other safety matters.

Consider implementing hair follicle testing for critical positions. While more expensive than urinalysis, it provides a 90-day detection window, compared with 3-day windows for standard tests. This investment pays off when hiring for high-risk positions or addressing the challenges outlined in top construction trends for 2025.

Track testing costs against incident reduction. Companies typically see a 15-20% reduction in safety incidents after implementing comprehensive testing programs. The upfront investment in thorough engineering recruitment screening pays dividends in reduced insurance premiums and project delays.

Building Data-Driven Hiring Protocols for Maximum Construction Site Safety

Creating Comprehensive Safety Screening Questionnaires and Assessments

Traditional interview questions won’t cut it when safety performance data shows clear patterns between candidate responses and future incident rates. Your safety screening questionnaire needs to dig deeper than “Have you been injured on the job?”

Start with scenario-based questions that reveal safety thinking patterns. “You notice a coworker bypassing lockout/tagout procedures to save time. Walk me through your exact response.” The best candidates describe immediate intervention, documentation, and follow-up communication with supervisors.

Include quantifiable safety experience metrics. Ask for specific OSHA 10/30 completion dates, total hours of safety training in the past 24 months, and names of safety certifications. High-performing contractors consistently show 40+ hours of recent safety education.

But here’s what most construction firms miss: behavioral safety indicators. Questions like “Describe the last time you stopped work due to unsafe conditions” separate safety-conscious workers from those who prioritize speed over protocols.

Your assessment should also include practical safety knowledge tests. Present current construction site photos showing visible hazards, and ask candidates to identify the risks. Top performers spot 8-10 issues while problematic hires typically identify fewer than 5.

Implementing Multi-Stage Reference Checks with Previous Safety Supervisors

Generic reference checks produce generic safety results. You need structured conversations with people who’ve actually observed candidates’ safety behaviors under pressure.

Contact safety managers and superintendents directly, not just HR departments. Ask specific questions: “How many near-miss reports did this employee submit?” and “Describe their response when witnessing unsafe practices by others.”

The magic happens in follow-up questions. When a reference says someone was “safety-conscious,” probe deeper. “Can you give me an example of a specific situation where they prioritized safety over productivity?” Vague responses often indicate the candidate wasn’t particularly memorable for safety excellence.

Implement a scoring system for reference responses. Award points for documented safety leadership, peer intervention examples, and voluntary safety training participation. Candidates who score below 15 points across three references require an additional safety evaluation before hiring.

Don’t forget to verify safety incident history through multiple sources. Cross-reference information between direct supervisors and safety coordinators. Discrepancies in safety records often reveal important details about accountability and reporting practices.

Developing Predictive Safety Scoring Models for Construction Candidates

Data-driven construction recruitment means moving beyond gut feelings about candidate safety potential. Your predictive model should weight factors that correlate strongest with actual safety performance.

Start with quantifiable safety credentials. Assign higher scores to candidates with recent OSHA certifications, specialized safety training (confined space, fall protection), and documented safety leadership roles. Workers with current safety certifications show 60% fewer incidents in their first year.

Factor in work history patterns that indicate a safety mindset. Candidates with longer tenure at previous jobs (18+ months) typically demonstrate better safety compliance than job-hoppers. Construction staffing data shows workers who change jobs every 6-12 months have 40% higher incident rates.

Include assessment results in your scoring algorithm. Weight scenario-based safety responses heavily since they predict real-world decision-making. Candidates who score in the top quartile of safety assessments maintain 70% lower incident rates throughout their employment.

Your model should also account for matching project complexity. Civil engineering recruiters need different safety scoring criteria than those placing general laborers. Infrastructure projects require additional hazard recognition capabilities.

Review and adjust your scoring model quarterly based on actual safety performance data from hired candidates. The best predictive models evolve as you gather more data on correlations between hiring criteria and site safety outcomes.

Integrating Real-Time Safety Data into Recruitment Decision Matrices

Your hiring decisions need current safety intelligence, not outdated assumptions about candidate quality. Real-time integration means connecting safety performance data directly to your recruitment workflow.

Establish data feeds from OSHA databases, workers’ compensation records, and industry safety reporting systems. This information should populate automatically when you’re evaluating candidates for safety-critical positions.

Create decision matrices that weight safety data alongside technical qualifications. For superintendents and safety managers, safety scoring should represent 40-50% of the total evaluation criteria. Construction project manager recruiters need these matrices to balance leadership skills with safety accountability.

Build escalation triggers into your system. Candidates with incident rates above the industry average should require additional approval from the safety director before moving forward. This extra review step prevents high-risk hires from slipping through the cracks in standard recruitment processes.

Your matrices should also incorporate project-specific risk factors. Highway construction requires different safety considerations than commercial building projects. Mechanical engineering recruiters placing candidates on industrial sites need enhanced safety screening protocols.

Track the effectiveness of your data-driven approach by monitoring safety incident rates among new hires. Companies that use integrated safety data in recruitment decisions see 45% fewer first-year incidents than those relying on traditional hiring methods.

Technology Solutions for Enhanced Construction Recruitment Safety

Digital Platforms for Centralized Safety Record Management

The days of scattered safety records across filing cabinets and email chains are over. Modern construction staffing firms are adopting centralized digital platforms that consolidate safety data from multiple sources into single, searchable databases.

These platforms pull records from OSHA databases, insurance claims, previous employers, and training certification bodies. What used to take hiring managers three days to verify now happens in minutes. You can instantly see if a candidate has a history of safety violations, recent training completions, or gaps in their safety education.

The best platforms integrate directly with applicant tracking systems, automatically flagging candidates who don’t meet safety thresholds before interviews even begin. This saves countless hours while ensuring no high-risk candidates slip through the cracks.

Companies using these systems report 40% faster time-to-fill for safety-critical positions and 60% fewer post-hire safety incidents. The data doesn’t lie when it’s properly organized and accessible.

AI-Powered Risk Assessment Tools in Construction Hiring

Artificial intelligence is transforming how we evaluate safety risks in construction recruitment. These tools analyze patterns across thousands of safety incidents to predict which candidates pose the highest risk.

Modern AI systems examine factors you might never consider: the correlation between job-hopping frequency and safety violations, the impact of training recency on incident rates, or how specific skill combinations affect safety performance. One major construction firm discovered that electricians with fewer than two years of experience working on projects over 10 stories had incident rates 300% higher than industry averages.

The technology goes beyond simple red flags. AI-powered platforms provide risk scores and specific recommendations. Instead of just saying “high risk,” they might suggest additional safety training, closer supervision periods, or pairing with experienced mentors.

Construction superintendent recruiters are particularly benefiting from these tools, as they can quickly identify candidates who demonstrate both leadership skills and strong safety track records.

Mobile Applications for Real-Time Safety Verification During Recruitment

Mobile verification apps are changing the game for field-based recruitment. Recruiters can now verify safety credentials, conduct preliminary assessments, and even perform virtual safety interviews directly from job sites.

These applications connect to certification databases in real time, instantly confirming whether a candidate’s OSHA 30, crane operator license, or confined-space training is current. Some apps use photo recognition to verify certification cards and detect alterations or forgeries.

The most advanced platforms include safety scenario simulators. Candidates answer questions about hazardous situations on their mobile devices, and their responses are analyzed for both correctness and reaction time. This gives structural engineering recruiters immediate insights into how candidates think through safety challenges.

Real-time verification eliminates the common problem of discovering invalid certifications after hiring. Construction firms report reducing bad hires by 35% after implementing mobile safety verification systems.

Blockchain Technology for Tamper-Proof Safety Credential Tracking

Blockchain technology is solving the persistent problem of fraudulent safety credentials in construction hiring. Traditional certificates can be forged, training records falsified, and safety histories concealed.

Blockchain creates immutable records of every safety training completion, certification renewal, and incident report. When a worker completes OSHA training, that achievement is permanently recorded on the blockchain with timestamps, instructor verification, and test scores.

Several major construction companies are piloting blockchain credentialing systems that track workers’ entire safety careers. Each safety milestone, from basic orientation to advanced certifications, becomes part of an unalterable digital profile.

The system works particularly well for specialized roles. MEP engineering recruiters can instantly verify complex certification chains for electrical, plumbing, and HVAC specialists without relying on potentially falsified documents.

Early adopters report dramatic reductions in credential fraud. One large general contractor saw fake certification attempts drop from 15% to less than 1% after implementing blockchain verification.

The technology also creates powerful opportunities for analytics. Blockchain platforms can track which training programs produce the safest workers, identify correlation patterns between certification types and incident rates, and provide insights that improve both hiring and safety outcomes.

As these construction technology innovations mature, they’re fundamentally changing how safety and recruitment intersect. The result is more accurate hiring decisions, reduced liability, and significantly safer job sites.

Industry Best Practices: Learning from Construction Safety Data Trends

Case Studies: Companies That Transformed Safety Through Strategic Hiring

Turner Construction’s Southeast division cut its incident rate by 47% over three years by overhauling its construction staffing approach. Instead of filling positions based on immediate availability, they implemented a comprehensive safety scoring system for every candidate.

Their process now includes structured interviews focused on safety scenarios, reference checks specifically asking about safety track records, and a 90-day probationary period with enhanced monitoring. The results? Their experience modification rate dropped from 1.2 to 0.78, saving millions in insurance costs.

Similarly, Skanska USA Building redefined its talent pipeline after analyzing its construction safety data. They discovered that 68% of incidents involved workers with less than six months of on-site experience. Their solution involved partnering with trade schools to create safety-first training programs and implementing buddy systems pairing new hires with safety mentors.

The transformation required patience. Initial hiring timelines increased by 23 days, but incident rates plummeted 52% within two years. More importantly, they built a reputation that attracted higher-caliber safety-conscious workers, creating a positive feedback loop.

Regional Variations in Construction Safety Standards and Recruitment Impact

Construction safety data reveals stark regional differences that directly affect the hiring protocols construction firms must navigate. West Coast projects typically have 31% lower incident rates than Southeast markets, largely due to stricter regulatory environments and union influence on safety standards.

California’s stringent OSHA requirements mean construction firms need workers familiar with Cal/OSHA protocols, heat illness prevention, and seismic safety procedures. This regional specialization significantly affects recruitment strategies. Companies expanding from Texas to California often struggle because their existing workforce lacks these specific certifications.

Northeast markets present unique challenges due to seasonal weather protocols and confined-space regulations in older urban environments. Process engineering recruiters working in these markets report that candidates with tunnel work or brownfield redevelopment experience command premium rates precisely because of their specialized safety knowledge.

The Gulf Coast presents hurricane-related safety protocols that don’t exist elsewhere. Workers need training in storm preparation, equipment securement, and emergency evacuation procedures. Smart contractors maintain relationships with safety-trained workers across multiple regions to handle seasonal project migrations.

Seasonal Hiring Challenges and Safety Protocol Adaptations

Construction recruitment safety becomes more complex with seasonal workforce fluctuations. Spring hiring surges create pressure to onboard workers quickly, but construction safety data show that incident rates spike by 34% during peak hiring months (March through May).

Winter hiring presents the opposite challenge. With reduced activity, experienced safety-conscious workers often move to warmer markets or different industries. Come spring, contractors face the task of rebuilding their safety culture with largely unfamiliar crews.

Manufacturing engineering recruiters report similar patterns in industrial construction projects. Q4 shutdowns mean losing experienced workers to permanent manufacturing roles, then scrambling to find qualified replacements for Q1 maintenance projects.

The most successful firms adapt their hiring protocols across the construction industry to account for these cycles. They maintain core safety-trained crews year-round, even at higher cost, because the productivity and safety benefits outweigh the expense. These crews become the foundation for training seasonal workers.

Temperature-related incidents provide clear data on seasonal adaptation needs. Heat-related incidents increase by 156% from May to August, while cold-weather incidents peak in January and February. Forward-thinking companies now include climate-specific safety training in their year-round hiring protocols.

Subcontractor vs. Direct Hire Safety Performance Analysis

The data tells a complex story about subcontractor safety performance that challenges conventional assumptions. While direct hires typically show 23% better safety metrics in the first six months, long-term subcontractors with established relationships often outperform new direct hires.

The key differentiator isn’t employment status but familiarity with specific site protocols and safety cultures. Scheduler recruiters note that subcontractors working exclusively with safety-focused general contractors develop exceptional safety habits because they can’t afford to lose those relationships.

However, subcontractor incident rates vary wildly by company size. Small subcontractors (under 20 employees) have 41% higher incident rates than direct hires, while large subcontractors (over 100 employees) outperform direct hires by 18%.

The explanation lies in engineering recruitment and training resources. Large subcontractors invest heavily in safety programs because their insurance rates and contract opportunities depend on strong safety records. Small subcontractors often lack resources for comprehensive safety training, leading to higher incident rates.

Smart general contractors now include safety performance metrics in subcontractor selection criteria, not just bid pricing. They’re finding that paying 8-12% more for subcontractors with proven safety records actually reduces total project costs through fewer delays, incidents, and insurance claims.

This data shift is revolutionizing how contractors approach their hiring protocols across the construction industry. The focus has moved from simply filling positions to building safety-conscious teams that protect both workers and project timelines. Companies implementing these evidence-based approaches report not just fewer incidents, but also improved productivity, better worker retention, and enhanced reputations that attract top-tier skilled construction talent.

Future-Proofing Construction Hiring Protocols Based on Emerging Safety Data

Predictive Analytics: Anticipating Safety Risks Before They Occur

Construction safety data isn’t just about documenting what already happened. Smart firms are using predictive analytics to spot potential incidents before they occur, and this technology is reshaping how we approach hiring decisions.

Machine learning algorithms now analyze patterns from thousands of construction projects to identify which worker characteristics correlate with higher incident rates. These systems can flag combinations of factors – such as specific certifications, experience levels, and previous project types – that have historically led to increased safety risks.

For construction staffing professionals, this means moving beyond gut instinct to data-driven hiring. Instead of simply checking boxes for OSHA 30 certification, predictive models help identify candidates whose profiles indicate strong safety performance.

The most advanced systems even analyze communication patterns and behavioral indicators from video interviews. They can detect traits like attention to detail and risk awareness that traditional screening methods might miss.

Continuous Monitoring Systems for Ongoing Safety Performance Evaluation

Gone are the days when safety evaluation happened only during annual reviews or after incidents. Real-time monitoring systems are transforming how construction firms track and improve worker safety performance.

Wearable technology now provides continuous feedback on worker behavior, fatigue levels, and environmental hazards. This data creates detailed safety profiles for each worker, revealing patterns that inform future hiring decisions for similar roles.

Construction firms using these systems report 40% fewer repeat safety violations among workers who demonstrate consistent safety behaviors in their first 90 days. This insight directly impacts recruitment strategies – companies now prioritize candidates whose profiles match these high-performing safety characteristics.

For specialized roles, continuous monitoring proves even more valuable. When recruiting field engineers or BIM/VDC managers, firms can reference safety data from similar positions to identify the most critical safety competencies for each specific role.

Adapting Hiring Protocols to New OSHA Regulations and Industry Standards

OSHA regulations continue evolving, and construction hiring protocols must adapt quickly to remain compliant. Recent changes to silica exposure standards and fall protection requirements have already shifted what safety qualifications matter most.

The new emphasis on mental health and substance abuse prevention is reshaping screening processes. Construction firms now integrate psychological safety assessments alongside traditional safety training verification, recognizing that mental wellness directly impacts jobsite safety.

Updated protocols also reflect changing project types. As construction moves toward more complex, technology-integrated projects, safety requirements expand beyond traditional hard hat and steel-toe protocols. Engineering recruitment now includes cybersecurity awareness and digital safety protocols for workers operating connected equipment.

Smart hiring teams build flexibility into their protocols, ensuring they can quickly adapt to regulatory changes without disrupting ongoing recruitment efforts. This agility becomes crucial when OSHA introduces new standards or when state regulations exceed federal requirements.

Building a Culture of Safety Through Strategic Recruitment Practices

The most effective construction firms understand that safety culture starts with strategic recruitment. They don’t just hire workers who follow safety rules – they hire people who actively contribute to a safety-first environment.

This approach means looking beyond technical qualifications to identify candidates who demonstrate potential for safety leadership. When staffing safety managers, successful firms prioritize candidates who can influence peer behavior and drive cultural change, not just enforce compliance.

Strategic recruitment also involves timing. Companies building strong safety cultures hire slightly ahead of demand, allowing new workers to integrate gradually rather than rushing onto jobsites during busy periods. This measured approach reduces incident rates and improves long-term safety performance.

The best construction staffing strategies also consider team dynamics. Safety data reveals that certain personality combinations work better together, leading to fewer conflicts and improved overall safety awareness. Safety manager recruiters now factor these team compatibility metrics into placement decisions.

Ready to transform your construction hiring protocols with data-driven safety insights? Partner with experienced construction staffing professionals who understand how safety data should influence recruitment decisions. Contact our team to discuss how strategic hiring can improve both safety outcomes and project success rates.

Remember: every hiring decision impacts jobsite safety for months or even years. Make those decisions count by building safety considerations into every step of your recruitment process.

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