Forbes' Verdict on Paylocity Recruiting Fits Corporate Hiring. Construction Isn't Corporate Hiring.

Forbes Advisor's review of Paylocity names one limitation: candidate matching, and recommends the platform for low-volume, infrequent hiring. Construction hiring is neither.

• Construction talent circulates between projects and employers on a timeline generic ATS matching does not track. A static keyword search goes stale the moment a worker moves to the next job, which is often.
• Trade certification is a filter most candidate matching ignores. OSHA cards, journeyman status and union or open-shop history do not surface through the job-post syndication Forbes rates well elsewhere in the same review.
• Hiring in this sector is per-project and recurring, not the occasional hire Forbes describes as Paylocity's best fit.

What our client says

"HireQuotient's EasySource has been a game changer for our recruiting process... Unlike traditional sourcing tools, EasySource gives us aggregated information on a much more relevant and verified talent pool for our industry."

Jon Honour, Construction Recruiter, Honour Consulting, Inc.

Why this works

EasySource claims 95% coverage for construction roles, including active resume-library pulls matched on trade and certification, the candidate-matching layer Forbes's review says a generic HRIS lacks. Matched candidates pass into Paylocity's existing hiring workflow rather than a separate system.

FAQ

Why does Forbes's "low-volume hiring" recommendation not fit construction?

Construction hiring is typically per-project and recurring, the opposite of the occasional, low-volume pattern the review describes as Paylocity's best fit and now with EasySource is solving the gap.