Alright, so you’re ready to bring someone new onto your crew. You’ve got the job ad out there, you’ve received some applications, and now it’s time to sit down and actually talk to these folks. Interviews can be tough, but they don’t have to be overly formal or stressful. The main goal is to find someone who’s not just skilled but also a good fit for your team. Here’s some advice to help you through the process—nothing fancy, just straightforward talk, contractor to contractor.
1. Keep It Real, Not Robotic
You don’t need to make this some big, corporate thing with trick questions. Just be yourself. You want the person sitting across from you to be relaxed enough to show who they really are. Start with some easy questions—where they’re from, what kind of work they’ve done before, and why they’re interested in your business. Keep it conversational. A casual chat will tell you a lot about whether this person will fit in with your crew.
2. Test for Skills Without Making It a Test
Look, you probably have a good sense of someone’s experience just from talking to them, but it doesn’t hurt to ask about specific skills. If you need someone who knows their way around concrete, for example, ask them to walk you through how they’ve done it on past jobs. Sometimes, I’ve even heard of contractors taking candidates out to the job site for a bit. If that’s an option, there’s no better way to find out if they can back up what they say.
3. Pay Attention to Attitude
In construction, we all know a good attitude can make or break a workday. Skills are important, no doubt, but you can train someone who’s willing to learn. What you can’t teach is showing up on time, working hard, and being someone the rest of the team can count on. During the interview, ask about how they handled a tough situation at their last job. The way they answer will tell you a lot about their attitude.
4. Culture Fit Is Key
This might sound a little “HR-ish,” but it’s true—every crew has its own culture. Maybe you like to joke around to keep things light, or maybe your team is all about getting down to business. Either way, you need someone who’ll mesh well. Talk to the candidate about how you run your team and what you expect. Then see how they react. If their eyes glaze over, they might not be the right fit. But if they’re nodding along and seem excited, that’s a good sign.
5. Ask About Long-Term Goals
It’s also smart to figure out what they want in the long run. Are they just looking for a paycheck for the next few months, or are they wanting to stick around and grow with your company? There’s nothing wrong with hiring someone for a short-term project, but if you’re looking for someone to invest in, it’s better to know up front what they’re after.
6. Trust Your Gut
This is probably the most important part. You’ve been in this business long enough—you know the type of guy (or gal) who’s going to be a good fit. If something feels off, trust that instinct. The interview is about more than just checking off boxes; it’s about finding someone who’ll be solid on your team. And if you get a good vibe, don’t overthink it—sometimes, it’s as simple as that.
7. Make Sure They Know What They’re Getting Into
Finally, be upfront about the work. Let them know what they can expect—the good, the bad, and the ugly. It’s better for everyone if they understand what a typical day looks like, the hours, and anything else that might be a deal-breaker. It’ll save you the headache of hiring someone who bails after the first week because it wasn’t what they expected.
Wrap It Up
Interviewing isn’t just about what’s on a resume. It’s about getting to know the person and seeing if they’ll fit in with your crew and your way of working. Keep it casual, be honest, and trust your instincts. You’ve built your business with a lot of hard work—adding the right people to your team will make sure it stays on track.