Interviewing Tips for Construction Employers

Whether you're hiring or being hired, the following article describes some advice for getting the best job or hiring the best person for the job.

by Thomas Helbling

It doesn't matter which side of the desk you're on, everyone needs a strategy that will make a job interview more productive and successful. Here are a few tips that will help construction employers hire better workers, and some others that can enhance the chances of prospective employees hoping to land dream jobs.

Before the Interview

• Define the position description by determining performance requirements. From those, you can specify responsibilities and determine qualities an ideal candidate will possess.
  
• Review resumes thoroughly and prepare specific questions pertaining to each candidate's background that will be asked in addition to the standard set of questions.
  
• Consider a group interview. This allows interviewers to form opinions based upon the same set of interviewing questions and the same responses from candidates.
  
• Level the playing field. Provide every candidate with the same information on the company and position. Additionally, develop a standard set of questions from the position description that every candidate will be asked.
  
• If multiple interviewers participate, all should be prepared to represent the company in the same manner. Interviewers should meet before interviews to discuss information on the corporate culture, the company's short- and long-term goals, advancement opportunities and other pertinent issues.
  
• Prepare information packets for candidates, including information about the company such as its history, growth projections and company benefits. If a candidate must relocate, include information about the area that will interest the entire family.
  
• Schedule significant uninterrupted time for all decision-makers to be available throughout the interviewing process.
  
• Limit interviews to two or three per day. When an interviewer has conducted too many interviews, he/she has a tendency to provide and gather less information.

During the Interview

• Always begin the interview on a personal note. This will help the candidate relax and give you truer representation of his/her personality.
  
• Do not make any judgments or opinions for at least 30 minutes. First impression decisions, made within the first five minutes, tend to be based upon personal biases, presentation, chemistry and stereotypes. These quickly formed opinions distract you from learning a candidate's real experiences, talents and abilities, and can cause costly hiring errors.
  
• Remember that past behavior is the best predictor of future behavior. Ask candidates questions about problems they have encountered in other positions and how they resolved them. Ask about their accomplishments and why they were motivated to achieve them.
  
• Analyze responses and body language, especially when you are describing the qualifications for the position. Are they confident, concerned or disinterested? Notice their energy level, communication skills and the details of what they are saying. Do not do a lot of talking - let them do the talking and listen carefully.
  
• Sell your company. Talented candidates will probably be interviewing with other companies and will need to be attracted to your opportunity.
  
• Provide a brief summary of company history and growth. Do not assume that the candidate knows this information. (However, an interested candidate should have performed research on the company.)
  
• Provide candidates with detailed information about the position. Explain how the position is related to the entire company and how it is instrumental to the company's success. Discuss reporting relationships and the potential for advancement.
  
• Be convincingly enthusiastic. You will not generate interest if you are monotone and unenthusiastic when describing the position or the company.
  
• Keep candidates informed. Make them aware of the hiring timeframe.
  
• Ask each candidate for at least three professional references.

After the Interview

• Immediately following the interview, take five or 10 minutes to write down a summary of your thoughts. Do not wait or many important details of the interview will be forgotten.
  
• Conduct a background check, if necessary, and check references as soon after the interview as possible to help expedite the decision-making process.
  
• Make final decisions within a reasonable time. If too much time elapses, the candidate may receive offers from other companies.
  
• Always submit offer letters that outline the start date, compensation and benefits. It is best to state that the offer letter does not imply an employment contract and to outline compensation in terms of a weekly salary to avoid possible legality if the candidate does not work out.
  
• Be prepared for the new person's first day of employment. This shows your company's professionalism and enthusiasm.

Thomas Helbling is president of Helbling & Associates of Wexford, Penn.