5 Interview Questions That Make Good Construction Candidates Walk Away
Attracting top talent is crucial in the competitive field of construction, and the interview process significantly impacts a candidate's perception of your company. While tough questions are essential, some interview queries can unintentionally deter even the most qualified candidates. Here are five questions construction hiring managers might ask that often cause excellent candidates, whether they are Project Managers, Estimators, Schedulers, or other professionals, to reconsider their interest in your company.
- "Why should we hire you instead of someone with more experience in construction?"
Why it turns candidates away:
- Suggests preconceived notions about the candidate’s suitability based purely on years of experience.
- Undervalues transferable skills and innovative perspectives brought by candidates from diverse backgrounds.
- Creates an adversarial rather than collaborative interview environment.
Better Approach:
- Ask, "What unique skills or perspectives can you bring to our team and projects?"
- Encourage candidates to highlight their relevant achievements and innovative solutions.
- "Are you comfortable handling excessive overtime and constant weekend work?"
Why it turns candidates away:
- Signals poor work-life balance and a culture prone to burnout.
- Implies organizational inefficiency or poor project management practices.
- Raises immediate red flags about employee well-being and company culture.
Better Approach:
- Clearly outline expected work schedules and inquire how the candidate prioritizes tasks and manages project deadlines.
- Ask, "How do you handle periods when project demands fluctuate significantly?"
- "Can you guarantee you’ll stay with us long-term if hired?"
Why it turns candidates away:
- Unrealistic expectation placed on the candidate, causing unnecessary pressure.
- Fails to acknowledge the dynamic nature of modern career paths.
- Can suggest insecurity within company management about employee retention.
Better Approach:
- Frame the discussion positively by asking, "What factors contribute most to your professional satisfaction and retention in a company?"
- Focus on how your company can support career growth and satisfaction.
- "What’s your biggest weakness, and how could it negatively affect your work?"
Why it turns candidates away:
- Encourages negative self-assessment that can put candidates on the defensive.
- Often elicits rehearsed, superficial responses that don't provide real insight.
- Suggests a focus on faults rather than strengths and potential growth.
Better Approach:
- Reframe positively: "Can you share an area of your professional skills you'd like to develop further, and how you’re working toward improving it?"
- "Do you have kids or family obligations that could interfere with your job?"
Why it turns candidates away:
- Potentially illegal and discriminatory, making candidates uncomfortable and skeptical about company values.
- Implies the company might penalize personal or family commitments.
- Raises concerns about fairness and workplace inclusivity.
Better Approach:
- Clearly communicate job expectations and ask, "Are there any scheduling accommodations we should be aware of to help you maintain your productivity and work-life balance?"
Quick Tips: Improving Interview Questions:
- Focus on open-ended, positive questions that highlight a candidate's strengths and potential contributions.
- Avoid questions that imply negative organizational culture, unrealistic expectations, or undervalue candidate diversity.
- Clearly communicate your company’s culture, expectations, and support systems to create a transparent and appealing hiring experience.
Effective interviewing in the construction industry requires thoughtful, strategic questioning that reveals candidate suitability without unintentionally pushing away valuable talent. By refining your interview approach and avoiding these problematic questions, you can attract and retain high-quality construction professionals eager to contribute positively to your team's success.
We’re always looking for great people.
If you’re ready for your next opportunity, send us your resume — we’d love to connect.
Apply Here »
Got questions or just want to reach out? Email us anytime!
