How to Hire the Right People

As the labor shortage (and the challenges it brings) persists in the construction industry, contractors find themselves constantly looking for quality help in the form of subcontractors and new crew members that they can trust to get the job done and represent their business well. Though it can be tempting to fill roles with people who seem “good enough” on the surface, keep in mind your employees are a reflection of your business. That’s why it’s important to invest the time and resources in finding the right people.

We talked to ABC Supply’s Pro Council to get their thoughts on how contractors can best interview and hire people for their teams. Here’s what they shared:

1. Who Is Your “Dream Employee”?

Before you start the usual steps in recruiting a new employee (writing job descriptions, reviewing applications, interviewing, etc.), stop to think about who your ideal hire would be. What are their values? What do they care about? How do they handle tough situations?

Take this exercise a step further, and get input from individuals who will be working directly with the employee. The ultimate goal is to include someone who not only meets the job requirements but also fits the company culture.

2. Personality Traits and Work Ethic Over Direct Experience

When you begin reviewing candidates, experience is likely to be one of the main things you focus on. This is especially true for highly technical or specialized roles common in construction. But don’t throw out a candidate just because they lack experience. The more important factors to consider are their personality traits. Those who fit your team, have a strong work ethic, are a good fit for your culture and are open to learning new things can thrive in any position in your business.

3. Diversify the Interview Questions

During your candidate interviews, use different types of questions to find out more about the candidate. Asking their thoughts about your business will help you determine how much  research they have done. Inquiring about past experiences gives you a window into how they’ve worked in other positions. Hypothetical scenario questions let you see how they problem solve. Finally, you can throw some curveballs, such as “What is the biggest misperception people have of you?” or “What qualities of your parents do you like the most?” These will help get the candidate to open up and get past any rehearsed answers so you can understand what they’re really like.

4. Watch for Red Flags

Some candidates seem to check all of the boxes on paper, but are anything but the right fit. Pay attention to every detail as you screen to try to catch any red flags. These might include:

• Using their cell phone during the interview
• Focus on “I” instead of “We” in answers
• High number of jobs held within a short period of time or large gaps in between jobs, without strong explanations

Keep in mind that candidates might also be very anxious during their interview, which might result in one of the reactions above. Make a sincere effort to make them comfortable and let them show you their true character.

5. Never Settle for a Candidate

If you’re not finding the right candidate for the position, don’t rush the decision or hire someone who seems “good enough.” Your time is valuable and fixed, and the frustration of hiring the wrong person for the job isn’t worth shortening the hiring search. Take your time and wait for the right candidate to come along.

The hiring process is rarely easy, but it’s not one in which you can take shortcuts. As you evaluate candidates, the single most important thing to keep in mind is how they would fit with your company and what their skills and traits would bring to the table. Every employee you hire is an extension of your culture and represents your company’s values when they interact with suppliers, customers and peers.

Visit the ABC Supply blog to learn more about how we can help you build your business.

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