If you’re like most construction companies, you’re always looking for ways to improve your hiring process. After all, the quality of your team has a direct impact on the quality of your work.
So, what can you do to ensure that you’re hiring the best possible candidates? The answer is behavioral questions.
Behavioral questions are those that focus on a candidate’s past behavior in order to predict their future behavior. In other words, they help you to understand how a candidate has handled similar situations in the past, and whether or not they would be able to handle them effectively in the future.
Behavioral questions are an essential part of any good interview process, and they can be particularly useful in the construction industry.
Why Behavioral Questions Matter
Provide Personality Insight
In construction, as in any other industry, it’s important to hire employees who will be a good fit for your company culture. After all, happy employees are productive employees. However, it can be difficult to get a sense of a candidate’s true personality from a traditional resume or cover letter. That’s where behavioral questions come in. By asking behavioral questions, you can get a much better sense of who a candidate is, what they value, and how they would fit into your company culture.
Better Gauge Technical Skills
In addition to helping you to assess a candidate’s cultural fit, behavioral questions can also help you to gauge a candidate’s technical skills and experience. For example, if you’re looking for a project manager, you might ask them about a time when they had to deal with an angry client or an unexpected change order. This would give you some insight into their problem-solving skills and their ability to deal with difficult situations.
Reveal Red Flags
Finally, behavioral questions can also help you to identify red flags early on in the interview process. For example, if you ask a candidate about a time when they had to deal with conflict within their team, and they respond by saying that they “don’t take sides” or “try to stay out of it,” that could be an indication that they’re not willing or able to deal with conflict effectively.
Conclusion:
If you’re looking for ways to improve your construction company’s hiring process, look no further than behavioral questions. Behavioral questions are an essential tool for understanding how candidates have handled similar situations in the past and whether or not they would be able handle them effectively in the future. By asking behavioral questions, you can get a better sense of who a candidate is, what they value, and how they would fit into your company culture—all of which are important factors in making sure you hire the best possible employees for your business.
If you would like assistance developing behavioral based questions specifically for your company, email me at bbinke@thebirmgroup.com for a free 30-minute coaching session.
Are you a hiring authority in need of construction talent? Submit a search request today.
