Interviews Are A Two-Way Street: How Construction Companies Must Pivot to Impress Today's Candidates
In today's competitive job market, it's not just the candidates who are under scrutiny during the interview process. The interview process has become a two-way street, with both parties evaluating each other to determine if they are a good fit for the position and the company.
High-end construction companies who fail to recognize this shift risk losing out on some of the best construction professionals in the candidate pool. Candidates who feel undervalued or disrespected during the interview process are more likely to turn down job offers or withdraw their applications altogether, according to surveys done by Glassdoor and Monster. This can be damaging for companies that are looking to fill critical roles or compete in an industry that is facing a talent shortage—like the residential construction sector.
To succeed in this new reality, construction companies like yours must pivot their approach to interviewing. You must prioritize creating a positive candidate experience, treating candidates with respect and transparency, and providing them with the information they need to make informed decisions about their job prospects. By doing so, you can attract and retain top talent, build a stronger employer brand, and position your company for long-term success in a competitive job market.
Why Interviewers Are Now A Two-Way Street
Traditionally, employers have held most of the power in the hiring process. They have been able to set the terms of the interview and ask whatever questions they see fit. However, in recent years, there has been a shift in the power dynamic. Candidates are now more discerning and are evaluating potential employers just as much as they are being evaluated.
This is mainly because more jobs are available than ever before. Now candidates who feel like they are being treated unfairly or who feel like the employer is not a good fit for them are able to quickly move on to other opportunities. As a result, employers must start thinking of the interview as a two-way street, where both parties are evaluating each other. This includes being prepared to answer questions about company culture, work-life balance, and growth opportunities.
Below we’ll deep dive into the specific areas you can focus on that will help you and your candidates get the most out of every interview.
Infusing Company Culture Into The Interview
When it comes to finding the perfect employees, you have to consider your company culture. Candidates are not only looking for a job that matches their skills and experience but also a workplace where they feel comfortable and aligned with the company's values. Therefore, it's essential for you to bring your company culture right into the interview.
One way to infuse company culture into the interviewing process is to provide a tour of the workspace or work site. This allows candidates to see the environment they will be working in and get a feel for the company's atmosphere. Construction companies can also showcase their culture by highlighting the company's mission statement and vision during the first interview. This can be done through a presentation or by sharing success stories that align with the company's culture.
One way to evaluate candidates based on their alignment with your company culture is to ask behavioral questions. For example—ask a candidate to describe a time when they went above and beyond for a coworker or on a job site. This gives you key insight into their work ethic and whether they prioritize teamwork and collaboration, which are often important values in company cultures.
It's also important for employers to evaluate their own company culture during the interview process. Companies like yours need to make sure that their company culture is aligned with what the current pool of workers is looking for. In a previous post, we discussed more on how you can appeal to Gen Z and millennial job seekers.
What Effective Communication Really Means When It Comes To Interviews
During the interview process, effective communication is important for both you and your applicants. It is important for you as the interviewer to clearly communicate the job requirements, company culture, and expectations. This will help every applicant make an informed decision about whether working for you is a good fit for them. On the flip side, assess how well your candidates use effective communication skills. This will help the interviewer evaluate whether the candidate is a good fit for the job and the company culture.
The most effective communication tactic is active listening. As the interviewer, you should actively listen to the candidate's responses and ask follow-up questions to clarify any unclear points. This shows the candidate that you’re fully engaged and interested in what they have to say, while also giving you a unique opportunity to get to know your future employees.
Another effective communication tactic is providing feedback. This means more than just letting your candidates know whether they’ve been selected to continue or not. Instead, give your candidates detailed feedback on things like their interview performance, resume format, and communication skills.
Conducting Interviews That Are Mutually Effective
Now that we have established that candidates aren’t the only ones who need to make a great first impression during the interview, let's discuss some strategies that your company can use to impress potential new hires (while still getting the information you need).
Use behavioral interview questions - Using certain questions known as behavioral interview questions are designed to prompt your candidates to give specific examples of how they handled certain situations in the past. This can give you a better understanding of how the candidate will perform for your company under stressful or changing situations. Popular examples of behavioral interview questions include:” give us an example of a goal you failed to meet, and how you handled the situation”, or “Tell us about a time when you solved a problem that wasn’t part of your job description”.
Use assessments - Consider using assessments to evaluate each candidate's skills and abilities, rather than just having a conversation about their skills. One great example is using simulation to put your candidates into the driver's seat of common equipment they may be asked to run on the job site. The rise in virtual reality capabilities has made simulation assessments easier to implement for many companies.
Ask questions and take notes - This may seem like a no-brainer, but you’d be surprised to find out how many companies only ask the common interview questions and skip out on taking notes. Instead, get creative with your interview questions, making sure they are specific to each candidate's role. Detailed notes not only help you remember important details and make better assessments later on, but they also help the candidate feel heard and important. If you’re conducting interviews online, consider using AI tools that automatically transcribe each meeting, for quick reference afterward.
Bringing It All Together
Outdated interview tactics push away qualified candidates who might be a great asset to your company. Now is the perfect time for you to adopt new interview techniques that will ensure you are attracting and hiring the people you want on your team the most.
As a final note, while you’re making changes to your interview process, pay attention to what your online presence says about you. Because candidates often research companies before the interview, you’ll want to make sure you start off with your best foot forward. Regularly monitor your online presence by staying active on social media and addressing all feedback or reviews (especially any that have a negative tone).
These strategies will help you make the most of your precious time in each interview. If you’re ready to elevate your hiring process even more, reach out to us and start working with a recruiter who specializes in finding the best laborers for high-end construction.