ForConstructionPros.com

"Warm body hiring!" That is what many contractors essentially do when they do not take the time to prepare to interview job candidates, no matter whether the job is for a general laborer or crew leader. While most contractors do not purposely set out to hire "mistakes" the same end result is experienced if proper preparations and planning are absent.

I want to help your next hiring decision, and this article will outline several proven techniques to accomplish this. Remember, preparing to interview should begin long before the first question is ever asked. Consider the following preparations toward improving your next interview.

1. Develop a job profile

You should identify the exact job requirements for the job that will be needed, including needed skills, experience and expertise. This is more than a job description and should reflect actual needs for the job. This profile should answer the question, "What will this person really do in this position?"

2. Consider the team mix

What sort of person will fit best with the existing team of employees? For example, let's consider that you are looking to add another crew leader to your company who has better verbal skills. Many of your existing crew leaders seem to be more passive, less vocal and not overly assertive. Adding a leader with a more direct nature to his or her personality would strengthen the balance of the team.

3. Set minimum/maximum pay levels

What is the very minimum starting pay that you'll offer and what is the maximum that you will offer? This part of the equation is often not seriously considered until we have already interviewed candidates. Setting your pay's "Min's & Max's" will provide you with a clear picture of whom you can seriously consider hiring. If a candidate's demands are higher than your max starting pay, then cease your interviewing of such a candidate immediately. Don't hire what you can't pay for!