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I heard that a mid-sized general contractor where a friend of mine works is looking to hire two or three construction managers through mid-career recruitment.<\/p>\n
\"Before even thinking about what kind of person we want, we don't even know if we'll get any applications at all. Even though there's a shortage of engineers, we can't just hire anyone\u2014but on the other hand, you can't really tell anything just from a resume or work history!\" he said, so I told him, \"I have a great idea!\"<\/p>\n
If you want to select the right candidate for your company from among multiple mid-career applicants, this idea will definitely come in handy. \u201cThis is an incredibly effective method for selecting the right person from among candidates with construction management experience!\u201d he said.<\/p>\n
Specifically, this involves showing the candidate various photos from the worksite and asking, \u201cWhat do you think about these?\u201d This is a far more effective approach than going through the motions of exchanging generic questions and answers during an interview.<\/p>\n
While observing and listening to the other person\u2019s reactions, I assess whether they\u2019re a good fit for the company based on what they say. Any photo of the worksite will do, but an experienced person will likely notice various details from any photo, and some may even mention similar cases or suggest improvements.<\/p>\n
Even someone with limited experience will speak in their own way, and rather than gauging their level of knowledge or experience based on the content of what they say, you can assess their overall capabilities\u2014which go beyond mere knowledge\u2014by observing their manner of speaking, how they convey information, their tone, and their facial expressions, as well as how they interact with colleagues, workers, and junior employees on the job.<\/p>\n
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The goal is to have the candidate show a few photos of a work site, share their opinions and impressions of the photos, and\u2014while you focus entirely on listening\u2014gain insight into their personality and other qualities. One effective approach is to interview multiple candidates at the same time to observe their level of cooperation and assertiveness.<\/p>\n
For example, since photos taken after laying the sacrificial concrete should show the centerline of the foundation\u2014which is the very foundation of construction\u2014will the discussion touch on points like, \u201cIt\u2019s most important to start pouring the centerline at the point closest to the corner of the lot, and the most common method is to extend the starting point from there!\u201d\u2014or will it not?<\/p>\n
Some people will probably point out that it\u2019s not as simple as just driving the piles in the order of the alignment line! Others will likely discuss the number of layout personnel, the equipment used, and their own experience! There will also likely be discussions about the surrounding environment as seen in the photos, the relationship with nearby buildings, the delivery route from the main road, and the security personnel required for that purpose.<\/p>\n
On the other hand, some people may be quiet, so you should just ask them the key questions. Just because someone talks a lot doesn\u2019t necessarily mean they\u2019re qualified. After all, some people are only focused on how to sell themselves during the interview.<\/p>\n
Since basic rebar work, formwork, and concrete placement are the main tasks in construction, there are probably many things you\u2019d like to ask about. However, I\u2019ll deliberately limit myself to these three areas\u2014rebar, formwork, and concrete placement\u2014to show you some photos and ask questions. People will likely have a variety of reactions\u2014some will offer positive feedback, while others will nitpick and look for flaws.<\/p>\n
Finally, I\u2019d like to prepare some photos that show things like door and window frames, surface preparation for interior and exterior walls, and protective covering for floor finishes.<\/p>\n
However, this selection method only applies to experienced mid-career hires. With experienced candidates, companies expect them to contribute immediately, whereas with new graduates, they expect room for growth.<\/p>\n
When it comes to experienced construction managers\u2014who are in high demand at general contractors\u2014due to the shortage of technical personnel, companies will likely base their hiring decisions primarily on the information in the resume and proceed with the intention of hiring from the outset, unless there are any major red flags.<\/p>\n
The most important thing to consider during an interview\u2014more than the candidate\u2019s depth of knowledge or experience\u2014is whether they will be able to work well with others once they join the organization, adapting to its ways of doing things, its norms, and its approach to construction projects.<\/p>\n
If it\u2019s a general contractor, what kind of construction projects do they primarily handle? Is the person capable of adapting to the company\u2019s policies and work processes? If the company handles public works projects, a commitment to legal compliance is essential; if it works on relatively small-scale buildings, apartments, or single-family homes, it\u2019s also necessary to have the ability to liaise with clients, hold detailed discussions with designers, and effectively communicate the results to the on-site workers.<\/p>\n
A construction manager with experience specific to the types of projects the company undertakes is more valuable than someone with general construction management experience. If the applicant has worked for a general contractor that is similar in size and scope of work to the company in question, and has built structures of comparable quality, there won\u2019t be much of a difference in perspective between the employer and the employee. However, if there are significant differences, discrepancies may arise because their respective understandings of standard practices differ.<\/p>\n
Furthermore, there\u2019s a world of difference between someone who has experience managing a construction site single-handedly and someone who hasn\u2019t\u2014in terms of their know-how for running the site and their ability to organize the work. Even if an employer wants someone to manage a site on their own, it\u2019s difficult for anyone\u2014no matter how talented\u2014to do so right away without that experience.<\/p>\n
While it\u2019s important to clearly define the company\u2019s policies and determine whether a candidate meets those requirements\u2014even before considering their knowledge, experience, or qualifications\u2014interviewers are only human, so there\u2019s no way they can always make objective and fair judgments! Naturally, their own subjective views and personal preferences come into play.<\/p>\n
I think the most important criterion is whether you can say, \u201cI don\u2019t know what I don\u2019t know!\u201d and \u201cI don\u2019t know what I don\u2019t know!\u201d I think using photos from the field as a starting point for that conversation is not a bad idea.<\/p>\n
If any of you readers have ideas for effective selection methods, please share them in the comments.<\/p>\n
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