When hiring on the executive level, it’s important to ensure that the person you are hiring has the right blend of technical as well as management skills. This is essential especially when you are recruiting for the construction industry. Even for seasoned construction executive recruiters, it takes time to find the right person who can self-identify as a leader and has the necessary skills to succeed in his/her role as a construction executive. To judge the right candidate, you need the right interview questions. Let’s take a look at the questions you can ask when hiring your next building construction executive:

1. Describe yourself in just one word.
The best candidates for building construction jobs are the one who is well aware of themselves. Although, it’s always advisable to not go by what people boast about them; however, the answer to this question will give you an insight into how the candidates package and present themselves. It gives you an idea about how they judge themselves.

2. Give one example of a time when you encountered a problem and solved it analytically.
At any stage of a building construction project, the executive might face problems. And not all problems are technical in nature. From labor to environmental issues, a wide range of challenges can hinder construction projects. Such situations demand analytical prowess. When you ask a candidate such behavioral question, the candidate will provide you information from their experiences. And when you dig deeper into that, you will get insight into two important areas. The first is, you will get to know how the candidates interact with the outside world and deal with the real-world situation. Information that you will get about the candidate is what they consider to be difficult.

3. Tell us stories of your prior challenges, successes, and major responsibilities.
Communication is one important aspect that every interviewer needs to judge. It’s because the construction executive also needs to communicate at every level of management. This question will help you judge how the candidate can create a compelling narrative. This is essential for explaining complex strategic priorities in a lucid way, explaining complex ideas to prospects, and for motivating the team.

4. Tell us about your failures.
An excellent answer to this question is important because it will help you understand that whether the candidate is afraid of taking risks or not, And also, it will help you determine whether he has the courage to admit it if things do not go according to the plan. This will give you a good view of the characteristic details of the candidate. See what they did after they encountered a failure. Did they learn from it? How did they overcome it? What extra effort do they put to rectify whatever went wrong? Find people who are comfortable in admitting that they tried something and it went wrong. People always find scope to boast about their qualities. A few will tell you what didn’t work out for them.

These questions will help you evaluate the right candidate.

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