How to navigate hiring challenges in construction
BY KEYAN ZANDY, CEO, SKILES GROUP
In an industry where the margin for error is slim and the stakes are high, talent is everything. Our projects are so much more than blueprints on paper — they’re complex, high-pressure endeavors that demand skilled, reliable and motivated individuals working together toward a common goal. Labor shortages and an aging workforce have heightened the need to hire the right people. According to industry data, construction employment has struggled to keep pace with demand, creating significant challenges for project delivery.
A single misstep in the hiring process can lead to costly mistakes, strained team dynamics and even a tarnished reputation with clients and trade partners. On the flip side, bringing the right person onto your team can do more than transform a project — it can change the trajectory of your entire company. Time is a finite resource, and the amount we can devote to the hiring process is often limited. We may only have an hour or two to interview candidates and determine their fit. Based on years of experience in the hiring process, this article outlines some of the red flags to watch for when hiring someone — and, equally important, the red flags to look for if you’re a candidate evaluating a new company.
Red Flags When Hiring Someone
• Work History Concerns
Resumes with unexplained gaps, frequent job changes, or vague job descriptions are concerning. If a candidate cannot provide clear answers about their past roles or achievements, it signals a potential issue. During interviews, ask candidates to explain transitions and what they learned from each role.
• Attitude and Professionalism
Candidates who speak poorly about former employers or coworkers may bring negativity into your team dynamic. This is especially true if they describe strained relationships with clients, architects, engineers or trade partners involved in their projects. This rhetoric may also indicate difficulty working collaboratively or accepting constructive criticism.
• Priorities and Motivation
While compensation is obviously important, candidates whose primary focus is on pay and benefits without discussing what they bring to the table may lack long-term commitment or a genuine interest in the role.
• Cultural Fit
Beyond technical skills, cultural fit is essential. If a candidate’s values don’t align with your company’s, they may struggle to succeed in the long term. Ask open-ended questions to gauge their alignment with your company’s mission and vision.
Red Flags When Evaluating a New Company
• Stability and Reputation
If a company has a reputation for high turnover, it may indicate poor leadership, a toxic culture or a lack of stability. Research online reviews to uncover patterns and look for employee, trade partner and client feedback. A company with a history of late payments, failed projects or poor treatment of partners is one to avoid.
• Lack of Transparency
Be cautious if the company is unwilling to share information about financial health, project pipelines or long-term goals. Transparency is a hallmark of trustworthy leadership. Ask questions about the company’s stability and strategic direction.
• Unclear Career Growth Opportunities
If a company doesn’t invest in employee development or provide a clear path for advancement, it’s a sign that it may not value its workforce. Look for evidence of training programs or mentorship opportunities.
• Social Media Presence
A company’s online presence can reveal valuable insights into its culture, priorities and values. Review its social media channels and website to understand how it presents itself to employees, clients and the industry.
By staying vigilant for red flags — whether hiring or looking for a new company — you can make decisions that set you up for success. Hiring isn’t just about filling a role; it’s about building a team that aligns with your vision and values. Similarly, choosing the right company isn’t just about finding a job; it’s about finding a place where you can thrive.