7 Essential Interviewing Tips for Non-Technical HR Professionals in the Construction Industry

Navigating the hiring process in the construction industry can be a complex task, particularly for HR professionals without a technical background. The key to success lies in understanding how to evaluate candidates effectively for their fit within the company, beyond just the technical requirements of the job. Here are seven refined tips to help non-technical HR professionals contribute meaningfully to the interview process, ensuring the right hires for your organisation.

1. Master the Job Description and Person Specification

Before stepping into any interview, it's crucial that you thoroughly understand the job description and the person specification. These documents are foundational in aligning interview questions with the specific requirements and expectations of the role. By familiarising yourself with these elements, you can formulate questions that accurately assess the candidates' suitability for the position, ensuring that discussions remain relevant and on point.

2. Focus on Transferable Skills

In the construction industry, transferable skills such as leadership, communication, and problem-solving are invaluable. Focus your questions on these areas to see how candidates have applied these skills in past scenarios. For example, ask them to describe a situation where they led a team through a challenging project or mediated a conflict effectively. This helps you gauge their broader competencies that are essential for success in their role.

3. Implement Behavioural Interview Techniques

Behavioural interview questions are particularly effective in predicting future performance based on past behaviour. These questions require candidates to provide concrete examples of how they have handled specific situations in the past. Inquire about their responses to challenges, teamwork experiences, and leadership moments, such as:

• “Describe a time when you had to adapt to a significant change on a project.”

• “Give an example of how you handled a deadline under pressure.”

4. Develop Scenario-Based Questions

Craft scenario-based questions that reflect real situations they might face on the job. This approach helps you understand the candidates' thinking and problem-solving skills in contexts that are pertinent to the construction industry. For example, ask how they would manage a project delay caused by external factors or resolve a technical issue with limited resources.

5. Assess Cultural and Team Fit

Beyond technical skills, it's important to determine whether a candidate fits well with your company culture and team dynamics. Explore their personal values, work ethics, and motivations to ensure alignment with your organisational goals and culture. Questions aimed at understanding their ideal work environment or how they see themselves contributing to your company can provide deep insights into their potential cultural fit.

6. Collaborate Closely with Technical Staff

While a senior technical person will lead the technical aspects of the interview, as an HR professional, your role in assessing cultural fit, team dynamics, and transferable skills remains critical. Work in tandem with your technical colleagues to ensure a well-rounded evaluation, combining insights from both technical and non-technical perspectives.

7. Utilise Competency Frameworks

Employ competency frameworks that define the skills, knowledge, and behaviours expected of candidates. These frameworks help standardise your assessment process and ensure that all candidates are evaluated equitably. They serve as a guide to identifying essential competencies during the interview, facilitating a more structured and effective evaluation process.

Conclusion

Interviewing candidates in the construction industry as a non-technical HR professional doesn’t have to be limiting. By focusing on a comprehensive understanding of the job role, leveraging behavioural and scenario-based questions, and assessing cultural fit, you can make substantial contributions to the recruitment process. Effective collaboration with technical team members also ensures that all bases are covered, setting the stage for successful hires that strengthen your organisation.