First Key Employee

Here are some key interview questions you could consider asking your next candidate which should help you find a qualified and dependable hire:

1. Work Ethic and Output:
   * “Can you walk me through a typical workday on your last job site?”
   * “How do you prioritize tasks when working on a remodel with multiple moving parts?”
   * “What’s the biggest job you’ve completed solo or led, and how did it go?”
   Why it matters: These questions gauge initiative, independence, and how much real production they’ve personally delivered—not just team participation.
   
   
2. Skill Level and Versatility:
   * “Which trades are you most confident in? Which ones do you prefer to avoid?”
   * “What tools or equipment are you most comfortable operating?”
   * “Can you read blueprints or follow design specifications?”
   Why it matters: You want to understand their actual capabilities—beyond what’s on paper.
   
   
3. Problem-Solving and Accountability:
   * “Tell me about a time something went wrong on a job. What did you do?”
   * “Have you ever made a mistake at work? How did you handle it?”
   * “How do you stay productive when you hit a delay (e.g., waiting on supplies or other trades)?”
   Why it matters: Problem-solvers save money. Finger-pointers cost money.
   
   
4. Cultural Fit (work culture) and Communication:
   * “How do you like to receive feedback from a supervisor?”
   * “Do you prefer working solo, with a partner, or on a full crew?”
   * “Have you ever clashed with a foreman or project manager? What happened?”
   Why it matters: A skilled person with a bad attitude still hurts your bottom line.
   
   
5. Reliability and Professionalism:
   * “What’s your attendance record like? Have you ever had to leave a job early or been let go?”
   * “Are you comfortable starting work at [your company’s typical start time]?”
   * “What’s your mode of transportation to job sites?”
   Why it matters: Dependability is as important as skill in this trade.

• BONUS TIP: Use a working interview
  Even with good questions, some candidates only reveal their true performance on the job. Consider:
  * A paid trial day or week, with clear expectations and tasks.
  * A small test project (e.g., installing trim, demoing a wall) to evaluate skill hands-on.

Hope this helps, best of luck with your future hires!