First Key Employee

Next time, thoroughly evaluate their résumé and if you acquired the employed through indeed or one of those websites like LinkedIn thoroughly review their profile instead of hiring them directly on a full-time basis, why not agree to a two day trial or three day trial and see how they perform and have a checklist of metrics measurements you’d like to see them meet during the trial period . 

What makes this new hire expensive and not meet your production needs? These are importantly questions to answer before receiving help with a new hire. If the symptoms are only being treated and not the problem, it may happen again.

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!