Hey everyone, we have a remodeling company and made my first big hire and I don't think he's the right fit. this employee is very expensive and does not produce enough for the company. What are some questions I should ask to my next hire that would help weed out the good from bad. Thanks!

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

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.

Hi Baylor. If you're company is small, say less than 10 employees, I find it's much more important who the person is, than what they are going to be doing for your company. When we go through the hiring process, our interviews are much more of a conversation getting to know that person, than AI generated questions. Don't get me wrong, I use a few of those questions. "Where do you see yourself in five years?" Etc. Once we've narrowed the field down by looking at resumes, we are fairly certain the person has the skills forn the role. More importantly however, I have to recognize that in a small business, each of my employees has an outsized impact on the team as a whole. I might find an employee who fits the bill perfectly on paper, but has a personality that will conflict with my own, or those of my other employees. They simply won't fit. Just my .02

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 .

I always like to ask what type of experience they have a lot of people will say they have experience but it's mostly just watching experience and not hands on this makes a difference as I have had people show up and waste a lot of materials

First Key Employee | The Home Service Community

13 Replies

Onetime1962
Contributor 2
2 months ago
This is what I would do. I would have the interview in 2 parts the first would be verbal like going over his or her application getting a feel of the person talking about what he likes about the field that you are in and the next phase I would take this person to a open job site and ask certain questions like how long would you take to complete this job. I would even have a conversation about reading a tape measure etc. the small questions can sometimes be a deal breaker. I have a lawn care business and if was to hire someone I would take them to one of my jobs and ask them how long if you was alone,how long would it take you to cut and weed eat this yard and blow it off. I know how long it would take me to do it. Conversation about your field is a must.
EnergizeUs
Builder 1
2 months ago
Hiring that first key person is a major move, and it shows you’re serious about growth. A lot of us have been where you are realizing after the fact that the fit might not be right.

Here’s something I always come back to:
Who exactly are you hiring for and what problem are they supposed to solve?

A lot of contractors hire out of frustration or pressure, but don’t slow down to define what the business actually needs at that stage.

Do you need:
• A helper to support you while you still lead from the field?
• A journeyman who can take jobs off your plate and generate revenue?
• An office manager to clean up scheduling, admin, and back-end chaos?

Each one solves a different problem, and comes with different costs, expectations, and time-to-return.

Now, here’s the part that most guys overlook:
Even if you hire the “right person,” if you don’t have training, structure, and expectations in place.
You can’t just throw someone into the field and hope they perform.
Leadership means preparing them to win.

So here’s what I’d recommend moving forward:
1. Clarify the pain point.
What bottleneck is slowing the business down? Field work? Admin? Growth?
2. Choose the right hire for that problem.
Not just based on skill, but on how you want your role to evolve.
3. Build a basic onboarding plan.
Even 1 week of shadowing, a checklist, or “this is how we do things” goes a long way.
4. Measure output, not just activity.
Track how they’re contributing, whether it’s revenue, saved time, or customer satisfaction.

I put together a visual framework that breaks this down, it helped me to start hiring with intention.
Dirtworks2025
Contributor 2
2 months ago
I am going to repeat others here and say use references and find the right person first. If you can do that, then you can train them to be the lead that you are looking for. It may be someone on your current team that you trust and if they are respected by their peers, you have a good start. Put in the extra hours to grow your own and follow your first impressions. You will find these people to be the most dependable and loyal. Pay them well and they will take care of your business for you.
CJ25
Contributor 2
2 months ago
A really great approach is to get references. Most good prospects will have some that have known and seen their work through the years.
canopyclimber
Contributor 2
2 months ago
Cody Sanchez had a great podcast with Tim Kennedy about hiring employees and how to get a feel for them. Tim made some valid points about hiring the right person. Here is a link to the episode.
https://youtu.be/4iYJciD8lKg?si=1_Td9g60blfiWmHU
WhiteLilac
Contributor 2
2 months ago
I agree that personality is the most important factor. Since we work in teams, it's essential that each person fits in with their attitude and character. We always invite candidates for a paid trial day. After that, we have a second interview, and that's when the tough decision needs to be made. It's definitely worth it in our industry (residential cleaning).
joseborjasroble
Contributor 2
2 months ago
I always like to ask what type of experience they have a lot of people will say they have experience but it's mostly just watching experience and not hands on this makes a difference as I have had people show up and waste a lot of materials
LauraWhalen
Contributor 4
2 months ago
1. Questions About Skills and Experience
Can you walk me through your resume and highlight your most relevant experiences for this role? This provides insight into how they view their own qualifications.
Have you handled any projects similar to what this role entails? This helps gauge their familiarity with tasks they may encounter.
What tools, software, or methodologies are you skilled in that relate to this position? Expertise in relevant areas demonstrates technical proficiency.
2. Questions About Problem-Solving and Critical Thinking
Can you describe a challenging situation at work and how you resolved it? This showcases their problem-solving capabilities.
How do you prioritize tasks when faced with tight deadlines? This assesses their organizational skills and ability to work under pressure.
3. Questions About Cultural Fit
What aspects of our company culture resonate most with you, and why? This helps identify alignment between their values and your organizational mission.
Can you share an example of how you’ve collaborated successfully within a team? Effective teamwork is often critical in most roles.
4. Questions About Growth and Ambition
Where do you see yourself professionally in five years? This reveals their aspirations and long-term compatibility with the company.
What skills are you looking to develop while working in this role? Candidates with a growth mindset are likely to evolve and contribute more actively.
5. Questions About Adaptability
How have you adapted to organizational changes in the past? Adaptability is an essential quality in today’s evolving workplaces.
Tell me about a time when you had to learn something quickly to perform a task successfully. This evaluates their ability to take on new challenges.
6. Questions About Passion and Motivation
What excites you most about this role and our company? Understanding their enthusiasm for the position can indicate their level of engagement.
What achievement in your career are you most proud of? This provides a glimpse into their personal values and professional passions.
ZachDeMarais
Contributor 2
2 months ago
I would ensure they have work in a similar field and have good references
WindowMike
Contributor 2
2 months ago
Hi Baylor. If you're company is small, say less than 10 employees, I find it's much more important who the person is, than what they are going to be doing for your company. When we go through the hiring process, our interviews are much more of a conversation getting to know that person, than AI generated questions. Don't get me wrong, I use a few of those questions. "Where do you see yourself in five years?" Etc. Once we've narrowed the field down by looking at resumes, we are fairly certain the person has the skills forn the role. More importantly however, I have to recognize that in a small business, each of my employees has an outsized impact on the team as a whole. I might find an employee who fits the bill perfectly on paper, but has a personality that will conflict with my own, or those of my other employees. They simply won't fit. Just my .02