How to Ask the Right Questions in an Interview (And Avoid Surface-Level Answers)
TJ Kastning
🚧 Stop Letting Candidates Tell You What You Want to Hear
Most construction interviews don’t go deep enough. Candidates say all the right things, interviewers nod along, and then three months later—the new hire isn’t working out.
The problem? You’re asking surface-level questions that don’t reveal how someone actually performs on the job.
Let’s break down how to ask better interview questions that get past rehearsed answers and uncover the truth about a candidate’s skills, mindset, and fit.
🛠 The 3 Levels of Interview Questions (And Why Most Stay at Level 1)
1️⃣ Level 1: Surface-Level Questions (Weakest)
These are basic questions that candidates can easily prepare for and fake their way through.
🚧 Examples:
- “Tell me about yourself.”
- “What are your strengths and weaknesses?”
- “Why do you want this job?”
❌ The Problem:
- These questions don’t reveal real behavior—just well-rehearsed answers.
- Candidates say what they think you want to hear.
✅ Fix It: Push beyond these with Level 2 & 3 questions.
2️⃣ Level 2: Behavioral Questions (Better, But Not Enough)
Behavioral questions ask about past experiences to predict future performance.
🚧 Examples:
- “Tell me about a time you had to deal with a difficult subcontractor.”
- “Give me an example of when you had to meet a tight project deadline.”
✔️ Why They’re Better:
- Candidates can’t fake experience they don’t have.
- You get specific examples of how they handle challenges.
⚠️ The Problem:
- Some candidates tell inflated stories that sound great but aren’t entirely true.
- Past success doesn’t always mean they’ll succeed in your company.
✅ Fix It: Push even deeper with Level 3 questions.
3️⃣ Level 3: Situational & Work Sample Questions (The Best)
These force candidates to think on their feet and show how they would handle real job challenges.
🚧 Examples:
- Situational: “If a supplier delays delivery by two weeks, how would you adjust the project schedule?”
- Work Sample: “Here’s a set of blueprints—walk me through how you’d plan the next phase of construction.”
- Reverse Reference Check: “If I called your last superintendent, what would they say is your biggest weakness?”
✔️ Why They’re the Best:
- You see problem-solving in real time.
- No rehearsed answers—just raw thinking.
- You test skills directly relevant to the job.
✅ Fix It: Structure interviews with a mix of behavioral, situational, and work sample questions.
🔄 How to Structure a High-Impact Interview
1️⃣ Start with 1-2 Warm-Up Questions
- “What attracted you to this opportunity?”
- “Tell me about your career path and where you want to go next.”
2️⃣ Move Into Behavioral Questions (5-7 Questions)
- “Tell me about a time you had to manage conflict on a job site.”
- “What’s an example of when you had to make a tough call under pressure?”
3️⃣ Use Situational Questions to Test Thinking
- “If a client demands a last-minute design change, how do you handle it?”
- “If a foreman and an engineer disagree on a plan, how do you resolve it?”
4️⃣ End With Work Sample or Practical Test
- “Let’s look at this project timeline—how would you improve efficiency?”
- “If you had to create a labor schedule for a new project, what steps would you take?”
🏗️ Ask Smarter Questions, Make Smarter Hires
Most bad hires aren’t the candidate’s fault—they’re the result of a weak interview process.
By asking the right questions, you’ll uncover who can actually perform—not just who talks a good game.
Are you getting the real story from your candidates? Or just hearing what sounds good?
📅 Let’s Build a Better Interview Process
Schedule an exploratory meeting with Ambassador Group to discuss how to improve your interview strategy: Schedule Here
