Run Your Interview Process Like a Construction Project: Build It Right from the Ground Up
TJ Kastning
Hiring is a lot like building a structure—if you don’t plan properly, cut corners, or ignore the foundation, the whole thing is bound to collapse. Yet, too many construction leaders approach hiring like a casual walk around a job site rather than a structured, strategic process.
Would you start pouring concrete without checking your site conditions, blueprints, and permits? No. So why would you hire someone without a structured interview process?
Let’s break it down—how running your interview process like a construction project can help you build a strong, aligned team.
🏗️ 1. Foundation: Define the Job Clearly
Before you break ground on any project, you need a solid foundation. In hiring, that means getting crystal clear on the role. Too often, job descriptions are vague, outdated, or copied from another company.
Blueprints Matter
The job description should be detailed, outlining responsibilities, success metrics, and the personality traits needed for a good fit.
Site Conditions Check
Before hiring, assess team dynamics, workload, and company culture to ensure you know what gaps need to be filled.
Budget and Timeline
Set clear expectations for salary, hiring timeline, and training period, just like you would in pre-construction planning.
💡 Pro Tip: Use input from team members who will work with the new hire. If the role is misdefined, you’ll be building on unstable ground.
🏗️ 2. Framing: Build a Structured Interview Process
Once the foundation is set, the framing begins—the skeleton of the structure. Your interview process should follow a well-defined structure to ensure consistency, fairness, and effectiveness.
Permits & Inspections
Just like a job site needs compliance checks, your hiring team should be trained on best interview practices to avoid bias and legal risks.
Pre-Construction Meeting
Align your hiring team before interviewing. Assign roles: Who is assessing skills? Who is evaluating culture fit? Who makes the final decision?
Standardized Questions
Avoid making up questions on the spot. Use a structured approach, asking each candidate the same core questions to fairly assess their qualifications.
💡 Pro Tip: Use a scoring system so every candidate is evaluated using the same criteria, just like an inspector follows a checklist.
🏗️ 3. Utilities & Systems: Candidate Experience Matters
In construction, the framing isn’t enough—the building needs electrical, plumbing, and HVAC to function. Similarly, a hiring process needs a smooth experience for candidates.
Clear Communication
Keep candidates informed about the process, timeline, and expectations. No one likes being ghosted.
Efficient Scheduling
Just like delays on a project cost money, delays in hiring can cause you to lose top talent. Have a system for quick interview scheduling.
Respect Their Time
A long, disorganized interview process is like an overcomplicated job site—people will walk away. Keep it structured and respectful.
💡 Pro Tip: If a candidate has a bad experience, they’ll talk. Just like a bad project gets a reputation, a sloppy interview process will hurt your hiring brand.
🏗️ 4. The OAC Team: Key Peripheral Stakeholders
On any job site, the Owner-Architect-Contractor (OAC) team plays a crucial role in ensuring the project runs smoothly. These stakeholders aren’t swinging hammers, but their input influences every stage of construction.
The same is true for hiring. While the interview panel makes the final call, peripheral but crucial stakeholders—such as project managers, field supervisors, and administrative teams—should have input.
Owners (Executives & Hiring Managers)
Set the vision for hiring and define the key success factors of the role.
Architects (HR, Talent Acquisition, & Recruiters)
Design the hiring process, structure interviews, and ensure compliance.
Contractors (Hiring Team & Colleagues)
Conduct interviews, assess skills, and determine culture fit.
Subcontractors & Suppliers (Other Employees, Clients, & Vendors)
Provide indirect but valuable feedback on how a new hire might interact across different levels of the company.
💡 Pro Tip: Have short feedback loops with these stakeholders throughout the hiring process. Just like missing a key subcontractor’s input on-site can cause rework, ignoring these perspectives can lead to misaligned hires.
🏗️ 5. The Final Walkthrough: Making the Hiring Decision
Before handing over the keys to a completed building, you do a final walkthrough. The same should happen in hiring before making an offer.
Debrief with the Team
Just as contractors review punch lists before project completion, interviewers should meet to discuss feedback.
Compare Against the Job Blueprint
Does the candidate meet the key success criteria? Or are you just going with a gut feeling?
Look for Alignment, Not Just Experience
The best hires fit your culture, align with your values, and have the right skills. A flashy resume means nothing if they don’t mesh with the team.
💡 Pro Tip: Avoid the “gut hire” mistake. Use structured feedback and data, not just first impressions.
🏗️ 6. Project Closeout: Onboarding for Success
You wouldn’t hand over a building without training the new tenants on how to use it. Similarly, hiring doesn’t end when an offer is accepted—onboarding is critical.
First 90 Days Are Crucial
A new hire needs clear expectations, training, and support to succeed.
Regular Check-Ins
Just like post-construction warranties, ongoing check-ins ensure everything is running smoothly.
Feedback Loops
If new hires struggle, dig into why. Was there a gap in training, or was the wrong person hired? Adjust your process accordingly.
💡 Pro Tip: Create an onboarding checklist, just like a punch list, to ensure nothing gets missed in the transition period.
🔥 Final Thoughts: Build It Right the First Time
A sloppy hiring process is like cutting corners on a project—it might seem faster, but you’ll pay for it later in turnover, wasted salaries, and lost productivity.
- Plan it out like a job site.
- Use structured evaluations instead of gut feelings.
- Keep communication clear to avoid unnecessary delays.
- Involve all key stakeholders—including the OAC team—early and often.
- Invest in onboarding to get new hires up to speed fast.
👷♂️ Your team is your most important build. Do it right, and your business will stand strong for years to come.
Want to Build a Stronger Hiring Process?
If your interview process feels chaotic, it might be time to bring in an expert. Schedule an exploratory meeting with Ambassador Group to discuss how we can help you refine your hiring blueprint.
Keep building wisely! 🚀
