Hiring in Construction? Focus on Skills, Not Just Personality

In business, especially in construction, hiring the right people can make or break your company. But here’s the thing—a great resume and a smooth interview don’t guarantee competence.

We recently interviewed candidates for a key role. Out of 80 applications, we narrowed it down to seven for phone interviews. Some of these candidates were incredibly polished. They had the charm, the right words, and sounded like the perfect fit. But when we asked them to solve real problems—like analyzing blueprints or walking through job site issues—they couldn’t deliver.

Then there were others—candidates who were awkward in interviews, gave short answers, and didn’t “wow” us with their communication. But when we put them to the test? They crushed it. They saw details we missed, found creative solutions, and demonstrated skills that couldn’t be faked.

What did I learn?

• Interviews don’t measure ability. They measure how well someone can talk about their ability.

• Soft skills are great, but in construction, hard skills matter more.

• Real competence shows up in action, not conversation.

If you’re hiring for your contractor business, consider this:

• Test for skills. Give candidates real-world problems to solve.

• Don’t be fooled by confidence. Confidence doesn’t build houses—competence does.

• Evaluate based on performance, not personality.

The best people on your team might not be the best at interviews. They might be the quiet ones, the ones who don’t “sell” themselves well. But when it’s time to get the job done, they deliver.

In entrepreneurship, success isn’t about how well you talk—it’s about what you can do. Apply that same principle to hiring, and you’ll build a team that’s not just impressive on paper, but exceptional in the field.