Hiring in the architectural, engineering, and construction (A|E|C) industry comes with unique challenges and opportunities. As BizOps professionals in operations, finance, marketing, human resources, and project management, we play a pivotal role in shaping the teams that drive our firms’ success. This guide outlines key elements to consider in the interviewing process, ensuring a structured, compliant, and mutually beneficial experience for all involved.

What to Ask and What Not to Ask. The cornerstone of a successful interview is asking the right questions. Focus on questions that assess technical skills, cultural fit, and problem-solving abilities. Avoid anything related to age, religion, family status, or health conditions. For example:

• Legal Questions: “Can you share an example of how you managed competing project deadlines?”
• Illegal Questions: “Do you have children?” is not permitted and is irrelevant to job performance.

Why This Matters: Adhering to legal guidelines protects your firm from liability and ensures a fair and inclusive hiring process.

Phone Interviews vs. Face-to-Face Interviews. Both interview formats serve unique purposes.

• Phone Interviews:
  • Suitable for initial screenings.
  • Focus on basic qualifications and interest in the role.
  • Keep it structured with 4-6 questions lasting 15-30 minutes.
• Face-to-Face Interviews:
  • Ideal for deeper discussions about skills, cultural fit, and long-term goals.
  • Use behavioral questions to understand how candidates think and respond in real-world scenarios.

Pro Tip: Have a structured set of questions tailored to the candidate’s experience and the role’s requirements.

How Many Interviews and Who Should Join? The number of interviews depends on the role’s complexity:

• Entry-Level Roles: One to two interviews.
• Mid-Level to Senior Roles: Three interviews, including a technical assessment, cultural fit evaluation, and leadership review.

Include a mix of team members relevant to the position, such as:

• Hiring manager
• HR representative
• Potential peers or cross-functional collaborators

Interview Process Best Practices. A structured process ensures consistency and fairness. Key steps:

1.     Preparation: Review resumés and application materials in advance.

2.     Welcome: Create a comfortable environment by introducing all participants.

3.     Questions: Follow a structured format, with time for candidate questions.

4.     Closing: Outline next steps and provide a timeline for follow-up. 

Mutually Beneficial Relationship: Remember, the interview is a two-way street. While you assess the candidate, they are evaluating your firm. Highlight your company culture, growth opportunities, and unique benefits.

Goals of Each Stage of the Interview Process

• Discovery Calls: Gauge interest, availability, and basic qualifications.
• Initial Interview: Assess technical skills and cultural fit.
• Final Interview: Dive deeper into problem-solving abilities and long-term goals.

Documentation. Proper documentation is critical for maintaining a transparent and defensible hiring process. : It ensures consistency, aids in decision-making, and protects your firm in case of disputes.

• Running Notes: Take detailed notes during interviews, explaining why candidates were eliminated or advanced.
• Zoom Recordings: Record virtual interviews (with consent) for reference and to share with decision-makers.

Conclusion. An effective interview process is more than just a series of questions—it’s a strategic tool to build teams that drive success in the A/E/C industry. By understanding what to ask (and what not to), structuring interviews thoughtfully, and embracing a collaborative, transparent approach, you find the best candidates and strengthen your firm’s reputation as a great workplace. Documentation and consistent evaluation ensure fairness and compliance while focusing on mutual benefit fosters trust and engagement. With the proper preparation and structure, your interview process becomes a powerful opportunity to align the best talent with your firm’s mission, vision, and values, setting the stage for long-term growth and achievement.

Want to learn more? Here are some resources.

SDA National - Forms & Templates for Human Resources

PSMJ - A/E Job Descriptions

AIA - Definition of architectural positions

LinkedIn - Tips on Writing a Job Description

ArchiPro - Architecture and Design Job Descriptions

SDA does not endorse any products or services mentioned, and SDA does not assume responsibility for any circumstances arising out of the interpretation, application, use, or misuse of any information presented. SDA recommends that the reader consult the appropriate legal, financial, or human resource counsel before implementing the information contained herein.