DECEMBER 2023CONSTRUCTIONBUSINESSREVIEW.COM9a good starting point, the richer content that truly benefits the members of the organization can be found between the lines of a resume. In a March 2023 study conducted by Safety + Health; communication, listening, and teamwork / collaboration were the top three soft skills identified as needed by a safety professional to be successful (Ferguson, 2023). Safety professionals undoubtedly will be tasked with navigating challenging situations from the field to the boardroom where those invaluable soft skills will pay dividends to the movement of an organization's culture in a positive direction.3. Conduct Interviews with a Colleague in Attendance It is rare that lightning will strike twice when hiring. Having a candidate that possesses a similar pedigree to a current employee that is successful, does not always equivalate to the same outcome. This is where situational questions allow for the candidate to illustrate their professional competency, but to also exemplify the desired soft skills for the role. In the interview, it is beneficial to have another manager be a part of the conversation and provide their feedback. You may be surprised with how your colleague interprets the candidate's responses and their fit for the role within the entity. 4. Situational Questions Provide Clarity of Candidate StrengthAsking multipart questions elevates the conversation in a way which the stronger candidates tend to shine through. A challenging question to ask is, "Describe a time where you walked upon a non-compliant situation, what was the situation, what was the conversations had, and what was the ultimate outcome?" Ask about instances of when the candidate has held people accountable in the past. Inquire further about the candidate and their fit within your current program. Ask about how the candidate learns successfully, what ideal qualities they would like to see in their next supervisor, and how they define their style of leadership. These types of questions aim to validate if the individual's experience and skills align with the needs of the role you are trying to fill and the future course of the organization.5. Be the Hiring Manager You Would Want to Work ForOnce you have better understanding of the composition of the candidate from your conversation and believe that they are a viable candidate, it is time to flip the script. If you ask for transparency from your supervisors and direct reports, shouldn't you provide the same in an interview? During an interview is a prime opportunity to discuss the pros and the cons of the role and the organization. By providing the additional insight, a candidate is afforded the information to aid in making a sound decision on their end if offered the position. A career move affects a person in multitude of ways, and by providing a sense of affirmation to a prospective employee tends to result in a positive transition into the new role and overall retention.As a hiring manager you never knowingly want to set the organization or a candidate up for failure. Hiring is not only time consuming, it is an expensive process, and a failed hire is a setback on multiple fronts. It is important to remember the adage of trusting your gut. Just because a candidate appears strong on paper, and is average in the interview process, do not force the fit if it doesn't feel right. If you believe the candidate had nerves that shown through the interview that left you uncertain of making an offer, take the time for a second interview. If you have follow up questions after the interview that you would like answers to, ask. Before making an offer ask yourself, "If I hire this individual, will I be able to trust them to keep our team members safe and operate with integrity to represent our company at all times?" It is the duty of the organization to ensure that workers are provided a workplace free of known hazards that can cause illness, injury, or death
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