---
title: "Interview in selection of personnel"
subject: "Construction Management"
chapter: 10
key: "semester_8/construction_management:interview-selection-personnel"
source: https://www.bctengineer.com/q/semester_8/construction_management/interview-selection-personnel
site: BCT Engineering
---

# Interview in selection of personnel

Construction Management · Chapter 10: Personnel Management

- Asked in: 2066 Magh (old course), 8 marks; 2064 Poush (old course) (asked 2 times)
- Video: [How to Hire Only the Best People - 7 Questions to ask candidates](https://www.youtube.com/watch?v=Z7yoipfhM_k) — Don Georgevich
- Answer checked by Claude Opus 5.5 (high effort) on 2026-10-14
- Page: https://www.bctengineer.com/q/semester_8/construction_management/interview-selection-personnel
- Whole chapter: https://www.bctengineer.com/md/semester_8/construction_management/chapter-10

## Question

In the selection of personnel for a project, what would you consider in the interview (what abilities of a candidate are viewed during an interview)? Explain.

## Short answer

An interview assesses technical knowledge, relevant experience, communication, problem-solving, leadership, attitude, personality, teamwork, integrity, and physical fitness. The panel rates each ability using a standard sheet for objective selection.

## Answer

An **interview** is a face-to-face talk with a candidate, by which the panel tests the things that written applications and tests cannot show. For selecting project personnel (engineers, supervisors, foremen) the panel looks at the following abilities.

1. **Technical knowledge and skill:** command of the subject, codes, drawings, estimating, equipment, and ability to answer practical site problems.
2. **Experience:** relevant past projects, responsibility held and results achieved.
3. **Communication ability:** clarity, listening, language and confidence in expressing ideas.
4. **Problem-solving and decision-making ability:** how the candidate reacts to a given situation, such as a delay, a quality fault or a labour dispute.
5. **Leadership and supervisory ability:** capacity to direct workers and manage a team.
6. **Attitude and motivation:** interest in the job, willingness to work at the site, honesty and commitment.
7. **Personality and behaviour:** courtesy, maturity, emotional stability, appearance, and ability to work under pressure.
8. **Teamwork and interpersonal skill:** cooperation with others and with different groups.
9. **Integrity and discipline:** punctuality, ethics and record of conduct.
10. **Physical fitness and willingness to travel or live on site.**
11. **Initiative, learning and potential for growth.**
12. **Expectations:** salary and career goals compatible with the project.

The panel gives marks to each point on a rating sheet so that the selection is objective and fair.

## Check yourself

The answer's key points as multiple-choice questions, with the correct option and why.

1. What does an interview test that written applications and tests cannot show?
   A. Face-to-face abilities such as communication, attitude and personality
   B. The candidate's birth place
   C. Only the candidate's marks
   D. Only technical formulae
   Answer: A. An interview reveals things like communication, attitude and behaviour beyond paper tests. (Key point: Purpose of interview)

2. Why does the panel give a situation such as a delay, quality fault or labour dispute?
   A. To test handwriting
   B. To reduce the salary
   C. To check physical height
   D. To test problem-solving and decision-making ability
   Answer: D. Reaction to a given situation shows problem-solving and decision-making ability. (Key point: Problem solving)

3. How is the selection made objective and fair?
   A. By random draw
   B. The chairman decides alone
   C. By giving marks to each point on a rating sheet
   D. By choosing the oldest candidate
   Answer: C. The panel rates each point on a rating sheet. (Key point: Objectivity)

4. Which of these is also checked for a project post?
   A. Political party
   B. Favourite food
   C. Number of relatives
   D. Willingness to work at site and travel, and compatible salary expectation
   Answer: D. Physical fitness, willingness to live on site and compatible expectations are viewed. (Key point: Site suitability)

## Related in Construction Management

- [Personnel management and selection steps](https://www.bctengineer.com/question.md?key=semester_8%2Fconstruction_management%3Apersonnel-management-selection-steps) — Construction Management, chapter 10, asked 3×
- [Material handling and factors to consider](https://www.bctengineer.com/question.md?key=semester_8%2Fconstruction_management%3Amaterial-handling-factors) — Construction Management, chapter 6

## Related in other subjects

- [Project selection with high sediment rivers](https://www.bctengineer.com/question.md?key=semester_8%2Fpower_plant_design%3Aproject-selection-sediments) — Power Plant Design, chapter 3
- [Rental car system candidate objects](https://www.bctengineer.com/question.md?key=semester_6%2Fobject_oriented_analysis_and_design%3Arental-car-system-candidate-objects) — Object Oriented Analysis and Design, chapter 2
- [Project selection methods](https://www.bctengineer.com/question.md?key=semester_7%2Fict_project_management%3Aproject-selection-methods) — ICT Project Management, chapter 7
- [Edit text: interview body language](https://www.bctengineer.com/question.md?key=semester_5%2Fcommunication_english%3Aedit-text-interview-body-language) — Communication English, chapter 3