Module 6 of 10
The First Round Interview
Most trade interviews are too unstructured. They turn into a conversation about the job instead of a real evaluation of the candidate. Here are 5 questions that actually predict on-the-job performance, plus a simple scoring rubric.
Before the interview: set the format
Keep first-round interviews to 30-45 minutes. In-person is better for field roles because you can observe how someone carries themselves. Phone is fine for an initial structured pass if in-person is hard to schedule.
Use the same 5 questions with every candidate. Scoring is meaningless if you ask different questions to different people.
The 5 questions
1
Walk me through the last job you left. Why did you leave?
What you are looking for: You are looking for: honesty, pattern of leaving (frequent job-hopping is a signal), whether they take responsibility or blame everyone else.
Red flags: Left every job after less than 6 months, consistently blames managers, vague or evasive answers.
2
Tell me about a time a job did not go the way you planned. What happened and what did you do?
What you are looking for: You are looking for: problem-solving ability, ownership, how they handle adversity in the field.
Red flags: Cannot think of an example, blames tools or customers, describes giving up or escalating immediately without trying anything.
3
Describe your typical workday at your last position from start to finish.
What you are looking for: You are looking for: specific, detailed knowledge of the work. This is where you catch people who exaggerated their resume.
Red flags: Vague descriptions, cannot name specific tools or processes, describing responsibilities that do not match the job they listed.
4
What is the most technically challenging thing you have handled on the job, and how did you figure it out?
What you are looking for: You are looking for: technical depth, curiosity, whether they can learn on their feet.
Red flags: Cannot identify anything challenging, describes calling someone else every time something was outside their comfort zone.
5
If you got this job and everything went well in the first 90 days, what would that look like from your perspective?
What you are looking for: You are looking for: whether they have realistic expectations, what they value, whether they are thinking about the role or just the paycheck.
Red flags: No clear answer, only mentions pay or hours, describes expectations that do not match the reality of the role.
The scoring rubric
Interview scorecard (print or copy)
Candidate: ________________ Date: ____________ Role: ________________ Rate each answer 1-3: 1 = Weak 2 = Acceptable 3 = Strong Q1 - Reason for leaving: [ 1 ] [ 2 ] [ 3 ] Q2 - Handling adversity: [ 1 ] [ 2 ] [ 3 ] Q3 - Day-to-day knowledge: [ 1 ] [ 2 ] [ 3 ] Q4 - Technical challenge: [ 1 ] [ 2 ] [ 3 ] Q5 - 90-day expectations: [ 1 ] [ 2 ] [ 3 ] Total: _____ / 15 12-15: Strong hire. Move quickly. 8-11: Possible hire. Note gaps and decide if trainable. Under 8: Pass. Thank them and move on. Notes: _________________________________________________
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QH automates this: QH tracks interview scores across all your candidates and roles. Over time, you see which score cutoffs actually predict which hires stay past 90 days. The system gets smarter the more you use it.
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