{"type":"video","version":"1.0","html":"<iframe src=\"https://www.loom.com/embed/ea1b41bc5aaf4c388e6d75800baa3912\" frameborder=\"0\" width=\"3840\" height=\"2880\" webkitallowfullscreen mozallowfullscreen allowfullscreen></iframe>","height":2880,"width":3840,"provider_name":"Loom","provider_url":"https://www.loom.com","thumbnail_height":2880,"thumbnail_width":3840,"thumbnail_url":"https://cdn.loom.com/sessions/thumbnails/ea1b41bc5aaf4c388e6d75800baa3912-a329fd799f70a3cd.gif","duration":747.041,"title":"Disciplined Interviewing","description":"Too many construction leaders hire on gut, years, and pedigree. Those proxies feel smart yet hide risk: interviews happen in controlled settings, years can equal entrenched mediocrity, and “good” companies work in wildly different ways. The result is ambiguity that you only discover after onboarding, then the candidate gets blamed when the real issue was low-resolution interviewing.\n\nThis video shows how to run interviews like project management: interview to the job description and core values, assign interviewer lanes, prep deeply, ask “walk me through” questions, capture independent feedback, and debrief against a two-punch list for role and values. Convert gut to evidence, analyze the data, and hold decision makers accountable to reduce four risks at once: environment, candidate, interviewing, and onboarding-retention. Do this to cut costly mishires, increase clarity and commitment, and turn interviewing into a compounding advantage for your team."}