Project values and recognised developments can make a construction CV stand out. They provide useful context, but they do not explain exactly what the candidate was responsible for.
When hiring a construction project manager, the key question is whether their experience prepares them for your project’s requirements.
Establish what they personally owned
Ask the candidate to describe their role within the project team.
Did they lead the full delivery programme, manage a package or coordinate a particular phase? Who reported to them, and which decisions required approval?
Explore their involvement from mobilisation through delivery and handover, where relevant. This helps separate exposure to a large project from direct responsibility for its outcomes.
Compare complexity as well as scale
A smaller project can involve demanding technical interfaces, tight access restrictions or a challenging handover schedule.
Ask about the environment in which the candidate worked. Relevant factors might include:
New-build, refurbishment or fit-out delivery.
Work within occupied or operational premises.
Coordination between civil, architectural and building-services packages.
Multiple subcontractors and specialist suppliers.
Client changes and approval dependencies.
The aim is to understand how closely their experience matches the problems your project manager will need to solve.
Test planning and recovery skills
Ask for an example of a programme that moved off track.
What first alerted the candidate? How did they identify the cause? What options did they consider, and how did they communicate the revised plan?
Look for a clear explanation of dependencies, practical decisions and follow-through. A statement that the project “finished successfully” leaves important questions unanswered.
Explore commercial judgement
Project managers need to understand the commercial consequences of delivery decisions within their remit.
Discuss how the candidate handled scope changes, resource decisions or subcontractor performance. Clarify how they worked with quantity surveyors, commercial managers and other relevant colleagues.
Avoid assuming they held commercial authority simply because they attended the meetings.
Include quality, safety and handover
Delivery assessment should cover more than programme dates.
Ask how the candidate worked with responsible specialists to manage quality issues, safety concerns and outstanding items. Explore how they prepared documentation and coordinated the transition to the client or operating team.
Use a realistic scenario
A short fictional project challenge can help you assess prioritisation and communication. Ask what information the candidate would need before making a decision.
The right appointment comes from understanding how a person delivers, alongside the scale of the projects on their CV.
Speak with AW Connect about engineering and construction recruitment.