7 Red Flags to Watch for When Hiring in Construction

Hiring in construction is about far more than just filling a role on your crew. Every new team member has the potential to either strengthen your project’s success—or cause costly setbacks. When you make the wrong hire, you risk safety incidents, missed deadlines, budget overruns, and strained client relationships.

The stakes are high. The 2023 Associated General Contractors of America (AGC) Workforce Survey found that 61% of firms have experienced project delays due to labor shortages and 65% reported delays due to supply chain challenges, with many citing poor hiring decisions as a contributing factor. That’s why being able to spot red flags during the hiring process isn’t just helpful, it’s essential.

Here are some of the most critical warning signs to look out for when hiring in construction, along with practical steps to address them before extending an offer.

1. Lack of Verified Experience

On paper, a candidate’s resume might look flawless—years of experience, impressive projects, and big-name companies. But without verification, you’re taking their word for it.

In construction, where specialized skills can directly impact safety and quality, overstated qualifications can have serious consequences. A worker who claims to be proficient in operating heavy machinery but lacks training could cause accidents, damage expensive equipment, or slow down productivity.

Example: A contractor once hired a “seasoned” crane operator without verifying credentials. Within a week, the operator made a costly error that damaged materials and halted work for three days—resulting in $15,000 in delays and repairs.

Pro Tip: Always conduct reference checks and verify certifications. A pre-employment background screening can confirm not only criminal history but also employment dates, education, and license validity.

2. Poor Safety Record

Safety is non-negotiable on any job site. A candidate’s history with workplace accidents or OSHA violations can be a strong predictor of future behavior.

Hiring someone with a poor safety record not only puts your current crew at risk but can also lead to higher workers’ compensation costs, fines, and reputation damage. According to the Bureau of Labor Statistics, construction accounted for nearly 1 in 5 workplace fatalities in 2022. OSHA further reports that the “Fatal Four” hazards—Falls, Struck-By, Caught-In/Between, and Electrocutions—cause over 60% of construction-related deaths.

Example: A roofing company brought on a worker with multiple prior safety citations without realizing it. Within two months, a preventable fall occurred, resulting in both injury and an expensive insurance claim.

7 Red Flags When Hiring in Construction - Poor Safety Record. Construction worker injured because of an avoidable workplace accident

Pro Tip: Ask safety-related questions during the interview, such as how they’ve handled hazards in past jobs. Make safety training part of onboarding and use background checks to identify prior safety violations.

3. Unwillingness to Provide References

Professional references are one of the easiest ways to validate a candidate’s reliability, skill level, and teamwork. If a candidate hesitates, gives vague contact details, or outright refuses, it can indicate they have something to hide.

While there may be legitimate reasons for withholding certain references (e.g., privacy concerns with a current employer), consistent reluctance is worth noting.

Example: A project manager candidate refused to provide references from their last three employers. Upon further investigation, it was revealed they had been terminated from two of those jobs for repeated tardiness and missed deadlines.

Pro Tip: Request at least two references who directly supervised the candidate. If they won’t provide them, consider it a caution flag.

4. Job-Hopping Without Clear Reason

In construction, short-term contracts and seasonal work are common—but there’s a difference between natural job changes and a pattern of leaving positions abruptly.

High turnover can signal a lack of commitment, difficulty adapting to teams, or performance issues. And on a job site, reliability is everything.

Example: An electrician with a pattern of six-month stints on multiple projects was hired without much questioning. They left mid-project for a “better offer,” forcing the contractor to scramble for a replacement and delaying the build by several weeks.

Pro Tip: Review the candidate’s work history for patterns. If there are frequent short stays, ask for context. Consistent, reasonable explanations (seasonal work, project completion) are fine—but vague answers may be telling.

5. Poor Communication Skills

Construction projects rely heavily on teamwork and coordination. A worker who struggles to understand instructions or clearly explain their work can slow down the entire crew and cause avoidable errors.

Example: A foreman reported that one crew member consistently misunderstood material orders. The result? Multiple delays, wasted supplies, and tense client interactions—all because communication wasn’t clear.

Pro Tip: During the interview, ask candidates to walk you through a complex project they’ve worked on. Pay attention to how well they explain the process and decisions made.

6. Negative Attitude or Disrespectful Behavior

A bad attitude can be more toxic than a lack of skill. Construction work is challenging, and it requires trust and cooperation. Someone who is disrespectful to supervisors, dismissive of safety protocols, or unwilling to collaborate can damage morale and productivity.

Example: A laborer who routinely made sarcastic remarks toward supervisors created tension among the crew. Eventually, the negativity spread, and multiple workers left the job site.

Pro Tip: Trust your instincts. If a candidate shows signs of arrogance, aggression, or lack of respect during the hiring process, it will likely be worse on the job site.

7. Inconsistent or Incomplete Background Information

Gaps in employment history, mismatched job titles, or inconsistent application details can signal dishonesty—or at least a lack of attention to detail.

Example: A candidate listed employment with a major contractor for three years. A verification check revealed they had only worked there for six months and had been terminated for absenteeism.

Pro Tip: Use a professional background screening service to confirm work history and identify discrepancies before they cause problems.

7 Red flags with hiring in construction - inconsistent or incomplete background information 4 blocks, three with check marks, the one missing a section with a question mark

How to Protect Your Business When Hiring in Construction

Spotting red flags is only half the battle—having a strong hiring process in place is what keeps problems from slipping through the cracks.

Use Background Screening: Verify identity, work history, and certifications. Check for criminal records that could pose safety or trust risks.
Require Skills Assessments: If possible, have candidates perform a short skills test relevant to the role.
Check Safety Training: Confirm that all hires have completed the required safety programs.
Document Your Process: Maintain consistent hiring steps to reduce bias and ensure fair evaluation.

Hiring in construction isn’t just about filling open positions—it’s about building a strong, safe, and reliable team. The wrong hire can slow projects, increase costs, and harm your company’s reputation.

By learning to spot these red flags early—and taking steps to verify candidates’ qualifications—you can protect your business, your crew, and your bottom line.

Need Help Making Safer Construction Hires?

At Background Check Central, we specialize in pre-employment screening for small to mid-sized construction companies. Our services help you verify experience, confirm certifications, and uncover potential risks before you extend an offer.