Posted: September 17, 2025In the construction and engineering hiring market in Ireland, one question is becoming more common: do you screen candidates by phone (or video) first, or do you invite them straight to a face-to-face interview? The answer depends on many factors: the role, the seniority, cost of time, and how quickly you need someone. Below we explore what many firms are doing, what works well, and what you, as a hiring manager, should consider.
What we know so far
Some observations, drawn from both industry articles in Ireland and from our own experience working with clients, show patterns and perspectives:
- Pre-screening phone calls are increasing. Many applicants note that before being invited for a formal interview, they are asked to have a phone chat to check basic fit, availability, and to clarify and confirm CV details.
- For site roles or senior positions, firms still rely heavily on in-person interviews, or even on-site practical assessments.
- The changes wrought by COVID-19 have accelerated adoption of remote or video interviewing formats, particularly for early or HR-led stages.
Why Many Firms Do Phone or Video Screens First
Here are some of the advantages, especially for construction/engineering roles:
- Time & Cost Efficiency
Face-to-face interviews involve travel, coordination, site access, etc. If a candidate is unsuitable, it’s better to find that out early rather than waste multiple people’s time. - Filtering on Key Criteria Early
You can use a phone screen to ensure basic things are met: relevant experience, certs (CSCS, Safe Pass, etc.), ability to commute, availability, etc. - Reducing No-shows & Wasted Interviews
Candidates who are unclear on what the role entails or who have unrealistic expectations may self-select out or be screened out earlier. - Candidate Experience
For many candidates, a phone or video screening is less intimidating, and quicker feedback is possible. It helps set expectations.
When Going Straight to Face-to-Face Makes Sense
But there are situations when firms opt to skip a phone screen, or minimise remote stages:
- Senior or Strategic Roles: If it’s a manager, director, or specialist role where you want to see presentation, interpersonal skills or judge fit with leadership, it helps to meet in person early.
- Site-Based / Hands-On Positions: For roles where you want to assess physical presence, how someone handles being on a site, a face-to-face or on-site meeting (or practical trial) may be more informative.
- Urgency: If a project must start immediately and you need someone in post fast, you might decide to bring people in directly, to speed up the process.
- Small Firms Where Personal Fit is Crucial: In many small contractors, engineers or site foremen know everyone; personality, trust and personal rapport often count for a lot. Seeing the person in person gives better signals.
What Irish Construction Firms Really Tend To Do
From talking to recruiters and industry sources in Ireland:
- They often start with a phone call. It has fast become a standard step, especially for roles that are numerous (e.g. labourers, trades), or for candidates who may be remote or applying via agencies.
- For more senior or site management positions, there is still an expectation of face-to-face fairly early in the process.
- Video interviews are used, especially for HR or first-contact stages, but less so for site-based practical assessment or final decision-makers.
- On-site practical assessments (or at least visits) remain important for many roles. For example, being able to see a candidate work, or demonstrate competence, or do a trial, will often be part of the hiring decision.
What You Should Do as a Hiring Manager
To strike the right balance, consider the following guidelines:
| Factor | What to Consider | Suggested Approach |
|---|---|---|
| Role seniority / responsibility | Higher responsibility → need more face-to-face sooner, to assess judgement, leadership, communication. | Use phone/video screens to check basics; then move to face-to-face quickly. |
| Number of candidates / hiring volume | Many applicants → you need a filtering stage; few applicants → might warrant skipping phone call. | If volume high, phone screen first; if low, direct invite. |
| Availability & geography | Candidate travel time, site location, remote possibilities. | Offer video/phone to reduce travel costs/time; but ensure you have face-to-face where it matters. |
| Resources | Your time, site manager’s time, temp staff, etc. | Phone/video screens are less resource-intensive. |
| Speed of hire vs. Quality of hire | Rushing can cost more in mis-hire risk; taking too long may lose good candidates. | Use a hybrid: phone screen quickly, then face-to-face with shortlisted ones. |
| Candidate experience | Delays or unnecessary steps may frustrate candidates; clarity helps. | Be clear in job adverts what the interview stages are; respect people’s time. |
Recommendations: A Practical Process Template
Here’s a process many Irish firms might adopt to balance efficiency and quality:
- Advert & Application
Clearly define essential requirements (qualifications, certificates, experience, etc.). - Phone / Video Screening (10-20 mins)
Check basics: availability, commute, key certs, safety compliance, wage expectations. - Shortlist
Based on screening + CV / references. - Face-to-Face Interview + Practical / On-Site Assessment
For shortlisted candidates; for site roles possibly include a short tour, assessment of physical aptitude or situational tasks. - Final Selection
Possibly a second face-to-face or meeting with senior management or site leadership. - Offer & Feedback
Even for those not selected, giving feedback helps company reputation and candidate experience.
Pitfalls to Watch Out For
- Over-reliance on the phone screen: It’s possible to discard good candidates who aren’t great on phone calls but are strong in person.
- Delaying face-to-face too much: Once you are past initial screening, delays can lose momentum; candidates may accept elsewhere.
- Inconsistency: If some candidates get phone screening, others go straight to face-to-face, you might appear unfair or disorganised.
- Poor structuring of interviews: Without standard criteria, phone or in-person, it’s hard to compare candidates fairly.
- Unclear communication: If candidates don’t know how many stages, or what format, they may drop out.
What Irish Firms Should Do: Best Practice Suggestions
To get the best of both worlds, here are suggestions for firms operating in Ireland:
- Always include a preliminary screening stage, but keep it light: phone or video just to confirm essentials.
- Be transparent in job adverts: say whether there will be phone/video screening, how many interviews, whether there will be site assessment.
- Train interviewers in consistent evaluation criteria, both for remote and in-person stages.
- Monitor candidate feedback: is your process turning good applicants away? Is drop-off high? Adjust accordingly.
- Use video interviews where face-to-face isn’t practical, but try to supplement with in-person later for those who progress.
Conclusion
In sum: phone or video screening first has become the norm for many roles in Irish construction and engineering. It helps save time, filter early, and reduce waste. But for many roles — especially senior, specialised, or site-based work — face-to-face interviews (and on-site assessments) remain essential.
As a hiring manager, the smart approach is to combine both: use phone/video to weed out clear mismatches, then face-to-face when you need to sense cultural fit, leadership, or hands-on capability.