Spring hiring season means lots of resumes, but if you only ask about skills (can you run a zero-turn, install pavers, lead a crew) you’re only getting half the story. Scott explains why behavioral questions matter — they show how someone actually acts under pressure, takes ownership, and gets along with a crew.

You’ll get practical examples to use: ask about showing up in bad weather, a mistake they made and what they learned, why they left past jobs, or how they handled a difficult teammate. Listen for ownership, teamwork, and clear communication — and learn the red flags that mean someone might not fit your crew even if they’ve got the skills.

Grab the AI prompt Kati mentioned in the show notes to generate role-specific behavioral interview questions, try them in your next hiring round, and subscribe for more real-world hiring and crew-management tips for landscapers.

Create a simple, practical behavior-based interview guide for the following role:

ROLE: [Insert role — Crew Member / Foreman / Installation Tech / etc.]

Company context:

- Type of work: [maintenance / installs / hardscape / mix]

- Crew size: [2-3 / 4-6 / etc.]

- Most important trait: [reliability / leadership / speed / quality / etc.]

Requirements:

- Limit to 6–8 behavior-based questions.

- Questions must start with “Tell me about a time…” or similar.

- Include what I should listen for in their answers.

- Keep it simple enough for a business owner to use without training.

- Include 3 red flags and 3 green flags specific to this role.

- Keep total length under 500 words.

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