04 Jun Candidates Are People, Not AI Assignments
Dear civil engineering firms that are using AI to conduct candidate interviews:
Please continue.
Sincerely,
Recruiters and companies that still believe humans should talk to humans.
That may sound a little sarcastic.
It is.
But only because this trend deserves a little sarcasm.
In a hiring market where civil engineering firms are fighting hard for experienced talent, some companies are making the candidate experience colder, more awkward, and more impersonal. They are asking experienced professionals to sit in front of a webcam, record answers into a platform, and hope the algorithm likes what it sees.
That is not innovation.
That is a bad first impression with better branding.
Experienced Civil Engineers Are Not Entry-Level Applicants
Let’s be honest.
If you are trying to recruit a Senior Project Manager, Department Manager, Practice Leader, or licensed PE with 15 to 20 years of experience, asking that person to complete an AI-driven video interview is a tough sell.
These are professionals who manage clients, budgets, teams, deadlines, and complex projects.
They are not just checking boxes.
They are evaluating you, too.
A candidate at that level wants to know who they would be working with, what the leadership team is like, how projects are staffed, what the culture actually feels like, and whether the opportunity makes sense for their career and family.
A one-way AI interview does not answer those questions.
It creates more of them.
Candidate Experience Still Matters
Nothing says “we value people” quite like asking a Senior Project Manager with 18 years of experience to record answers into a webcam while an algorithm judges their facial expressions.
It is weird.
It is awkward.
And for a lot of good candidates, it is a turnoff.
Maybe one day this becomes normal.
Maybe someday everyone accepts it and nobody thinks twice.
But right now, especially in the civil engineering world, I am not buying it.
This is still a relationship-driven industry. Reputation matters. Trust matters. Conversations matter. A candidate’s first real interaction with your firm should not feel like they are auditioning for a hostage video with better lighting.
Good Firms Are Still Doing the Simple Things Well
Meanwhile, the firms that are winning talent are often doing something radical.
They are talking to people.
Wild concept, I know.
They are having actual conversations.
They are building relationships.
They are answering candidate questions.
They are giving people a chance to understand the firm, the role, the team, and the opportunity.
They are treating experienced professionals like experienced professionals.
That does not mean the process needs to be slow or sloppy. It does not mean every candidate needs seven rounds of interviews and a commemorative tote bag.
It just means the process should feel human.
Efficiency Should Not Come at the Expense of Respect
I understand why companies look for efficiency.
Hiring takes time.
Screening takes time.
Scheduling takes time.
Interviewing takes time.
And yes, technology can help.
But there is a difference between using technology to support a hiring process and using technology to replace the most important part of it.
When a candidate is considering a career move, especially in a specialized field like civil engineering, that decision is personal.
They may be leaving a firm where they have spent years building relationships.
They may be weighing compensation, commute, flexibility, leadership, ownership potential, project types, team structure, and long-term career growth.
They may have real questions.
They may have real concerns.
A one-way AI interview is not built for that kind of conversation.
The Best Candidates Have Options
This is the part some firms miss.
Strong civil engineering candidates usually have options.
A good Project Manager, Senior Project Manager, or Practice Leader is not sitting around hoping someone gives them a chance to impress an algorithm.
They are busy.
They are valuable.
They are likely being contacted by other firms.
They may not even be actively looking.
So when the first step in your process feels impersonal or clunky, you are making it easier for them to disengage.
And honestly, why wouldn’t they?
If one firm says, “Please record answers into this platform,” and another firm says, “Let’s have a confidential conversation and learn more about what would make sense for you,” which one do you think feels better to the candidate?
Not exactly a Mensa puzzle.
Hiring Is Still a Human Business
Civil engineering is technical, but hiring is human.
You are not just filling a seat.
You are asking someone to consider changing where they spend most of their waking hours.
You are asking them to trust your leadership, your backlog, your culture, your promises, and your future.
That trust does not begin with a bot.
It begins with a conversation.
The firms that understand this will keep winning.
The firms that make people feel respected and heard will continue to stand out.
And the firms that over-automate the front end of the process may save some time, but they may also lose the exact people they were hoping to attract.
A Better Candidate Experience Does Not Have to Be Complicated
You do not need to reinvent the hiring process.
You just need to make it feel like there are real people on the other side.
Start with a live conversation.
Let the candidate ask questions.
Give them context about the role.
Explain why the position is open.
Talk about the projects, the team, the leadership, and the growth path.
Be responsive.
Follow up when you say you will.
Respect their time.
Those basics still matter.
Maybe more than ever.
The Firms That Treat People Like People Will Win
AI may have a place in recruiting and hiring.
I am not pretending technology has no value.
But when it comes to experienced civil engineering talent, firms need to be very careful about where they use it and how it makes people feel.
Because candidate experience is not just a buzzword.
It is part of your reputation.
And in a talent market where everyone is competing for the same Project Managers, Senior Engineers, Department Heads, and future leaders, reputation matters.
The firms that make candidates feel respected, heard, and valued are going to keep winning.
And honestly, they should.
That is all.
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