Rockstar Millwrights https://rockstarmillwrights.com Hiring Millwrights and Industrial Mechanics Made Easy Sun, 24 Mar 2019 11:02:04 +0000 en-US hourly 1 https://wordpress.org/?v=5.2.2 https://secureservercdn.net/166.62.108.43/cpt.727.myftpupload.com/wp-content/uploads/2019/03/ROCKSTAR-002-150x150.jpg Rockstar Millwrights https://rockstarmillwrights.com 32 32 6 Questions To Ask When Being Interviewed For A Millwright/Industrial Mechanic Job https://rockstarmillwrights.com/6-questions-to-ask-when-being-interviewed-for-a-millwright-industrial-mechanic-job/ https://rockstarmillwrights.com/6-questions-to-ask-when-being-interviewed-for-a-millwright-industrial-mechanic-job/#respond Sun, 24 Mar 2019 11:02:03 +0000 https://rockstarmillwrights.com/?p=516 Ask these questions in your next interview to make sure the job is the right fit for you.

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If you are being interviewed for a Millwright Job in the near future, don’t go in empty handed. Everyone knows that you are going to be hit with a barrage of questions but many forget to prepare questions of their own to ask.

Asking questions in an interview shows that you are serious, that you may have other options and will also help to make sure that the company is the right ‘fit’ for you. Taking on a new job is more than just getting the right pay and shift, you spend way too much time at work, you need to make sure it is a good fit for you personally as well.

Below are 6 questions that you should be asking in an interview:

1. Why are you hiring?

This is the most important question you need to ask in any interview. Why they have an opening gives a good picture as to where the company is at right now. The best answers are because of growth or they promoted someone. 

Man made out of matches on fire
Is this job replacing someone that just got fired? Does this company teminate people often? These are things you need to know when considering a new job.

On the other side, the worst answers are because they fired someone, someone quit or someone was injured. If it is any of those 3 ask a follow up Why question. Maybe it was justified but you want to make sure you are not joining a company that has a lot of overtime.

2. Overtime, what is the OT Availability and is it mandatory? 

If you are counting on overtime to pay your bills you need to make sure they have it. Ask “on average how many hours are your Millwrights working each week?”

Alternatively if your schedule does not allow for Overtime, i.e. you have kids you have to pick up from school, make sure that OT is not a requirement or if it is that they can work around your schedule.

3. What Type of Training Do You Provide?

You want a company that is going to start you off with training on their specific machines and is also committed to providing ongoing training. If you are not receiving update training your skills will not advance. Machines are always advancing and you need to stay on top of that.

4. What is the career growth potential?

You want to know if they typically promote from within. If there is no potential growth i.e. to a Supervisor or Manager, that is fine but you should know that. If you have no interest in being promoted, which is also fine, then don’t bother asking this.

5. What Is The Safety Record?

Millwrights are working with machines that are way too powerful for safety to not be a big concern and you want to make sure your employer is just as concerned about it. You also want to find out what they are doing for safety i.e. awareness training. Taking a job that pays more is great but not if you are going to get hurt on the job.

6. Why do you like working here?

You want to get an honest opinion about what it is like to work there. If you just ask why do people like working here you will get the company line, if you ask what do YOU like about working here you will get an honest opinion.


Hopefully thse questions help you make a better choice. If you have an interview coming up I also recommend checking out ‘The Best Interview Tips For Millwrights’and if you are looking for work and not getting enough interviews contact us at Rockstar Millwrights and we will work for you (for free) to get interviews scheduled for your dream job.

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How To Recruit Millwrights – 5 Sources To Find Rockstars https://rockstarmillwrights.com/how-to-recruit-millwrights-5-sources-to-find-rockstars/ https://rockstarmillwrights.com/how-to-recruit-millwrights-5-sources-to-find-rockstars/#respond Sun, 24 Mar 2019 10:58:14 +0000 https://rockstarmillwrights.com/?p=514 Hiring Millwrights is hard and the toughest part is finding the Millwrights to hire. In this post we will discuss 5 different sources you can use that will make recruiting millwrights a little easier. The fastest, easiest and most effective way to Hire Millwrights is to enlist Rockstar Millwrights – The Best Millwright Recruiter in North …

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Hiring Millwrights is hard and the toughest part is finding the Millwrights to hire. In this post we will discuss 5 different sources you can use that will make recruiting millwrights a little easier.

The fastest, easiest and most effective way to Hire Millwrights is to enlist Rockstar Millwrights – The Best Millwright Recruiter in North America.

1. Job Boards

The easiest and first step should be posting a job ad on a job board. There are a ton of boards out there many of which are free to post on.

Free Job Boards

Indeed – If you only use one job board use Indeed. It is the largest board, is on Google first page for almost any job search, has the most users and is free for a regular post. You can sponsor your post which will generate more exposure but that can get expensive. If you do sponsor your ad make sure you put a max that you can afford. It will be maxed out way quicker than you think.

Google Careers  – Google’s career page is newer, only about a year old and most are not yet conditioned to use it but that could change quickly. Before too long it is likely to be the go to job board.

Local Job Boards – Do a quick google search to see what boards are available to you. There are a ton of governments that sponsor free job boards for example in Canada you can post on Job Bank (https://www.jobbank.gc.ca/.) A lot of States have their own job boards as well, if the job is in that State they will post your job for free. These can be valuable because they often get picked up by additional job boards. Also if anyone is using a government sponsored job placement service the first source they use is the Government job board.

Paid Job Boards

There are also a lot of paid job boards out there which you pay per posting. The prices vary and can be up to $500 per post for some of the boards. I do not recommend going this route. For a long time they brought back great results but that was when there were no free boards. The free boards get way more jobs posted on them and job seekers tend to hang out where there are the most jobs so the paid boards do not get near as much traffic as they used to.

While Job Boards might be the easiest way to find applicants the people that are on Job Boards are not usually the best candidates to choose from. People on job boards are looking for work and usually for a reason i.e. they just got fired. You ideally want to try and find Millwrights that are employed but open to a new opportunity if it was better, for these candidates you need to go beyond the job board.


2. Referrals

Every Millwright knows other Millwrights. The longer they have been working in the trade the more they know. They have connections from trade school and places they previously worked. If you can get them to do your recruiting for you it will save a ton of money and should net you good hires. Typically people will only refer people that are good, no one wants to work with people that are going to bring them down. 

Offer an incentive to your staff for referring Millwrights, Many companies will offer cash i.e. $500/referral. This is somewhat helpful but as soon as you attach money to something it sounds like work so you may have better success if you offer something that is valuable but isn’t cash. For example offer extra vacation time for every successful referral or some new tools or even a case of beer. Something that your techs will value.


3. Networking

This is the least favorite for most but can be helpful. 2 ways to network, online and in person.

Online networking – get your Linked In, Facebook, Twitter, Instagram, Pintrest etc. accounts working for you. Always be trying to build your following, engage with the people that follow you and when you need techs reach out to that network. Don’t just reach out saying “Who Wants a Job” Instead come at it a bit sideways try to be less direct. Something like “We have a new opening for a Millwright on our day shift, we offer leading pay rates, good benefits and have recently updated our shop, if you know anyone that could be a fit please refer them to us.” If you specifically ask who is interested no one will think about others. If you ask them for referrals if they are interested they will refer themselves, if they are not a tech they might bring it up to their nephew who is a mechanic.

In Person Networking – This one is tough but if you are attending trade shows, conferences etc. make the most of that time. Don’t just go to look at what is new make sure to make acquaintances with people, swap information, stay in touch. You never know how these connections can help in the future, they could help you find mechanics or even build your business. It takes work and involves going out of your comfort zone but networking can work.


4. Trade Schools

Contact your local trade school, most have programs where they help their graduates find jobs. They will advertise your opening for you and can send you recent graduates. This of course will not help you get experienced mechanics but you can start them at a lower pay rate, provide training along the way and have them work alongside your experienced techs eventually they will gain that experience. If you are hiring a couple of jr. techs every year you will eventually have a shop of technicians at all skill levels. You don’t need everyone in your shop to be stars, you just can’t have anyone who is bad.


5. Use a Recruiting Firm

When you have exhausted your other options try using an Employment Agency (Head Hunter.) I am obviously biased here – Use Rockstar Millwrights – but using a firm that specializes in Millwrights is what you want. We spend all day every day doing everything listed above constantly building our network of candidates. We also have a bigger reach than most companies can get, we represent many companies and can give candidates options.

 A recruiting firm can be expensive but also very effective. Most companies feel that the expense is worth it, a recruiting fee usually pays for itself very quickly. Just think of how much overtime you have to pay out if you are understaffed or the lost production if a machine goes down and you don’t have a Millwright on staff to fix it.


I hope these tips help, recruiting Millwrights is not easy which is why so many companies now are leaving it in the hands of a recruiter. Do what you do best and outsource the rest. Let one of our Rockstar Recruiters handle the hiring of Millwrights for you. Give us a call at 1 (833) 762-5787.

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Best Interview Tips For Millwrights https://rockstarmillwrights.com/best-interview-tips-for-millwrights/ https://rockstarmillwrights.com/best-interview-tips-for-millwrights/#respond Sun, 24 Mar 2019 10:55:35 +0000 https://rockstarmillwrights.com/?p=512 Interview Tips to Ace your Next Interview. Geared specifically for Millwright and Industrial Mechanic Jobs.

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Don’t leave anything up to chance, you have that Dream Millwright Job in your sights, prepare for the interview to give yourself the best chance. Read through the below guide for some quick and easy tricks to help you nail the interview.

To Ace an interview you need to be Prepared, Confident and also follow the unwritten (not any more) interview rules.


1. Prepare For The Interview

Woman researching a company on the computer prior to an interview
A little bit of Research Goes a Long Way, Check out a Company’s Website and Facebook Page Prior to going in for an interview.
  1. Research The Company
  • Check out their Website
  • Visit their social media pages
  • Find out everything you can about the company, when you do your homework it shows that you are serious about the opportunity, especially if you can comment or ask a question about something you found out. i.e. I noticed you are a 2nd generation Family Business, how have things changed as the new generation has taken over?

2. Know What They Are Going To Ask

Have a Good Idea What Questions you are going to be asked and have prepared answers, you can expect to speak about where you previously worked, why you left previous employers, why you are looking for work etc.

3. Bring A List Of Questions

You are interviewing them as much as they are interviewing you, bring with you questions you want to know about. Not just questions to fill time but things you genuinely want to know.

4. Bring Relevant Certification

Bring with you copies of certification that may be relevant, I.e. Journeyman Millwright Certification or Training Courses that you have taken that are relevant. If you know they have a lot of hydraulic machines and you have recently completed a Hydraulics training course make sure you bring that with you. Only bring what is relevant, I once had a guy bring me a binder filled with everything including the results of his first driving test when he was 16, every 1 day training course he had taken for the last 15 years and anything else that you can imagine. While the volume looked impressive all the stuff that didn’t matter was just noise, you want them focused on the certification that actually matters.


2. Confidence

Millwright getting ready for an interview
Confidence is key, You’ve got this. You are the Millwright they want to hire!

Confidence is a tricky one to fake, especially if you are more of a reserved person but in an interview you need to sell yourself. You don’t want to be arrogant but you want to be proud of your accomplishments and not afraid to share them.

If you are shy, do a little extra prep ahead of time listing out projects you have completed that you are proud of, repairs you are confident in, training you have received and times when you were able to go above and beyond.

When it comes to confidence just remember, they want to hire you. No employer would want to waste their time interviewing candidates that they are not interested in hiring. Simply based on the fact that they asked you to interview it means they saw something on your resume that says to them that you are a good fit. The job is yours for the taking.


3. Unwritten (until now) Interview Rules

Following these interview rules can make or break an interview. I have heard from way to many employers that say we wanted to hire him but he did _____ during the interview and now we can’t or we thought he was interested but we never heard back so he must not be and if he is not interested neither are we. Follow the below rules and you will be fine.

  1. Dress Code – Wear dress pants,a button up shirt and dress shoes. If you have piercings remove them for the interview as many employers will consider piercings a safety issue. Dressing nicely shows that you are taking the interview seriously and you really want the job. If you are coming straight from work and don’t have time to dress nice make sure you let them know ahead of time, it is ok to show up in work attire so long as they are expecting it.
  2. Arrive Early but not too Early – For most employers if you are going to show up late you may as well not show up at all. If you show up late for the interview that is a strong indication you will be late for work. You want to get to your interview early but not too early. If you arrive an hour early that can be disruptive for a Hiring Manager who has their day planned. Give yourself plenty of time for traffic and if you are too early just grab a coffee or kill sometime. Ideally walk into the building 15 minutes before your scheduled interview time
  3. Don’t trash talk your previous employers, you do not want to come off as a complainer
  4. Thank them for taking the time to meet with you
  5. Follow up the interview with an e-mail thanking them for meeting you, letting them know you are very interested in the role, recapping why you are a good fit and providing references. 
  6. Make sure they know you are interested in the job before you leave, you can be upfront about this no need to play games. Tell them that you were impressed and think this would be a great opportunity for you.

I hope these tips help, if you have any questions do not hesitate to call 1(833) 762-5787. Also if you are looking for work and not getting enough interviews or haven’t met with the right company yet please contact Rockstar Millwrights and we will do all we can to get you an interview for your dream job.

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How To Hire Millwrights https://rockstarmillwrights.com/how-to-hire-millwrights/ https://rockstarmillwrights.com/how-to-hire-millwrights/#respond Sun, 24 Mar 2019 10:51:02 +0000 https://rockstarmillwrights.com/?p=509 A 7 Step Process for Hiring and Retaining Millwrights

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Hiring a Millwrights can seem like a daunting task, do you use a Head Hunter or Employment Agency? What job boards do you post on? What to ask during an interview? How much should you offer? Below is an easy to follow 7 step guide to hiring mechanics. 

If you are as busy as most the quickest and most effective method is to employ a Millwright Recruiter, the following steps are we do at Rockstar Millwrights to be effective.

The Steps

  1. Define the Role
  2. Find Milllwrights
  3. Interview the Best
  4. Select the Best of The Best
  5. The Offer Stage
  6. Constant Contact
  7. On Boarding

1. Define The Role

It is very hard to find something if you don’t know what you are looking for, too many companies skip this step and it costs them a bunch of time and often ends up resulting in a bad hire. Millwright is a super broad term, here is Google’s definition of Millwright:

Definition of the word millwright

Obviously it is a bit out of date but is also evidence of why this step is so important. When defining the role consider the following

  • Type of Millwright – What type of machines will they be working on i.e. PLC, Pneumatic, Hydraulics, Conveyors etc. The more specific you can get the better.
  • Shifts Available – Never start recruiting until you have the shift nailed down, you could spend weeks interviewing the perfect mechanic only to find out they are not available for your shift.
  • Specialties You Need – What skill set do you need, do you already have 10 Millwrights who specialize on Millwrights but you have no one who is good with Pnuematic?
  • What Do You Not Need – This is equally important, if you already have more motor specialists than motor work then don’t pay high wages to a tech that can rebuild motors.

2. Finding Millwrights

Finding the Mechanic to Hire is the Toughest Part of the Process, Rockstar Mechanics Can Help, give us a call at 1-833-762-5787.
Finding the Mechanic to Hire is the Toughest Part of the Process, Rockstar Mechanics Can Help, give us a call at 1-833-762-5787.

Finding Millwrights is the toughest part of the process, for an in depth guide on How to Find Mechanics see our post on ‘How To Recruit Millwrights, 5 Sources to Find Rockstars” To give you a quick overview, there are 5 main sources you can use to Find Mechanics To Hire:

  1. Posting On Job Boards
  2. Referrals
  3. Networking
  4. Trade Schools
  5. Use a Recruiting Firm

More details on how each of these can be used is found in the article mentioned above. This is the hard part and where you may need to use a professional but it can be done.


3. Interview The Best

When you complete your search to Find Millwrights, sit down with all of the resumes you have and schedule interviews. You will ideally get all of the interviews scheduled over the course of a couple of days so that you can easily compare each candidate. A lot of the applications you receive are going to be garbage, delete them, those that look like they have the best experience, invite them in for interviews. Things to keep in mind when choosing who to interview:

  • How pretty a resume is doesn’t matter, you need a Millwright who is good with a wrench, their Microsoft Word formatting skills don’t matter
  • Experience and Training are the most important things to look for on a resume
  • Look out for gaps in employment and candidates that switch jobs too often

Tips for a successful interview:

  • If you do not have a technical background make sure you have someone with you in the interview that does. They will be able to ask more in depth technical questions and should be able to tell you if the person knows what they are talking about
  • Use the same set of questions for every interview so that you are grading each candidate on the same answers
  • For a good set of Questions to ask a Millwright see our article ’25 Interview Questions To Ask a Millwright’
  • Save the answer sheet to compare against the next round of interviews, if your hire this time worked out well you will want to be able to go back and see what their answers were
  • Sell the Job – Millwrights are in High Demand, make sure you give them reasons to choose your company over somewhere else. Be honest with this, tell them why you like working there.
  • Give them a tour of the shop so they can start visualizing themselves in the job
  • Ask them to send you references via e-mail

4. Select the Best of the Best

While finding the millwrights may be the toughest part, this is the most important part, make sure you select the right candidate. When comparing the candidates you met with make sure you refer back to Step 1 – Define the Job and ask ‘Does this Millwright Fit What we Need.’ 

Wants and needs are different things, don’t hire the technician that you want, hire the technician that you need. One problem I see way too often is companies hire the candidate they like the best. The ‘like’ factor is a real thing but it shouldn’t be. Just because you have the same interests as a candidate and really hit it off does not mean they will be a good employee, that just means they might be a good friend and I have a bunch of friends who I love but would never hire. Evaluate them as a potential employee not as a person you want to spend more time with.

Another issue that comes up a lot is the speed of the selection process, while this is an important step it is also one that needs to be done quickly. Good millwrights do not stay on the market for long, you have to move quick before your competitor does. 

“I only interviewed one millwright, I need more to compare them to” is something that I hear all the time and it can be a killer. With the mass shortage of technicians it is likely that you might only get 1 or 2 to interview. In this case compare them to the others you already have on the team, do they compare favorably or similarly to them? 

One trick that works well is have your own internal millwrights answer your interview questions, how do their answers compare to the person you just interviewed? 

Sometimes, actually a lot of times, you have to make a choice with very few options but don’t feel like you need to compare them against other applicants, compare them against the job description, if they match what you need then they are good enough to hire.


5. The Offer Stage

This is the most delicate part of the process, you need to make sure your offer is good enough to get accepted but not so rich that it puts your company in financial trouble. Things to consider when making an offer:

  • What do your other techs earn? 
  • What are the Average Pay Rates in your Area 
  • What is the Candidate Earning Now?
  • What is your cost/profit margin?

When making an offer it should be higher than what the technician is earning now but not so high that it hurts your company or causes issues with other mechanics in the shop. You can tell them all you want not to talk about pay, it will come out and when it does it shouldn’t cause a rift.

Do not try to low ball a candidate to get the negotiating started, most don’t like playing games, give them your best offer that you feel is fair and let them know that it is a take it or leave it offer. 

A recruiter (head hunter) can really help here as they should have a good relationship with the candidate and will know at what rate they will accept and at what rate they walk. They should also be able to tell you what other options they have on the table.


6. Constant Contact

This is the part that most of us suck at but it is essential in making sure the person actually starts. If you do all the work above and don’t stay in contact you are asking them not to start. 

Give them a day or 2 to think about the offer and then follow up asking if they have any questions. Once you get acceptance of the offer stay in contact with them until they start. Try to contact them once a week (less if the start date is a couple of months away.) This shows them that you care and that you are excited to have them on board. 

Do not call them just to say ‘you are still starting right?’ you do not want to look desperate. Have a question or two to ask and make sure they have all the info they need to start i.e. start time, what to bring on their first day etc. Questions you can ask to keep them on board:

  • How did it go handing in notice?
  • When would you like to move your tools into the shop?
  • What is your uniform size so that we can have it ready for you when you start?
  • Do you have any upcoming trips or appointments that you need booked off ahead of time?
  • If they are relocating – how did it go with the move? did you find a new place ok?
  • Do you have any questions prior to when you start?

If you don’t like the phone this can also be done via e-mail or text so long as the Millwright is ok with that. 

Constant Contact is another area that a good recruiter can really help with. They know they have a commission coming if that mechanic starts so the good ones are usually pretty good at protecting that. 


7. On Boarding

Someone’s first day is special, a day they will likely remember for a long time. Most people have about 10 job changes in a career, that means only 10 first days, it is a big deal. Make sure they feel welcome, this isn’t hard, you don’t have to go over the top with a choreographed dance routine welcoming them aboard but being there is a good start. Be there and be ready for them, have whatever they need i.e. forms they need to fill out, health and safety info etc. Make sure your orientation is thorough, professional and do what you can to make it not boring.

The person you hired probably had other offers but chose yours. If you do not make them feel welcome from day one they can easily go back to one of the other offers. Don’t let all your hard work go to waste.


I hope this process helps, hiring Millwrights is not easy but if you are having a tough time, Rockstar Millwrights can help. We can quickly find you well qualified Millwrights that you can hire on to your team. Give us a call at 1 833-762-5787 to get the search started immediately. 

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25 Interview Questions To Ask A Millwright https://rockstarmillwrights.com/25-interview-questions-to-ask-a-millwright/ https://rockstarmillwrights.com/25-interview-questions-to-ask-a-millwright/#respond Sun, 24 Mar 2019 10:42:33 +0000 https://rockstarmillwrights.com/?p=505 25 Interview Questions To Ask an a Millwright in an interview. Questions geared to assess their technical aptitude, attitude and safety practices.

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Hiring Millwrights is not like Hiring Office Staff or Sales People or any other type of person. As it is different, you need to use different Interview questions to be able to effectively recruit millwrights.

Try using the below questions for your next MIllwright Interview. They will give you a more accurate picture of if they are the right Millwright for the job.

I have broken the interview questions into 3 categories:


  1. General Interview Questions
  2. Behavioral and Situational Based Interview Questions
  3. Technical Interview Questions

It is important to have a mix of all three types of questions but also don’t ask them all grouped together, mix them up within the interview. At the very end I will include a template you can use that is designed with the flow of the interview in mind. 


General Interview Questions

1. Why did you get into the trade?

This is a good starter question to get a candidate comfortable and talking. Everyone is a little nervous at the beginning of an interview so it is good to start with an easy question. It also gives you insight as to the type of person they are, their motivations etc.

2. Why are you available or looking at new opportunities?

Did they just get fired, do they hate their boss, do they need more money, a different shift, closer to home etc. Their motivations for making a move are important and can be a good indication if they will be a long term fit with you.

3. What do you know about our company?

Did they do some research on you prior to interviewing? If so that is a good sign that they are serious. If not it is an indication that they just need a job and may not care who it is with.

4. Why do you want to work with us?

This gives you a good idea of not only their motivations but what your selling features are to other Millwrights for future interviews.

5. What in your previous experience and/or training makes you feel you would be a good fit for us?

6. What are your wage expectations?

7. What shifts are you available for and what is your preferred shift?

8. If selected, when are you available to start?

If they are currently working you want them to say 2 weeks, if they say immediately that likely means they are not going to give their company notice which is a red flag. It may also just mean they know their company has a policy of not accepting notice and they could be available immediately. 

9. Why did you leave your previous employers?

If they have routinely been terminated that is a red flag, if the same issue keeps coming up at multiple places that could also be a cause for concern.

10. Have You Ever Been Terminated From a Position Before?

11. Can you supply us with references?

Ask them to e-mail them to you, this will give you an example of their written communication and ability to follow direction. You can also see how serious they are about the job based on how quickly they get the references to you.

12. Is there anything that was not covered on your resume or in this interview that you feel we need to know?


Behavioral & Situational Based Interview Questions

Yellow hard hats in a row.
Safety is just as important as performance, don’t forget to ask questions about safety during the interview.

These questions get at how they are to work with, you don’t want a hot head you want someone that works well with others. They also really get at safety which should be one of the biggest priorities when hiring. There are some very talented Millwrights out there that do not take safety important which can end up really costing your company a lot of money.

1. Tell me about a situation where you sacrificed safety for speed.

Don’t ask, have you ever sacrificed safety for speed, they will almost always say no, assume they have and see what they say.

2. Tell me about your favourite supervisor or manager that you have worked for, what made them great?

This will give you a good idea of what management style they respond best to, does this match up with your shops supervisor?

3. Tell me about a disagreement between you and another worker, how was it resolved?

4. Tell me about a time that you took ownership of a situation or took the lead on the floor without being asked to.

5. What is one safety violation that you see happening often?

6. What can be done to ensure that this violation no longer happens?

7. What safety rule/procedure that is currently in place do you feel is unnecessary?

8. Are their any additional policies, procedures or rules that you think need to be put in place at your current employer to help improve safety?


Technical Interview Questions

If possible have a technical person with you for the interview, ideally a manager or one of the other Millwrights/Industrial Mechanics. They can ask probing questions and get a good understanding if the person knows that they are talking about or not.

1. What types of repairs and maintenance do you have experience with? What type of repair do you specialize on?

2. What are your favorite jobs to do?

3. What are your least favorite jobs to do?

4. Find out what types of machines this role would be responsible and ask them questions about their experience as it pertains to those machines. I.e. Do your machines have PLC, Hydraulics, Pneumatic etc. If they do you want to make sure they have experience working on them and what level that experience is. If your machines do no run PLC then do not ask about that as that experience is not relevant. You may also want to find out if any of your machines are being upgraded or replaced in the near future, if so find out what skill sets will be required for that.

 5. Walk me through how you Diagnose/Troubleshoot A Machine that is down?


Interview Template

 As mentioned above you want to have the interview flow and be a mix of general, behavioral and technical questions. Start with some really easy questions, keep in mind the interviewee is going to be nervous so you want a couple that they can answer easily. This will get them talking and more comfortable. 

Feel free to use the below template for your next Millwright interview. 

If you are having a hard time finding Millwrights to interview pcontact Rockstar Millwrights, we can find you the Millwrights you want to hire.

  1. Why did you get into the trade?
  2. Why are you available or looking at new opportunities?
  3. What types of repairs and maintenance do you have experience with? What type of repair do you specialize on?
  4. Tell me about your favorite supervisor or manager that you have worked for, what made them great?
  5. What do you know about our company?
  6. Why do you want to work with us?
  7. Why did you leave your previous employers?
  8. Have you ever been terminated from a job?
  9. What are your favorite jobs/repairs to do?
  10. What are your least favorite jobs/repairs to do?
  11. Tell me about a disagreement between you and another employee, how was it resolved?
  12. What is one safety violation that you seen happen often at places you have worked?
  13. What can be done to ensure that this violation no longer happens?
  14. What safety rule/procedure that is currently in place do you feel is unnecessary?
  15. Are their any additional policies, procedures or rules that you think need to be put in place at your current employer to help improve safety?
  16. Walk me through how you diagnose/troubleshoot a machine that is down.
  17. Tell me about a situation where you sacrificed safety for speed.
  18. Tell me about a time that you took ownership of a situation or took the lead on the floor without being asked to.
  19. What experience do you have with (insert what your shop needs techs to have experience with i.e. engine work, hydraulics, PLC, Pneumatic etc.)
  20. What in your previous experience and/or training makes you feel you would be a good fit for us?
  21. What are your wage expectations?
  22. What shifts are you available for and what is your preferred shift/
  23. If selected, when are you available to start/
  24. Can you supply us with references?
  25. Is there anything that was not covered on your resume or in this interview that you feel we need to know?

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