Change Management Interview Questions

Use the below-given Change Management interview questions to find out how candidates adjust to change and how comfortable they are in dynamic environments.



Why you need to assess a candidate’s Change Management skills during the interview?

Change is unavoidable in business. New employees, competition and product launches bring shifts in leadership and strategies. Employees who take change in their stride and adapt gracefully to new conditions are able to perform efficiently.

For senior positions, it is not only important to adjust to change, but also to:

  • Identify the need for change

For example: “We need to change our company policy to increase employee satisfaction and retain our resources.”

  • Make action plans, including both measurable and doable tasks

For example: “We will give training to managers to use new tools, to streamline processes and increase efficiency.”

  • Manage Resistance

For example: “We will encourage stubborn managers to make regular performance reviews a part of curriculum by telling them the pros of regular meetings.”

  • Implement corrective actions and improvement when needed

For example: “We will assess our needs quarterly and update our working processes and methods to enable better communication and quick turnaround.”

The below-given change management interview questions will assist you in identifying candidates who will introduce change in operations and projects.

 

Change Management interview questions

  • What do you know about the Change Management process? How would your request your manager to change a process?
  • How would you encourage your team members to change the process immediately? (e.g. for testers, the team needs to prepare a more detailed sheet, due to client requirements)
  • Tell me about a time when you had a difficulty persuading your team members to modify their approach or assign tasks differently. What was the result?
  • You notice your sales dropping and you want to suggest new methods to promote your services/products. How would you share your ideas with Sales and Marketing Managers? What all details would you include for a positive impression?
  • How do you assess the effectiveness of the changes you implemented in work process? Tell me about a time when you successfully modified a typical process.
  • How do you assess risk?
  • According to you, why do people refuse to change? How can you ensure that all decisions and process are transparent in the company?
  • If your manager asks you to implement a different method of working without explaining the reason, what would you do?
  • What are the key elements in a project plan to ensure all vital actions are taken into consideration?
  • How would you share an unpleasing decision (e.g. a cost cut)?

How to assess Change Management skills during the interview

  • The onboarding process needs candidates to adjust to new working environment and team members. Candidates who describe how easily they have adapted in previous companies are likely to be an ideal match.
  • Focus on the type of questions the candidates ask. If they show interest in knowing more about your work processes and what the role includes, they are ready to take a new position.
  • If you are recruiting for a senior-level or executive role, make sure the candidates know how to implement better procedures and strategies to improve the company’s operations?
  • Strong decision-making skills are important for Change Management. During the interview, check if candidate can analyze pros and cons, compare options and reach strategic decisions.
  • If you are recruiting for senior-level profiles, look for candidates with strategic vision who show ability of long-term thinking. They will be able to determine the need for improvement and put it in action before the problem arises or becomes worst.

Red Flags

  • Not a good team player: Frequent or significant changes may disturb a team or create problems. If your work environment is energetic, it is best to recruit employees who like to work in a team and can create a friendly work atmosphere.
  • No leadership skills: Managers have to confidently present the requirement for improvement and battle the resistance. If candidates show poor leadership skills, they are less expected to earn the trust of their team.
  • They are followers, not leaders: If you want to recruit new employees who can bring new perspectives to your company, it is best to look for candidates who can recognize future opportunities and bring new ideas to the table instead of just following the standard procedures.
  • They underestimate performance metrics: When you regularly measure the results, you are able to judge if you need to improve processes. Candidates who value performance metrics and feedback are more expected to encourage improvements.
  • They are arrogant: One key element of change management is the urge to make your performance better. “I know it all” attitude is a negative sign and such candidates resist learning new tools and technology.
  • They lack strong communication skills: Throughout the change management process you need to effectively and transparently communicate with the employees, clients and other involved people. Interviewees who lack interpersonal and communication skills won’t be able to collaborate with the colleagues.