Management Interview Questions
The below-given management interview questions can assist you in identifying the best candidates for manager level profiles. Use these management interview questions to assess candidates’ team-leading skills in these major roles.
What to ask the candidates?
Managers play an important role in an organization’s performance and growth. They are responsible for:
- Participating in business development planning
- Training and motivating team members
- Improving team efficiency
- Setting and tracking goals
When recruiting for management roles, look for experienced candidates. These are candidates who have a strong knowledge of their industry and business goals. Use role-specific interview questions to check their knowledge. Also, assessing traits and soft skills required for all senior profiles is essential. Those include:
- Motivational personality
- Problem-solving attitude
- Leadership skills
Managers have to plan improvements and report results. Look for candidates who can take responsibility for their actions and have strong decision-making skills. Managers take care of different things daily and coordinate with professionals from other departments.
Plan your questions in a way that you get to know if candidates enjoy a variety in their work and can handle challenges. They should exhibit high professionalism, as they are seniors-other team members look up to.
Interview questions for Managers:
- If you are working on an important project but your team members keep disturbing you with their queries. How would you respond to them and how you will complete the project?
- How do you deal with reluctant team members?
- Tell me about a time when your team delivered exceptional performance. How did you motivate and support them?
- Tell me about a challenging project you managed end-to-end. What type of challenges did you face and how did you overcome them?
- On what basis do you delegate work to team members? How do you make sure that their tasks get completed?
- Have you ever mentored someone? How did they grow? What difference did you experience in their working?
- How do you decide if an employee is underperforming?
- What is your approach when it comes to organizing meetings? How do you prepare for them?
- Ask candidates about their previous work experience. This will allow you to know about their management style and decide if it fits your requirements.
- Check if candidates’ career goals match with your company’s future goals? Do you share the same values?
- If your prospective Manager will be responsible for recruitments, check their familiarity with recruiting and training processes. Look for candidates who are creative and share innovative ideas. A new Manager can introduce a fresh perspective and allow your company to perform better.
- Uncomfortable with regular duties: If candidates look uncomfortable when asked about managing a team or interacting with clients or delegating tasks, then they might not be suitable for the position.
- Impractical answers: Candidates to impress the interviewer, sometimes give very unrealistic answers. If you feel they are lying or saying things just to impress you, it is a red flag.
- Inflexibility: If you notice the candidate is arrogant or bossy, this means they lack teamwork.
- Lack of interest: Team motivation starts with the Manager. If the Manager cannot keep the team motivated, team’s performance won’t be as expected. Look for candidates who are passionate about their role and interested in learning more.
- Not taking the responsibility: If a candidate blames others for the poor performance of the team, it shows they avoid taking responsibilities for their actions.