What is the purpose of management skills
These management skill interview questions can help you evaluate candidates for leadership skills.
Why you should interview candidates about management skills
Managers play an important role in increasing and growing the company's performance. Your responsibilities include:
- Set goals and pursue them.
- Improve team productivity.
- To train and motivate employees.
- To contribute to the planning of the company's development.
If you want to fill management positions, look for experienced candidates. These should be applicants who have in-depth knowledge of your industry and your company goals. Use job-specific interview questions to test your knowledge and determine your skills essential to the position. These are among others:
- Leadership skills
- Problem solving skills
- motivating personality
Managers need to report results and make suggestions for improvement. Therefore, focus on candidates who take responsibility for their actions and have strong decision-making skills. Managers have to do a variety of tasks every day and coordinate with other employees or customers.
Look out for candidates who prefer variety in their work and who don't shy away from difficult tasks. The candidates should also exude a high level of professionalism, as they set an example for employees.
Here are some sample managerial interview questions that you can ask your candidate during the interview. Combine these questions with questions about communication skills and problem-solving skills.
Examples of management skill interview questions
- Imagine you are on an important job, but your team members keep interrupting you with questions. How do you accomplish the task and how do you react to your team?
- Tell me about an incident where one of your team members kept responding with disagreement to your ideas. How did you deal with it?
- Share an example where your team achieved an ambitious goal that you set. How did you motivate and support your team?
- Tell about a project that you led from start to finish. What challenges did you have to face and how did you master them?
- What is your approach to delegating tasks to employees? How do you make sure that the tasks are completed?
- Have you ever been someone's mentor? How did this person grow? What did this person do initially, what is he doing now?
- How would you explain to a colleague that he is underperforming?
- Tell me about an important meeting that you chaired. How did you prepare for it?
Tips on how to evaluate candidates' management skills
- Ask candidates to share their previous work experience. These examples can help you understand the candidate's management style and help you decide if the candidate is a good fit for your company.
- A high turnover rate for managerial positions can have a negative effect on the balance in the team. It is therefore important to choose managers as long-term partners. Therefore, determine whether the candidate's career goals align with the future of your company and whether you share the same values.
- Look for complementary skills. If the position requires hiring new employees, test recruiting and training skills.
- Pay special attention to candidates who are creative and share innovative ideas. A new manager often offers a fresh perspective and can help the company perform better.
- Don't immediately turn down candidates who are less experienced in your industry. First ask them to see if they understand basic terms and processes and are interested in learning something new.
- Applicants blame someone / something else.Whether "insufficient resources" or "bad employees," a candidate looking for excuses for bad results shows that they cannot take responsibility.
- The applicants seem disinterested.The motivation of the team starts with the manager. If he can't inspire the team, how is it supposed to be productive? So watch out for candidates who are interested in your company and are passionate about the position.
- The applicants seem inflexible.A strong manager is open to new ideas and supports team spirit. If you notice any signs of arrogance or righteousness, it could be a sign of poor collaboration.
- Applicants give unrealistic answers.Candidates want to make a good first impression. However, if you have difficulty answering questions such as "Tell me about a conflict with an employee that you have had", it could be a sign of lack of experience or knowledge.
- Applicants appear uncomfortable with regular tasks.Managers have to tackle difficult tasks like delegating tasks and handing poor performance reports to employees. Candidates who seem uncomfortable in this role may not be suitable for this position.
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