As an HR manager or recruitment officer, you know the importance of asking the right questions during an interview for a managerial position. Your goal is to find the right candidate who can effectively lead a team and help your organization reach its goals. 

To do this, you need to ask questions that will help you identify the candidate’s leadership skills, problem-solving abilities, ability to work with others, and a range of other skills.

The right questions can make all the difference in the outcome of the interview and asking the wrong interview questions for manager positions can lead to the wrong hire, which can be costly for your organization. That’s why it’s so important to choose the right questions and ask them in the right way.

When choosing questions for a managerial interview, you want to focus on the qualities and skills that are essential for the position. Think about the job requirements and the type of person you’re looking for. 

Then, create a list of interview questions for managerial positions that will help you determine if the candidate has the necessary skills and experience.

You also want to ensure you’re asking questions that will give you an insight into the candidate’s character. Ask questions that will help you understand how the candidate works with others, handles conflict, and makes decisions.

You should also make sure to give the candidate enough time to answer. Don’t rush them and don’t interrupt. Listen carefully to the answers and ensure you’re allowing the candidate to explain their thoughts and ideas. Finally, be sure to ask follow-up questions to gain a better understanding of the candidate’s experience and qualifications.

In this post, let’s have a more detailed look at some of the most important skills you need to look for in a candidate and what interview questions for managerial positions you should ask to determine if your candidates have those skills.

Skills you should look for in managerial candidates

• Leadership

You should look for evidence that the candidate has the ability to lead a team. This could include past experiences in leading teams, the ability to motivate and inspire others, and a track record of successful management.

• Communication

You should assess the candidate’s ability to communicate effectively, which includes both verbal and written communication skills, as well as the ability to listen and respond to feedback effectively.

• Problem-solving

You should look for evidence that the candidate has the ability to think critically and solve problems. You should assess their past experiences in problem-solving, the ability to think outside the box, and the ability to make decisions quickly and accurately.

• Organization

You should assess the candidate’s ability to organize and prioritize tasks. This includes the ability to plan, delegate, and manage multiple projects simultaneously. A candidate with good organizational skills can help you ensure that the team is always on top of the work.

• Decision-making

You should assess the candidate’s ability to make sound decisions. This includes the ability to weigh the pros and cons of a situation, make decisions based on data and facts, and the ability to take risks when necessary.

• Teamwork

You should look for evidence that the candidate has the ability to work well with others. You should look for past experiences in working in teams, the ability to collaborate and build consensus, and the ability to foster an environment of respect and trust.

• Technical

Technical skills you should look for in candidates for managerial positions include the ability to think critically, analyze data, and make decisions. Managers must also be able to effectively communicate with their team and be able to lead by example.

Different types of interview questions for management positions

• Questions to assess leadership skills

When interviewing for a managerial position, it is important to assess the candidate’s leadership skills. This can be done by asking questions that will give you insight into how the candidate approaches problem-solving and decision-making. 

Some of the most common questions to ask for leadership positions include:

• What experience do you have leading a team?

Understanding a candidate’s past experience leading teams can help you determine if the candidate has the necessary skills and knowledge to lead a team effectively.

• How do you handle difficult situations?

This question allows you to gain insight into the candidate’s ability to handle difficult situations, which will help ensure you’re hiring someone with the knowledge and skills to handle challenging situations and make decisions in a timely manner.

• How do you motivate your team?

This question allows you to gain insight into the candidate’s ability to motivate their team, which can help you understand if your candidates possess skills to motivate their team and ensure that they’re working towards company goals.

• What strategies do you use to ensure everyone is on the same page?

Asking this question is critical because the answer will help you determine if the candidate can ensure that everyone is working towards the same goals and objectives.

• Questions to assess communication skills

Having effective communication skills is essential for a successful manager as it will ensure that there’s no room for miscommunication and the teams have the necessary space to voice their opinions.

Here are some of the most common questions to assess your candidates’ communication skills:

• How do you handle disagreements with team members?

The answer to this question shows the candidate’s ability to handle conflict resolution. It also can give you an idea about their ability to remain professional and maintain a positive working environment. 

• How do you handle feedback from others?

The answer can help determine the candidate’s ability to take constructive criticism and use it to improve their performance. It also shows their willingness to listen to and learn from other people.

• How do you ensure everyone is heard in a team discussion?

This question is important to ask in a managerial interview because it shows the candidate’s ability to create an inclusive and collaborative working environment and their adeptness to facilitate productive and meaningful conversations.

• How do you handle difficult conversations?

The answer to this question will showcase a candidate’s ability to handle difficult conversations in a professional and respectful manner. It also shows their ability to remain calm and composed in challenging situations.

• Interview questions for managers to assess problem-solving skills

Problem-solving is one of the most important skills any employee at any level should possess. But, it’s even more important for managers as they will be handling problems on a daily basis.

Some of the most common questions about problem-solving you can ask your candidates include:

• How do you handle difficult decisions?

This question is important to ask in a managerial interview because it will provide insight into the candidate’s ability to make decisions in difficult situations. It will also help to determine if the candidate is able to think critically and make sound decisions.

• How do you approach problem-solving?

This question will help you assess the candidate’s ability to identify and solve problems and understand if the candidate is able to think strategically and come up with creative solutions.

• How do you handle conflicting opinions?

The answer to this question will provide insight into the candidate’s ability to handle disagreements and resolve conflicts and help to determine if the candidate is able to remain calm and professional in the face of disagreement.

• How do you handle unexpected challenges?

Unexpected challenges are part and parcel of a managerial position and this question will help you understand if the candidate can think on their feet and adapt to changing circumstances. It will also help to determine if the candidate is able to stay focused and remain positive in the face of adversity.

• Questions to assess organizational skills

Questions about organizational skills will give you insight into the candidate’s ability to keep their team and work organized and efficient. 

Some of the most common questions to ask to assess organizational skills include:

• How do you prioritize tasks?

Asking a managerial interviewee how they prioritize tasks is important as it reveals their decision-making process, how they work under pressure, and how they handle competing tasks. It can give you an idea about how the candidate will manage their workload and how they will prioritize tasks when faced with competing demands.

• How do you delegate tasks?

This question can reveal how the candidate delegates tasks and how they manage their team. It also gives insight into how the candidate communicates with their team and how they ensure that tasks are completed on time.

• How do you handle competing deadlines?

This question is important to determine how the candidate handles competing deadlines and how they prioritize tasks and it also helps you understand how the candidate works under pressure and how they manage their team.

• How do you ensure everyone is on the same page?

This question will help you understand how the candidate communicates with their team and how they ensure everyone is on the same page, which is critical to align the goals of your organization with the operations of your teams.

• Questions to assess technical skills

Depending on the position, the candidate may need to have certain technical skills, which makes asking interview questions for managerial positions about their technical expertise doubly important.

Some of the most common questions you can ask to understand the technical skills your candidates possess include:

• What experience do you have with [specific software]?

This question will allow you to gauge the candidate’s level of experience with the specific software that is used in the role. This will help you determine if the candidate has the necessary skills to effectively manage the software and ensure its proper use. For instance, if you’re interviewing for an HR manager position, you could ask the candidate if they’re familiar with platforms like Interviewer.AI.

• How do you stay up to date with the latest technology?

It is important to ask this question in a managerial interview to ensure that the candidate is knowledgeable about the latest technology and can stay up to date with the changing landscape. This will help the manager stay ahead of the curve and be able to make informed decisions about the technology used in the organization.

• What strategies do you use to ensure accuracy?

Accuracy is essential for any managerial role, so it is important to ask this question in a managerial interview to ensure that the candidate has the necessary strategies in place to ensure accuracy. This will help the manager ensure that decisions are made with the most accurate information available.

• How do you handle technical challenges?

Technical challenges are inevitable in any managerial role, so it is important to ask this question in a managerial interview to ensure that the candidate has the necessary skills to handle these challenges. This will help the manager be able to effectively troubleshoot any technical issues that may arise.

Choose the right candidate for your organization by asking the right interview questions for managerial positions

To summarize everything we covered in this post, the most important interview questions for managerial positions are related to the candidate’s leadership style and experience. 

Asking about their past experiences in similar roles can give you an idea of how they will handle the job. Additionally, asking about their communication style and how they handle difficult situations can provide insight into their ability to lead a team. Asking about the candidate’s goals and how they plan to achieve them can also provide insight into their work ethic and dedication to the job.

It is also important to ask questions related to the candidate’s technical skills. Asking them to explain their experience with certain software or processes can provide insight into their ability to learn new skills and adapt to new technology. Additionally, asking questions related to their problem-solving skills and ability to think outside the box can give you an idea of their creative problem-solving abilities.

Finally, asking questions related to the candidate’s motivation and values can provide insight into their commitment to the job. Asking about their reasons for wanting the job and their long-term goals can help you determine if they’re the right fit for the role. Asking questions related to their values and how they prioritize tasks can also provide insight into their ability to lead a team.

Interviewer.AI is a technology platform purposely built to support Recruiters and HR teams in finding top talent for their companies. Interviewer.AI is a state-of-the-art video recruiting software that uses AI (Artificial Intelligence) to screen in advance and shortlist the candidates that meet the criteria set. HR teams use the software to make the recruitment process more efficient and shorten the hiring cycle.  Learn more about how Interviewer.AI can help your business.

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Gabrielle Martinsson is a Content Writer at Interviewer.AI. She’s a tech geek and loves optimizing business processes with the aid of tech tools. She also loves travelling and listening to music in her leisure.