Saturday, October 25, 2014

Top 5 Interview Questions for Managers

1. How did you spend the first 90 days of your previous job?The best employees are those who bring real energy and initiative to the job. I like to know whether you’re the kind of person who can set priorities, take initiative, and drive results right from the beginning.

This is why I like to ask how you approached your last job. I’m looking for specific examples of how you got to understand the organization and integrate with the team. I want to hear about your early wins, accomplishments and successes. Learning about how you tackled the early days of your last job gives me a good indication of how you will hit the ground running if you were to join my team.

2. What is the biggest challenge you’ve faced and how did you handle it?The actual challenge and solution aren’t so important. I’m more interested in how you worked through the problem. Candidates need to demonstrate strategic thinking and strong problem solving skills. And, just as importantly, they need to know when and how to ask for help.

Did you engage your teammates in implementing a solution? Did you work with your customer to make sure everyone was on board? Did you keep your leadership informed early so there were no surprises? These answers tell me how you deal with issues, address problems and manage stakeholders.

3. How would the people you’ve worked with describe you?What would your boss, colleagues, and customers say if I asked them what it’s like to work with you? Are you a team player or a lone operator? Are you a big picture person or do you focus on the details? Do you have high standards of integrity or do you bend the rules to get things done faster?

I’m looking for answers that demonstrate the leadership qualities and personal values that we seek in our top performers.
  • We look for leaders who can shape the future by establishing goals and laying out a plan to achieve them;
  • We also want our people to build effective relationships, whether they’re with colleagues, employees, or customers;
  • We want leaders who can energize the team, engaging and inspiring others to do their best work;
  • We need people that deliver results, understand our strategy and meet their commitments;
  • And most importantly, we want people who model personal excellence, integrity and accountability in all that they do.
These qualities are especially important at Lockheed Martin, though they should serve you well in almost any role. No matter what field you’re in, it always pays to have a full spectrum leader on the team.

4. What is one area you’d like to improve and what are you doing about it?Of course, no one is perfect – and I would never hire someone who thinks that they are. Yet a great employee goes beyond simply being aware of their shortcomings, they are actively working on them. Are you working with a coach or mentor? Have you taken a public speaking class? Do you engage in 360-degree feedback sessions? We all have things we’d like to work on, and I want to see that you have the drive to better yourself, grow professionally, and continue to learn.

5. Why should I hire you? I like to end an interview with this simple question. The best candidates make a strong case for themselves. They can clearly articulate why they are the best choice for the job – and they can tell me what unique qualities they bring that no one else can offer. I want to see confidence in one’s capabilities with awareness of one’s opportunities for growth. This is no time to be shy; it’s the time to be your own best advocate.

Top Questions to asked Hiring Manager during the interview as a candidate

What skills and experiences would make an ideal candidate? This is a great open-ended question that will have the interviewer put his or her cards on the table and state exactly what the employer is looking for. If the interviewer mentions something you didn’t cover yet, now is your chance.

What is the single largest problem facing your staff and would I be in a position to help you solve this problem? This question not only shows that you are immediately thinking about how you can help the team, it also encourages the interviewer to envision you working at the position.

What have you enjoyed most about working here? This question allows the interviewer to connect with you on a more personal level, sharing his or her feelings. The answer will also give you unique insight into how satisfied people are with their jobs there. If the interviewer is pained to come up with an answer to your question, it’s a big red flag.

What constitutes success at this position and this firm or nonprofit? This question shows your interest in being successful there, and the answer will show you both how to get ahead and whether it is a good fit for you.

Do you have any hesitations about my qualifications? I love this question because it’s gutsy. Also, you’ll show that you’re confident in your skills and abilities.

Can you tell me about the team I’ll be working with? Notice how the question is phrased; it assumes you will get the job. This question also tells you about the people you will interact with on a daily basis, so listen to the answer closely.

While waiting to find out if I am successful or not, can you recommend any further reading material or resources I can take away with me to learn more about the role and the organization?

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