---
title: Effective Interview Questions for Managers
description: Three top interview questions when for manager and supervisory positions that will improve your ability to find candidates who excel at leading others.
---

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# [Effective Interview Questions for Managers](https://blog.coophrconsulting.com/effective-interview-questions-for-managers)

 Written by [Beth Ostrem](https://blog.coophrconsulting.com/author/beth-ostrem) | Sep 26, 2023 1:00:00 PM

I don’t know about you, but I find interviewing challenging: How do I know after an hour (or less!) whether someone will be a good fit for a job?

 

The stakes are particularly high when hiring for a supervisory position. Make a poor choice and you can negatively impact an entire team, generate unwanted turnover, and create even more positions to fill.

 

## **Prepare for the Interview**

 

Over the years, I’ve found it helpful to do two things when interviewing:

1) ask questions about past behavior

2) know in advance what I’m looking for in the answers

 

When it comes to interviewing for a supervisory position, I spend less time on the technical/tactical aspects of the job, and more on the soft skills.

 

## **Three Interview Questions for Manager and Supervisory Positions**

 

Below are three questions I’ve found provide valuable information on the likely future performance of a candidate. In the responses to each of these questions, I look for specific examples, including what happened and what action the candidate took.

 

If a candidate talks about what they typically do, or would do, I politely interject and ask that they think of one specific situation to share. Similarly, if the candidate talks about what “we” did, I ask for clarity on what *their* role was in the situation.

 

**Tell me about a time you had a team member with poor performance. How did you handle the situation?**

 

While listening to their answer, I look for evidence they:

- Engaged with others, either their manager or HR, to get guidance and ensure alignment with the wider organizational culture and direction.
- Effectively addressed the situation so that performance either improved or the individual was moved out of the position.

**Tell me about the highest performing team member you’ve supervised. What did you do to recognize, reward, or challenge that individual?**

 

While listening to their answer, I look for evidence they:

- Can identify a high performing team member.
- Value and think about recognizing and rewarding high performers versus focusing primarily on poor performers.

 

**Describe a situation where you had to make or communicate a decision that was not popular with your team.**

 

While listening to their answer, I look for:

- Their willingness and ability to deliver tough messages to their team.
- Examples of their communication style. Does it align with our organizational culture?

 

## Don't Forget About the Follow Up

 

For any of the above questions, a great follow up question is:

**What did you learn from this situation? **

 

A candidate’s ability to reflect and learn from a situation speaks to their emotional intelligence and ability to learn and grow in their new role.

 

## Interviewing is an Art

 

Interviewing is challenging and more of an art than a science. However, preparing for the interview, asking questions that elicit information on past behavior, and knowing in advance what a “good” answer sounds like, can increase your success in identifying and hiring strong performers.

[View full post](https://blog.coophrconsulting.com/effective-interview-questions-for-managers)

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