Recruiting a Manager

Recruiting a Manager

When recruiting a new manager for a new department it is important to look for several things such as integrity, honesty, and communication skills. It's important to ask questions and look for those key characteristics. Without a proper evaluation and consideration, a candidate may not be the best option for the position. It is a good idea to prepare a performance profile. (Adler, 2006)

1. Can you tell me about a time in a previous job where you have been asked to organize, plan and execute a particular project?

This question will revel real life situations the candidate has been placed in, by asking this question it opens up numerous opportunities for follow up questions which can be used to judge how if hired this candidate would perform in our environment.

2. While you were in charge of the project you mentioned what particular obstacles did you have to overcome and how did you overcome them?

This follow up question allows more insight in to the candidate's ability to take charge of a situation and will allow us to understand the logical thinking process of the candidate. As it is a direct follow up question based on their first answer it can also assist in determining if the answer to question one was a real scenario or a made up one for the interview process.

3. Can you tell me about a particular instance where an employee you are responsible for has been struggling with a particular aspect of their job? And what did this mean for you?

This question gives us great insight into many different characteristics and the work ethic of the candidate. How did he/she address performance issues with employees? Is the strategy of the candidate something that would be a good fit with our business? This question also gives us insight into if they are a team player or not.

4. There are many different roles to this job all of which are very important however if you had to name one as the most important what would you consider that to be and why?

After explaining the key functions and responsibilities to the candidate we can look at their answers to judge how they view the importance of each key role. As with first question the answer can be used to see how the candidate relates to what we are looking for in a manager.

5. What questions do you have for me?

This question seems like it is not important however I believe it is a very important question for a number of reasons. It will let us know what the number one thing on the candidates mind is, is it money or the chance of further advancement etc. It also allows the candidate the opportunity to voluntarily surrender information that by law we are not able to ask during the interview process that might allow us to unlock more about the candidate's personal character. (Questions

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