How to Interview a Manager

Preparation
Before the interview even begins, it’s essential to prepare thoroughly. Start by defining the key competencies and skills needed for the managerial role. These might include leadership abilities, strategic thinking, problem-solving skills, and experience in managing teams. Create a detailed job description that highlights these competencies and use it as a benchmark during the interview process.

1. Review the Candidate’s Background
   Study the candidate’s resume carefully. Look beyond their past job titles and responsibilities. Pay attention to achievements, the scope of their previous roles, and any gaps in their employment history. Prepare specific questions related to their past experiences that relate to the role you are hiring for.

2. Develop a Structured Interview Format
   Create a structured interview format to ensure consistency across all candidates. This should include a mix of behavioral questions, situational questions, and technical questions relevant to the role. Behavioral questions should focus on past experiences and how the candidate handled various situations, while situational questions can help you gauge how they might handle hypothetical scenarios.

During the Interview
The interview itself should be a well-balanced conversation. Start by making the candidate feel comfortable. A relaxed candidate is more likely to provide genuine responses, which will help you assess their true capabilities.

1. Start with a Warm-Up
   Begin with some general questions about the candidate’s background and career goals. This helps build rapport and ease any initial nervousness. You might ask about their career trajectory or what motivated them to apply for this position.

2. Ask Behavioral Questions
   Behavioral questions are designed to uncover how a candidate has acted in specific situations in the past. Examples include:

   • "Can you describe a time when you successfully led a team through a challenging project?"
   • "Tell me about a time when you had to handle a conflict between team members."

   These questions help you understand their management style and problem-solving abilities.

3. Explore Leadership and Management Style
   Dive into questions that reveal their leadership philosophy and how they manage teams. For instance:

   • "How do you motivate team members who are struggling?"
   • "Can you give an example of how you’ve implemented a change that improved team performance?"

   This will provide insight into how they might fit with your company culture and their approach to leadership.

4. Evaluate Problem-Solving Skills
   Pose hypothetical scenarios to evaluate their problem-solving skills. For example:

   • "How would you handle a situation where a key team member is not meeting performance expectations?"

   This tests their ability to think on their feet and apply their skills in real-world situations.

5. Assess Cultural Fit
   Ensure the candidate’s values align with your company culture. You might ask:

   • "What kind of work environment do you thrive in?"
   • "How do you handle work-life balance for yourself and your team?"

   Cultural fit is critical because a misalignment can lead to dissatisfaction and turnover.

Post-Interview Evaluation
After the interview, it’s crucial to evaluate the candidate objectively. Here’s how you can approach this phase:

1. Review Notes and Impressions
   Go through your notes and discuss impressions with other interviewers, if applicable. Compare the candidate’s responses with the competencies required for the role.

2. Check References
   Contact the candidate’s references to verify their previous performance and get a sense of their working style. This can provide additional insights that may not have been apparent during the interview.

3. Consider the Overall Fit
   Evaluate the candidate’s potential to succeed in the role based on their skills, experience, and cultural fit. Consider how they align with the company’s long-term goals and their potential to contribute to the team’s success.

Conclusion
Interviewing a manager is not just about assessing their qualifications but also about understanding how they will contribute to the team and company. A well-prepared and structured interview process, combined with a focus on key competencies and cultural fit, will help you make an informed decision and hire a manager who will drive your organization forward.