5 simple questions to help assess a specialist's management skills during an ...

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It is easy to determine during an interview whether a candidate is competent in his field and understands business processes. But it is more difficult to find out how good a specialist is as a manager. Try asking the following questions and critically assess the answers received.

What successes did you achieve in your previous job?
First, find out what the candidate did in the previous organization and what results he/she was able to achieve. Ideally, if the applicant lists specific indicators in the answer, for example: "When I became the head of the department, I immediately began to change processes, thanks to which I was able to increase sales by 10%." If the specialist describes his/her experience in general terms, then it is worth asking additional questions.

What steps did you take to achieve this result?
This question is worth asking because a social media marketing service manager achieves his results not alone, but together with a team. A good candidate understands the manager's tools, and in his answer he will accurately list such points as - distributed responsibilities among employees, developed instructions, planned work stages and held meetings.

Did your responsibilities change during your work?
If the specialist is really diligent and aims to improve performance, then the list of his responsibilities has increased over time, so it is worth clarifying this with the applicant. It is good if he started his career path as an ordinary employee, and then began to take on more tasks and rose to the position of a manager.

If a candidate who has worked in one place for several years has had his or her range of responsibilities practically not expanded or has not participated in new projects, then it is worth paying special attention to this. As a rule, a productive manager's list of tasks changes regularly.


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What tasks did you find most difficult?
Managers have many different responsibilities, so it is important to find out what problems the specialist has encountered in his work. If the candidate is a professional and constantly developing, then he knows his weak points well and will be able to list them immediately. But if you get the answer "I have not had any problems" - this is most likely either an attempt to make a good impression or an inability to see his shortcomings.

What duties did you enjoy performing?
This question will also help determine how developed the candidate's management skills are. A person can say that he especially liked developing programs or working with documents. Or answer that he gets great pleasure from interacting with colleagues/partners, holding general meetings, motivating employees. And if you are looking for a talented manager, then this should be a specialist who likes to communicate with people.

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