Why leadership interview questions are everything
Every company knows leaders are key to a successful biz.
In an A-player senior leader, you’ll find high motivation, delegation skills, great communication and integrity.
Great leaders add tons of value to the company by creating a collaborative environment and welcoming innovation.
During the interview you need to look for how candidates:
- Manage and motivate their teams.
- Approach challenges and mediate conflict.
- Reach decisions.
- Show commitment.
- Overcome obstacles fast.
Leadership interview questions
- How do you manage a great work/life balance?
- Tell us about a time you lead a super successful team project?
- Tell me about an idea you’re proud of that improved the company in some way. How did you make it happen?
- How would your leadership style change under pressure, for example if you lost an employee during a project?
- How do you monitor team member performance?
- How do you motivate your team?
- Describe your leadership style.
- You can also use these interview questions to reveal the leadership potential of entry-level candidates.
- Everyone claims to have communication and motivational skills. Use behavioral and situational interview questions to identify how true this is.
Candidates to look for
- Growth-driven candidates: Leadership is about more than just knowledge. Look for leaders who share company values and have high ambitions.
- Recruitment experience: It’s likely leaders will get involved with hiring and training. Delve deep to find out what their experience really is.
- Tenacious candidates: Look for candidates who react to challenges and approach difficult decisions with tenacity.
- Creativity: Employees who can think on the job and make fast decisions in the face of obstacles are key.
Candidates to avoid
- Negative candidates: Candidates who focus on the negatives will struggle to motivate their team members.
- Dishonesty: If you can tell a candidate is lying or you spot inaccuracies in their answers, they ain’t the pro you’re looking for.
- Uptight candidates: Experienced candidates might be used to a specific way of working. But to ace the role, they need to move with the times.
- Arrogance: Arrogant candidates are a big no-no. Great leaders are under constant self-improvement but arrogance = resistance to new ideas.
- Blame-placers: If your candidate won’t take accountability for their actions they risk ruining the team’s balance. Not cool.
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