Management Interview Questions

Use these manager interview questions to assess candidates’ team-leading skills for these important roles.

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Top management candidate interview questions

Managers are rockstar players when it comes to any successful biz. 

Managers are important because they: 

  • Set and track goals
  • Increase team productivity
  • Train and motivate teams
  • Take part in biz dev plans

The perfect management candidates will bring tons of unbeatable experience and totally get your industry and biz objectives. They’ll also be super responsible, pro decision-makers and great multi-taskers. 

Top tips: 

  1. Use role-specific questions to test their knowledge.
  2. Look for soft skills like leadership skills, problem-solving attitude, and a results-driven, motivational personality. 
  3. Focus on previous work experiences to dig deep on their management style and decide whether it suits.

Management interview questions

  • How would you balance team needs with high-pressure deadlines?
  • Have you ever dealt with a trick high-maintenance team member? How did you handle them?
  • Tell us about something your team achieved that you’re super proud of. How did you support and motivate them?
  • Describe an awesome project you aced. What challenges did you face and how did you beat them?
  • Are you a natural delegator? How do you choose what to delegate?
  • Tell us about a time you mentored someone and how their journey progressed.
  • How would you deal with a colleague who wasn’t doing their fair share?
  • What’s your meeting attitude? How do you prepare/lead them?

Candidates to look for

  • Matching values: Managers can bring your team balance up or down so you need to view them as long-term partners. Do their goals/values match with your company’s plans? 
  • Great recruiters: If they’re hiring new team members, make sure they have pro hiring and training processes.
  • Innovative candidates: Creative and innovative candidates can offer a fresh perspective and help your company perform better.
  • They understand the basics: Experience isn’t everything. Test candidates on their basic terms and procedures and whether they’re into learning new things.

Candidates to avoid

  • They play the blame-game: Candidates who make excuses for bad results just show they’re not team players.
  • Lack interest: Look for candidates who show interest and passion in the role.
  • Inflexible candidates: Bossy or arrogant candidates lack collaboration skills.
  • They don’t care about facts: Candidates who don’t understand take relevant facts and information into consideration, just aren’t gonna cut it.
  • Candidates who think they’re above it: Delegating tasks and giving negative performance reviews are part of the job. Avoid candidates who seem uncomfortable with these kinds of duties. 

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