Interview Questions for Managers
Caitlin Doherty is the Events Coordinator at Greenhouse. She enjoys the ability to work within a small but mighty team to bring People thought leaders together in one room while creating memorable experiences. She resides in New York City where she fills her extra hours practicing a newfound love of improv, experimenting with recipes in her small Brooklyn kitchen, and taking long walks with strong coffee. You can connect with Caitlin on LinkedIn.
People don’t leave companies—they leave their managers. Good managers inspire, motivate, and support their direct reports and teams, while not-so-good managers can lead to wasted resources and weaker team performance. But how do you make sure you’re hiring someone who’s a good manager? It all starts with asking the right interview questions for managers.
At Greenhouse, we’ve always believed that there’s a connection between management and employee happiness and we wanted to dig into how to make sure this takes place and is continually practiced.
There were two important stats that we considered as we created our manager interview kits: companies that hire managers based on their management skills, as opposed to not explicitly testing for management skills, saw a 48% increase in profitability and a 19% decrease in turnover (State of the American Manager, Gallup, April 2015). When selling candidates on the Greenhouse company culture, we have always taken pride in our strong management culture, and have worked hard to create an environment where people can do the best work of their careers—ensuring that we do a great job of interviewing and hiring highly skilled managers is one of our most important tools in achieving that mission.
We also knew that it would take some work in the kick-off stage for our interview teams to understand the difference between interviewing for management skills and interviewing individual contributors. When interviewing an individual contributor, interviewers are typically checking for technical, communication, and collaboration skills. While these things are important for a manager too, it’s helpful to use behavioral interviewing to pull examples of times when they exhibited being a good coach and when they cared about those on their team—you want to understand their management style and getting specific examples from them can help get you there.
How can you define your management philosophy and design interview questions for managers? Read on for a few tips!Read more