Your Next Leader Could Be Sitting Across the Table in the Interview

Your Next Leader Could Be Sitting Across the Table in the InterviewYour Next Leader Could Be Sitting Across the Table in the InterviewYour Next Leader Could Be Sitting Across the Table in the Interview DeZubeThe right interview questions can help you identify a candidates leadership and management potenzial.During the interview, youll want to go beyond a candidates surface qualities and discern traits such as personal confidence to punktlicht traits that your organization values.The interview questions below are sourced from professionals in companies of all sizes to help reveal a candidates management and leadership skills.Pay attention to whether people talk about themselves (I did this) or their kollektivmates (we did this) when answering general interview questions or direct leadership questions.Sample questionsWhat led to your last two promotions?Tell me about a subordinate you helped develop.Tell me about the leadership training you have received.What is the most difficult deci sion you have had to make in your career?If the answers to these questions all point to a person who develops a team, we have a potential leader. If the candidates answers are focused on that person rather than on others, the person is not deemed to be a potential leader. John Malloy, president of Sanford Rose Associates Santee, a South Carolina automotive and manufacturing recruiter.Good managers find better ways to get the job done. Job candidates who dont have previous leadership positions can answer hypothetical questions about how theyd improve processes and products.Sample questionsIf you returned to your previous job as the boss, what would you do to create a better workplace?What things were done well there?If they tell us how bad the boss was and how bad the place was, that could indicate that they are negative. In each question, we are looking for winners and complainers. Will they bring to us the ability to make a difference, to be able to see areas for improvement? Brya n Clayton, CEO of GreenPal, a Nashville company that describes itself as Uber for Lawn Care.Consider how long you have to develop leadership. Match the time frame of your questions to the length of time people typically stay with your firm, and determine if the job seeker would be willing to put in the extra time to eventually take on a managerial role.Sample questionsWhere do you see yourself in two years?Tell me about a time you had to get yourself quickly up to speed in a new role in the past, either at work on outside work? What did you do and how did that work out?If theyve had a past leadership role How long did it take you to get to that position? What did you do to get there?In the past, I am sure many organizations would ask, Where do you see yourself in five or 10 years, but that leaves things open-ended. We wont pretend that five years or 10 years is a benchmark for employment we will start celebrating as early as two years. Sean P. Finelli, Co-owner of travel company Th e Roman GuyQuantify job seekers past management experience by asking for details.Sample questionsDid you train or mentor (formally or informally) subordinates or peers? How many people and in what ways? Did you develop the training yourself?Where and how did you save money for your employer or client(s)? How much money total or how did you accomplish unique jobs/tasks to save money for your employer or client(s)?What new processes did you install and what were the results? What was saved (time or money) or what did the processes increase (productivity)? How did you personally have a hand in accomplishing those savings or improving processes?If the resume has the answers to these questions, then you know the candidate has the potential for becoming a good leader and manager, or perhaps a team lead, then supervisor. Look for objective, provable and documentable information, like I supervised a team of two, and we worked together to do this project, and the results were (metrics showca sing how many, how often, and the total of something), rather than subjective language, like I am good with people. Dawn D. Boyer, Ph.D., CEO of HR consulting firm, D. Boyer Consulting, Virginia Beach, Virginia.For job candidates with prior leadership experience, including students whove led extracurricular activities, ask interview questions that qualify their leadership experiences.Sample questionsTell me about a past leadership role.What was your goal or objective?What did you accomplish?What was the feedback you received from peers on the outcome?When an individual gets into telling the story, youll be able to pick up on the nuances on how they lead. Do they say, I did this, or I sought out these skill sets in my peers? Find those individuals who really have the diversity of those experiences, that can articulate what was done, how they made decisions for the team, and areas where the teams diverse viewpoint was critical. Cheryl Pinter-Veal, head of Deloittes NextGen leadership development programRead more How to Interview for Management and Leadership