MANAGER Interview Questions and Answers! (How to PASS a Management Job Interview!)

Summary

In this tutorial, Richard McMahon from passmyinterview.com conducts a live manager interview to demonstrate effective interview techniques. He emphasizes the importance of setting high standards, being a completer finisher, and motivating teams. Richard discusses his management style, the balance between leadership and management, and his approach to handling conflict, delegation, and defining success. He also addresses salary expectations and his desire to contribute to the organization's growth, showcasing his qualifications and enthusiasm for the managerial role.

Takeaways

• 😀 Richard McMahon introduces himself as an interview coach from passmyinterview.com.
• 📝 He emphasizes the importance of subscribing to the channel and connecting on LinkedIn for more content.
• 🚶 Richard demonstrates a live manager interview to teach viewers how to answer interview questions effectively.
• 🔑 He highlights his skills as a high-performing manager who sets high standards and motivates teams to achieve goals.
• 💡 Richard describes his approach to managing underperforming teams by setting objectives and motivating them to improve.
• 🛑 He expresses his desire to be a manager due to the responsibility and pressure it entails, aligning with his ambition and work ethic.
• 🏆 Richard is attracted to the company's reputation as a market leader, customer-centric approach, and ambitious future plans.
• 📊 His management style is described as firm, fair, consistent, and motivational, focusing on high standards and team development.
• 🤝 Richard differentiates between management and leadership, emphasizing the need for both to be effective in a managerial role.
• 🌟 He shares an example of leading by example, where he objected to using substandard products for client projects due to ethical reasons.
• 💼 Richard discusses his leadership skills resulting in positive outcomes, such as turning around an underperforming team by setting clear expectations and monitoring performance.

Q & A

What is the purpose of the video by Richard McMahon?

The purpose of the video is to provide a tutorial on how to pass a manager interview by demonstrating a live interview scenario and teaching interview techniques.

What is the first advice given by Richard McMahon for interview preparation?

The first advice given is to arrive early and compose oneself before the interview to be mentally prepared.

What qualities does Richard describe himself as having as a manager?

Richard describes himself as a standard-driven, high-performing manager who sets high standards for his team, is a completer finisher, and is capable of getting the most out of his team members.

Why does Richard want to be a manager?

Richard wants to be a manager because he enjoys the responsibility that comes with the position, thrives under pressure, and has ambitious plans for the future, both personally and for the organization.

What are the three main reasons Richard wants to work for the interviewing company?

The three main reasons are the company's reputation as a market leader, positive customer reviews indicating a customer-first approach and high standards, and the company's ambitious plans for the future.

How does Richard describe his management style?

Richard's management style is described as firm, fair, consistent, and motivational, with a focus on setting high standards and getting the most out of his team.

What is the difference between leadership and management according to Richard?

According to Richard, management is about controlling and directing resources and people, while leadership is about inspiring, motivating, and influencing people to achieve objectives.

Can you describe a situation where Richard led by example?

Richard led by example in a situation where he objected to using a substandard product part in a project due to ethical and risk considerations, demonstrating the importance of setting and maintaining high standards.

What methods does Richard use to motivate his team?

Richard uses methods such as setting high team values, conducting performance reviews to understand team members' strengths and weaknesses, holding regular team meetings for open contribution, and providing praise when credit is due.

How does Richard handle conflict within his team?

Richard handles conflict by addressing it immediately and confidently, encouraging the conflicting parties to resolve the issue themselves, and if necessary, mediating a discussion to reach a compromise.

What is Richard's approach to delegating tasks?

Richard's approach to delegation involves assessing the task, allocating it to the team member best suited for it based on their strengths, providing a clear and concise brief, and supporting them throughout the task completion.

What salary expectation does Richard have for the manager role?

Richard has a salary expectation of 37.5 thousand dollars, which he believes reflects his experience and capabilities, while also being open to proving his worth within the organization.

How does Richard define success in his role as a manager?

Richard defines success as performing his job to a high professional standard, getting the most out of his team, achieving personal and professional goals, and contributing to the organization's growth and achievement of its objectives.

What is the main frustration the company has had with previous managers in the role?

The main frustration is that previous managers have not been able to get up to speed as quickly as the company would have liked, impacting the team's performance and alignment with company goals.

Outlines

00:00

😀 Introduction and Live Manager Interview

Richard McMahon introduces himself as the presenter from passmyinterview.com and sets the stage for a live manager interview tutorial. He emphasizes the importance of subscribing to the channel for job interview tips and encourages viewers to connect with him on LinkedIn. The video transitions into a mock interview scenario where Richard meets Andrew and Joshua, who will be conducting the interview, and begins by discussing his journey to the interview and preparation techniques.

05:00

🚀 Richard's Managerial Philosophy and Aspirations

In this paragraph, Richard outlines his approach to management, focusing on setting high standards, thorough briefing, and monitoring to achieve goals. He describes his reputation as a 'completer finisher' and his ability to motivate teams to high performance. Richard expresses his desire to be a manager due to the responsibility it entails and his enjoyment of working under pressure. He also shares his ambition to progress within the organization and align his personal goals with the company's objectives.

10:01

🤝 Reasons for Joining and Management Style

Richard explains his interest in joining the company, citing its market leadership, customer-centric reputation, and ambitious future plans. He describes his management style as firm, fair, and motivational, emphasizing the importance of setting high standards and treating team members with respect while encouraging them to excel. Richard also discusses the balance between management and leadership, defining the two and explaining their interplay for effective management.

15:02

🛠 Leading by Example and Handling Tough Decisions

Richard recounts a situation where he led by example by objecting to the use of substandard materials in a project, highlighting the importance of ethics and brand reputation. He also describes a challenging decision he made as a manager, reallocating a senior team member to another department for the benefit of the organization, and how he persuaded the team member to see the opportunity for growth.

🔑 Delegation, Motivation, and Conflict Resolution

In this section, Richard talks about his methods for motivating his team, which include setting high standards, conducting performance reviews, and holding regular team meetings to foster a positive and open environment. He also addresses how he would handle conflict within a team by addressing it promptly and confidently, encouraging team members to resolve their issues and maintain a harmonious work environment.

💰 Salary Expectations and Defining Success

Richard discusses his salary expectations based on industry standards and his own experience, suggesting a comfortable salary within the higher range of the industry average. He defines success as achieving high professional standards, getting the most out of his team, meeting personal and professional goals, and contributing to the organization's growth and development.

📝 Delegation Techniques and Closing Thoughts

Richard outlines his approach to task delegation, which involves assessing the task, allocating it to the most suitable team member based on their strengths, and providing clear communication and support. In the final part of the interview, he asks about the organization's future plans and expresses his desire to understand the company's direction. He also inquires about the challenges faced with previous managers in similar positions. Richard concludes the interview by reiterating his interest in the position and his confidence in the positive impact he could have on the team.

Keywords

💡Manager Interview

A manager interview is a professional conversation where a candidate's suitability for a managerial role is assessed. In the video's theme, it's central to the tutorial, as Richard McMahon demonstrates how to pass such an interview. The script includes a live manager interview example where Richard answers questions about his management style and experiences.

💡High Standards

High standards refer to the expectation of excellence and quality in performance or products. In the script, Richard emphasizes his commitment to setting and maintaining high standards for his team, which is a recurring theme that illustrates his approach to management and his belief in driving team performance.

💡Responsibility

Responsibility denotes the state or fact of being accountable for something. Richard mentions his desire for the responsibility that comes with a managerial role, indicating his readiness to be accountable for his department or team's actions and outcomes.

💡Motivational

Motivational describes something or someone that provides incentive or drive. Richard describes his management style as motivational, meaning he aims to inspire and encourage his team to achieve their best, as shown when he talks about getting the most out of his team and setting high standards.

💡Leadership

Leadership is the action of leading a group of people or an organization. The script differentiates between leadership and management, with leadership being about inspiring and influencing others to achieve objectives, which Richard discusses as a key aspect of being an effective manager.

💡Underperforming Team

An underperforming team is one that does not meet the expected performance levels. Richard recounts a time when he was tasked with managing an underperforming team, demonstrating his leadership skills by setting high standards, motivating the team, and ultimately improving their performance.

💡Tough Decision

A tough decision implies a choice that is difficult to make, often due to significant consequences. Richard shares an example of having to make a tough decision by reallocating a senior team member to another department, which was met with resistance but was necessary for the organization's needs.

💡Delegation

Delegation is the act of entrusting the completion of a task to another person. Richard explains his approach to delegation, which involves assessing tasks, matching them with team members' strengths, and providing clear communication and support, highlighting the importance of effective delegation in management.

💡Conflict Resolution

Conflict resolution refers to the process of addressing and resolving disagreements. Richard discusses his method for handling conflict within a team, which includes addressing the issue promptly, encouraging the parties to resolve their differences, and facilitating a compromise when necessary.

💡Salary Expectations

Salary expectations are the anticipated compensation for a job role. Richard states his salary expectations based on industry research and his own confidence in his abilities, showing how he justifies his worth and negotiates for a competitive salary within the offered range.

💡Success

Success is the accomplishment of an aim or purpose. Richard defines success in terms of professional performance, team achievement, and personal and organizational growth. His definition of success encapsulates the overall message of striving for excellence in management and contributing to the organization's objectives.

Highlights

Richard McMahon introduces himself as a high-performing manager from passmyinterview.com.

The tutorial aims to teach viewers how to pass a manager interview through a live demonstration.

McMahon emphasizes the importance of subscribing to the channel for interview tips and strategies.

He shares his LinkedIn link for further professional connection and networking opportunities.

McMahon outlines his management style as firm, fair, consistent, and motivational.

He discusses the difference between leadership and management, highlighting the need for both in a manager's role.

McMahon shares an example of leading by example, emphasizing ethics and high standards in decision-making.

He describes a situation where his leadership skills improved team performance and productivity.

McMahon talks about making a tough decision, balancing personal relationships with organizational needs.

He explains his methods for motivating a team, including setting high standards and conducting performance reviews.

McMahon discusses handling conflict within a team by addressing it promptly and encouraging resolution.

He states his salary expectations based on industry standards and his confidence in his abilities.

McMahon defines success as achieving high professional standards, team performance, and organizational growth.

He explains his approach to delegation, focusing on assigning tasks based on team members' strengths.

McMahon asks about the organization's plans for the next five to ten years, showing his commitment to long-term growth.

He inquires about previous frustrations with managers in similar positions, seeking to understand organizational expectations.

McMahon concludes the interview expressing his desire to work for the organization and his confidence in adding value.

Transcripts

hi there it's richard mcmahon from the

interview training website

passmyinterview.com and in this tutorial

i'm going to teach you how to pass a

manager interview in a second i'm going

to walk through this door and i'm going

to undertake a live manager interview to

teach you exactly how to answer the

interview questions now just very

quickly please make sure you subscribe

to this channel by clicking the red

button below the video that way you

won't miss out on any of the content

that i am uploading lots of you are

passing your job interviews as a result

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also connect with me on linkedin i've

put my linkedin link in the description

below the video and finally please make

sure you give the video a like because

that tells me you like the content you

find it useful and it motivates me to

create more for you okay let's go

through this door and let's pass that

manager interview here we go

come in

hi nice to meet you i'm richard hi

richard pleased to meet you hello hello

nice to meet you take a seat thank you

very much

so richard how was your journey here

today yes it was really good thank you i

actually came yesterday because i wanted

to make sure i knew exactly where to

come and i got here early this morning

so i sat in the car composed myself and

got myself ready for the interview thank

you excellent so anyway my name's andrew

this is joshua we'll be interviewing you

today so we've got a number of questions

we're going to ask you to gauge your

suitability for the role

so if you could start with tell us about

yourself yeah sure so as you know my

name is richard

i am a standard driven high performing

manager who takes my responsibilities

seriously now over the years i've built

up an extensive range of skills and

qualities that make sure that i always

set high standards for my team i give

them a thorough brief i monitor them

along the way and always make sure that

we achieve our goals on time and to the

right standard

in my previous role i was renowned for

being a completer finisher and what i

mean by that is somebody who could be

relied upon to achieve a task or a

project to the right standard and i was

also renowned for getting the most out

of the people i was responsible for for

example one of the highlights in my

previous role

was that i went into a team they were

underperforming before i went there i

set high standards i set them objectives

of what i wanted them to achieve i then

motivated them to get the most out of

them and we then consistently performed

to a high standard within the

organization so i guess what i'm trying

to say is i am somebody who you can rely

upon to do a great job as a manager and

i will always recruit the right people

and get the most out of my team

excellent thank you can you tell us why

you want to be a manager

i want to be a manager for the simple

reason that i want to be the person who

has a responsibility for everything that

goes on within my department or my team

i can understand that a lot of people

don't want that level of responsibility

but i actually prefer it when i'm

required to work under pressure so for

example i go into a team and i'll set

really high standards we will be going

along and doing our job and all of a

sudden something will need to be done we

will need to respond straight away and

that's what i love about being a manager

is when i'm working on the pressure and

i have to direct my team lead them to

get the most out of them i also want to

be a manager because i have ambitious

plans for the future i don't just want

to sit still in your organization i want

to be a really good manager and i want

to help you to achieve your commercial

and financial objectives i also have my

own goals outside of work and the only

way that i will achieve them is if i am

a high performing manager for your

organization so

i want to be a manager because of the

level of responsibility that comes with

the position

thank you richard can you tell me why

you want to work for us

yes i want to work for you for three

main reasons the first reason is when i

saw the job advertised i was quite

excited because you have a really strong

reputation as being a market leader

within this industry now that's good for

me because i have high standards and i

feel as your manager you will support me

to achieve my objectives the second

reason is there are lots of really good

reviews online that are left by your

customers so that tells me you always

put your customers first you do things

right and again you set very high

standards the third and final reason why

i want to work for you is because you

clearly have ambitious plans for the

future i am somebody who doesn't want to

sit still and just do the same thing day

in day out i want to feel like i am

progressing with the organization i am

being a manager for and clearly that is

the case with your organization so i

feel i can come with you on your journey

and achieve consistent success moving

forward into the future

that's great thank you so could you

describe to us what your style of

management is please

my style of management

is

firm first and foremost fair consistent

and also motivational so i am firm

because i always set the bar high with

my team whenever i go into a team

the team that i'm managing i always tell

them to achieve very high standards i

think that's really important because if

you set the standards high

it's very easy to lower them down

slightly if you want to but if you go in

with lower standards it's a lot harder

later on to bring them up so i am a firm

manager who always expects high

standards from my team i am fair because

i will always treat the people within my

team consistently i will be respectful

of them but again i will expect high

standards

i am a motivational manager so my style

of management is motivational what i

mean by that is i will encourage my team

to be the best they possibly can be i

would see it as my responsibility to get

the most out of my team i would also

identify people in the team who want

career progression because that's good

for your organization so i am a firm

manager i am fair i am consistent but i

am also motivational too

thank you richard can you tell me the

difference between leadership and

management

the difference between leadership and

management is

management is all about controlling and

directing the resources and the people

whom you are responsible for leadership

on the other hand is about

inspiring motivating and influencing

people to achieve your objectives

in order to be effective as a manager

you need to be good at management and

also leadership so you need a strong

combination of both to achieve your

goals

thank you excellent could you describe a

time when you led by example

a time when i led by example so in a

previous role i was in a meeting with

other managers and team leaders and we

were all discussing a project for a

client

now two of the other departmental

managers suggested that we should use a

substandard product part for the project

because this would enable us to save

time and money and their suggestion was

the client would not find out about

using this substandard product and

therefore we would get to save money so

it was a win-win situation i objected

immediately because i don't think that's

the right way to do things not only is

it

unethical but we are also then putting

the organization at risk

because if the client finds out that

we've been using a substandard product

then that could damage our brand and our

reputation and it's also dangerous for

the client so i insisted that we set

high standards we stick to the brief

that the client

requested and we moved forward with the

product part that was more expensive now

even though

they disagreed with my judgment i feel

it is important in those kind of

situations to lead by example have the

confidence to say no that's not right

and to do the right thing

okay thank you richard can you tell me

about a time when your leadership skills

resulted in a positive outcome

yes there's been numerous situations

where my leadership skills have resulted

in a positive outcome and in particular

the most recent one i can recall

is when i was asked by my previous

company owner to go and manage an

underperforming team so she wasn't happy

with the way the team

was operating and also the fact it had

low level productivity levels so she

wanted me to go in there and sort it out

and get that team back to performing to

a high level so i agreed to do so when i

first went into the team i observed

their performance for about a seven day

period to find out where they were going

wrong after that seven day period i held

an initial team briefing so i explained

to them where they were going wrong and

how i wanted them to perform moving

forward and i explained the reasons why

i then

allocated different tasks to various

team members based on their strengths

and i then monitored the team moving

forward and on a couple of occasions i

had to pick them up on their performance

and motivate them to achieve things to a

high standard because they weren't used

to that now literally two months down

the line after i went into the team they

were performing to a very high standard

and all of the team members

mentioned to me that they felt more

satisfied within their roles because

their productivity levels had increased

and they felt they now had a leader who

was more motivational and inspiring

okay great thank you

can you give us an example of a tough

decision you've had to make a tough

decision i had to make was in a previous

team

i started managing that team and the

company owner asked me

to allocate one person from that team to

go and work within another department

within the organization now the person i

felt who was most

suitable for that role was a senior

member of my team who'd been there for

many years and he was very popular

amongst the other team members

now when i told him that he was the

person who was going and he was going to

the other department he wasn't happy at

all and also the other members of the

team were not happy either however i had

to put the organization's needs above

everything else so i explained to him

the reasons why he was being that person

who was going to the other department

and i also persuaded him to go there

because i felt he'd been in this team

for a long period of time he was really

good at what he did but it would be good

for him to go and use his skills in

another part of the organization where

he could gain more experience and

expertise so then when he did return to

our team

his skill set would be more diverse so i

managed to persuade him to go off into

the other team the other department he

did really well and i also explained to

the other members of my team that this

was now an opportunity for someone

within our team to step up and fill his

boots

so that my leadership skills even though

it was a difficult decision to make my

leadership skills had a positive outcome

on that situation great thank you thank

you richard what methods will you use to

motivate your team

i use a variety of different methods to

motivate my team the first one is to

create team values that everyone buys

into as i said at the start of the

interview i always make sure i set the

standards high because i feel that makes

people feel good about the work that

they do and they also know exactly what

they need to do so we always set high

standards really good team values and

then i also conduct performance reviews

and what i mean by that is i will sit

down for about an hour with each member

of my team and i will find out about

their strengths their weaknesses how we

can improve on their weaknesses

and also ascertain their future career

plans so that gives me lots of knowledge

about that team member and how i can

direct them to achieve the team's goals

finally i will motivate my team by

holding regular team meetings where

everyone can contribute in a positive

and open manner and give me ideas about

how we can move forward as a team and

again i am empowering my team to achieve

everything that is possible and i will

also praise the members of my team when

needed so on one hand i will call them

up when they are not doing things right

and i will direct them but i will also

praise them so when credit is due i will

certainly give it i believe i have lots

of different methods i can use that are

tried and tested and they will ensure

that the team i am managing will always

perform to a high standard thank you how

would you handle conflict within your

team

i would handle conflict within a team by

first and foremost being confident and

dealing with it straight away

i believe if you leave conflict

to

fester

then it can become more of a bigger

problem there will always be people in a

team who will notice the conflict but

they won't say anything about it and if

they see you as their manager not

tackling it then i believe that is weak

from a management perspective

so i will first and foremost tackle the

conflict so if there were two members of

my team

experiencing conflict i would just say

to them i've noticed that you two are

having a few problems

are you able to resolve it so just by me

telling them that i am aware of the

conflict should encourage them to sort

things out themselves and that would be

the first thing i would expect them as

responsible employees to sort out the

conflict however if i noticed that the

conflict wasn't going away i would then

call them in together and i would speak

to them in private and i would explain

how they need to resolve the conflict i

would ask them questions give them both

the opportunity to speak about the

conflicts and i would encourage them to

reach a compromise moving forward i

would also explain to them that they had

a responsibility to work harmoniously

within the team because we had targets

to work towards and objectives to

achieve so to summarize i would always

deal with conflict straight away in a

confident and concise manner thank you

thank you richard what are your salary

expectations

before i came along to the interview i

carried out a little bit of research

based on the salary range for this

manager role within this industry and

that range

is between thirty thousand dollars and

forty thousand dollars now of course

based on my experience and my confidence

levels i believe i am worth the higher

salary range of forty thousand dollars

however i understand you don't know me

you don't know my capabilities and

therefore i have a responsibility to

prove to you my worth on that basis i

would be comfortable with a salary of 37

and a half thousand dollars thank you

how would you define success

how would i define success

success to me first and foremost is

doing my job as a manager to a high

professional standard success is also

about getting the most out of my team if

i see my team performing to a high

standard then that in my eyes is

achieving success

i said at the start of this interview

that i have my own personal and

professional goals

and the only way that i will achieve

those is by performing as a manager to a

very high standard

so if i do that i will achieve success

outside of work finally success to me is

seeing your organization grow

continually develop improve and achieve

its commercial and financial objectives

and the other way that will happen is if

managers such as myself do a really good

job for you

how do you delegate your tasks

so delegation is a really important area

of being an effective manager

so whenever i am delegating tasks i will

start off and assess the task that i

need doing now because i will have

carried out performance reviews with all

members of my team i will know each

individual's strengths and therefore i

will be able to allocate that task to

the person within my team who i feel is

most suited to it i will then speak to

that person and i will communicate with

them in a clear and concise manner and i

will give them a solid brief of what i

want them to do how i want them to do

the task and finally the time scale that

it needs to be completed by

they will then have the opportunity to

speak to me during the completion of the

task if they need any advice or guidance

so whenever i delegate tasks

i will ascertain the task that needs to

be done i will allocate it to the right

person i will give them a clear and

concise brief and i will then support

them moving forward until that task is

completed

thank you thank you richard that

concludes the questions we have for you

and do you have any questions for us

i've really enjoyed the process i just

have a couple of questions if that is

okay so the first question is what are

the plans for your organization over the

next five to ten years because i plan to

stay with your business for a long

period of time as a manager and it will

be interesting to know how you plan to

move the company forward it's great to

hear firstly that you you plan on being

with us long term um our plans are very

much we've got a growth plan for the

next five years and we've got new

operations we want to launch worldwide

and globally that we want you to be a

part of and your team needs to grow and

help us get to there so we want you to

be a part of that over the next five

years to help us grow and hit our

targets worldwide okay thank you

the next question is

what has frustrated you about managers

who've held this or similar positions

previously within your organization

right yeah so

previous candidates that we have had

haven't been able to get up to speed as

quickly as we would have liked them to

get up to speed so one of the first

things we'd like you to do is as you

mentioned earlier do a performance

review of your team get to know your

team really well and get them all on the

same page and understanding so they can

get up to speed as quick as they can

that's really been the the key reason

where we've struggled with previous

candidates in your position yeah okay

thank you very much um

that's i have no more questions so thank

you very much can i just finish off and

say i've really enjoyed the process of

being interviewed for this manager

position i genuinely really want to work

for your organization i believe that the

skills and qualities i have are a match

for the standards that you set and i

believe if you do hire me as your

manager you will see an immediate and

positive impact within the team thank

you very much thank you thank you

thank you thank you very much thank you

thank you thank you goodbye goodbye