Manager selection (part 2): Sample interview process & prompts
5-minute read
In the first installment of this two-part article series, we shared steps you can take to hire excellent managers with greater consistency and inclusivity. In this article, to make it even easier for your organization to improve your manager hiring process, we’re sharing a sample process, prompts, and some of our favorite pro-tips based on LifeLabs Learning’s experience training, studying, and hiring thousands of managers.
Sample manager selection process:
Sample interview prompts based on core manager skills:
Pro tips — avoid these two common interview mistakes:
Giving away the answer. Make sure your interview prompt doesn’t signal the “right answer.” For example, if you are looking for a track record of collaboration, don’t say, “Tell me about a time you collaborated with someone.” Any answer you get will reinforce the idea that this person is collaborative and won’t help you pick out the right match. Instead, think of a situation where you’d want collaboration to happen where it would also be just as reasonable to fly solo. An interview prompt like “Please discuss an important decision you made” can reveal whether the candidate tends to involve others.
Creating barriers to entry. Gather input from a diverse group of people to double-check that your interview prompts don’t exclude terrific candidates with limited management experience. These accidental barriers to entry might bar fantastic candidates and reinforce systemic inequities. To avoid this problem, clarify that candidates can base their answers on experience with peers, in school, or other groups or organizations. For example, instead of asking “What is a recent piece of feedback you got from a direct report?” ask, “What is a recent piece of feedback you got from someone at work?” Remember, when it comes to management, experience does not predict effectiveness.
Double-check for FAIRness:
Last but not least, as you review and improve your manager interview process, be sure to apply the LifeLabs Learning FAIR Model:
Forthcoming: Is the job description clear? Are the qualifications explicit?
Accessible: Is everyone aware of the job opening? Have we created any unnecessary barriers to entry (e.g., years of experience)?
Involved: Have we gathered input on our interview process from a diverse group? Is our selection decision-making power distributed across 2+ people?
Rigorous: Do all candidates go through the same standardized assessment process? Are our interviewers well-calibrated?
Happy hiring!
Want help accelerating your manager, hiring, or inclusion skills effectiveness? Contact LifeLabs Learning!
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