TOP 57 interview questions for managers for candidate screening in 2025

Why Getting Interview Questions for Managers Right Makes All the Difference

Let's be honest – hiring the wrong manager can feel like watching a slow-motion car crash happen to your team. You've probably been there: the productivity drops, morale tanks, and suddenly everyone's updating their LinkedIn profiles. That's why nailing your interview questions for managers isn't just important – it's absolutely critical for your company's success.

The Real Impact of Manager Hiring Decisions

Here's a fact that might surprise you: managers have a tremendous impact on productivity, staff morale and corporate culture. When you hire the wrong person for a management role, you're not just filling a position – you're potentially setting your entire team up for failure. Below-average employees can lead to disappointed clients and drag down team productivity, but a below-average manager? That's a whole different level of organizational damage.

Hiring an employee is a significant investment, and a bad decision can cost your business a lot of money. The ripple effects of poor management decisions can be felt across departments, affecting everything from customer satisfaction to employee retention rates. This is why using effective interview questions for managers becomes your first line of defense against costly hiring mistakes.

The Science Behind Effective Manager Interview Questions

Behavioral interviewing is based on the premise that the best predictor of future performance is past performance. This tried and true methodology is used by some of the world's most successful companies, and there's a good reason why. Behavioral interview questions often start with 'Tell me about a time when...' or 'Give me an example of...' – phrases that force candidates to move beyond theoretical responses and share real experiences.

Leadership expert Alli Polin, Founder of Break the Frame Consulting, puts it perfectly: "The company wants to understand your philosophy and leadership style—not answers learned by rote." She also notes that companies "want to know your view on organizational culture to ensure you're a strong match for the direction they're heading."

Time management is a critical leadership skill, as is conflict resolution – two areas where behavioral questions can reveal a candidate's true capabilities. When using behavior-based interviewing, every candidate must be asked the same questions to assess them fairly, ensuring your hiring process remains both effective and legally compliant.

Your Complete Guide to Manager Interview Success

Ready to transform your hiring process? We've compiled 57 best practice interview questions for managers that will help you identify the right leadership talent for your organization. These questions cover everything from general management philosophy to specific scenarios involving team conflict, performance improvement, and strategic decision-making – giving you the comprehensive toolkit you need to make confident hiring decisions.

Because you're reading this article, you might be interested in the following article as well: One Way Video Interview: Basics and Features.

🏆 The list of TOP 57 interview questions for managers in 2025

Tell me about a time when you adapted to a big change at work

This question can give you an idea of the candidate's mindset when dealing with a dynamic, evolving workplace. Adaptability and flexibility are essential skills for managers who often have to simultaneously support new staff, implement strategic plans, plan projects and respond to new and unforeseen challenges.

This is a great behavioral interview question that helps assess how well a candidate handles shifts in priorities or unexpected circumstances. Look out for answers that:

• Show proactive problem solving
• Reflect a positive attitude towards change
• Include specific examples with measurable outcomes

Best practice: Encourage the candidate to use the STAR method (Situation, Task, Action, Result) in their response. This helps you get a full picture, not just a vague idea.

What you want to hear is a story where the person didn’t resist change, but instead understood it, embraced it, and helped others adjust too. Be cautious with responses that blame others, avoid responsibility, or show discomfort without resolution.

Strong answers will show that the candidate:

• Communicated clearly with others during the transition
• Stayed focused on the bigger goals
• May have even helped lead the change

Hiring managers should listen for signs of emotional intelligence, adaptability, and forward-thinking during the candidate’s explanation. These traits are crucial for managers navigating constant change and supporting teams through it.

Describe a situation where you had to collaborate with someone who had a different working style

This question helps you understand how a candidate adapts and collaborates with others. It gives you a closer look at their communication skills, flexibility, and willingness to compromise. In real work settings, team members often have different approaches. Some may be highly detail-oriented, while others focus on the big picture.

Look for responses that show:

• Willingness to understand the other person’s perspective
• Ability to stay calm and respectful during disagreements
• Taking active steps to find common ground
• A positive outcome despite the differences

Red flags include blaming, showing frustration without problem solving, or describing the other person's style as wrong.

Best practice: Great candidates will reflect on the experience, explain what they learned, and how they’ve improved working with different personality types. This shows self-awareness and growth mindset.

What's an effective strategy that you've used to motivate others?

Asking candidates this question reveals how they engage with colleagues, lead by example, and help drive success beyond their own tasks. You're learning about their leadership style—even if they’ve never held a formal leadership title.

Look for answers that show:

• Empathy and awareness of what motivates different people
• Ability to adapt their approach based on team needs
• Concrete examples, like coaching teammates, offering recognition, or building trust

A great answer includes the situation, what they did to motivate others, and the outcome. This shows they understand how motivation boosts performance, collaboration, and morale—which are all key to building a productive team environment.

Best practice tip: Prioritize responses where candidates show they’re invested in collective success, not just personal gain.

Talk about a time when you had a problem with an employee's behavior. How did you resolve the issue?

This question helps uncover how a candidate manages conflict, especially when it involves direct reports. It's a strong indicator of leadership style, emotional intelligence, and communication skills.

What to listen for:

• Clear explanation of the issue and the context
• Demonstration of calm and professional handling
• Use of direct communication and fairness
• Focus on resolving the issue, not blaming
• A result or learning based on the approach

Red flags to watch:

• Avoiding the problem altogether
• Overly aggressive or passive handling
• No follow-up or accountability
• Blaming without taking responsibility

Best practice tip: Strong managers tackle behavior issues early. Look for candidates who address problems in a constructive, private, and respectful way, showing a balance of empathy and authority. The ability to coach or mentor the employee should also come through in the answer.

Give me an example of a time you made a mistake at work, and explain how you fixed the issue

This question helps you learn how a candidate responds when things don’t go as planned. Everyone makes mistakes—what matters is how they handle them. Look for answers that show the candidate:

• Takes personal responsibility
• Learns from the experience
• Takes proactive steps to correct the problem
• Maintains positive communication with others involved

The best candidates will openly admit the mistake, avoid blaming others, and clearly explain the actions they took to fix the issue. Strong answers often include a reflection—what they learned and how it made them better moving forward.

Best Practice: Listen for signs of humility, problem-solving skills, and emotional intelligence. These qualities often point to leadership potential, even if the candidate isn't applying for a leadership role right now.

Tell me about a time when your team had to meet a tight deadline. How did you ensure everyone completed their work on time?

Asking this question helps uncover your candidate's time management abilities, leadership qualities, and communication style under pressure. You're not just looking for someone who delivers on time—you want a candidate who can lead or collaborate with a team efficiently, especially when deadlines are non-negotiable.

What to look for in a great answer:

• A clear example from their past experience
• Steps they took to organize the team, allocate tasks, and manage time
• Use of tools or systems (like project management software)
• Communication and motivation tactics
• An honest takeaway or lesson learned

Best practice tip: Look for candidates who show that they didn’t panic under pressure and who proactively managed resources and expectations. If they highlight collaboration, adaptability, and clear communication, you’ve got someone who handles crunch time like a pro.

How do you make new employees feel included?

This question is a great way to understand if your candidate puts effort into creating a welcoming work environment. Look for answers that mention intentional actions like:

• Introducing the new hire to team members
• Setting up one-on-one meetings or team lunch
• Providing a structured onboarding plan
• Assigning a buddy or mentor for support
• Encouraging open communication and feedback

A strong candidate will talk about building connections, promoting trust, and helping new employees feel comfortable and valued from day one. Best practice is when they proactively help the newcomer understand the team culture and make space for questions and learning.

Avoid candidates who focus only on task delegation or assume the new hire will just "fit in" over time. Inclusion takes active effort—not just good intentions.

Talk about a time when you had to make a difficult choice in the workplace. How did you make your decision, and what was the outcome?

This question is a powerful way to see how a candidate handles tough situations under pressure. It uncovers their decision-making skills, values, and approach to solving complex problems. You're not just looking for the outcome—they should explain the situation, the options they considered, and why they chose the path they did.

What to look for in a strong answer:

• A clear explanation of the challenging situation
• Reasoning behind their decision-making process
• Communication and collaboration, if others were involved
• Reflection on the outcome—what worked, what didn’t, and what they learned

Red flags to watch out for:

• Vague or generic responses
• Lack of personal accountability
• Decisions driven by guesswork, without reasoning

Pro Tip: Encourage follow-up questions like, “Would you do anything differently if faced with a similar situation today?” This helps reveal the candidate's ability to grow from experience.

Comment:

Inviting interviewees to discuss difficult choices they've had to make while working in a managerial capacity can reveal their thought process when facing challenging situations. One of the top goals of manager behavioral interview questions is to gain insight into how each candidate makes challenging decisions.

Tell me about how you delegate tasks

Comment: Asking your candidate about their approach to assigning tasks to their workers can reveal a lot about the applicant's ability to plan projects, manage resources and optimize the skills of each worker. Leadership involves breaking down large objectives into smaller tasks and designating those tasks to team members.

This question helps you assess:

• Leadership style: Does the candidate trust their team? Can they hand over control when needed?
• Organizational skills: How do they prioritize and assign responsibilities?
• Understanding of team dynamics: Do they match tasks to strengths effectively?

Look for answers that show the candidate:

• Plans before delegating
• Communicates clearly
• Follows up without micromanaging
• Adjusts based on individual team member strengths

Best practice tip: Strong leaders often mention checking in on progress, providing support when needed, and encouraging accountability. Watch out for signs of poor delegation—like doing everything themselves or not trusting team members.

When have you had to convince others to view a situation from your perspective? Can you give an example of how you explained your point of view?

This question helps reveal how a candidate uses persuasion, communication, and empathy to influence others in a professional setting. Look for responses that show they can stay calm, listen to others, and clearly explain their reasoning.

Here’s what to listen for:

• A real example with context, action, and result
• The setting: Was it with a team, leadership, or clients?
• How they handled disagreement or resistance
• Whether they got buy-in or saw a positive outcome

Best practice approach: Strong candidates often use real workplace stories where they had to lead others to a new idea or change. This could involve a team discussion, a client pitch, or presenting a new process to leadership.

Clear, respectful communication and a logical argument usually stand out. Watch for how they balance confidence with collaboration—great leaders align, not push. If they show they can influence without dominating, that’s a strong sign of leadership potential.

Give me an example of how you mediated a conflict between your employees or colleagues

This question is designed to help you understand how well a candidate handles interpersonal issues in the workplace. Conflict is inevitable, but how someone approaches it tells you a lot about their emotional intelligence, communication skills, and leadership style.

Listen for examples that include:

• Clear communication
• Empathy and active listening
• Problem-solving steps
• Fairness in handling both sides

A strong candidate will walk you through the situation, what actions they took (like bringing both parties together, identifying the root cause, keeping things professional), and how they achieved a solution.

Best practice tip: If the example is vague or the resolution was one-sided, dig deeper. Ask follow-up questions like,

• “What if the situation had escalated?”
• “What would you do if neither party was willing to compromise?”

This will show you whether the candidate has a mindset focused on resolution or just avoidance.

Tell me about a situation where you went above and beyond to improve your workplace

This question helps you discover if the candidate is proactive and invested in making things better, not just getting by. Seek responses that show a real example — not just generic claims — of taking initiative. Maybe they streamlined a process, created a new team workflow, or improved employee morale with a small but meaningful gesture.

Strong candidates will:

• Describe a specific problem or area that needed improvement
• Share the steps they personally took
• Highlight the positive impact their actions had

Best practice tip: Look for details that show ownership, creativity, and the ability to influence others.

Comment:

The best managers are those who have the drive it takes to seek out opportunities for improvement without prompting. Self-starters tend to look for ways to improve working conditions, employee retention, customer service and other metrics that impact the overall strength of a company. Where and how candidates choose to take initiative can give you an idea of how they would help grow your company.

Talk about a time when you had to juggle several projects. How did you prioritize?

This question gives insight into how well a candidate handles pressure, deadlines, and competing priorities. Look for answers that show a clear method of organization, such as using to-do lists, setting deadlines, or leveraging tools like Trello or Asana. Strong candidates will explain not just what they did, but why they chose to prioritize certain tasks.

Best practice approach: Seek examples where the candidate considered urgency, team impact, business goals, and timelines when deciding what to tackle first.

---

Comment:

A candidate's strategies for prioritizing can show you what they personally value in a workplace and reveal whether they can perform in a fast-paced business environment. Time management is a critical skill among managers who are tasked with leading several different projects or employees at once.

Tell me about a difficult work challenge you've had.

Asking this question helps you understand how a candidate handles pressure, problem-solving, and conflict. You're looking for a specific story that highlights their attitude, resilience, and decision-making skills.

Best practice: Encourage candidates to walk you through the challenge using the STAR method (Situation, Task, Action, Result). This helps them stay focused and gives you a clear view of how they handled it.

What to listen for:

• A clear, real-life scenario (not hypothetical)
• The candidate’s own role and actions
• Strategies used to overcome obstacles
• What they learned from the experience

Candidates who give vague responses or struggle to identify any real challenge may not have the decision-making experience you need. Ideally, the answer should show growth, adaptability, and a results-driven mindset.

Tip: Ask follow-up questions like, “What would you do differently now?” to dive deeper into their reflection and growth.

Have you ever been in an ethically questionable business situation?

This question helps you understand how a candidate reacts when their values are tested. You're not just looking for the situation—they should talk about what action they took, who they consulted, and how they made decisions.

Best Practice: Look for answers where the candidate:

• Clearly explains the context
• Highlights their role and responsibility
• Describes the decision-making process
• Shows integrity and accountability

What to avoid? Vague, overly safe answers like “I’ve never been in that situation.” Dig deeper—ask follow-up questions to uncover real experiences. Strong candidates will be honest and reflective, even if the outcome wasn't perfect.

Have you ever had a project that had to change drastically while it was in progress?

This question helps you understand how a candidate deals with change, uncertainty, and shifting priorities. In today’s workplace, projects rarely go from start to finish without some form of change—whether it’s scope, timeline, budget, or stakeholder expectations.

Look for an answer that shows clear ownership of their role in the project. The best candidates will not only describe what changed but explain how they personally adapted, communicated with others, and helped push the project forward.

Best practice: A strong response includes:

• Specific examples of the change
• How the candidate responded and supported the team
• Lessons learned from the experience

Watch out for vague answers or blame on others. You want someone who is flexible, proactive, and focused on solutions when the plan goes sideways.

Tell me about a major setback you've had.

This question helps reveal how a candidate responds to failure or tough situations. It's not just about the setback itself, but what they learned from it and how they moved forward. Look for responses that show self-awareness, accountability, and problem-solving skills.

Candidates who can openly talk about their challenges—and more importantly, how they handled them—are often resilient and adaptable. Avoid answers that shift blame onto others or lack reflection.

Best practice approach:

• Pay attention to how clearly the candidate describes the problem.
• Look for ownership of the situation rather than deflection.
• Check for what steps they took to recover or improve.
• A strong answer usually ends with growth or a positive change they made afterward.

Framing questions like this lets candidates share real-world experience, both good and bad, giving you a fuller picture of how they might perform in your team.

Talk about a time where you had to make an important decision quickly.

This question is a strong indicator of how a candidate performs under pressure, especially when there's little time to analyze all the options. You’re not just looking for a dramatic story; you want to hear how they think, act, and own their decisions.

What to listen for:

• A clear explanation of the situation and urgency
• Steps they took to make the decision quickly
• If they sought input or relied on experience
• The outcome and what they learned from it

Best practice approach: Candidates should walk you through a real example using the STAR method — Situation, Task, Action, Result. Look for structured thinking and accountability. It’s okay if the result wasn’t perfect, as long as they reflect on what they’d do differently next time.

If a candidate stays vague or avoids discussing outcomes, they may not be comfortable with ownership or may lack confidence in decision-making. Strong candidates provide a practical example, stay honest, and show that they can balance speed with sound judgment.

Have you ever had a deadline you were not able to meet?

Asking this question helps reveal how a candidate handles pressure, communicates setbacks, and takes responsibility. It's not just about whether they missed a deadline—it's about how they handled it, what they learned, and what action they took to prevent it from happening again.

Best practice: Look for candidates who are honest, self-aware, and proactive. Ideally, they should explain:

• Why the deadline was missed
• How they communicated with their team or manager
• What steps they took to recover
• What changes they made going forward

Avoid candidates who blame others without taking any responsibility or those who dodge the question entirely.

This question helps predict future behavior—something every hiring manager wants to understand. Keep it conversational and let them walk you through the situation.

Have you ever had to convince your team to do a job they were reluctant to do?

This question helps you assess a candidate’s leadership influence and teamwork skills. If someone has successfully encouraged a team to move forward with a tough or unpopular task, it shows strong communication, empathy, and problem-solving abilities.

What to listen for:

• Did the candidate identify why the team was reluctant?
• How did they approach the situation—did they listen, offer solutions, use logic, or inspire others?
• What was their individual role in the process?

You want to get clear on how they contributed to resolving the hesitation. Be careful—some candidates may speak in generalities like “we decided” or “the team eventually...” Without clarity, it's hard to tell what they did themselves.

Best practice: Follow up by asking, “What was your specific contribution?” or “What actions did you take to help the team move forward?” This gives you a better sense of their influence and initiative.

How have you dealt with an angry or upset customer?

This is a great behavioral question that helps assess a candidate's emotional intelligence, communication skills, and ability to stay calm under pressure.

Look for specific details in the response—what happened, how they handled it, and what the outcome was. A vague or generic answer isn't enough. A strong candidate should share a real example where they listened to the customer, stayed professional, and took steps to resolve the issue effectively.

Best practice tip: A good answer often follows the STAR method—Situation, Task, Action, Result. This structure keeps responses clear and shows the candidate’s thought process. You're looking for someone who doesn't just defuse a situation but also learns from it or helps improve the process moving forward.

Red flag: Watch out for answers that blame the customer or sound defensive. Strong candidates remain calm, empathetic, and solution-focused.

How do you measure success?

This question helps you understand how a candidate defines achievement and tracks progress, especially in team settings. Listen for a response that shows goal-setting, monitoring progress, and holding team members accountable.

The example answer shows a strong grasp of progress tracking through small milestones. The candidate created a clear system for monitoring deliverables, involved QA for maintaining high standards, and proactively addressed team challenges with weekly check-ins.

What to look for:

• Specific, measurable goals
• Use of data or KPIs to track performance
• Communication and collaboration efforts
• A proactive approach to problem-solving

Best Practice: Favor candidates who not only set goals but also follow through with clear tracking methods and leadership involvement. This shows they can contribute to a results-driven culture.

How would you describe your management style?

This is a great question to understand how a candidate leads and influences a team. You're looking for insight into how they balance authority and autonomy, how they build trust, and how they support their team.

Comment:

This response reflects a democratic or participative management style, which is a strong leadership approach, especially in collaborative or creative environments. The candidate explains that while they keep communication lines open and monitor progress, they trust their team to handle their responsibilities without constant oversight.

That's a best practice approach in team management—it shows emotional intelligence and empowers employees while ensuring accountability. The fact that they mention running a 15-person SEO team shows both scale and relevance.

What to listen for:

• Do they understand their style?
• How do they maintain team productivity and motivation?
• Is their approach adaptable to different situations?

Look for examples that back their claims. Anyone can name a style, but showing how it's worked in real situations is what makes the answer strong.

What do you like to do outside of work?

This question may seem casual, but it's powerful for understanding a candidate’s personality, cultural fit, and work-life balance. You're not just hiring skills—you’re hiring a person. Their interests outside of work can tell you about their creativity, energy, and how they manage stress.

Best practice: Look for responses that show passion, balance, and enthusiasm. Whether it’s sports, volunteering, reading, or artistic hobbies, these can reveal soft skills relevant to the job—like dedication, teamwork, or a growth mindset.

Red flags? If a candidate says “nothing” or struggles to answer, it might be a sign of disengagement or burnout. Encourage honest answers, but take note if they show no curiosity or outside interest.

Use this question early in the interview to build rapport, lighten the mood, and humanize the conversation. It’s a great way to break out of the usual script and get to know what drives your potential hire beyond the resume.

How many years of managerial experience do you have?

This is a classic screening question that helps you understand the candidate's leadership background. It gives a quick snapshot of their experience leading teams, departments, or projects.

Comment:

This question is great for roles that require leadership or supervision. You’re not just looking for a number—you want to follow up based on their answer. For example, if they say "5 years," your next question should be about what size team they managed, what types of challenges they faced, and what results they achieved.

Best practice tip: Ask for specific examples during follow-up. Years of experience alone don’t guarantee quality leadership—it’s how they managed that matters. Also, tailor this question depending on the level of management you're hiring for (team lead vs. senior manager).

What are your three greatest professional strengths?

Asking candidates to share their top three professional strengths is a great way to understand how they view themselves and what they bring to the table. This question helps reveal both confidence and self-awareness, two key traits in top performers.

Comment:

Look for answers that are specific and backed by real-life examples. Vague responses like "I'm a hard worker" without context often don’t tell you much. Instead, the best candidates will mention strengths that are relevant to the role and explain how those strengths have helped them in past positions.

Example responses you want to hear might include:

• "My greatest strength is communication—I'm always the one running team meetings and making sure everyone understands their goals."
• "Problem-solving is a big one. In my last role, I created a new workflow that cut time on our main process by 30%."
• "Adaptability—I’ve worked in startups, corporate environments, and remote teams. I adjust quickly without needing much direction."

Best practice: Ask follow-up questions like “Can you give an example of when this strength made a real impact?” to dig deeper. This helps confirm if their strengths are genuine and useful for your specific team or company.

Describe a time when you acted as someone's mentor.

Asking this question helps reveal if the candidate has leadership qualities, empathy, and a willingness to support others. Look for signs that they genuinely wanted to help someone grow, shared knowledge, or took initiative to guide a less experienced colleague. Strong answers often show patience, communication skills, and a focus on team development.

Best Practice: Candidates should highlight specific examples with clear outcomes. Pay attention to how they measure success—did their mentee improve, get promoted, or overcome a challenge?

What to look for in a great answer:

• Initiative in offering support
• Emotional intelligence and communication
• Ability to reflect on the experience
• Positive results or growth shown by the mentee

This is a great question for roles that require coaching, collaboration, or leadership.

How would you describe your personality?

This question helps you get a feel for how candidates see themselves and how they might fit into your team and culture. You're not just listening for whether they’re an introvert or extrovert — you're looking for keywords that align with the role and company values.

Comment:

Encourage candidates to give specific traits and tie them to real-life examples. Are they adaptable, collaborative, detail-oriented? These should connect to the type of work environment you offer. Look out for answers that are overly generic or rehearsed — candidates who show self-awareness and alignment with your team values are usually a better fit.

Best practice tip: Listen for traits that match your company culture and the personality needed for the role. For example:

• For customer-facing roles: words like empathetic, communicative, patient
• For solo or detail-driven roles: focused, independent, analytical

Use this question to start a deeper conversation about how they work with others and solve problems.

Have you always considered yourself a leader?

This question helps uncover the candidate's natural tendencies toward leadership and how they view their personal growth. You're not just looking for a “yes” or “no” — focus on how they explain their answer.

A good candidate will usually back up their response with examples from past experiences, such as:

• Taking initiative in group projects
• Guiding a team through challenges
• Volunteering for responsibility without being asked

If they say “not always”, that’s not a red flag — in fact, self-awareness and growth can be strong indicators of leadership potential. Look for signs of progression, like how they moved from a support role into leading teams or mentoring others.

Best practice: Ask follow-up questions like, “Can you share a time you stepped up to lead unexpectedly?” to explore real-world application. You're evaluating confidence, self-awareness, and leadership style, not just title or experience.

What's your biggest professional accomplishment?

This question helps you understand how a candidate defines success and what they take pride in at work. You're not just looking for a big win—they should be able to explain the impact of their achievement, the steps they took to reach it, and any challenges they had to overcome.

Best practice: Look for accomplishments that align with the role you're hiring for. Did they save time, boost revenue, lead a difficult project, or improve a process? Pay attention to whether they talk about their own efforts or focus only on “we” when describing team projects. It's a good sign when they can balance personal contribution with team collaboration.

Tip: Follow up with questions like:

• What were the key steps you took?
• How did you measure success?
• What would you do differently next time?

You’ll get insight into their problem-solving process, drive, and whether they’re results-oriented.

💡 Remaining 27 questions...

The online article only includes the first 30 questions to keep it digestible, but we’ve put together an ebook for you with all the questions we gathered through our extensive research.

Download E-Book here 👉

Real-World Success Stories: How Top Companies Nail Manager Interviews

When it comes to interview questions for managers, some of the world's most successful companies have cracked the code. According to a Forbes article, the key lies in how behavioral interview questions are phrased - and more importantly, not giving away the right answers to candidates.

This "tried and true" methodology has been adopted by industry leaders who understand that managing people requires a unique skill set. The approach focuses on authentic responses rather than rehearsed answers that candidates might have memorized.

Alli Polin, a leadership expert and Founder of Break the Frame Consulting, puts it perfectly: "The company wants to understand your philosophy and leadership style—not answers learned by rote." Polin emphasizes that organizations want to know your view on organizational culture to ensure you're a strong match for where they're heading.

Tameka Nikki Andrews, who has managed teams across multiple industries and founded the creative consulting agency Flannel and Blade, brings another crucial perspective. With her extensive experience in DEI work, Andrews highlights how modern interview questions for managers must include diversity, equity, and inclusion awareness.

These experts agree that the best manager interviews go beyond technical skills. They dig deep into:

• Leadership philosophy and personal management style
• Cultural alignment with company values
• DEI awareness and inclusive leadership practices
• Real scenarios that reveal problem-solving approaches

The companies following this methodology report better hiring decisions and stronger management teams that actually stick around.

Why Video Screening Software is Revolutionizing Manager Recruitment

The recruitment world is buzzing about video screening software, and for good reason. Traditional interview processes for managers often involve multiple rounds, scheduling nightmares, and inconsistent evaluation methods.

Video screening is changing the game by allowing recruiters to:

• Standardize interview questions for managers across all candidates
• Save time by screening multiple candidates efficiently
• Capture authentic responses in a comfortable environment
• Review and compare candidates side-by-side
• Include multiple stakeholders in the evaluation process

The technology ensures every candidate gets the same opportunity to showcase their management potential, while giving hiring teams the flexibility to review responses when it works for their schedule.

Companies using video screening report faster hiring cycles, better candidate experiences, and more confident hiring decisions when it comes to management positions.

Ready to streamline your manager recruitment process? Discover how video screening can transform your hiring and help you find the leadership talent your organization needs.