47 Supervisor Interview Questions (With Sample Answers)

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47 Supervisor Interview Questions (With Sample Answers)

By indeed Editorial Team

Updated June 22, 2022 | Published May 25, 2021 Updated June 22, 2022 Published May 25, 2021TwitterLinkedInFacebookEmail When interviewing for a supervisory or managerial military position, you may encounter interview questions you would n’t experience when applying for other jobs. Understanding the kinds of questions a lease director may ask can help you better prepare for an consultation. It may besides give you a probability to review your skills and most important accomplishments to share and increase your chances of getting the caper. In this article, we review 47 consultation questions for supervisors and give sample distribution answers to help you prepare for your interview .

11 general questions for supervisors

cosmopolitan questions are those hiring managers or early interview participants may ask that can relate to any status within the company or to get a better sympathy of a campaigner ‘s personality. Some examples of general questions in a supervisory program interview may include :

  1. What do you think are the all-important qualities of a good supervisory program ?
  2. What job responsibility expectations do you have for the function of a supervisor ?
  3. What are your circus tent three factors for improving teamwork and success ?
  4. What salary or pay do you expect from this position ?
  5. When would you be available to start this place ?
  6. How long have you worked as a supervisory program ?
  7. Why do you think you ‘re the best candidate for this function ?
  8. Why did you leave your last position ?
  9. Where do you see yourself in five years ?
  10. How would you describe your personality ?
  11. How many hours per week can you commit to this position ?

Related : Qualities of a good supervisory program

14 questions about a supervisor’s experience and background

Hiring managers may ask questions about a supervisory program ‘s former make have or their background in a specific field to get a better idea of the things they already know and how that data can help them in a newfangled character. Some of these types of questions may include :

  1. How would you describe your management or leadership style ?
  2. What are your strengths as a supervisory program ?
  3. When evaluating a team member ‘s performance, what factors do you consider ?
  4. Describe your planning process .
  5. In what workplace environment have you achieved the most success ?
  6. Have you ever fired, furloughed or laid off an employee ?
  7. How do you welcome and acclimate new employees to your team ?
  8. How do you delegate work ?
  9. How do you lead by case for your team members ?
  10. Do you form personal relationships with subordinates outside of work ?
  11. How many people have you supervised in the by ?
  12. In former supervisory positions, what have you done to cut costs ?
  13. Have you taken character in contract negotiations ?
  14. What character of equipment or software do you have experience using ?

Related : 6 Popular Interview Questions for Managers

12 in-depth questions for supervisors

Hiring managers may use in-depth questions to get more situational, less rehearse responses about a supervisory candidate ‘s experience and personality. These questions much require a report or an answer with specific examples. Some in-depth questions may include :

  1. Describe a time you introduced an significant switch to your team in your last supervisory function .
  2. Describe a time when you coached or trained an employee to complete a job .
  3. What skills and experiences in your past positions prepared you for this particular supervisory character ?
  4. Describe the toughest challenge you ‘ve experienced as a supervisory program and how you overcame it .
  5. Is there anything you would change about the supervisory positions in our constitution ?
  6. Describe a situation where you felt you needed aid to meet a supervisory challenge .
  7. Describe a fourth dimension where you struggled to communicate a message to a team member and how you overcame it .
  8. Describe a situation where you let your personal biography affect your job and how you resolved the issue .
  9. Describe a time when you disagreed with the opinion of a team extremity and how you handled the position .
  10. Describe a time when you made a mistake or mishandled a situation and how you made up for it .
  11. Describe your management philosophy .
  12. Describe your most celebrated accomplishment in your final position .

Related : How To Create a Supervisor Resume

10 interview questions for supervisors with sample answers

Use these sample interview questions and answers to help you understand a rent coach ‘s reason behind asking for certain information and how you can prepare to share the most important data with them :

1. Have you hired an employee?

If the supervisory role for which you ‘re interviewing requires participation in the rent process for early employees, hiring managers may want to know if you ‘ve had this province earlier. They could look to see if you know how to vet a potential campaigner or how to build a cohesive team. When answering this question, be honest about your know on the management side of the hire serve. Share your steps for choosing candidates and inviting them to interviews. example : “ In my current function, I ‘ve worked with the human resources team to hire three fresh report managers. I first base like to hold a earphone interview with each prospective candidate to parcel more about the caller culture and the problem position. then, I conduct a second in-person interview to learn more about the campaigner ‘s skills. ”

2. What is one of the most important decisions you’ve made as a supervisor?

Hiring managers may ask this interview to discover how comfortable you are making decisions for your team without direct orders from owners or person else above you in the management hierarchy. How you answer can confirm that you ‘ve had previous decision-making responsibilities and that you ‘re confident in your serve. When answering this wonder, think about a specific situation where you had to make the ultimate choice on a project or first step. Share the factors that guided your decision and the overall consequence. model : “ In my last placement as a commercialize director, my team spent a lot of time research and creating content for a new vegan restaurant campaign. After rollout, the customer told us they learned some of their offerings were n’t vegan at all. I had to decide how to handle changing the content that we ‘d already published and how to address the retraction. I ultimately addressed the issue immediately on the customer ‘s social media channels and web site, and we created update contentedness with source lists and links to preserve customer trust. ”

3. How would your direct reports describe your supervision style?

Hiring managers may ask this type of question to encourage you to look at your supervisory actions from your team members ‘ points of scene. It may besides help them decide if you ‘re a good culture fit within the fresh administration. How you answer this question can show that you ‘re self-conscious and that you ask for feedback and constructive criticism from your employees. exercise : “ Based on the feedback I ‘ve received through operation reviews, my team thinks I ‘m supportive, with high but naturalistic expectations. I encourage everyone to try their best and challenge themselves in a way that makes them feel successful. I hold weekly team meetings to get build up updates and learn about the challenges they ‘re facing. I besides encourage team members to contact me individually at any time to talk about personal issues, set goals or discuss ways they can feel more comfortable in their work environment. ” Related : 10 Common Leadership Styles ( Plus How To Find Your Own )

4. Has your supervision style changed over time?

This motion can help hire managers see if you respond to the needs of your team members and make changes based on their feedback. When answering, consider the character of development you ‘ve gone through to provide the best possible guidance to your team members. Use specific examples about your previous and stream methods to demonstrate the changes you ‘ve made. model : “ primitively, I held monthly team meetings but found we were n’t addressing challenges quickly enough. We now have more patronize, short weekly meetings to discuss the most necessary and crucial topics. I besides used to have set chew the fat hours where employees could show up without an appointment and talk privately about any aspect of their job. I found those hours did n’t work with everyone ‘s schedule and sometimes those who did n’t need to talk felt obligated to attend. I changed the policy in favor of as-needed individually scheduled appointments. ”

5. What are some of your most successful techniques for motivating your employees?

Hiring managers may ask this interview to learn how you keep a team excited about the work they do. Answering this doubt with examples can show you ‘re full at increasing team morale, listening to the needs of your employees and adjusting the techniques as needed. model : “ I try to create motivation in a variety of ways to best align with my team ‘s personalities. We use competitions, boss boards, monetary incentives and end-of-the-year finish recaps to meet all the different motivational touch points of our individuals. ” Related : How To Answer : Why Do You Want To Be a Supervisor ?

6. How do you settle disputes among employees?

With this question, hiring managers may try to uncover how you ‘ve dealt with conflicts among team members in the past. When answering, focus on how you ‘ve positively resolved issues and share your mediation styles. This could help show that you fit within the company ‘s culture. case : “ When I learn of a challenge within the team, I meet with each person individually to understand how they perceive the situation. I take notes and compare stories to see if the site is a misconstrue. then we have a mediation meet with all parties in the same room to come up with solutions that work for everyone. ”

7. How do you handle employees who underperform?

Hiring managers can ask this question to see if you understand the importance of teaching employees how to set and achieve goals and standards. When answering, emphasize how you ‘re comfortable addressing issues with individuals and how you use people ‘s individual talents to resolve their product and performance challenges. model : “ I recently had a long-run team penis who received customer complaints. She was n’t responding to communication, was missing deadlines and started calling off work. I scheduled a meet with her to find out what was going on. During our meet, she disclosed the woo system selected her as a foster mother and the procedure, was overwhelming. together, we worked out a plan to lighten her account load and schedule weekly update meetings to help her proportion responsibilities. She returned to her regular production levels within a calendar month. ” Related : How to Answer an Underperforming Coworker Interview Question

8. How do you measure your success as a manager?

With this wonder, hiring managers can decide if you ‘re aware of how your performance affects your team and how their operation impacts you. When answering, focus on areas that show reciprocal accomplishments. model : “ I feel I measure my achiever as a director through the achiever of my team. If my team members meet their personal and group goals, they ‘re excited to come to work each sidereal day, ask questions and they work well together, then I ‘m doing my duty as a supervisory program. ”

9. How do you discipline someone in the workplace?

Hiring managers can use this question to decide if you make consequences clear and hold your employees to accountability standards. When answering, consider the disciplinary structure you use with your teams. example : “ As a shift drawing card, I noticed one employee in particular was always late. I met with her to find out her personal reasons for tardiness, but she did n’t have any. I created a consequences list that addressed how we would proceed if she did n’t start coming to work on clock. ”

10. How do you work to meet production goals?

With this question, hiring managers can see how you commit to the greater company-wide finish of producing or providing for stakeholders or customers. This can give insight into your management style and plan abilities. example : “ At the begin of each new project, I hold a team-wide suffer with all relevant members to discuss expectations, timelines and potential challenges. Within this meet, I assign person tasks. then I meet with each member hebdomadally to discuss advancement and have like meetings with the client to provide feedback. ”

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