In this tutorial, I am going to teach you how to pass a manager interview. In fact, I'm going
to undertake a live management interview to show you what you need to do and say during your own
interview to pass at the very first attempt. So, if you have a manager interview coming up soon for
any organization, make sure you stay tuned because I promise to help you be the standout candidate.
And just very quickly, if you are new to my channel, please make sure you hit that SUBSCRIBE
button. It's really important. Literally thousands of you are passing your job interviews. I can only
help you if you are subscribed and please give the video a LIKE because that really does motivate me
to create more content for you. Thank you very much indeed. Okay, let's get straight into that
interview. I am already sitting in the interview chair and the hiring managers are about to start
firing difficult questions at me. Make sure you take notes. Here we go. Welcome to the interview,
Richard. My name is Liberty. This is my colleague, Izzy. We will be interviewing you today for this
management position. Please start off and introduce yourself. “First of all, thank you
very much for giving me the opportunity to be interviewed for this manager position with your
organization today. Before I applied for the role, I read the job description carefully to make sure
I had what it takes to excel in the position. Over the years, I have built up a diverse set of skills
and qualities that have enabled me to become a competent and decisive manager. I am confident,
resilient, I can motivate a team of people to make sure they reach their full potential,
I always resolve conflict quickly, and my strategic awareness means everything I do in this
role will be geared towards helping you achieve your commercial and financial goals. I am the
type of manager who conducts regular performance reviews with my team members to get the most out
of them. I adapt to change quickly and make sure it is implemented in the fastest time possible
and I always focus on productivity and output. Finally, if you hire me as your manager, I will
make sure your values are adhered to, and I will always support the senior management team to help
them achieve everything they want to do in the fastest time possible and with utmost efficiency.”
Tell me, Richard, why do you want to be a manager?
“I want to be a manager primarily because of the level of responsibility that comes with the
position. I am an energetic, ambitious and driven person, and the role of a manager is very much
suited to my natural attributes. I also want the type of role that keeps me challenged and busy,
and as a manager, I will be kept busy and challenged all of the time and I find those
things appealing. I also want to be a manager because I will get to coach and motivate people
in the role. There's something very rewarding about helping people, taking them under your
wing and then training them and coaching them to reach their full potential. Finally,
I want to be a manager because I am a good organizer and planner of my work. I enjoy
setting people difficult targets to achieve and also implementing procedural guidelines
for others to follow and then supporting them to achieve an organization's goals.”
Thank you. What is your management style? “My management style is very much dependent
on the situation I am faced with and I will often use either an autocratic, delegative,
or transformational style of management. So, I will use an autocratic style of management when
time is of the essence, when I need to get things done quickly and give people clear directions.
I will use a delegative style of management to allocate team tasks based on individual strengths.
And then finally, I will use a transformational style of management to coach, train and motivate
the people in my team to implement the changes requested by the senior management team.”
Thank you for the answer. How would you deal with a low performer in your team?
“I would deal with a low performer quickly and robustly because if you ignore it as a manager,
it sends a message to the rest of your team that perhaps you don't have high standards or
expectations and it can then quickly demotivate them. So, I would first sit down with the low
performer and ask them questions to determine the reasons why they were not performing to the
expected standard, because they may have personal problems at home that they were dealing with,
in which case I would support them. Or they may feel they've not received the right training to do
their job properly, in which case I would deliver the right training. And then finally I would put
a plan of action in place to get them back up to speed quickly and then closely monitor them until
they were back up to the expected standard.” Thank you. How do you coach individuals?
“I coach individuals by first carrying out performance reviews with each team member to
ascertain their strengths, areas for improvement, and their motivation to work. Now, this initial
assessment gives me a clear indication as to how I need to coach each individual. I
then set objectives for each person, provide training and instruction based on their needs,
and then set clear goals for them to work towards. Now, throughout the coaching, I provide feedback,
encouragement and I assess their progress against the objectives I have set.” Richard,
how do you motivate your team? “I motivate a team by communicating clearly and regularly
with everyone. A team will be motivated if you keep them informed and you remove uncertainty
and ambiguity. I will motivate a team by also sharing my vision and establishing long term goals
for us all to work towards collectively. I also motivate a team by ensuring we all demonstrate
the core values of the organization in how we act and perform at work, including ensuring
there is a strong focus on respect and dignity towards each other. I will also motivate a team
by giving praise when it is due, but I will also be firm when standards are not met. And finally,
I will motivate a team by promoting a healthy and inclusive working environment where there
is opportunity for everyone.” What's your biggest weakness as a manager?
“My biggest weakness as a manager is the fact that I used to micromanage my team members,
especially when I first started working as a manager. However, I understand that micromanaging
is not conducive to effective management, and that is one of the reasons why I started to
utilize a delegative style of management to force myself to allocate tasks based on individual team
members strengths, and then step back, trust them, and supervise them from a distance.”
So, as you could see, the answers I was giving during that job interview helped me to pass my
management interview at the first attempt! Now, if you would like to download those answers and
more brilliant responses to difficult manager interview questions, make sure you CLICK THAT
LINK right now in the top right-hand corner of the video. Head straight through to my website,
PassMyInterview.com and you can download instantly my full set of manager interview
questions are brilliant responses, including the ones I gave during that interview. Finally,
please make sure you HIT THAT SUBSCRIBE BUTTON. It's really important. As I said at the start,
thousands of you are passing your interviews. I can only help you if you are subscribed. Please
give the video a LIKE because that really does motivate me to create more content for
you. Thank you very much. Oh, and don't forget to connect with me on LinkedIn. I
have put my LinkedIn link in the description below the video. It's always a pleasure to
connect with like-minded professionals such as yourself. Thank you so much for
watching and wish you all the best for passing your interview. Have a great day!