key hire? Ask these 3 highly effective questions...

​Outside of your Senior Management team, not many people will have as much an impact on your culture and revenue - that's why it's so important to get the Senior Management hires right!

​So how do you do this?

When interviewing someone for your Senior Management team, it's important to create a balance between Macro business issues and day to day operational activity.

Why? One of the key measurements as a Senior Manager is how well they can translate the bigger picture to the day to day operations.

I'm going to share 3 of my favourite interview questions to ask Senior Management candidates.

1. Can you talk through a time you have facilitated a positive change within your teams productivity?

A Senior Manager's success is often determined by how well they have facilitated change in productivity. (Leading to an increase in sales, efficiency or cost saving)

But the most important thing to note is that before changes in productivity can be made, the Senior Manager must first of all achieve buy in from the team.

​Meaning, if a candidate can give you an example of productivity change, they have also achieved team buy in and have managed to establish a performance based culture.

How can you build on this question and qualify better? Ask these questions...

• How did you measure the changes made?
• Did you ever receive any concerns or backlash from your business unit?
• What was your biggest obstacle? People or budget?

2. Have you ever inherited a problem unit? What was the scope of the problem?

This question should highlight how the candidate might solve an issue and how they turn things around by using their team. It will also give an inclination on how they use creativity and man management skills.

​Build on this question by then looking for contrary evidence and ask for an example where the candidate wasn't successful in solving the problem.

3. How do you handle employees when results are below par?

Dealing with problem staff members is a difficult thing to do for anyone!

However, by asking this question you will be able to see the candidates particular style when delivering constructive criticism. After-all, you can't have someone who shy's away from difficult conversations but you also don't want a raging bull!

You can get more out of this question by asking them to put their style on a scale of 1 to 10 (From passive to aggressive).

Most candidates will play it safe and put themselves in middle of the road, 4-6. 

Challenge this by asking - "if you were to join our business, would you continue being an X or are you seeking change?"

As mentioned before, hiring for Senior Management is a difficult and important job.

These 3 questions will help you identify; how they can impact productivity, their problem solving skills and team management expertise and style.

I would love to hear what works well for you. In the comment box, leave the questions that works well for you and share your experience!

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