recruitment training for managers

7/26/2019 Recruitment Training for Managers

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Recruitment for managers tips & suggestions Cristina Tudor

Recruitment

Best practices


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Recruitment

What is recruitment for me?

One new person in me department

Someone to teach and give work in two das

Someone to he!p me to get out of a difficu!t period

Someone to do some activities refused " others

#!was a entr !eve! position

$t is high season% i need more emp!oees


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Recruitment

What must "e recruitment for me?

#n opportunit to find new competences

#n opportunit to rep!ace a !eaving person with a new one more 'ua!ified

(e!p the team to fu!fi!! o")ectives "ringing new a"i!ities and competences% to comp!ete the

team ski!!s

#n opportunit to reinforce the team with new mem"ers and rotate others to avoid to have

uninterested persons after *+, ears of work in the same position

#n opportunit to propose hierarchica! movement for the good emp!oees and have on! new

entr !eve!% much eas to find and guide


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Interview

-rovide "oth the interviewer and the )o" candidate an opportunit to o"tain the information theneed to make the "est possi"!e decision.

/ou can have a structured interview or an unstructuredone.

$n a structured interview% ou ask a!! the candidates the same 'uestions so ou can compare answers. /ou can "e more o")ective "ut ou don0t have at the end a!! information0s needed

1nstructured interviews are individua! conversations that do not necessari! cover a!! the same 'uestionswith ever candidate.

/ou can find more from the candidate "ut wi!! "e more difficu!t to compare

Best choice :

have some key questions for all candidates and follow the conversation


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Other type of interview

Causa!

The candidate receive a issue and he 2 she must find a so!ution

Compartmenta!

Basic hpotheses

A previous experience is the best indicator for a future success!


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What I must to have in my mind when I do recruitment?

The idea! candidate profi!e

Technica! ski!!s

-ersona! a"i!ities

3atch with the others team mem"ers

4eve!opment potentia!

5stimate when wi!! "e operationa!

4epartment o")ectives

Compan o")ectives

/ou can find eas6

#n technica! person with "ad attitude

# good attitude with poor technica! ski!!s or

without an ski!!s

#n enthusiastic person without e7perience

# good sa!e person without scrup!e 2 ethics

#n over'ua!ified person

But is that what ou need?


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Technical skills

Theoretica! know!edge

Work e7perience in the same fie!ds% same position%

e'uiva!ent position etc.

-rograms% app!ications used

The !anguages used in the department

5ducation 2 studies 2 certificate

The person have on! the theoretica! know!edge "ut

is wi!!ing to tr or put in practice

(e 2 she a!read work in the same domain% simi!ar

position% simi!ar activities etc.

(e 2 she a!read use the same app!ications or

simi!ar app!ications and can easi! adapt to newdemands

(e 2 she8s e7perience have deve!op some

important 2 re!evant ski!!s usefu! in this new position


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Personal ailities

-ersona! attitude

9irst impression

:enera! impact

/our team mem"er must "e6

C!ient oriented

Sa!es person

5tc.

(e 2 she had a professiona! attitude

The person create a good first impression

(e 2 she is c!ient oriented

#dapta"i!it4namic person; reactive


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!atch with the team

3 team is6

/oung

4namic

#utonom in work st!e

57ecutants >ro"ot8

-erson with initiative $nnovative team

.

$ need

other tpe

the same

"ou must identify your department need

realistically# accordin$ the company need and not

your desire%

The new one must have the same profi!e

"ecause

The activit demand this profi!e

#!! the time $ have search this profi!e

The new one must comp!ete the team and changethe actua! situation

/ou need >oung8 "!ood in the team or

>reactive8 2 >mi!itar8 "!ood etc.

/ou must change the work st!e and the

new one must have an other profi!e


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&evelopment potential

Some positions ma re'uire on! persona!

competences or a"i!ities% and potentia!. 9or

others ou must have e7perience% some

certificates etc. 9or the open position and the

candidate how is new in front of ou% more

important is6

The Potential

or

The '(perience

5ach position is different even if is a same tpe of

compan ou need potentia! to o"tain our team

mem"er% if he 2 she have work e7perience that te!!

me he 2 she had the a"i!ities to fu!fi!! our )o"

re'uirements

$n the same time% an work e7perience can deve!opsome "ad ha"itude% a"i!ities difficu!t to change.

$ know "etter

$ a!was do !ike this

This a!was work

$s not necessar to te!! me

$ have more e7perience in that% that ou

have


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Operational

(ow much time need the person to o"tain the

right !eve! for technica! ski!!s?

(ow much time need the person to o"tain the

right !eve! for !anguage?

(ow much time need the person to "e a

team mem"er?

(ow much mone wi!! spend "efore the

person "e operationa!?

#"!e or not for evo!ution ?

/ou have time to wait?

/ou can wait and !oose time & mone?

$f ou can wait% our effort wi!! "e appreciate?

The person wi!! sta in the compan? $s

enough motivate to sta? Or he 2 she wanton! a good training and e7perience "efore

find the )o" of his !ife


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O)ectives

4epartment

/ou need to rep!ace a person

/ou need deve!op a new activit

/ou must fu!fi! an o")ective 2 pro)et

Compan

Change o")ectives

Charge market

Change management

Change approach

# )o" is a !ong term pro)ect

/ou do this for the compan not for ou


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Bad choice

$ need a person now% $ have en emergenc% $ don8t care for the future

Risk6

The person can !eave "efore $ finish the difficu!t period

The person can not he!p me enough

$ !oose time with the training is not operationa!

$ don8t need this person after , months% other department don8t need him

$ !oose others team mem"ers "ecause of him


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Before interview * +R )o

-u"!icit

Se!ection

-!anning0s

Te!ephone interview

When 2 Were? create a strateg% make a

market surve

Wa a idea! profi!e?

Who to read a C@?

Who to make a p!anning?

What to sa at the te!ephone?


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,ttitude in the interview

$s a candidate how app!ied to our offer6

+$s interested to have )o"

+$s !eaving an other compan wh?

+Wont to change wh?

+Wont to deve!op+Something was interesting in our )o"+offer what?

Acan "e an argument to convince the person at the

end to o"tain the offer

+/ou have visit 'cns site impression

+We can offer ou6

+ -ossi"i!it to !earn a new )o"% deve!op newa"i!ities% competences etc.

+ Work environment

+ 4namic team% oung co!!eagues etc.

$s a head+hunted candidate6

+Can "e on! curios

+Can "e on! in market surve

+Can "e interested on! " ver we!! paid )o"s

+Can "e interested on! "e f!e7i"!e position%manager position etc.

/ou must convince the candidate to accept our

offer "ecause6

+$n an ver interesting domain e+turism the

future+Can "e an opportunit to !earn a new )o"% deve!op

new competences% work in a great environment% in a

dnamic team etc.

/ou offer something to a c!ient Sa!e the )o" Charm the candidate


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Ice rakin$ questions

ot a!! the candidates have the interviewe7perience.

/ou can find6

+Timid persons

+C!osed 2 open person

Or

-erson with more e7perience in interviews then ou

Tra to start with persona! 'uestions6

+/ou find us eas?

+Sti!! to worm outside? Sti!! raining?

+ice costume $ wonted have a simi!ar one..

5ven the person is more ounger then ou% usepo!ite address form or ask the permission to ta!k

with ou.

$s a sign of professionalismand after is respect


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What think the candidate

/ou go to an interview. What are oure7pectation?

$ wont a )o"

$ wont to accumu!ate some e7perience

$ wont mone

$ wont a eas )o"

$ wont a oung team

$ wont to do something fun

$ don8t wont work much

$ wont a )o" without a "oss

/ou are there? What do ou think? #nd ourcandidate?

(e 2 she eva!uate the "ui!ding office

(e 2 she eva!uate the reception The $4 Card is a sign of professiona!ism% notpo!ice a!! "ig companies do that

(e2 she eva!uate the first presentation and the first

smi!ing face

(e 2 she appreciate a professiona! approach% even

is made " a )eans gu

(e 2 she appreciate a presentation card

(e 2 she appreciate a punctua! person


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Recruitment process steps

D.Compan presentation

*.4epartment presentation

,.3 presentation

E.Recruitment process presentations steps

F.Candidate presentation

G.Ho" presentation

I.Juestions

Steps?

The candidate wi!! know ou "etter then the

compan site information0s or others site comments

e7.www%desprefirme%ro

The candidate wi!! "etter understand the department

activit% the )o" position in the compan

$s an opportunit for the candidate to identif him

se!f with the profi!e or refuse the )o"

(e 2 she wi!! wait to the fina! decision if the are

more steps
http://www.desprefirme.ro/http://www.desprefirme.ro/


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-ompany presentation

/ou must start with something >soft8 for worming the atmosphere

/ou have the chance to present an activit more dnamic then the position him se!f

57. "e an accountant is not something specia!% "ut in a dnamic compan% with oung

peop!e% deve!opment possi"i!ities% persona! evo!ution possi"i!ities etc. Can "e more

attractive

The compan o")ectives can interest the person and in the same time% give perspective to the

candidate regarding the future in the compan the person can or can not identified himse!f

with the compan goa!s


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&epartment presentation . you

/ou have the chance to e7p!ain activities% o")ectives% pro)ects% targets and create an image of thefuture position for the new emp!oee

$s important to present our se!f

57perience can give more credi"i!it and weight

$s an e7amp!e of interna! deve!opment and appreciation of ta!ents% ski!!s etc. $s not anone in front of me% "ut the manager% m future "oss


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Recruitment process presentation

The candidate must know is a !ong 2 court term process

We have tests% eva!uations etc. a serious procedure for the se!ection process

The position must "e va!idate " man persons% is a team decision department manager% (Rmanager% :3 etc. % in the same da or * weeks etc.

We give an answer at the end

,ttention/

ot a!! the candidates have app! direct! to us% someone are hunted /ou must do our "est toconvince them /ou have a )o" "ut ma"e is not more interesting then his present one.

5ach person had his one goa!s% va!ues% targets ever make appreciations in front of thecandidate. Take notes

4on8t )udge the candidate% on! compare him with our idea! profi!e and sa es or not. /ou to%can dream to have a 9errari and two homes and on! FKKRO sa!ar

$f ou identif some potentia!% for an other position% take notes and announce the (R forreorientation. 3a"e a co!!eague wi!! tanks ou


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-andidate presentation

Start with studies is more eas to him to start a conversation% present something neutra!

Begin with the first e7perience and check if is a ascending evo!ution% if are missing periods

motivation.

Check each time the reasons for !eaving the compan.

J6 give me an e7amp!e of the worse da in that compan 2 the "ig pro"!em 2 the worse c!ient etc.

J6 give me an e7amp!e regarding the work environment what do ou improved? What to ou

need more?

J6 can ou give me a e7amp!e of our favorite person? Wa ou appreciated him?

J6 ou wi!! recommend that compan? Wa? Wa not?


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0o presentation

/ou had present the compan% the department.

/ou have see the candidate e7perience.

ow ou present the )o"% "ut first cheek if the candidate had carefu!! !essening our presentation

and if he 2 she understand ou% if is capa"!e to ana!=e new information% summari=e% make a

short presentation.

J6 ou have !essening m presentation. Te!! me now% what do ou think the Reservation Agent%

L4e"f!ow #gentM . mind in our compan?

J6 in our opinion% what are the responsi"i!ities in this position?

J6 What do ou think ou wi!! do in m team? $n the first da

/ou have understand

We have a particu!ar approach for this )o"% in JCS L4e"f!ow #gentM is the person how .


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I am the department mana$er 1 What I must check?

What $ do in m department?

$ use app!ications

$ speak 9rench 2 5ng!ish 2 etc

$ have repetitive actions

$ need creativit

$ need reactivit

$ need .

(e 2 she had work whit simi!ar app!ications can !earn fast a new app!ication% is a fast

!earner

(e 2 she have the !anguage !eve! needed in

m department

Can e7ecute task without comp!aint have

patience

#!was in action% have ideas% interact

(ave attitude and don8t wait to receive a

so!ution for a pro"!em% find the so!ution


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Tips for conductin$ the interview

Contro! the situation. $t8s our show.

4on8t "u first impression. 3ost peop!e make up their minds a"out an app!icant within the first ten

minutes. This can "e "ig mistake. /ou ma miss the rea! person.

(e!p interviewees fe!! at ease. The8!! open up and ta!k more free!.

Spend more time !istening than ta!king. $nterviewers mistaken! ta!k a"out ha!f of the time.


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2eneral tips

(ave a purpose for ever 'uestion% otherwise ou8re wasting va!ua"!e time with the app!icant and if that person is a hot commodit% he8!! think !ess of ou and our organisation.

Take notes. -ut candidates at ease " te!!ing them ou wi!! "e taking notes "efore ou "egin

writing.

4on8t make assumptions.


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Top 25 Interview Questions

Q: How did you hear about the job opening?

Q: Tell me about yourself.

Q: Why are you leaving your current position?

Q: Tell me about your work history.

Q: Why have you had so many dierent jobs recently?

Q: Tell me about the speci!c responsibilities you had in your last position.Q: What are some things that motivate you?

Q: "f the employers you have worked for recently# which did you like most?Why?

Q: $f $ asked your previous manager or co%workers what areas you could mostimprove# what would they say?

Q: What were some of the problems you encountered in your last job and howdid you manage them?

Q: &ive me an e'ample of how you would solve a problem in the workplace.


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Top 25 Interview Questions

Q: What do you know about our company(s products and services?

Q: $n what ways do you feel you can contribute to our company(s goals?

Q: )escribe your ideal job.

Q: What are your e'pectations of this job?

Q: What do you think is the greatest challenge facing your !eld today?

Q: What do you consider your greatest strengths and assets?

Q: "f which job accomplishments are you most proud and why?Q: Tell me some of your weaknesses and how you can improve them.

Q: Tell me about your education.

Q: What work related goals do you have for the ne't few years?

Q: Would you rather work with others or alone? *re you a follower or a leader?

Q: What makes you uni+ue and why should we hire you over any other

candidates?Q: What salary range are you currently seeking?

Q: *re you looking at any other employers or do you have any other oers?


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-ommon evaluation mistakes

Being over! impressed with maturit or e7perience% or over! unimpressed " outh andimmaturit

3istaking a 'uiet; reserved% or ca!m demeanour for !ack of motivation

3istaking the person8s >a"i!it to p!a P the interview game Q% or his 2 her a"i!it to ta!k easi!; for

inte!!igence or competence

#!!owing persona! "ias to inf!uence our assessment Afor e7. ou might "e tempted to )udgesomeone harsh! "ecause she reminds ou of someone ou dis!ike


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Rules

ever compare the candidate with ourse!f

5ach person have weakness & a"i!ities% ma"e ou need someone to comp!ete ou &

our team and not to made the same mistakes !ike ou

Think in the future

3a"e ou need desperate a person toda% "ut if ou are not at !ist NK sure it is theright person% think twice "ecause we wi!! "e satisfied in the ne7t * months "ut in G we

wi!! have more pro"!ems when toda


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,nne(e

57amp!es of 'uestion


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About the Company

J6 What do ou know a"out our services or products?

J6 What tpe of organi=ation do ou work with most effective!?

J6 (ow can ou contri"ute to our compan?

J6 $f we were to hire ou% what e7pectations wou!d ou have of our compan?

J6 (ave ou heard an rumours a"out our compan that concern ou?

J6 This is a much !arger Aor sma!!er compan than ou0ve ever worked for. (ow do ou fee!

a"out that?

J6 (ow do ou "e!ieve ou cou!d "est make a contri"ution to our compan?


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,out the Position

Q6 What interests ou most a"out this )o"?

J6 4escri"e the idea! )o" for ourse!f.

J6 What opportunities are ou most interested in within our compan?

J6 (ow cou!d ou have "een more effective in our !ast position?

J6 What motivates ou to do this kind of work?

J6 What do ou find !east appea!ing a"out this )o"?

J6 J6 What aspects of this )o" do ou fee! most confident a"out?

J6 What concerns ou most a"out performing this )o"?

J6 $n what was do ou think ou think ou are prepared to take on the responsi"i!ities of this

)o"?

J6 Considering our resume% what are our weaknesses in re!ation to the )o"?

J6 What makes ou e'uipped to hand!e this position? What is uni'ue a"out ou?


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About Work Style

J6 4o ou !ike working a!one or in a team environment?

J6 Te!! me a"out our positive attri"utes? What are some of our "ad ha"its?

J6 4o ou !ike working in !arge groups?

J6 $s there a specific tpe of person ou work "etter with than others?

J6 (ow do ou react when something goes wrong with a pro)ect?

J6 Te!! me a"out the wa ou work.

J6 #re ou detai!+oriented?

J6 (ow do ou go a"out making important decisions?

J6 (ow do ou hand!e change?

J6 (ow do ou measure the success of our work?

J6 #re ou a"!e to meet aggressive dead!ines? 4o ou have e7perience doing so in the past?

(ave ou ever "een "ehind schedu!e?


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About Work Style

J6 4o ou work we!! a!one% or do ou re'uire direct supervision?

J6 $f ou cou!d choose our fe!!ow emp!oees to work with ou on this pro)ect% what 'ua!ities

wou!d ou seek?

J6 (ow do ou organi=e and p!an for ma)or pro)ects?

J6 What aspects of our work are most often critici=ed?

J6 Share an e7amp!e of our di!igence or perseverance.

J6 4escri"e a time when ou tack!ed a tough or unpopu!ar work assignment.

J6 What wou!d our co!!eagues te!! me a"out our attention to detai!?

J6 What is our most productive or idea! work setting?

J6 4escri"e an environment that is ineffective for ou.

J6 4o ou prefer continuit in structure or fre'uent change in our dai! work?

J6 4escri"e a time when ou had to assist a co+worker.

J6 Te!! me a"out a pro"!em that ou fai!ed to anticipate.


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,out "our '(perience

J6 (ow much e7perience do ou have?

J6 4escri"e our previous )o" e7perience.

J6 (ave ou had an e7perience direct! re!ated to this position?

J6 4escri"e a time when ou had to fire someone from his or her )o"? What did ou sa?

J6 Was there ever a time when an important pro)ect ou were working with had ma)or de!as?

What did ou do?

J6


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,out "our '(perience

J6 What did ou !ike !east a"out our !ast )o"?

J6 What do ou think a"out our current manager?

J6 (ow can ou he!p our compan "e more profita"!e?

J6 $n our work e7perience% do ou fee! ou have grown and deve!oped? (ow?

J6 Was there a time in our career that ou have "een unhapp? Wh?J6 (ave our ever done this tpe of work "efore?

J6 (ow much were ou a"sent from work in our !ast )o"?

J6 $n what areas do ou fee! ou need additiona! e7perience?

J6 4escri"e a pro)ect that did not turn out the wa ou e7pected.


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About Your Skills

J6 4escri"e a professiona! ski!! ou have deve!oped in our most recent )o".

J6 (ow wou!d ou rate our communication ski!!s?

J6 (ow fast can ou tpe?

J6 What new ski!!s or ideas do ou "ring to the )o" that other candidates aren0t !ike! to offer?

J6 4escri"e our a"i!it to so!ve pro"!ems in the workp!ace. What wou!d ou do with pro"!ems

ou cou!dn0t so!ve?

J6 :ive me an e7amp!e of how ou saw a pro)ect through% despite o"stac!es.

J6 4escri"e a situation in which ou0ve app!ied our ski!!s to so!ve a pro"!em.

J6 (ow much e7perience have ou had with computers?

J6 (ow we!! can ou mu!ti+task?


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Accomplishments

J6 Which of our accomp!ishments have "rought ou the greatest satisfaction?

J6 (ave ou ever managed a pro)ect for our previous emp!oer? What was the resu!t?

J6 Te!! me a"out the most significant accomp!ishment in our career?

J6 (ave ou done the "est work ou are capa"!e of doing?

J6 Te!! me a"out a past achievement that ou attained in our !ast )o".

J6 Wh shou!d $ consider ou a strong app!icant for this position?

J6 Te!! me a"out a contri"ution ou have made to a team.

J6 Te!! me a"out something that ou accomp!ished which re'uired discip!ine.

J6 Te!! me a"out one of our pro)ects that fai!ed.


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Recent 2raduates

J6 (ow did ou get our summer )o"?

J6 What are our future p!ans for our education?

J6 Te!! me wh we shou!d hire ou?

J6 #re ou !ooking for a permanent or temporar )o"?

J6 We have tried to hire peop!e from our schoo! and our ma)or "efore% and the never seem to

work out. What makes ou different?

J6 Can ou take criticism without fee!ing hurt or upset?

J6 What is our idea of how the industr works?


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3ituation 4uestions

J6 Te!! me a"out two or three aspects of our !ast )o" that ou0d never want to repeat.

J6 $f ou had an argument with our manager% what wou!d ou do?

J6 4escri"e for me the watch ou are wearing.

J6 This )o" re'uires working from Wednesda through Sunda. Wou!d that "e a pro"!em for ou?

J6 57p!ain our reasons for !eaving the !ast compan ou worked for.

J6 Te!! me a"out a time when ou have "een the most satisfied in our !ast position?

J6 Te!! me a"out a work event that he!ped ou grow professiona!!.

J6 $f ou had un!imited time and financia! resources% how wou!d ou spend them?

J6 Te!! me a"out a time when ou worked effective! under pressure.


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3ituation 4uestions

J6 Te!! me a"out our !east favourite manager or supervisor.

J6 What wou!d ou do if ou had to fire a friend?

J6 /our supervisor te!!s ou to do something in a wa that ou know is dead wrong. What wou!d

ou do?

J6 $f our supervisor critici=ed ou unfair!% what wou!d ou do?

J6 Wou!d anone "e surprised to hear that ou are interviewing for the )o" we are discussing?Who and wh?

J6 $f ou were faced " hosti!it from another emp!oee% what wou!d ou do?

J6 :ive me an e7amp!e of a time when ou have "een the most contented in our !ast position?


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Tou$h 4uestions

J6 Was there an one person who inf!uenced ou the most?

J6 (ow do ou "a!ance our re!iance on facts with our re!iance on intuition?

J6 $f ou cou!d work anwhere in the wor!d% where wou!d it "e?

J6 What does the word innovation mean to ou?

J6 5mp!oees tend to "e either concept oriented or task oriented. (ow do ou descri"e

ourse!f?

J6 Rate ourse!f on a sca!e of one to ten.

J6 $f ou had to rate me as an interviewer% what wou!d ou sa?

J6 Wou!dn0t ou fee! "etter off in another firm?

J6 What interests ou !east a"out this )o"?

J6 Wh shou!d $ hire an outsider when $ cou!d fi!! the )o" with someone inside the compan?

J6 We !ive in an era of constant change. (ow do ou view change and how do ou effective!

dea! with it?


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Tou$h 4uestions

J6 :ive me proof of our persuasiveness.

J6 (ave ou ever "een asked to !eave a compan? $f so% p!ease descri"e the situation.

J6 $ don0t know what $ am !ooking for% "ut ou don0t seem to have a!! of the e7perience $ want.

J6 What might our current manager want to change a"out our work ha"its?

J6 4o ou think ou cou!d work for a woman supervisor?

J6 4efine cooperation.

J6 Cou!d ou work for someone significant! ounger than ou?

J6 $f ou cou!d take a vacation and f! anwhere in the wor!d% where wou!d ou go?

J6 4escri"e the characteristics that ou admire the most in the peop!e ou associate with outside

of work.

J6 Who is the "oss in our fami!?


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!ana$ement questions

J6 Te!! me a"out a time when ou had to dea! with a cha!!enging pro)ect in our )o".J6 Te!! me a"out a time ou that made a critica! decision without supervision?

J6 What po!icies wou!d ou esta"!ish to dea! with the high !eve! of a"senteeism that e7ists at our

compan?

J6 4o ou "e!ieve that our previous supervisor0s management a"i!ities were effective? Wh?

J6 4escri"e our management st!e.J6 (ow do ou dea! with difficu!t peop!e?

J6 :ive me an e7amp!e of how ou wou!d transfer the responsi"i!ities of specific tasks necessar

to comp!ete a pro)ect to others under our supervision?

J6 4o ou fee! ou are the tpe of person who anticipates pro"!ems in the workp!ace?


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J6 (ave ou managed peop!e in an of the positions ou have he!d?J6 4escri"e a situation in which ou demonstrated independent initiative.

J6 What 'ua!ities wou!d ou want to have in a manager?

J6 $f ou encountered resistance from someone on our staff% how wou!d ou overcome it?

J6 What is our definition of a perfect supervisor?

J6 4escri"e the strateg that works "est for ou when ou need to get the cooperation of otherson the )o".

J6 (ow wou!d ou descri"e our phi!osoph a"out management?

J6 What are some characteristics ou !ook for in a manager?

J6 (ave ou ever hired anone? What 'ua!ities do ou seek?

J6 $f $ asked peop!e who have worked with ou "efore a"out ou% what wou!d the sa a"out ourmanagement a"i!ities?

J6 (ow wou!d ou define !eadership? (ow wou!d ou rate ourse!f as a !eader?


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J6 4escri"e the situation in which ou are most comforta"!e as a !eader.J6 Te!! me a"out an effective manager% supervisor% or other person in a !eading ro!e that ou know

persona!!.

J6 What tpes of management do ou think are effective?

J6 What aspect of our management st!e wou!d ou !ike to change?

J6 4escri"e a time when ou !istened to a co+worker0s suggestion.J6 Te!! me a"out a !earning e7perience that affected our management st!e.

J6 What do ou think are critica! ski!!s for a pro)ect manager?

J6 What kinds of events have ou p!anned in the past? (ow did the go?

J6 (ow do ou get peop!e who report to ou to give ou their "est performance?

J6 4oes our staff come to ou with persona! pro"!ems?

J6 4o ou run our department " the "ook or are ou f!e7i"!e?


48/49


Tricky questions

J6 $ have to teams6 one with oung dnamic peop!es% whe work in stress% a!was is somethingto do & the second is ver re!a7ed "ecause the do repetitive task% a!was the same issues%

ver eas. $ don8t know were to put ou? were ou wi!! e more comforta"!e? What is our

work tpe?

J6 What do ou make if ou find a new manner to reso!ve a pro"!em% other then the manner

specified in the procedure?


49/49

4+mi oamenii potrivii Ui nu+mi pas ce organi=aie Vmi dai. Se vorVntmp!a !ucruri "une.

4+mi oamenii necorespun=tori Ui nu contea= ce faci cu

organi=aia. Se vor Vntmp!a !ucruri re!e.

+ Co!in -owe! +

recruitment training for managers

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