How to Hire a Manager

How to Hire a Manager

by James Long, Director of Client Services, Acclivity Healthcare

When it comes to adding a new member to the management team, a hiring manager should look for a different set of skills than the typical hire. How can you ensure you hire the right person for your executive team? Try asking these 10 questions the next time you’re interviewing a management candidate:

1. Do they know the industry? To effectively manage a team, a great manager should have advanced knowledge of the industry. While they must understand industry standards, they have to be able to pinpoint strategies that will differentiate your business from others.

2. Do they have solid organizational skills? A great manager will be asked to wear many hats and must be detail-oriented. They must juggle staffing issues, departmental goals and company goals as well. Having the skills to manage all aspects of a manager’s duties must include the ability to prioritize and organize.

3. Are they a team player? A great manager must be able to work well with people; especially those they may soon be supervising. Someone who can’t be a team player will not be able to be a good role model or leader for a team.

4. Can they motivate others? A great manager can motivate and inspire others to achieve greatness.

5. Why do they want to be your manager? Listen to their answers carefully. Try to distinguish between candidates who are looking for a way to grow with your company, and those who are looking for a job with fewer responsibilities.

6. What is their educational background? Ask each candidate about their educational background and favorite subjects within their degree. Be sure they’ve actually completed their degree program. If your candidate hated math and the position includes a large amount of budgeting, analytics, etc., this position may not be their best fit.

7. What did each candidate like and dislike the most about their previous job? You want to weed out individuals who shied away from organizational duties, who would rather work in individual settings or disliked working with people.

8. What are their salary requirements? You don’t want to consider a candidate who is too costly for your company; but on the other hand if they seem like an ideal candidate, ask if they are willing to consider a salary outside of their requirements.

9. Why did they leave their previous job? Ask about excessive tardiness or absences, conflicts with co-workers or customers, or mishandling company information. Some candidates will purposely withhold information if they are not asked for it.

10. Do they have a criminal record? Obtain information about each candidate’s criminal background by asking applicants for good conduct certificates from all jurisdictions they lived in. Criminal screening is a non-discriminatory practice as long as you show that “the job duties have a substantial relationship to the crime committed.” This means that you can’t deny a job to someone solely based on a criminal history, but you would not give a bank manager job to someone with a prior history of a series of bank robberies. As an employer, you have the right to protect your work place, minimize theft and avoid possible lawsuits.