This content provides guidance for aspiring first-time people managers on how to navigate common interview questions, focusing on demonstrating leadership potential and addressing concerns about lack of direct experience.
Mind Map
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the hardest part about becoming a
manager is that first interview getting
somebody to trust you to become a people
manager with no experience having done
it in the past I did this myself about 9
years ago in today's video I'm going to
give you some of the questions that
they're going to ask you in an interview
when you're going to become a firsttime
people manager also I've been in
recruitment for 15 years so I've asked
these questions many times I'm going to
teach you exactly what to say to answer
them let's go now the first one they're
going to ask you is tell me about
yourself this is something they're
always going to ask ask most people at
the beginning of an interview it's a
great Icebreaker question and gets
everybody into the spirit of
interviewing now when you want to answer
this question what you don't want to do
is give them your full biography right
like your full like life Journey they're
not looking for that what you should
view this as is a commercial it should
be about 60 to 90 seconds where you're
talking about your experience from the
earliest to the most recent but what you
want to do at the very end of it is End
by talking about how everything you have
done makes you a great for this position
right now right so you want to say I got
my education doing this my first couple
of jobs I was doing this after that I
was at this you know blah blah blah
right giving a little bit of detail
about responsibilities your jobs and
then you want to use that very end of
the interview question maybe the last
third of the time you're answering it so
if it's taking you 90 seconds to answer
it the last 30 seconds to package all
that up and to talk about why you're a
good fit for the job so the end of the
question might sound something like this
so my experience has positioned me
really well to be a good fit for this
I've spent the last 5 years of my career
basically climbing the ladder doing a b
and c which I see is a big part of this
role and it's why I feel like I would be
a really good fit for this world and
that's basically it you want to walk
them through conversationally
confidently with a little bit of
enthusiasm the things you've done from
earlier in your career to right now you
don't need to include everything but
include the things that are relevant to
the current job you're interviewing for
and end with why you'd be a good fit for
this job the next question is tell me
why you want to be a manager you know
this is a really interesting question
because what they're looking for here is
do you want to lead people or do you
want this job because it's the next
thing that you feel you need to do in
order to continue climbing the ladder in
your career now a lot of people don't
want to be a people manager but to
answer this question correctly you need
to have enthusiasm about how you enjoy
leading others now if you've never LED
people in the you know the corporate
environment you can talk about a variety
of things you can talk about leading
projects in other teams you can talk
about growing up how you were a captain
of sports teams if that's applicable
right but what you really want to do
here is just talk about how you love
leading others and you feel like it is a
good fit for your skills your
personality and your behaviors you know
for me I might answer the question like
this you know that's a really good
question and I would say growing up I've
always been someone who stepped into
leadership roles whether that was on
sports or in different academic projects
or even in my career so far leading
projects within my team not as a people
manager but just as someone stepping up
into a lead role it's always been
something that has motivated me I find
enjoyment of it and as I Look to what's
next in my career I'm really passionate
about stepping into that role and using
my gifts to lead others that's a great
way to answer why you would want to be a
people leader the next question is
what's your management style this is a
very common question this is asked in
just about every leadership interview
you're going to to do um what I would
say is do a little bit of research on
the company sometimes on a company
website they say things like servant
leadership um or they'll have different
um core values around leadership and
that could help inform your answer and
they could be part of what you mentioned
the interview process but if they don't
have that and this is just you
specifically talking about why you know
what your management style is like um I
would say find something that's
authentic to you but it needs to be
something that is passionate and said
with conviction right your management
style is an important part of who you
would be if they hired you into this
role and into their organization so you
might want to say things like you know
I'm the type of leader where I want open
and honest communication and I I lead in
a servant leadership uh style so what I
do is I view my job is okay what what do
I do to make sure that I'm putting my
people in position to succeed so I want
to make sure that I'm hiring great
people I'm training them and I'm
positioning them for success and I would
say that's the type of person I am you
know I'm I'm highly relational servant
leadership and I'm all about setting my
people up for the win something like
that that's a great way to answer this
question but find something that feels
authentic to you and ideally one that
coincides with their organizational
values this next question is direct and
you might get it and it's why should we
you as a manager with no experience and
if someone asks you this question one
don't be offended right this is just an
opportunity for you to sell yourself so
don't look at it as I'm second guessing
you look at it as you have an
opportunity to overcome what is the
biggest potential objection here you
don't have experienced something that is
highly specific why is that not a
concern and the things you might want to
say here is you might want to reference
some of the things we talked about
earlier that you've LED projects you've
um supervised other people you've been
the lead on different initiatives and
you've been successful doing that and
you enjoyed it so you might say
something along the lines of you know
that's a fair question and I would say
that well I haven't LED people in the
past yet I have a lot of the skills and
abilities and behaviors that I think
would make me a highly effective leader
you know in a lot of my career up to
this point I have led a variety of
different projects um I have supervised
uh other people's work while leading
projects and I feel like I really
enjoyed that and I was was able to get
the best out of people and it was really
motivating and in those experiences that
I've had we had a lot of success so for
me while I haven't directly managed
people in the past I do believe I have
the skills and abilities to succeed in
that role and the stuff I've done up to
this point in my career that is
leadership adjacent has gone incredibly
well and I really enjoyed it that's a
great way to answer this question you
know it's not someone who's offended
you're not taken back you acknowledge
what they're saying is a fair thing to
ask and then you counter it with
reasonable objections to their concern
this next question question is how would
you handle a low performer on your team
now this is something that is bound to
happen if you're going to manage people
eventually you're going to have someone
who doesn't perform and I think it's
really important to walk them through a
cohesive plan on how you would deal with
someone now as someone who is a people
leader I can tell you first and foremost
you need to find out what is happening
and make sure that you understand their
situation secondarily you need to make
sure they understand the objectives that
they are being tasked with meeting so if
they're falling below those objectives
they need Clarity what are they tasked
with doing on a day-to-day basis and
where are they falling short so that you
give them time to improve and then you
want to help them to hopefully turn it
around and Achieve those objectives But
ultimately if they can't do that then
you need to move on because that's
what's best for the organization and
ultimately what's best for the team
you're tasked with leading so I would
just find a way to say that articulate
that in a way that sounds authentic to
you but that is what you need to say the
next question is how would you handle a
conflict between two members of your
team this is the type of thing that
might happen quite a bit as a people
manager some of it is handling projects
but a lot of it is just understanding
people Dynamics and leading through
difficult moments so having two people
on your team who are in conflict is
something that could happen so in
answering this question you know you
want to make sure that you convey to
them that it wouldn't be something that
would be um overly threatening to you
right like that's something you'd be
comfortable dealing with and you want to
talk about past experience you have
mediating things if you've done that but
for me if I'm answering this question it
would probably sound a little bit like
this you know that's a great question
and I think the key to any sort of
conflict in the workplace if you're
trying to resolve it is trying to
understand the points of views of the
two people so as a manager what I would
do is I would take the people aside one
by one and I would talk to them and I
would try to understand their version of
the story exactly what happened now
through getting their perspectives
assuming they'd be a little bit
different I try to figure out where the
middle ground is understand the
situation uh and see if I could help
them work through it and serve as a
mediator through whatever it is now if
in that Discovery I found out that one
person is clearly in the wrong and
they've done something um that is an
issue and requires disciplinary action I
would then do that um but most of the
time I think the conflicts can be
handled just by taking the time to
listen to everybody and helping them
work through an issue a lot of people
lack conflict resolution skills and just
by having someone in there with a cool
head who can listen to both people and
help them work towards common ground
that can often solve it and there you go
saving something like that is a good way
to answer this interview question if you
can do that the recruiter will assume
that you have done a really good job and
that you'd be someone who is well
positioned to be a leader for their
organization now the next thing I want
you to do is I want you to understand
that a final interview is different than
a beginning interview even for a people
manager role and it's why I made this
video here this video here talks about
the final interview and what is
different about that interview than the
others that way you can be prepared for
it so I'm done here I'll see you over there
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