Did you know that many interviewers are just as nervous as the individual they are interviewing? This is not only because some might be conducting their first interview, making the situation that much more intimidating, but because these managers know the truth. That truth is that the interviewee or candidate is interviewing her and the company just as much as the candidate is being interviewed. This puts pressure on the interviewer to not only ask the right questions to make an effective hiring decision, but to supply the candidate with the answers on which she will base her decision.

        While team dynamics can have a very significant impact on the level of one’s job satisfaction, it is the manager that can make or break a deal. It is for this reason that you should always leverage the interview opportunity to get to know a prospective manager if at all possible. If you are told that interviews are conducted by hiring personnel, such as in an HR department, and not by the would-be manager, then it is perfectly OK to hinge your acceptance of a position upon the opportunity to first speak and get to know your future boss. Regardless of how the meeting happens, here are some suggestions on interview questions you should ask:

        How long have you been a manager of this team? With this question you are seeking information about their tenure. If he says that he has only been a manager for a year, follow up by asking whether or not he has been a manager of another department or company prior to that. Inexperience doesn’t mean that he will not be a good manager, but there is always a possibility that someone without a lot of management experience will make rookie mistakes. This can include taking the team and its members too seriously (not giving enough distance), being overly controlling to demonstrate authority, or not knowing how to delegate. But these tend to be personality flaws more than anything. While many brand new managers are some of the best, it is always best to go with your gut.
        How would you describe your management style? Very few managers will know enough about the question to use descriptive adjectives such as “autocratic,” “paternalistic,” “democratic,” or “laissez-faire,” but what she can do is give you enough information to tell you whether your work style matches her team’s. For instance, if she says that she is very hands-off when it comes to leading the team — empowering rather than coaching — you would be a good match if you work better on your own than with a team. This would not be good, however, if you are easily distracted and recognize the need to have someone keeping an eye on your work.

        What are the people with whom I would be working like? Watch how the answer to this question is given. Is the tone upbeat and positive, or do you detect frustration, annoyance or even ambivalence? While not all managers are outgoing, positive people, a manager should be able to say good things about his team. If it can’t be done … run.

        What one thing do you look for in a potential employee, or what characteristic do you consider to be the strongest and most telling about a person? The answer here is pretty straightforward and can be used to show a possible alignment between not only the work style but personality similarities between you and the potential manager. If she says that she appreciates candidates that will work however long and however hard it takes to complete a project, but you’re looking for a company that promotes a healthy work-life balance, then she may not be the right manager for you.

Orrick Nepomuceno, CPC, is the author of “Hitchhiker In the Corner Office: Avoiding The Top-10 Potholes So Your Employees Don’t Hit The Road” and managing partner of KAON Consulting, an executive recruitment firm. With nearly 20 years of experience in the foodservice and hospitality industries, Orrick consults executives and companies in recruiting, hiring and retaining human capital for their organizations.

.

2008 Nation's Restaurant News. All Rights Reserved.