In my experience delegating responsibility and authority is crucial. A team needs to be able to develop and grow as individuals and a whole, not be held back by low expectations or ego.
For me the most challenging thing would be to move up in the bank. Basically, it's challenging trying to prove that I can do more than what I'm doing now. I kind of feel like I'm underused.
I'm salary-based. We don't get commission and recently after I was promoted to assistant manager I got a raise. And then at my yearly review I got a booster raise which is basically a standard raise for employees.
In your interview answer demonstrate how you communicate information effectively to an individual or group, adjusting your approach according to the situation. Include your ability to see the other person's perspective, to listen properly and establish a constructive relationship.
I love my customers and they come to see me so I've built good relationships with customers at the bank. And again I've enjoyed everybody I've worked with.
Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don't? You probably should apply elsewhere.)
First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I've always been passionate about education, and I think you guys are doing great things, so I want to be a part of it”).
A high school education. The only thing you really need to be is a good people person and be able to understand that the customer is never wrong. You need to be good at resolving conflicts and coming up with ways to make the customer happy. You need to go out of your way to help accommodate their needs. You also need to be computer savvy and know Excel templates for monthly auditing and those kinds of things.
Management job interview questions about motivating staff or delegating tasks are common in management interviews. When you answer them you should focus on communication and team building, “I do my best to show recognition and acknowledgement to all employees that meet goals, which keeps morale high and employees on task. Also, when applicable, I keep tasks interdependent within the team, so that staff members require and encourage fellow staff members to complete their work.”
Well I first graduated from college and I had a few interviews with other companies and the bank just offered me the job. I first started out as a teller and then got involved in the manager training program and then I was promoted to assistant branch manager.
For all job interview questions, it is important to stay away from any true weaknesses or shortcomings. Yet with management questions, it is acceptable to offer a minute amount of humility with your own abilities to provide a believable answer. An effective answer to these types of interview questions is, “Sometimes in the heat of a deadline, I have found that I have overlooked great work by a staff member. I am working on making sure everyone I work with gets their deserved recognition for successful completion of their tasks, because it is important that every individual staff member be recognized for their contributions toward building the company's success.”
Well obviously a goal of mine is to move up the corporate ladder, whether or not that's in banking I don't know. When you're in the management position you tend to start like I did as a teller and then the next step after that is management. I would like to move to the commercial side and see how the lending side of the bank operates.
I am an assistant to the manager but I oversee all the daily operations of the branch. That includes making the weekly schedule, I oversee all the teller daily activities and make sure that they're performing their tasks and staying within their check cashing limit. I also balance the ATM. I do a lot with customer service, complaints, and helping people resolve any customer conflict that might arise. I open new accounts. I make sure all the cashier's checks and money orders are typed up and issued correctly and logged. I do a monthly audit of the branch. I just make sure that the branch operates smoothly. A lot of it is administrative work.
For an assistant manager you're ultimately not the one in charge and you need to be respectful and mindful of your authority and not go in there and try and rule the show. But there is always potential to move up. It's a good learning and stepping stone for anyone to be in management. As an assistant manager you are given authority to manage people and it kind of gives you an idea of what management is like without giving you the absolute, full-blown responsibility of it. What I mean is, I have authority but I don't make the final call on things.
I believe they would rate me fairly highly. I took the time to foster relationships with all of my workers, and I believed that everyone was important to the company. I treated all of my employees with respect, without compromising sales and customer satisfaction. Of course, there were situations that required a degree of firmness, but I always remained fair.
A typical interview question to determine what you are looking for your in next job, and whether you would be a good fit for the position being hired for, is “What challenges are you looking for in a position?”
The best way to answer questions about the challenges you are seeking is to discuss how you would like to be able to effectively utilize your skills and experience if you were hired for the job.
You can also mention that you are motivated by challenges, have the ability to effectively meet challenges, and have the flexibility and skills necessary to handle a challenging job.
You can continue by describing specific examples of challenges you have met and goals you have achieved in the past.
I do have previous experience as a manager. At my first job in this industry, it was my responsibility to manage a team of tellers. I was responsible for ensuring that all banking regulations were followed, and if workers had any concerns or questions, I was responsible for intervening. Under my watch, productivity soared and the turnover rate decreased. At my second job, I was a front-end manager at a grocery store. I oversaw a team of cashiers and baggers and ensured that customers remained satisfied. Both of these jobs provided me with a great deal of management and supervisory experience.
In your interview answer show how you determine the appropriate motivation strategies for your staff members by understanding their different needs and perspectives.
Include the communication of goals and visions to your staff, gaining commitment to these, establishing appropriate reward and incentive structures and supporting and leading staff to success.
☛ Provide a time when you dealt calmly and effectively with a high-stress situation.
☛ Tell me about an experience in which you analyzed information and evaluated results to choose the best solution to a problem.
☛ How do you balance cooperation with others and independent thinking? Share an example. (The employer wants to know that you have a cooperative attitude or are otherwise good-natured.)
☛ Share an experience in which your willingness to lead or offer an opinion helped your company.
☛ Provide an example when you were able to prevent a problem because you foresaw the reaction of another person.
☛ Share an experience in which personal connections to coworkers or others helped you to be successful in your work. (Be sure to explain that you prefer to work with others.)
☛ Share an effective method you have used to ensure that customers receive satisfactory service and quality goods.
☛ Provide an example of a time when you successfully organized a diverse group of people to accomplish a task.
☛ Share an effective approach to working with a large amount of information/data. How has your approach affected your company?
☛ Tell me about the last time you oversaw the work of someone else. How did you effectively motivate, develop, and direct the worker(s)?
☛ Provide an experience in which your ability to actively find ways to help people improved your company or your own work ethic.
☛ Share an experience in which you successfully coordinated with others. How about a coordination effort that was not as successful?
☛ Provide an example of a time when you were able to demonstrate excellent listening skills. What was the situation and outcome?
☛ Tell me about a time when you developed your own way of doing things or were self-motivated to finish an important task. (The employer wants to know if you can work independently.)
☛ Provide an experience in which you were sensitive to somone's needs or feelings. How did your helpfulness affect your work environment?
☛ Provide an effective method you have used to instruct staff on handling difficult and complicated sales. Share an experience.
☛ Describe your experience keeping inventory of and reordering stock.
☛ Share an experience in which your attention to detail and thoroughness had an impact on your last company.
☛ Share an experience in which you effectively formulated pricing policies for merchandise.
☛ Provide an experience in which you accurately estimated consumer demand to determine the types and amounts of goods to be sold.
☛ Provide a time when you worked in a rapidly evolving workplace. How did you deal with the change? (Show that you can adapt.)
☛ Share a time when you willingly took on additional responsibilities or challenges. How did you successfully meet all of the demands of these responsibilities? (The employer wants to gauge your internal drive or initiative.)
☛ Tell me about credit policies and/or operating procedures you have developed.
☛ Share an experience in which you successfully hired, trained, supervised, and evaluated personnel in sales or marketing. What methods made you successful?
☛ Share an experience when you applied new technology or information in your job. How did it help your company?
☛ What is the state of your records of purchases, sales, and requisitions?
☛ Provide an effective method you have used to enforce safety, health, and security rules.
☛ What factors do you consider when assigning employees to specific duties?
☛ Describe an experience in which you identified the educational needs of your students and successfully developed a way to teach/train them.
☛ Provide an experience that demonstrates your ability to manage time effectively. What were the challenges and results?
☛ Describe a time when you successfully persuaded another person to change his/her way of thinking or behavior.
☛ Provide an example of when you were persistent in the face of obstacles.
☛ Describe an effective method you have used to plan budgets. Share an experience.
☛ Provide an experience in which you successfully planned and prepared work schedules.
☛ Share an experience in which you successfully performed work activities of subordinates.
☛ Name a time when your creativity or alternative thinking solved a problem in your workplace.
☛ Please share an experience in which you successfully taught a difficult principle or concept. How were you able to be successful?
☛ Describe an experience in which your ability to work well with others and reconcile differences helped your company or employer. (The employer wants to know you know how to negotiate.)
☛ Share an example of when you established and accomplished a goal that was personally challenging. What helped you succeed?
☛ Provide an experience in which you effectively established and implemented policies, goals, objectives, and/or procedures for your department.
☛ Describe your experience examining products for resale or storage to determine their condition.
☛ Share the methods you have used to prepare reports for management and budget departments.
☛ Tell me about an effective advertising campaign or sales promotion which you planned and/or coordinated.
☛ Share an experience in which conferring with company officials helped you develop an effective method or procedure to increase sales, expand markets, and/or promote business.
☛ Provide a time when you were able to identify a complex problem, evaluate the options, and implement a solution. How did the solution benefit your employer?
☛ How would you describe your presentation style?
☛ How do you propose to compensate for your lack of experience?
☛ Have you handled a difficult situation with a co-worker? How?
☛ Where would you like to be in your career five years from now?
☛ What is your biggest regret and why?
☛ Why are you the best person for this Assistant Branch Manager job?
☛ What is more important to you: the money or the work?
☛ What do you like and dislike about the job we are discussing?
☛ What were your annual goals at your most current employer?
☛ What are the qualities of a good leader?
☛ What attracted you to this company?
☛ What would make you happy in a job?
☛ What have you been doing since your last job?
☛ What has been your most successful experience in speech making?
☛ What is a typical career path in this job function?
☛ What type of work environment do you prefer?
☛ Can you describe a time when your work was criticized?
☛ When was the last time you were in a crisis?
☛ How did you prepare for this work?
☛ How do you keep track of things you need to do?
☛ How do you react to instruction and criticism?
☛ How do you think you can make a contribution to this company?
☛ Why did you decide to pursue this career?
☛ What are the best assistant branch manager qualifications and training to get ahead?
☛ What do you enjoy most about being an Assistant Branch Manager?
☛ What do you dislike the most?
☛ How did you get your start doing Assistant Branch Manager work, and what career moves did you make to get to your current position?
☛ What are the top 3 traits or skills every Assistant Branch Manager must have to excel?
☛ What do you see yourself doing within the first days of this job?
☛ What three character traits would your friends use to describe you?
☛ What quality of yours or personal trait matters the most in your career?
☛ What parts of your education do you see as relevant to this position?
☛ What kind of personality do you work best with and why?
☛ How did you react when faced with constant time pressure?
☛ Can you describe a time when your work was criticized?
☛ What are the top priorities of a branch manager?
☛ How would you measure performance and what performance metrics have you used before?
☛ What are KPIs? What is benchmarking and how do you do it?
☛ What information do you need to make forecasts?
☛ How would you allocate responsibilities? What is important to know about your subordinates?
☛ What leadership style would you employ under different circumstances?
☛ Tell us about a couple of the most important best practices in management?
☛ Give us some ideas on how you would increase the branch's revenues?
☛ In your experience, what is the key to developing a good team? (Be sure to explain how you encourage and build trust, respect, and cooperation.)
☛ How would you rate your writing skills? (Offer up examples that demonstrate your mastery of English grammar, rules of composition, and adjusting for the audience.)
☛ Share an experience in which you used new training skills, ideas, or a method to adapt to a new situation or improve an ongoing one. (You want to demonstrate your ability to learn in your answer.)
☛ Share an experience in which your understanding of a current or upcoming problem helped your company to respond to the problem.
☛ Give me an example of when you thought outside of the box. How did it help your employer?
☛ Share an experience in which your ability to consider the costs or benefits of a potential action helped you choose the most appropriate action.
☛ How do you stay fit in order to perform physical activities that are required in the workplace?
☛ What is the key to a successful budget?
☛ Would you consider analyzing data or information a strength? How so?
☛ What is the most challenging part of budgeting for you?
☛ Tell me about the last time you monitored or reviewed information and detected a problem. How did you respond?
☛ Tell me about your last experience recruiting, interviewing, or hiring an employee. What techniques did you find most effective in finding the right person for the job?
☛ Describe a time when you successfully provided personal assistance to a coworker or patron.
☛ Share an experience in which you've successfully learned how to handle a new piece of equipment?
☛ Tell us about a time you had to deal with a difficult customer.
☛ Tell us about a difficult situation you overcame in the past. Taking into account your current experience what would you have done differently?
☛ Describe a time when you had to make a difficult managerial decision. What happened?
☛ Tell me about a time you had to motivate your team. How did it work out?
☛ How did you previous work experience prepare you for this role?
☛ If you got this position, what would be your long term goals?
☛ What problems have you encountered at work?
☛ What have you done to improve your verbal communication skills?
☛ What will you miss about your present or last job?
☛ What are common risks for Assistant Branch Manager? And how to face?
☛ What personal weakness has caused you the greatest difficulty in school or at work?
☛ What's your ideal company?
☛ What is your biggest regret and why?
☛ What do you consider the most important qualities for this Assistant Branch Manager job?
☛ What have you done to improve your verbal communication skills?
☛ What was your major disappointment?
☛ What do you think you can bring to this Assistant Branch Manager position?
☛ What do you believe are your key strengths?
☛ What have you learned from mistakes on the Assistant Branch Manager job?
☛ What will you do if you don't get this position?
☛ Have you ever dealt with company policy you weren't in agreement with? How?
☛ How would you define success for someone in your chosen Assistant Branch Manager career?
☛ How do you evaluate your ability to handle conflict?
☛ Envisage a conflict between two people working for you. How would you approach them and how would you resolve the situation?
☛ You believe your opinion to be 100% correct, but your subordinates and superiors disagree. How would approach both groups?
☛ What would you do with an employee who is underperforming?
☛ Imagine there is a conflict between different departments of the branch for a share of the budget. How do you resolve this?
☛ Imagine there is conflict between your branch and another for a share of the budget. How do you make your case?
☛ Would you encourage competition or collaboration with other branches?
☛ Tell me how you organize, plan, and prioritize your work. (Be sure to mention that you make specific goals.)
☛ Provide an experience in which you resolved a difficult customer inquiry or complaint.
☛ Please share with me an example of how you helped coach or mentor someone. What improvements did you see in the person's knowledge or skills?
☛ What is the key to success when communicating with the public.
☛ Share an experience you had in dealing with a difficult person and how you handled the situation.
☛ Share an experience in which you successfully shared a difficult piece of information. (The employer wants to ensure you have open communication with those you work with.)
☛ Tell me about a recent experience you've had working with your hands.
☛ Share an example of a time you had to gather information from multiple sources. How did you determine which information was relevant?
☛ What have you found to be the best way to monitor the performance of your work and/or the work of others? Share a time when you had to take corrective action.
☛ Name a time when your patience was tested. How did you keep your emotions in check? (The employer wants to gauge your self control.)
☛ Share an example of when you went above and beyond the "call of duty". (The employer wants to know that you are dependable.)
☛ Provide an example of when you set expectations and monitored the performance of subordinates. What guidance and direction did you find most effective? (If performance improved, be sure to mention it.)
☛ Name a time when you identified strengths and weaknesses of alternative solutions to problems. What was the impact?
☛ Please share an experience in which you presented to a group. What was the situation and how did it go?
☛ Provide an example when your ethics were tested.
In your interview answer focus on how you assign tasks and responsibility to the appropriate people, how you clarify exactly what is expected, communicate confidence and ensure adequate resources are available for successful completion of the task. Include follow-up procedures and setting deadlines.
I think about the outcome from a comprehensive perspective. I think about how the outcome will impact clients or customers, and if it will leave them with a positive impression of the company. I also think about how it will impact the workers and revenue. If I believe that a decision will make a positive impact in all three areas, I will usually say “yes.” If the decision will only benefit one person or lower sales, I will more than likely decline. To me, it is a matter of attempting to gauge the outcome of a situation.
No, I have never delegated a responsibility to a subordinate. I believe that supervisors should be held accountable for all of their responsibilities. Delegating responsibilities to unqualified individuals is dishonest and can have a negative impact on the company's operations.
Try your best not to focus on existential, immeasurable goals. Job interviews want to know what you truly bring, and you should be able to measure the results. The best answer to this type of interview question is, “Management is about setting and reaching goals and employee/organizational relationships. I measure effectiveness by looking at the data, ensuring that I am meeting deadlines early and helping to achieve organizational growth, and keeping morale high and those under my supervision engaged and active in their tasks.”
Interviewers expect a candidate for employment to discuss what they do while they are working in detail. Before you answer, consider the position you are applying for and how your current or past positions relate to it. The more you can connect your past experience with the job opening, the more successful you will be at answering the questions.
It should be obvious that it's not a good idea talk about non-work related activities that you do on company time, but, I've had applicants tell me how they are often late because they have to drive a child to school or like to take a long lunch break to work at the gym.
Keep your answers focused on work and show the interviewer that you're organized (“The first thing I do on Monday morning is check my voicemail and email, then I prioritize my activities for the week.”) and efficient.
In your interview answer show how you have facilitated the development of knowledge and skills, how you adjust your approach according to the individual and provide support where needed. Discuss how you are able to assess the needs of your staff, establish a plan for improvement considering available resources and the individual requirements and gain agreement to this plan.
During an evaluation, I remain professional and focus on the outcome of the employees' actions. I do not consider personal relationships at all, and I take the time to closely examine the written record of each employee. I feel that written records offer more information in regards to performance as opposed to my personal opinion. For example, if an employee has a history of showing up late, the issue must be addressed whether or not you enjoy working with the employee. If you fail to treat all of your employees equally, the team will fall apart.
Ever since my first paper route at age 10 I've been doing something to keep myself busy and earn money. Back then, it was obviously about earning some spending money. What I didn't realize was that I was actually starting the journey of establishing what I liked to do and how I fit in to the grand scheme of things. I then worked as a junior computer tech in my last 2 summers of high school. It was here that I discovered what I was passionate about and what I wanted to do. I enrolled in college to get my degree in computer sciences, and I have been working around technology ever since.
True leadership is about personal responsibility. That is why an effective answer to this question is, “I consider anyone who works with me to be an extension of my effectiveness as manager. I will discuss any problems with the employee individually and honestly, but if their work affects the bottom line of the company, their shortcomings are also my responsibility.”
Never ask Salary, perks, leave, place of posting, etc. regarded questions.
Try to ask more about the company to show how early you can make a contribution to your organization like
“Sir, with your kind permission I would like to know more about induction and developmental programs?”
Sir, I would like to have my feedback, so that I can analyze and improve my strengths and rectify my shortcomings.
In your interview answer show how you are able to review the relevant facts, consider alternatives and decide on the most appropriate action. Discuss how you take into consideration the available resources and any possible constraints.
Manager interview questions will also explore your ability to delegate effectively.
This one is all about job commitment.
Some people make job hopping a career in of itself, and your answer here can be telling. Here, your interviewer is determining if you are:
☛ someone who sets goals
☛ someone who has a vision
☛ someone who is reliable
☛ someone who demonstrates commitment
☛ someone who is loyal
While no interviewer expects someone to stay at a company forever, try and craft your response in such a way that shows progression in your career, and alignment with the Company's needs and future. Again, self awareness is key – your employer doesn't want to send you down an unwanted path, resulting in wasted time and energy for everyone.
Well after being there a year you get two weeks of vacation and after five years you get three weeks off and then obviously the more years the more time off you get. It builds over time.
I really enjoy all the people I work with. They make it enjoyable and fun to come to work with every morning. I like that and I like that I get to kind of do things at my own speed.
In your interview answer focus on your planning and organizational skills. Describe your ability to establish objectives, set priorities, plan proper assignment of tasks, allocate resources effectively, use appropriate organizational tools and follow up on work and task status.
The knowledge requirements will vary depending on the employer, level and scope of the manager job. However typical knowledge requirements for managerial or supervisory jobs include:
☛ business and management principles
☛ strategic planning
☛ administrative procedures
☛ operating systems
☛ understanding of accounting and financial reports
☛ organizational planning tools
☛ information processing applications
☛ relevant software applications
☛ human resource management principles
Manager interview questions around the knowledge requirements are answered by reviewing your resume or CV as they refer directly to your qualifications and work task experience.
Anticipate and plan for interview questions that explore your training, your qualifications and your task experience, with reference to the specific knowledge requirements listed. Examples include:
"What methods have you used to evaluate your employees' job performance?"
"What experience do you have in setting budgets?"
"What systems have you developed and implemented to improve operating efficiency in your department?"
No one likes to answer this question because it requires a very delicate balance. You simply can't lie and say you don't have one; you can't trick the interviewer by offering up a personal weakness that is really a strength (“Sometimes, I work too much and don't maintain a work-life balance.”); and you shouldn't be so honest that you throw yourself under the bus (“I'm not a morning person so I'm working on getting to the office on time.”)
Think of a small flaw like “I sometimes get sidetracked by small details”, “I am occasionally not as patient as I should be with subordinates or co-workers who do not understand my ideas”, or “I am still somewhat nervous and uncomfortable with my public-speaking skills and would like to give more presentations and talk in front of others or in meetings.” Add that you are aware of the problem and you are doing your best to correct it by taking a course of action.
Candidates without specific examples often do not seem credible. However, the example shared should be fairly inconsequential, unintentional, and a learned lesson should be gleaned from it. Moving ahead without group assistance while assigned to a group project meant to be collaborative is a good example.
One of the most common management job interview questions is going to be about your specific management style. There are various ways to answer this question. You may be tempted to share a specific management style, but the best answer to this question is, “I choose to adapt my management techniques based on the present situation, as work environments are constantly dynamic and often need to be handled in unique, novel ways.”
Many consider this question to be a loaded gun – dangerous in the hands of the inexperienced. Often times, an interviewee will start talking salary before they've had an opportunity to illustrate their skill set and value making any sort of leverage valueless. Here, knowledge is power, as salary often comes down to negotiation. Do some research into your industry to establish base rates of pay based on seniority and demand but keep in mind – your employer is hiring you for what they believe you are worth, and how much benefit they feel you will provide.
That is a really great question. While I haven't had the opportunity to develop within this particular role per se, I have actually become very involved in my local foodbank this year. This has taught me a great deal about community, teamwork, and taking initiative.
Not that I can think of.
I kind of feel like it's the same thing every day. I wish that I could get out more maybe and sell the bank instead of being behind the teller line.
Yes, I am comfortable reprimanding employees if they engage in behaviors that have a negative impact on the company. It can be awkward, but it is necessary if someone refuses to perform the job properly since his or her performance is a reflection of your managerial aptitude. I believe a minor infraction warrants a warning. An intermediate infraction warrants a write-up. If an employee fails to improve or commits a serious infraction, termination or suspension may be considered. I have never had to discharge an employee on those grounds, but I have had to issue warnings and write ups.
In your interview answer demonstrate your ability to detect problems, to gather the relevant information to identify the underlying issues and to identify cause and effect relationships. The focus is on your ability to get the right information to identify the key issues.
The management job interview will focus on questions that look for evidence of management competencies. You will be asked to provide specific examples of when you have demonstrated the required competency. Reflect on your past experiences, select appropriate examples and plan your response using the following structure:
☛ Describe the specific situation or task you were involved in
☛ Detail the action and steps you took in the situation
☛ Outline the results and outcome of your actions
Go through these manager interview questions that explore the essential competencies for a management position. Use the answer guidelines to help you prepare your own excellent interview answers.
This is the part where you link your skills, experience, education and your personality to the job itself. This is why you need to be utterly familiar with the job description as well as the company culture. Remember though, it's best to back them up with actual examples of say, how you are a good team player.
It is possible that you may not have as much skills, experience or qualifications as the other candidates. What then, will set you apart from the rest? Energy and passion might. People are attracted to someone who is charismatic, who show immense amount of energy when they talk, and who love what it is that they do. As you explain your compatibility with the job and company, be sure to portray yourself as that motivated, confident and energetic person, ever-ready to commit to the cause of the company.
You should answer this question with specific examples of methods you use to delegate tasks, “For each staff member I create a sheet of detailed, relevant tasks and estimated deadlines. I then meet with each staff member individually to ensure they also agree to the deadlines and answer any questions they have. I also schedule regular work in progress meetings to check in on their status.”