1. Tell us what would you do if the priorities on a project you were working on changed suddenly?
I would notify everyone working on the project of the changes. I would then want to know why the priorities have changed, and if there is risk of them changing again in the future. I would then meet with everyone involved with a new strategy to address the new priorities.
2. Suppose you disagree with the way your supervisor says to handle a problem. What would you do?
I would evaluate why I disagreed with my supervisor and come up with a different way that I think the situation should be handled. I would then sit down with my supervisor - in private - and discuss the problem with him and how I think it should have been addressed.
3. Can you explain me your supervisory style?
When answering supervisor interview questions around your personal supervisory style remember that there is no wrong or right supervisory style.
The only criteria is that it should be appropriate to the situation. Your ability to adapt your style to the demands of the person you are dealing with, the task at hand and the circumstances is key to success as a supervisor. Provide examples of how you have had to adapt your supervisory style to meet different needs.
4. Tell me why did you leave your last job as Field Monitoring Supervisor?
Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co-workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons.
5. Please tell me do you know anyone who works for us?
Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of.
6. Tell us about a suggestion you have made?
Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus.
7. Explain me about your ability to work under pressure?
You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for.
8. Tell me what have you learned from mistakes on the job as Field Monitoring Supervisor?
Here you have to come up with something or you strain credibility. Make it small, well intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and thus throwing coordination off.
9. Tell us what qualities do you look for in a boss?
Be generic and positive. Safe qualities are knowledgeable, a sense of humour, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits.
Luckily, I have quite a bit of previous team experience, and have faced this situation a few times in the past - so let me tell you how I've learned to handle the issue. The most important first step in dealing with an underperforming subordinate or team member is honest communications - talking with the person can lead to some surprising discoveries, such as the person not understanding the assigned tasks to being overwhelmed with the assignment. Once I discovered the problem, I could then forge a solution that usually solved the problem and allowed the work to move forward. So often in situations like this, the problem is some combination of miscommunications and unrealistic expectations.
11. Tell me what do you consider the essential qualities for a supervisor?
In your interview answer include these key competencies or skills that apply to all supervisor jobs. Planning and organizing, problem-solving, decision-making, delegating, motivating, influencing, communicating and managing conflict.
12. Explain me about a time you had to coach an employee to perform a task?
Coaching and developing others is part of the supervisor function. Supervisor interview questions about the development of employees should include your ability to agree on the outcomes and methods of coaching with the employee, to explain and demonstrate task performance, to observe and provide constructive feedback.
Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.
14. Suppose you had enough money to retire right now, would you?
Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it.
15. Tell us what kind of person would you refuse to work with?
Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner.
16. Tell us what motivates you to do your best on the job?
This is a personal trait that only you can say, but good examples are: Challenge, Achievement, Recognition.
17. Do you have any questions for me to ask?
Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. 'How soon will I be able to be productive?' and 'What type of projects will I be able to assist on?' are examples.And Finally Best of Luck Hope you will be successful in the interview you are going to face in coming days.
I would tell this co-worker that being dishonest to her boss, as well as her co-workers, is not wise, and being dishonest in her job is wrong. I would say how we all want more vacation time, but we have to earn it - and that taking this extra time hurts everyone in the department because the person's absence will affect productivity.
19. Tell me how do you motivate your employees/team members?
The more your employees or team members understand about their jobs and responsibilities the more motivated they are. Show how you ensure each subordinate has clarity about his or her role and responsibilities. Discuss how you set clear, specific and realistic targets that are agreed on rather than dictated. Focus on how you involve employees by asking for suggestions, ideas and feedback.
20. Tell me what do co-workers say about you?
Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work. Jill Clark, a co-worker at Smith Company, always said I was the hardest worker she had ever known. It is as powerful as Jill having said it at the interview herself.
21. Tell us have you ever been asked to leave a position?
If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.
22. Explain me about a problem you had with a supervisor?
Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well be low in the interview right there. Stay positive and develop a poor memory about any trouble with a supervisor.
23. Explain me about the most fun you have had on the job?
Talk about having fun by accomplishing something for the organization.
The best way to convince people is to be able to understand where they are coming from and address their questions and concerns about the new idea directly. It is also important to stay confident and believe in yourself because if you don't buy it, no one else will either.
25. Explain me about a time an employee made a significant mistake. What action did you take?
This is a behavioral or situational interview question. You are expected to provide an example of how you successfully managed a difficult employee or team member.
