​WHAT TO LOOK FOR IN A POTENTIAL MANAGER IN AN INTERVIEW

Interviews are very much a two-way street however, whilst you are focused upon creating the best possible impression, it is possible that you might miss those tell-tale signs as to whether or not you could be making the right career move.

It is important to remember that the interview is as much about you gaining an insight into the company you could potentially join and – if its your potential new boss conducting the interview – an opportunity to see if you feel like they will be good manager to work with.

Whilst there are no fool-proof ways to guarantee you will be making the right move, there are some key signs to look out for and crucial questions to ask which can help when it comes to making your decision.

Communication: Has all your contact in the run up to your interview been clear and concise? Was the interview date and time arranged in a timely and organised fashion? Has your interview been rearranged on more than one occasion for reasons that seemed avoidable?

First impressions count: Just as you are looking to make a good first impression, what did your instincts tell you at the outset? Key factors to consider include; did they arrive on time for the appointment, did they appear organised and well prepared, did they start the interview by trying to put you at ease?

Interest: Even if the process requires a pre-determined set of interview questions to be asked, a good manager will demonstrate that they are interested in your answers or will refer to something they have gleaned from your application. Do they appear interested by your answers by demonstrating positive body language, holding eye contact and providing encouragement towards you during your responses?

Pertinent questions: Are they asking questions which are clear to understand and enable you to answer confidently and concisely? If you need to repeatedly seek clarification on their questions this could indicate that they may not be a strong communicator when it comes to giving direction. Do they have a clear understanding of the role and the part it plays within the team?

Passion and enthusiasm: Do they seem to enjoy their own role and speak highly of the company? How long have they been in their role? Do they champion the business and sell it as a great place to work?

Colleagues: How do they speak about other members of the team? Do they talk positively about the direction the business is taking and the contribution that is made by their employees? What do they say about the person who previously worked in that role? How did the vacancy come about? Negative responses could indicate that someone has departed on less than favourable terms or if they display frustrations about how the team is performing it could indicate that dissatisfaction within the department.

Questions: Did they give you the opportunity to ask questions at the end of the interview? If not, it could demonstrate that they only see the interview as being for their benefit. How did they respond to your questions? Were they keen to engage, or did they seem to just be going through the motions?

Outcome: Did they give a clear indication of what the next steps would be and when they would be looking to make a decision? A good manager will have a good idea of where they are in the recruitment process, what the next step would be and would be keen to provide assurances that an outcome would be communicated in a timely fashion.

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Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today for expert advice on your next career move.

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