General Manager (GM) Interview Questions And Answers

An impressive and confident response shows that the candidate has prepared for the question, has done serious self-reflection and can admit responsibility and accept constructive criticism. Sincerely give an honest answer (but don't say too much), be confident in the fact that this weakness does not make you any less of a great candidate, and show that you are working on this weakness and tell me how

I just let them go on as long as they can. A good interviewee will have a 60-second commercial that clearly demonstrates why they are the best person for the job.

This breaks the ice, shows the ability to think on their feet and if they can enjoy working together. Whatever joke is told, it almost always leads to a story.

When you are hiring someone to such a high post it is always better to hire an individual who has some experience in the field. If the candidate has previous experience then he or she is less likely to have problems coping or dealing with pressure. However if there is someone who has no experience in being a general manger before, yet has all the credentials, skills and qualifications required to become an excellent general manager then you should not shy away from taking the risk if you think that he would be able to do complete justice to the position. Being a part of the corporate world often requires you to take risks; sometimes these risks might not pay off, but remember often they do.

It helps me instantly find out if the applicant has done any research on the company and if they will take as much pride in their job as I do.

This question gets people thinking and helps me see how someone reacts when caught off guard. The titles can be truly insightful, revealing struggles and challenges that they have faced and overcome.

When hiring a general manager for your company or business you want to make sure that you are hiring someone with not just a great deal of social skills but also a person who gets along well with others. You need to ask this question to know if the person has the required outgoing personality to be a good general manger. In addition to meeting new clients and buyers he or she must also get along well with co workers, seniors and people at the lower ranks..

This is a mandatory question that is asked in practically all interviews to inquire if the candidate has to ask you any questions, once the process of you interviewing him or her is complete. Applying for any new job can be both new and confusing, so do take the time out to answer any questions that the candidate might be having in relation to salary, duties, responsibilities or any other aspect of the job.

With this question alone, I am able to discern what is most important to the candidate, what their hobbies and interests are, their communication skills, their sense (or lack of) humor, their presentation comfort level, their educational background, their grasp of what the position entails, and their work style.

I find that how employees deal with conflict tells me a lot about them and how successful they will be.

The decision to hire someone as general manager to your company or restaurant is no small one so you should not be afraid of taking your own time, because after all the success of your business depends on a large extent on how capable your general manager is and to what extent he or she represents the policies and high standards of the business. So asking this question will give you insight into whether or not he or she accepts and is willing to adhere to everything the company stands for.

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."

To be completely effective in any company, the candidate needs to feel passionate about what they are doing. Employees that settle eventually cost a company far more lost revenue than the hour wasted on interviewing the wrong person.

I look for an unusual response with something fun, like a last-minute trip or driving to Atlantic City at 11 o'clock at night. Something that shows me the person has some personality to react positively in different (and crazy) situations that oftentimes occur in our line of work.

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."

You should ensure that you ask the individual if he or she is willing to be called into work whenever necessary irrespective of it being early hours of the day or even late hours of the night. Having a high end job like this could imply improvement on the financial front but on the personal or family front the person will have to give up on a great deal. Make sure you hire someone who is willing to make a serious commitment to the company in terms of the time and effort which he or she must be required to invest.

The question can reveal a lot of information, including the real reason the applicant is looking to make a change, what's important to them in their next position, whether they are really motivated to make a move and whether or not their expectations are realistic.

There was no real room for growing my career.
The position you are advertising seems like a excellent match for my knowledge, abilities and qualifications.
I am keen to use my skill sets and abilities in a different capacity than I have in the past.
I am looking for a job that has more responsibility.
The reason for leaving my last job was that I wanted to spend more time with my family. I am now ready to go back into full time employment.

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."

Handle Complex Problems Based Interview Questions:
► Give me an example of the last major project you worked on. What was your role? Did you work as a team? What were the issues involved?
► Do you have any statistical background, either in school or on the job?
► Could you describe a decision you recently made that was initially unpopular with your supervisors or staff? How did you handle it?
► Describe how you think through a difficult problem.
► Have you ever had to "sell" top management on a decision you made? Please describe the situation.
► Describe a project you recently worked on that got "bogged down" for some reason and what you did to put it back on line.
► What types of problems do you solve on a day-to-day basis?
► Did you make any changes in the firm you felt particularly proud of?
► Give me an example of a very complex problem or issue you have faced. How did you solve the problem?

Power Questions Based Interview Questions:
► In the next 2 minutes, tell me about your professional experience/history.
► What kind of professional development and training would make you a more effective employee?
► What aspects of your previous position did you find professionally challenging?
► Why did you leave your last job?
► What particular skills or experiences make you the best match for this position?
► Did you get along well with the people on your last job? Explain.
► What types of people seem to "rub you in the wrong way?"
► Expand on those aspects of your schooling (or job) that you found to be most satisfying?
► What experience do you have with (equipment, procedures, tasks, etc.)?
► Why do you think this company should hire you?
► What do you expect from the company that hires you?
► In what ways could you contribute to this job?
► How long do you think it would take you before you could contribute to this job?
► What do you consider to be the ideal reporting relationship?
► How do you feel an employee should be approached regarding his/her job performance?
► Where does this position fall along your career path?
► Do you consider yourself a self-starter? Why?

Office Skills Based Interview Questions:
► What kind of training, schooling, or experience do you have regarding office skills and abilities?
► How would you rate your Microsoft Word skills? Why did you rate yourself that way? How long have you used it on the job? Have you had formal training or did you learn on the job?
► Give me an example of the types of things you would use MS Word for. What functions are you familiar with and use daily? Which functions do you use occasionally?
► Are you as familiar with Quattro Pro/Excel as you are with WordPerfect/MS Word? Have you created spreadsheets and macros with Quattro Pro/Excel?
► Which of your former jobs required the use of your office skills to their optimum? Describe.
► Which firm utilized your telephone skills? What type of clientele did you work with?
► Which office do you feel exhibited the most professional atmosphere? Was the dress standards - written or unwritten? What do you feel creates a professional atmosphere? How did you contribute to the overall professionalism of the office?
► Which of your personality traits do you feel will be most effectively utilized in this position?
► How did you learn to put your job tasks in order? How do you plan and organize to save time?
► What kinds of things did you refer to your supervisor? What kinds of things did your supervisor refer to you?
► Depict a situation where you had to give repetitive information, or answer similar questions. How did you make the situation tolerable?
► Are there any skills or experiences etc. that we have not discussed that you feel would be relevant to this position?

Current/Last Job Based Interview Questions:
► Tell me about your current/last job:
► To whom do you report?
► What aspects of your previous position did you find professionally challenging?
► What were your two most important achievements in your current job?
► How do you think your subordinates would describe you as a manager and supervisor?
► What attributes do you believe an effective manager should possess?
► What plans do you have for self-development in the next 12 months?
► What types of criticisms are leveled at you most often?
► Many of us improve our personal interaction with others as we mature. Looking back over the past two years, in what way have you improved?
► What steps do you generally follow in making a decision?
► Tell me what your supervisor would say about your secretarial skills and abilities. What particular things would he/she tell me are your strong points clerically? What would he/she tell me that you would need to improve upon?

Work with Little Supervision Based Interview Questions:
► Give me an example of a time when you were able to complete a project without immediate supervision. Was this normal? Did your supervisor often give you tasks to do which did not require direct supervision?
► Give me an example of the kind of tasks or projects your supervisor would closely supervise.
► Did your job require direct supervision? Or were you able to complete most things on your own?
► What would your supervisor say about your abilities to complete tasks as assigned? What kind of a recommendation would this supervisor give me?
► Do you prefer working alone, or with others?
► In this regard, what job has given you the most job satisfaction in relationships with other employees? With customers? With your supervisor?
► Would you rather be closely supervised and given good direction, or work out the solutions for yourself?

Managers make decisions. They make a lot of decisions. They make decisions that affect productively, stability and profitability of their department and the organizations they represent. Good managers are good decision makers. The following are a few common interview questions designed to test a candidates ability to make decisions.

► What is the process you typically follow to make a decision about a plan of action?
► When given two or three equally viable paths to achieve an object, how do you decide which path to follow?
► Please explain the process you used to select the college you attended.
► What is your process or methodology for making important decision?
► When faced with several options, none of which is sufficient to accomplish your goal, how do you decide with option to pursue?
► When is it important to make a decision quickly? When should you take time to make a decision?
► Have you ever delayed any decision-making? What were the consequences for your company?
► Do you make decisions on your own without input from others? When do you seek advice from others when making decisions?

Leadership is unquestionably one of the top skills hiring managers are looking for in management job candidates. Leadership entails much more than just managing people. It encapsulates the ability to effectively communicate vision, motivate and empower, delegate responsibility, make tough decisions, turn vision into reality and guide employees through change. Below are several leadership related questions you can expect to see in your next management interview.

► Describe an example of how you've demonstrated leadership in a previous job.
► What specific strategies have you used to lead a team?
► What are the key attributes of a successful leader?
► How would past coworkers and team members rate your leadership skills? What would they say about your leadership style?
► What factors do you consider when faced with tough decisions?
► How do you make a decision when important facts are unavailable?
► What methods do you utilize to resolve problems?
► Provide examples of creative solutions you relied on to solve major problems.
► Explain how you've delegated responsibilities and coordinated tasks during previous projects.
► Explain how you've adapted to project changes in the past.
► What skills and knowledge do you still need to develop? Explain what you've done to increase your business knowledge and skills.
► How do you manage large workloads? What do you do to prioritize daily responsibilities?
► Explain how you've dealt with past failures.
► How do you determine what colleagues should have key project roles?

► How would you describe your leadership style?
► Describe a time you led by example.
► What's your approach to delegating employees? How do you ensure that tasks are carried out to completion?
► Describe someone you coached or mentored. What were they doing initially, and what are they doing now?
► How would you tell a colleague that he/she was underperforming?
► Talk about the time you led an important meeting.
► Talk about a successful work project involving multiple teams. What was your role in facilitating the project? What was the result?
► Have you ever had to execute a project with a small budget, or a lack of resources? How did you address these issues?
► Tell me about a time when your team was struggling to meet business goals. What happened? What did you do about it?
► Talk about a successful work project. What was your goal? What was the result?
► What changes did you make that resulted in increasing productivity, improving efficiency, or lowering costs?
► Walk us through a typical day at your last position. How do you prioritize your tasks?
► What are some industry trends that have an impact on your role as a manager?
► Why are you interested in our company? What is the relationship between this job and your career goals?

Customer Service Based Interview Questions:
► Give me an example of the type of work experience you have had on a day-to-day basis with the public.
► What has been your most rewarding experience dealing with the public/customers?
► What "new way of doing things" did you introduce in your last job in dealing with the public?
► What typical kinds of customer dissatisfaction were inherent in your last job? How did you deal with this?
► What types of things were you able to do to help in alleviating this customer dissatisfaction?
► Give me an example of a time when you were able to help an angry customer with a problem.
► How do you define great customer service?
► What would others say about how you handle customers? Would they want you to wait on them? Did anyone ever ask for you?
► What kind of recommendation would your previous supervisor give you regarding your customer relations skills?
► Do you like working with the general public? Would you prefer to work alone?
► Give me an example when you were praised for your people skills in a past job.
► You have an angry customer that comes up to you. His/her past dealing with the department has been negative. This time he/she is going to get it done right. He/she demands you put him/her on top priority basis. Your department is now running a major project for your supervisor and can't accommodate this customer. How would you handle the customer?

Able to Handle Pressure Based Interview Questions:
► Describe a situation where you were under a great deal of pressure. How did you handle it?
► We have a real pressure-cooker position here. (Explain why) Have you had a position that relates to this situation? How did you handle the pressure?
► Constant pressure gets to all of us after a long period of time. Describe an incident where you did not handle pressure well.
► Did your position have cyclical periods when you were extremely busy and then dead periods? How long did they last? What was it like during both periods of time?
► What flusters you when a deadline is near?
► If I called your supervisor, what would he/she say about your ability to handle pressure? What would he/she say you needed to improve on?

Able to Supervise Employees Based Interview Questions:
► How many people have you supervised at one time? How many were Part-time? Full-time? How long were you their supervisor?
► Did you have the sole responsibility of hiring/firing these people? Did your supervisor have any say in who was hired/fired?
► Give me an example of a time when you handled an employee grievance that resulted in better working relationships.
► Give me an example of a time when you handled a grievance that did not result in better working relationships. What would you have done differently?
► What have you done to motivate your employees? Were they motivated? Give me a time when they were or were not.
► What kind of management style do you take with your employees? How do you treat your employees? How do you resolve discipline problems?
► What would your employees say about you as a manager? Were you an example of what you expected from others?
► How did you elicit cooperation from your employees? Give me an example of a time when an employee would not do what was asked. How did you handle this?
► What is required of a good leader? Which of these skills are you better at? What skills would your supervisor say that you would need to improve upon to be a better leader/supervisor?

Accurate Based Interview Questions:
► Have you ever worked for a supervisor that demanded accuracy of you? What activities required accuracy?
► Suppose we called your supervisor and asked "Is (name) accurate in what he/she does?" What would your supervisor say?
► When it comes to accuracy, what do you need to improve on?
► Could you give me an example of the type of work you did on a day-to-day basis that required accuracy?
► Are you strongest in the areas of accuracy or speed? Why? Working on what?
► Did the pressure of your past job lend itself to a mistake environment?
► In some positions it is very easy to make errors. What do you do to control errors?

Dependable Based Interview Questions:
► When we call your supervisor, what will he/she tell us about your ability to be dependable?
► When the workday starts are you the first one there?
► How would you define a dependable employee? Are you known as a dependable individual? Why?
► Describe how you have organized yourself in your present job so that you could create a dependable atmosphere with your clients/customers.
► When we check for references what will your supervisor tell us about the number of days you were absent last year?
► During a typical month, how many days are you be late to work?

Detail Oriented Based Interview Questions:
► Give me an example of the deadlines that needed to be met in your last job. How did you make sure things got done?
► Give me an example of a time when you thought you had "it all nailed down" but a detail you missed fell through the cracks. What happened?
► Give an example of the most detail-oriented positions you have had.
► Describe a situation where you had to multi task. How did you handle it?
► How do you keep track of duties that must get done concurrently?

It's important for a manager to be productive. However, it's much more important for a manager's team to be productive. Managers are motivators. Managers must have the energy, attitude and people skills to motivate their team members to maximize productivity. If a manager knows how to make decisions and knows how to delegate, but isn't a good motivator, they'll still be an ineffective manager. The questions below are often used by hiring managers to test a candidate's ability to motiviate.

► What is motivation?
► Share a work related experience that demonstrates your ability to encourage and motivate another person.
► Pretend you were the recipient of a coveted award three years from now. What is the reward? Why did you receive it?
► Describe time when you and your team were lacking moral and explain what you did to raise spirits?
► How do you make employees feel valued?
► What will you do to retain valued employees?
► What non-monetary factors to you feel help motivate employees?
► What kind of work culture do you think increase moral and employee motivation level?
► What type of incentives or rewards work best for motivating team members?
► Describe a time when you successfully motivated an employee who didn't want to take on a new assignment.