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Tips on how to hire a great Manager.

We know that managers greatly impact a company’s culture and direction. This post offers interview questions and tips to help you hire a great manager.

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Recommendation # 1 - Please don't try to save MONEY.

If you are working with a limited budget and considering hiring a management employee, opting for a cheaper option might be tempting. However, investing in a candidate who is $20,000 more affordable than another may seem like a good idea, but it could cost you much more in the long run. It might lead to lost sales, decreased team productivity, and other negative consequences. Choosing a cheap option might be disastrous for growing organisations.

For instance, if you hire a cheap management candidate, you might inherit traits such as micromanagement, an inability to trust the team, avoiding difficult conversations, fear of personal conflict, poor delegation, reluctance to share and trust others, no initiative, failure to see opportunities, fear of listening to opinion, ignoring employee well-being, and overlooking team members’ mental health. You might not be aware of many other negative traits beforehand. Therefore, it is not advisable to think you are getting a bargain when you could be inviting problems.

Recommendation # 2 - Find yourself a captain.

When hiring a manager, looking for someone who exhibits qualities similar to those of a team captain can be beneficial. 

These qualities may include:

Leadership: A manager should be able to inspire and guide their team towards common goals, just like a captain leads their team on the field.

Teamwork: A good manager understands the importance of collaboration and can bring together individuals with diverse skills and backgrounds to work towards a shared objective.

Motivation: Like a football captain, a manager should be adept at motivating their team members, recognising their strengths, and encouraging them to perform at their best.

Communication: Effective communication is crucial for both managers and team captains. A manager must clearly articulate goals, provide feedback, and ensure everyone understands their roles and responsibilities.

By considering these qualities when hiring a manager, organisations can increase the likelihood of selecting someone who can effectively lead and inspire their team to success.

Recommendation # 3 - Structure your Interview questions.

Here are ten questions to ask during an interview to help define an experienced people leader, along with what you might expect to hear from each:

Can you describe a challenging situation you faced as a leader, and how did you handle it?

Expectation: Look for examples of problem-solving, decision-making, and resilience. Good leaders should demonstrate their ability to navigate difficult situations gracefully and effectively.

How do you approach building and fostering a positive team culture?

Expectation: A strong leader should prioritise creating an inclusive, collaborative, and supportive environment where team members feel valued, motivated, and empowered to succeed.

Can you share a time when you had to resolve a conflict within your team? How did you approach it?

Expectation: Find evidence of strong interpersonal skills, empathy, and conflict resolution techniques. A good leader should be able to address conflicts constructively and promote healthy communication and teamwork.

How do you support the professional growth and development of your team members?

Expectation: A great leader should prioritise the growth and development of their team by providing mentorship, coaching, and opportunities for learning and skill enhancement.

Can you discuss a time when you had to make a tough decision that impacted your team?

Expectation: Look for examples of sound judgment, accountability, and the ability to make difficult decisions while considering the best interests of the team and the organisation.

How do you ensure effective communication within your team?

Expectation: Effective communication is essential for leadership. Expect the candidate to discuss strategies for clear and transparent communication, active listening, and fostering open dialogue among team members.

What strategies do you use to motivate and inspire your team during challenging times?

Expectation: A good leader should be able to uplift and motivate their team during challenging periods by providing encouragement, recognition, and support and setting a positive example.

How do you handle performance management and feedback for your team members?

Expectation: Look for examples of fair and constructive feedback, goal-setting, and performance evaluation techniques aimed at helping team members succeed and grow professionally.

Can you share a successful team project you led and the key factors contributing to its success?

Expectation: Look for evidence of effective leadership, teamwork, and project management skills, as well as the ability to set goals, delegate tasks, and overcome challenges to achieve results.

How do you prioritise and delegate tasks within your team to ensure productivity and efficiency?

Expectation: A good leader should demonstrate the ability to prioritise tasks, allocate resources effectively, and delegate responsibilities based on team members’ strengths and workload, fostering productivity and collaboration.

These questions can provide valuable insights into a candidate’s leadership experience, skills, and approach, helping you assess their suitability for a people leadership role within your organisation.

Recommendation # 4 - LISTEN for keywords.

Paying attention to the interviewee’s language, phrasing, and wording can provide valuable insights into their natural thought process and suitability for a managerial role akin to that of a team captain.

Here’s how you can assess the candidate’s qualities based on the mentioned traits:

Strong Work Ethic:

Listen for instances where the candidate talks about their past experiences or accomplishments that demonstrate a dedication to their work or achieving team goals. Look for phrases like “dedicated,” “committed,” “hardworking,” or examples of going above and beyond expectations.

Ability to Inspire and Motivate:

Take note of instances where the candidate discusses their experiences in motivating and inspiring others, whether it’s through leadership roles or mentoring. Look for phrases like “encouraging others,” “bringing out the best in people,” or examples of rallying a team during challenging times.

Ability to Foster Team Cohesion:

Pay attention to how the candidate describes their approach to building relationships and fostering a sense of unity within a team.
Look for phrases like “building camaraderie,” “creating a positive team culture,” or examples of resolving conflicts and promoting collaboration.

Accountability and Responsibility:

Listen for instances where the candidate takes ownership of their actions and demonstrates a willingness to be held accountable for results. Look for phrases like “taking responsibility,” “being accountable,” or examples of owning up to and learning from mistakes.

By analysing the candidate’s language and responses during the interview, you can gain valuable insights into their suitability for a managerial role and their alignment with the qualities of a good captain. These traits are crucial for effective leadership and team success in both sports and professional settings.

Would you like to engage our team to hire on your behalf? Please feel free to call 1300 562 250 or email us at 

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