The 10 most frequently asked job interview questions for managers

Whether you're a recent graduate looking for your first job or a seasoned professional in search of new challenges, here are a few pointers to help you ace your interview and land your dream job.

Some questions are recurrent in recruitment interview. That's why it's important to prepare and anticipate, so you don't find yourself caught off guard. Here are the main questions, which can be formulated in different ways, but have common objectives: to get to know you better, assess your skills and measure your motivation.

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What did you understand about the position we're offering?

With this question, the recruiter is looking to find out whether you have appropriated the missions that are going to be entrusted to you, and whether you don't underestimate their scope, or conversely, overestimate them. In either case, you run the risk of bailing on the company after a while, either because you don't feel up to the job, or because you've done the job.

What is your management style?

It's all about describing your predominant management style: collaborative, directive, delegative... and above all explaining in what circumstances you apply such or such management style. This gives an insight into your personality, adaptability and/or rigor, and the way in which you will lead the teams in place.

How do you handle conflict?

The recruiter needs to know if you'll be able to assume your managerial responsibilities. If possible, find an example beforehand to illustrate your answer. Then, you'll need to argue and show that you have the shoulders to lead a team, that you don't run away from problems, that you know how to face them... and in the right way. How you respond also says a lot about your softs skills, your listening skills, your sense of dialogue, your firmness etc.

Where do you see yourself in 5 years?

Your answer reveals not only your positioning vis-à-vis the position you're applying for, but also your commitment to the company in question. What's more, it demonstrates your ability to step back and think strategically about your professional future, while expressing your desire to invest yourself meaningfully within the company.

What do you consider to be the key skills of a manager?

The purpose of this question is to provide information about your vision of management and inform your interviewer about your personality and leadership, by mirror effect. Don't hesitate to elaborate and illustrate with examples. If the job offer is sufficiently detailed, build on the terms already stated.

Brief reminder: Essential skills include: leadership, delegation, empathy, decision-making, anticipation...

What are your salary expectations?

This tricky question allows the company to check that you know your worth, but also to gauge your level of demand and whether it's appropriate to what they're prepared to pay you. You can start by discussing your current compensation and make a comparison between your past and future assignments, your responsibilities.

You can refer the question back by asking how much they estimate your value to be, or propose a remuneration range in which you fall, and specify whether or not you are open to negotiation.

What are your main qualities? Weaknesses?

This question comes up like a leitmotif in the interviews. It's like the rules of the game, and if you haven't prepared for it beforehand, it's likely to throw you off balance. Talk about yourself with humility and sincerity. Think of two or three qualities, and one or two faults, no more, that won't penalize you for the job. What's more, it's not enough just to list them; it's essential to argue the point. The recruiter is looking to get to know you better, not to trick you. When you cite a flaw, try to counterbalance it, to moderate it with a "yes, but": for example, you can say "I'm stubborn", but I also know how to question myself when necessary and admit my faults.

Tell us about an experience you consider a failure/success

Choose situations in advance that will put you in the spotlight. The idea here is to understand how you function, how you overcome or win a challenge and whether you know how to mobilize the means necessary. This also allows you to check whether you are capable of distancing and questioning.

What gets you up in the morning?

With this question, the recruiter wants to know yourprofessional drivers and the meaning you give to your work. Is it money that motivates you? The nature of your job? The challenge and goals you set yourself? Your working environment and the company you work for? By arguing, you give a good insight into your personality to the recruiter.

Do you have any questions?

There's no catch here either. The recruiter is looking to verify your vision of the position and that you're in line with the company's values. If possible, prepare one or two questions, but you're entitled to run out if you've asked them as the interview progresses. Otherwise, this is the time to address points not covered. This question is also a way of concluding the interview by letting you have your say. Take this opportunity to reiterate your motivation for the position and your interest in the company. In conclusion, ask if you can contact the human resources department again to find out their decision, and how soon.