Interview to the position of the head is the responsible event not only for the applicant, but also for the employer. The first you need to please your potential employer and get a job, and the second is extremely interested in what to get a good employee.

In one of the previous articles, we examined in detail ,. The list of questions that ask the applicant to guideline, somewhat wider.

Indeed, in this case, a person should be not only good professionalBut and have excellent organizational qualities, the ability to get along with people.

Without this, people are usually delayed in senior positions.

So, consider how an interview for the position of the head.

How to prepare for an interview

Considering the candidates for a senior position, the company will choose the best of the best.

Challengers will ask various issues related to:

  • intelligence;
  • the qualities of the leader;
  • availability of innovative thinking;
  • worldview;
  • strategic vision of the development of entrusted enterprise (divisions);
  • ability to build relationships with various business partners;
  • experience experience in the international sphere.

The applicant for the position of the head should be prepared as follows, in order to give a clear and understandable answer to the questions asked him. During the conversation with the employer, the theory is impossible to pay attention - your interviewer knows it without you. Better tell about your practical experience.

As a rule, the interview itself takes this way: the employer talks about the upcoming work, the duties that you will perform. The applicant certainly speaks of the available prospects career growth. Then the candidate asks questions that interest him. Note that two extremes will look at the same way: you don't ask anything at all about the vacancy or ask too many questions. In the first case, the potential employer gets the impression that you are not at all interested in obtaining work, and in the second - he will just get tired of you.

In some cases, the interview begins with conversations "for life." Be prepared to tell about your life position, plans for the future, the prospects and difficulties, as you plan to solve them, etc. Of course, the answers to these questions should be prepared in advance.

What questions are asked for an interview to a guiding position

At the interview for the position of the head, general questions ask: tell us about yourself, about the company who you see yourself in 10 years.

Special questions are asked:

  • What qualities of the leader do you have?
  • Tell us about the professional errors that you have been admitted. What lessons from them did you remove?
  • Do you know how to influence other people?

At the interview you may be asked to solve the situational problem associated with future work.

A "school" question may also be asked. For example, what qualities should this leader have?

Your answer must be approximately:

  • courage;
  • self-confidence (but not excessive self-confidence);
  • broad worldview;
  • a tendency to self-analysis;
  • the ability to negotiate with people, allocate the team.

During the interviewing for your interviewer, answer short and in fact, but at the same time competently and beautiful. Observe the Golden Middle.

How to answer questions about your employer

Let us then consider such a practical question as building a dialogue with your potential employer. How to competently answer the questions of the personnel manager (director of the branch)? First of all, listen carefully to the person sitting opposite, do not be distracted by extraneous thoughts. After you heard the question, analyze: what exactly want to hear?

If something is incomprehensible in the question, it is better to ask. Use the verbal design "Whether I understood" correctly.

The answer to the question must be correctly built. This means that he must have the beginning, the middle and ending. At first briefly describe the situation, the problem. Next, tell us about what tasks you set for yourself to solve the problem. In the middle of the answer, refer to how you coped with the situation that has arisen. At the end, draw conclusions from your own story, tell us about the criteria for which the success is determined.

After communication, the employer must understand that you are always aimed at achieving the result.

Qualities that each applicant should have

Let us summarize the above. What qualities will help the applicant to take the vacant position of the head?

The list is:

  • neat appearance (Meet the clothes);
  • self-confidence (shy, stuttering person, is unlikely to be a good chief);
  • professional quality, experience in the specialty;
  • communicability;
  • organizational abilities, initiative;
  • the ability to work on several projects in parallel;
  • good sense of humour.

Our article is definitely only a guideline for those who want to take a leadership position. In reality, questions, of course, may differ from the template given by us. In this case, show creativity, exemption. Show on the interview that you are a born leader and can work on a senior position in this company.

Good day, dear friend!

There are things about which most applicants are not even suspected. Today, your humble servant will sit on the other side of Barricades. On your usual place, opposite the applicant. So it will be easier to answer the question "How to pass an interview for a guiding position? ".

Rather, tell about one tool, which uses experienced competent recruiters. Sometimes you will meet and such :)

This method is reading the candidate metaphrograms.

These are mental models, filters through which a person misses the information, makes conclusions. They determine his thinking and behavior.

Everyone knows an example with a glass, in which water is half. One person believes that he is half full, the other is half empty. They have different poles metaprograms.

The meaning is that there are certain preferences in the metaphrogram profile for executives. My task, as a recruiter, is to determine this profile and compare with optimal for the post claiming a candidate.

I do this: I suggest the interlocutor to tell about myself and fix the metaprogram on the construction of its phrases.

Then ask and also watching his speech. After conversation, I draw conclusions.

Now more about metaprograms. There are many of them, but we will consider the 4 most important.

It is not necessary to delve into this topic. Just understand the meaning and ratio of the poles of the metaprogram to try to keep track of your speech.

1. Motivation type: desire / avoidance

For a person, basic incentives are or achieving or avoiding problems.

"People - reaches" more attention is paid to their goals. They meet problems with open pick, considering their inevitable companion and even an assistant in work.


Those who are inclined to avoid, the main efforts are directed to avoid problems and punishment.

The question can be asked as: "Describe the perfect place of work for you." Or similar.

The first type will say: Work with interesting, complex tasks, perspective professional growth.

Second: work with understandable indicators, criteria of promotion and punishment, in a non-conflict team.

The first uses "leadership verbs" in his speech. I organize, I delegate, I motivate.

The second prefers cautious wording, such phrases as "I had to do ...", "I was forced to ...".

For most leadership positions, the profile focused on achievements is preferable.

The ratio of the poles of this metaprogram 8 to 2. That is, in 8 cases out of 10, I would like to fix the behavior characteristic of the person "achievements".

This does not mean that the leader with the prevailing motivation of avoidance is to start career. Such people can not badly show themselves in positions related to the control, audit. They are usually attentive to detail.

2. Reference type: internal / external

Shows, a person is more oriented towards his or someone else's opinion when making a decision. What is more important for him.


People with internal reference usually decide how to do, relying on their experience and intuition. "I decided to do this: ..."

Officers S. predominant internal reference Good on the positions of top managers, project managers, creative areas of work.

For predominantly external referenceThe manager is more reluctant to the opinions of colleagues, leadership, some statistical data. "On the basis of the analysis, I suggested ... The executive director supported me."

People with a predominance of external references are more suitable for working with clients, as well as for posts requiring high performing discipline.

Answers: "Experience suggested", "I just see so ..." are recorded in an internal reference.

For most positions in my "Tolmuda" preferred pole ratio / external reference 6 to 4.

Your task is to determine which type of reference is preferable for the position you apply for and from this to build your examples and phrases.

3. Focus in operation: process / result

The question is asked like this: "What do you like most of all ...?"


A man-oriented man is mainly describing the process itself. In his speech, the verbs of an imperfect form occupy a lion share - organized, analyzed. Or nouns: provision, attraction, etc.

The "result" man uses the verbs of the perfect form: built, organized, made. They are also called "leadership" verbs.

The process is not a disadvantage, but for the manager it is primarily an effective work. We talked about it in the article.

therefore preferred Pole ratio Process / Result for most positions - 3 to 7.

4. Activity Level: Activity / Reflexivity (Passivity)

Here, I think, understandable without detailed comments.

The question may be like this: Describe your first day at work?


Active in his speech uses the first person in an active pledge. "I do, I propose, start."

People reflective prefer plural: "We, we offer." Uses type "need to do" type "We will say", the impersonal forms of type "will be done".

For the head, the preferred ratio of pole activity / reflexivity - 8 to 2.

Much depends on the position to which you apply. Based on this, select examples and how you will answer questions.

But still. The head must have leadership qualities. You will never be mistaken if you build your leader's image on a leadership basis.

In the metaprograms, which we are talking about, leadership poles today - desire, internal reference, result, activity. From this and proceed.

  1. In a story about his professional experience, make a greater emphasis on the decision of current problems. Pick the appropriate examples.
  2. In your speech, try to use careful phrases less: "I think", "as it were," "probably." They conflict with the image of the leader.
  3. Try to use the "not" particle less. She is not perceived by our subconscious. For example, "easy" many hear as "difficult".
  4. Exclude from their speech words with a pronounced negative meaning: horror, trouble, nightmare, etc. They create unnecessary tension.
  5. Use more "leader verbs".

for example

It may not happen immediately, for it is very difficult to consciously control your speech. But training and practicing, you eventually learn how to build your speech in the right way. And broadcast the image of the leader leader not only to pass the interview, but also in everyday work.

Attention to building your speech is important not only for the interview. Will gradually change your internal installations towards leadership behavior.

Thanks for your interest in the article. I will be grateful for the comment (at the bottom of the page).

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Have a nice day and good mood!

Who does not dream of good, and, the main thing, profitable work, which would still be pleasure? The question is rhetorical. However, in the current realities it is very difficult to find a place, which would have come to the applicant in everything. In this article on the website Website We will consider the main criteria for which employers pay attention primarily when choosing personnel. The message on the interview, most people experience fear, uncertainty. This is the natural state of each person, as it is not known what a truth will ask the recruiter.

It is important to understand that questions on the interviews are divided into two types:

  • Those employer asks for the applicant.
  • Those who potential applicant will ask the employer.

To be sure, it should be prepared in advance and well think about what you will talk about with a personal meeting with the personnel manager or the head of the enterprise. This applies to any person, especially the future employee who claims a prestigious position. Responsible attitude to the interview is an indicator of the qualifications of specialists. Even if you have weighty experience, but you will not be able to show your top Qualities, Think that you missed this vacancy.

How to answer asked questions

Most interviews begin with the request of the recruiter to tell about themselves. In fact, all your biographical data is not so important to the employer, but only those that can be useful at a vacant position. At this point, it is best to list your merits, achievements, special skills. By this, you show your advantages to the employer before other applicants. Be sure to think in advance what you will talk about. You do not need to try to dust into the eyes, because questions a candidate for an interview for that and asked to find out how suitable it is for work on a vacant position in this company.

And even if you manage to get a place, then during the trial period, the authorities will definitely see your true essence.

The employer does not always ask about some particular skills or duties in the previous place. Questions can concern the detached things, for example, your gaze on life, some of their prospects and so on. Only at first glance it may seem that this question is asked "for a tick". However, the answers can say a lot about you. Someone treats problems in life with a positive attitude, with readiness at any time to rush into battle to solve emerging difficulties. Other people, on the contrary, are ready to put up with injustice and failures, float withinth, not even trying to change anything. It is unlikely that a person with such a worldview will be able to interest the manager who needs active employees.

Get ready to get a question about your interview weaknesses. You need to be able to objectively and adequately evaluate yourself and your capabilities. Speak directly and frankly. But it does not mean that you need to immediately list the entire list of your drawbacks. Try to file their personal advantages. For example, if you are too scrupulous, it can be described as a demand for yourself and others. One of the disadvantages that will help create a positive impression about you may become work rate. A good answer will be, for example, the story that the completion of the next project leads to the fact that after work, it is delayed in the workplace for a long time, having lost in time, but achieve the tasks for the specified period.

Questions for stress resistance

Such questions are allocated among the others specifically so that the recruiter can clearly understand whether you really come to position. You may ask, for example:

  • why we have to take you exactly to the company;
  • why correspond to the desired position;
  • how to part with the past place of work and the employer;
  • what characterization will you give if we call former head;
  • what circumstances could make you quit or translate to another job.

Stress resistance - one of the factors to which the manager turns special attention When selecting new staff. Often, in the announcement of the recruitment of employees, it is stressfulness. Therefore, if you can issue a maximum result in an atmosphere of absolute calm, silence and relaxation, it is unlikely that such proposals will be suitable for you.

However, if you feel the potential to achieve the best results, regardless of the working conditions, your resume will be studied with interest by the employer. Often, it is necessary to work in a tense atmosphere, for example, when you need to serve several customers at the same time, to follow the execution of tasks, urgently find information and so on - and all this on the background of conversations of other employees, phone calls and other stimuli. If all this does not play roles for you - most likely you will be accepted.

Projective Questions on Interview

Personnel services of a number of commercial structures are selected by specialists using certain techniques and techniques. I can learn about a person by how it evaluates various situations And refers to other people. In such principle, the projective interview is based. A person uses his life experience, carrying it on the actions and actions of other people. A lot of questions have been developed that help personnel manager to identify certain qualities of the applicant. But not all of them are effective and can be applied in the conditions of modern commercial organizations.

One of effective techniques A survey is considered, the answers to the questions of which should be given to the respondent in the rapid pace. In addition, questions are compiled in such a way that the applicant does not speak for himself, and for the actions of other people. That is, the person subconsciously projects its actions on the actions of other people. This makes it more relaxed and truthful. This method allows the employer to obtain additional personal information, which, with a standard approach in some cases, is considered not correct and uncover the hidden ability of the applicant.

Projective issues are aimed at obtaining the results of estimation of an interviewed direction:

  • Motivational component of activity - material, intangible.
  • Values, responsibility, loyalty, honesty.
  • Communicability. Collective relations among employees.
  • Conflict or its absence.
  • Customers.

In the answers, the recruiter listens not only information, but also her presentation by the candidate. As a result of the survey, the motivation of the future employee is analyzed and the expectations of the candidate from a particular position are considered.

Questions on an interview for a guiding position

Employment interview is a serious test of both parties: the future employee and the owner, or the head of the enterprise. For the first there is a task to get a good position, the second is important to acquire a competent responsible employee who would meet the requirements of the company and owned professional skills at a high level. To get the position of the manager should be prepared carefully. Personnel managers of companies are not limited to standard methods when searching professional leader. Theoretical knowledge is not interesting to the company. It is important in the process of preparing for an interview to analyze its best achievements, practical experience. The interview with the leader provides questions about these areas:

  1. Intelligence.
  2. Quality leader.
  3. Innovative thinking.
  4. Judgments and views.
  5. Strategic vision.
  6. Performance and best achievements.
  7. The ability to attract a third-party resource.
  8. Build relationships in the team and manage them.
  9. Experience in international spheres.

During the interview, various non-standard, tricky questions are possible. An example may be misses, errors. Each leader who stubbornly walked to his position could not avoid any omissions, since this is a working time. And the more calmer, intelligible to give an answer, the greater the chance to show that the post is worthy of a candidate. This also applies to a psychological aspect as evidence of a balanced personality. It is necessary to take into account questions relating to courage, confidence, inclinations to self-analysis, the ability to support the subordinate, create cohesion in the team, strengthening the motivation of employees, the worldview. An important skill of each executive officer is the simultaneous solution of a number of tasks. It is also desirable to talk about constant improvement. professional level.

These may be advanced training courses, trainings, seminars. Employers will give the advantage to candidates who studied the information on the company's activities and showed what contribution to successful development.

Excellent resume, rich work experience in professional environment is this enough to take a new managerial to work? The interview with the manager often causes difficulties in HR specialists. What questions on the interview to the head will help you to accurately rate the applicant? What to talk with a potential director?

From this article you will learn:

  • How to make questions for an interview for the position of the head;
  • As questions that ask for an interview to the head will help to evaluate his skills and personal qualities;
  • What non-standard issues in an interview to work by the head will better find out the applicant.

Questions when job interview by the head:how to prepare for interviews

An interview of the applicant for a leadership position is an extremely responsible task for any HR specialist. From right choice It depends a lot: can the candidate adopt administrative duties, lead the team and bring the company or entrusted to him a division to the target goal.

  • The first thing you need to do, getting ready for a conversation with a potential managerial is to collect all the available information about the applicant. Whatever questions you asked and the answers did not receive, the interview to the head is characterized by the fact that candidates are preparing for him extremely responsible. Often in response to the most caverny issue The recruiter can hear a carefully thought out "blank". In addition, as practical experience shows, the choice of ideal candidacy is complicated by the effect of the halo. For example, a potential managerial managers can have amazing professional skills, but to be extremely conservative in making decisions. Its opportunities can be easily overestimated, and as a result, the leading post may occupy an experienced, but not accepting innovation applicant.

If the company has a need to attract a specialist from the part, the selection procedure must necessarily include an assessment of its personal potential. As pre-training It is necessary to study information about the candidate from open sources: its summary, recommendations, data on the Internet. After that, if the candidacy seems suitable, various surcharges, testing and evaluation conversations are carried out. As an additional guarantee of the right choice, you can use the method of expert assessment.

What kind questions set future leader at interview: Conversation plan

Recruiter, preparing for a personal meeting with a applicant, must be thought of the conversation plan. The key points of such an interview will differ in many ways from the classic interview. It is necessary to evaluate the professionality of the candidate, preferred by it methods of work, the presence of leadership qualities. It is advisable to allocate several interview blocks:

  • Evaluation common features Personality
    It is important to draw attention to the fact that Candidate distorts information about himself, whether his opinion defends his opinion or, on the contrary, it is inclined to change it under pressure from circumstances.
  • Detection of singularities of communication
    The recruiter should evaluate whether this applicant is achieving respect from others, whether he is convincing in his statements, whether it adapts to the expectations of the interviewer.
  • Determination of the main approach to the analysis of working problems
    Questions that are asked for an interview to the head in this block are aimed at identifying the potential managerial analytical abilities. What does he believe in making decisions: on logic or intuition? Does he think tactically or adheres to the selected strategy? How quickly analyzes and interprets the information?
  • Evaluation of teamwork skills
    For the employer, it is important to determine preferred methods of motivation, control styles, work techniques. Is he able to delegate powers, consistently work with the team? What will happen if his subordinates do not share the methods chosen to them?

More information about how to prepare for an interview with the head, read .

As a result, such an interview with the future manager should obtain an idea of \u200b\u200bcertain purposes and how to achieve them, and also have sample plan Work in the company. As for the recruiter, its task is to assess the compliance of the principles of applicant to the values \u200b\u200bof the organization and obtain accurate information about his personal and professional qualities.

What kind skills leaderhelp Rate Questions at the interview?

Interview with the supervisor, like any interview before going to work, should be started with dating. For such a conversation, a comfortable atmosphere is important - only this recruiter will be able to fully appreciate the personal and professional qualities of the future managerial. You can begin a conversation with discussion of the advantages and minuses of administrative work, the objectives of the applicant, its plans for the future.

Professional questions to the head at the interview will help to identify strengths applicant, understand whether his experience and knowledge, work skills in a specific business sphere. For this, as a rule, abstract tasks are used, cases directly related to the company's activities.

The purpose of this interview is to identify the following professional qualities at the applicant:

  • strategic thinking skills;
  • leader's abilities;
  • commercial smelling;
  • influence;
  • effectiveness;
  • innovative thinking.

With the help of a properly built conversation, the employer must understand whether a potential employee will be able to perform a number of basic management functions:

Planning
Is it capable of making an effective work plan for himself personally and for his team? For example, among issues to an interview by the head of the unit, allowing to evaluate such skills, may be the following:

  • "What method of drawing up plans seems to you optimal?"
  • "What schedules do you use?"
  • "Tell us about the preferred metering and project management program."

Organization
Is the candidate a good organizer? How quickly does he respond to changes?

  • "What method of organizing work did you use at the previous place and what results have achieved?"
  • "When performing the task, you encountered certain difficulties. What can be done to achieve the goal? "

Delegation / coordination
Can the applicant know how to delegate tasks and coordinate the actions of the subordinates? Will it be able to establish the work of the units entrusted to him?

  • "How will you distribute the tasks necessary to achieve a specific goal between employees?"

Motivation
Does the candidate speak different motivation methods? Is it capable of convincing subordinates to work as efficiently as possible?

  • "What is the control style (liberal, democratic or authoritarian) to you closer?"
  • "How will you motivate the subordinate that did not fulfill the plan for the reporting period?"

All questions are advisable to ask, based on specific examples. So the potential leader will be easier to formulate his thoughts, and the recruiter is to evaluate his answers.

Questions for the interview to the position of the head: We appreciate personal qualities

Among the main personal qualities needed by the future leader, employers are most often allocated: leadership deposits, the ability to create a team and build relationships, communication skills, the ability to submit themselves and deserve respect for subordinates, the ability to manage changes, honesty, compliance with ethical standards.

Personal qualities of the applicant can be assessed, asking him to describe the portrait an ideal leader. After that, the recruiter may ask to list the qualities that are inherent in the person skilled in the art. If the potential managerial is responsible using the template phrases of decisiveness, purposefulness and creativity, should be taken to it with caution. Also, you should not trust candidates that do not comply with the balance between personal qualities and the leader skills.

More information about which properties of character are harmful to the manager, read .

Questions for the interview that are asked to managers must necessarily affect staff management. It is important to find out whether the candidate can solve the conflict that emerged in the team has an idea of various methods Motivation and features of their use. In addition, you can learn about the ways of setting the tasks and their distribution, exchange professional experience With colleagues and subordinates, readiness to develop new managerial techniques.

The ability of the interlocutor to work in a team can be estimated on the basis of how he talks about his own achievements. If the candidate focuses on only on its own successes, it is not mentioned by his subordinates, he is inclined to assign their merit to himself. If, on the contrary, too much emphasizes teamwork, not to mention the personal victories, it may indicate the inability to realize its place in the team.

Non-standard questions for interviewing the position of the head

Most interviews in the purpose of selection of the best candidates are built on the principle of structured interview. Unfortunately, preparation for a conversation with the employer has long ceased to be a problem for job seekers specialists. They have a huge amount of information about typical issues and answers for the interview with the head. As a result, the prevailing number of applicants pre-prepares universal brief responses. Against the background of such a tendency, the employer is more difficult to appreciate the true face of the applicant.

Many tricks, which interviewers could put in a premeditable position earlier, have now become standard. On the Internet, you can find a lot of recommendations on how to answer the offer to call your strengths and weaknesses, to explain why you are approaching this post more than anyone.

As a result, many HR specialists are forced to resort to non-standard issues in the interview of the executives of the enterprise, top managers and managers. Atypical questions help the potential managers fully disclose and show their true qualities. They do not have the right and wrong answers, but they give the recruitment a complete picture of the interlocutor.

Let us give an example of some non-standard questions from the arsenal of world professionals in the field of HR:

  • "If you decide to write an autobiography, how would you be called her?"
  • "What kind of supercans would you like to possess, whether you are a superhero?"
  • "With whom from famous historical figures would you like to have dinner and why?"
  • "How do you rate my level as a recruiter?"
  • "As you think, what question do I ask you now?"
  • "What is your main reason In the current desire to change? "

It is possible to answer such questions correctly, and this is understood as an interviewer and the applicant. It is important to quickly navigate and, if possible, to offer an equally non-standard answer.

Unusual questions are often asked for interview project managers. So, the candidate may ask:

  • "What to do if your team does not have time to pass the project to the appointed date?"
  • "How to do if the customer wants to get a project in one month, and the developers believe that for execution you need six months?"
  • "In the afternoon, a serious problem was discovered in the project, and tonight you and family leave for vacation: how to save the project?"

The head of IT may face such issues on the interview.

  • "If you could change something at your previous work, what could it be?"
  • "Are you bored at work?"
  • "Who is to blame for your biggest failure?"
  • "What will you do when you get into new team?»
  • "Have you participated in the project that absolutely not understood?"

A non-standard approach to the interview will help the recruiter not just better evaluate the professional qualities of the applicant, but also learn a lot about the peculiarities of his behavior.

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Among the orders, the opinion is firmly rooted that the head can only become a blatment, and education, experience and skills are not taken into account. In many cases, this position is erroneous - competition for the post-manager is even higher than on the usual vacancy. A stumbling block is often the questions and answers in an interview for a leading position. Presiding the boss often harms excessive self-confidence and insufficient preparedness.

Preparation for interview

The head is the most responsible position in any organization, if it is not nominal, and for him all the case peaks some grey Cardinal. The boss is a huge responsibility, he has a large circle of office, which many applicant seems to be a lounge.

Before you go for an interview to a guiding position, and even respond to a vacancy, to direct your resume, you should check your compliance with many criteria:

  • well-developed intellectual abilities;
  • creative approach to business;
  • the presence of leadership qualities;
  • business grip;
  • self confidence;
  • the ability to concentrate on one subject and at the same time the ability to quickly switch attention;
  • communicability;
  • flexibility in affairs and loyalty to people;
  • ability to influence others;
  • work on the result;
  • the ability to awaken interest among others;
  • the ability to take on a big responsibility and respond to errors.

In a person who wants to become a leader, all these characteristics should be on summit. Also matters what level of the vacant guidance is the head of the unit, department, the entire organization or branch.

Each level is presented additional requirements, incident on the experience of the previous leadership. Even in the case when you were not leaning anything, you can successfully pass the interview if you demonstrate your skills and achievements.

Recommendations How to interview a management position begins with careful preparation. Its important part of it is to collect information about the company, do not neglect this, even if any information was received in the telephone conversation.

They can be found both from the Internet and from conversations with knowledgeable people. It is also necessary to have an idea of \u200b\u200bthe state of the industry to which this organization. This is important both to compile one's opinions and to formulate issues during communication with the employer or personnel.

It is necessary to prepare not only theoretically, but also practically:

  • make a list of questions that will sound for an interview on both sides and fix the answers to them;
  • answers can be spoken to the recorder, it is easier to trace your speech, to do it better in front of the mirror, so that articulation and gesticulation can be visible;
  • in advance to collect all the documents, if necessary, make copies - let something be better than something will be missing;
  • carefully consider the wardrobe - it is advisable to stick business style, women should not apply bright makeup;
  • on the eve of the interviewing position, it is necessary to relax and sleep, but be sure to put alarm clock - it is impossible to be late.

Stages of selection for post manager

The applicant for the openman's vacancy is the same person as everyone else, he is experiencing the same emotions as other candidates. One of them may be fear of man who will communicate with him. To defeat him, you need to tune in correctly, take a deep breath and calm down.

As a specialist conducting an interview, can act:

  • business owner;
  • company head (leaving his post or superior, if this is a vacancy of the head of the division);
  • personnel director;
  • personnel inspector;
  • specialist HR-Companies.

All of them must be competent with regard to work and a specific position. The interview is almost always a dialogue or an interview in which both sides are actively involved. The applicant who is conceived how to successfully pass an interview for a leadership position must know about all his species, the most popular:

  • biographical - a story about the facts of the candidate's life, often precedes basic questions;
  • free - not connected with any framework, each party asks questions without a prior plan;
  • situation - is considered the most informative, since it allows you to see the applicant in the case when he is offered to find a solution to any problem;
  • behavioral - assesses the behavior, motivation of the potential chief in certain circumstances;
  • panel - helps learn the communicative skills of the future of the Chief, the leaders of other departments can be invited;
  • stressful - the candidate turns out to be in unusual conditions that give up the psyche (noise, obsession, insults), of which he needs to go correctly.

Questions to the applicant

The most important part of the interview for a leadership position - questions. Prepare should be prepared in advance, worrying them in a calm home atmosphere. It is necessary to answer questions not only to successfully answer, but also to ask them competently, then the interview will be easily.

To behave correctly, you need to consider that the interviewer wishes to make an idea of \u200b\u200bthe availability of skills for the following guidelines:

  • organizational abilities;
  • the ability to distribute the responsibilities between employees and delegate authority;
  • ways of motivating staff;
  • planning time and workflow;
  • implementation of control over the execution of subordinate duties.

All questions will be based around it, they can be divided into 3 groups:

  • personal;
  • professional;
  • concerning position.

Among the personal most popular are:

  • such as described in the summary - the interviewer can only clarify them, without invoking the space of personal life, otherwise the applicant may refuse to respond;
  • about the strengths and weaknesses - it is not necessary to sing the diffilaments, it is necessary to stop on their merits that help in work;
  • successes and mistakes - you should not lead conversations about your life, it is enough to mention one of your failure and lessons learned from it.

Professional issues make up most of the interview, the prospects for employment will depend on the responses.

Answers to them must be competent, full, tidy, truthful. Often ask about:

  • leadership qualities - without them, no boss will be able to manage the team;
  • professional achievements - you should not list everything, it is enough to describe in detail one, if there is an opportunity, show it on the presentation, it can be an increase in sales levels;
  • self-learning - you need to show your readiness to receive new knowledge;
  • conflicts S. former colleagues - Do not say that they were not at all, the main thing is to show ways to exit them;
  • motivational methods are bad that the boss who does not know how to encourage staff to actively work, it is better to think about the methods in advance in order not to be confused;
  • the reasons for dismissal from the past work - you should not focus on the human factor, it is better to say about the need for change;
  • a leaving of difficult situations - the answer can be unfolded, showing a potential leader as a multi-faceted person who can find a solution in any situation.

Answers of a man who apply for the post of chief must be confident, intention so that after them there is no extra question. The voice should be calm, the intonation is to themselves, it is impossible to allow pauses, consuming inseparable sounds. Proposals must have a logical structure.

In order to interview the position of the manager, it is necessary to competently answer questions directly related to:

  • about salary expectations - it is impossible to call specific figures, it is preferable to express confidence in decent wages in this company;
  • on plans in the future workplace - you need to be careful, it is better to limit both with general words;
  • why should you take you - you need to outline your strengths;
  • on competence in the field of activity of the company - when preparing for an interview, this moment must be well done;
  • duration of work in this organization - you need to assure an interviewer as much as possible cooperation.

Employer issues

At the end of the interview, the interviewer may ask about the availability of the appendage of questions, or they can be asked in the course of an interview. Candidate, reflecting how to properly take an interview for a guiding position, should not miss questions addressed to the interviewer. It is allowed to ask about:

  • the possibilities of delegation of powers;
  • upcoming projects of the company;
  • corporate culture;
  • the signs for which an employee will be chosen;
  • official duties, if they were not voiced.

Answers need to listen carefully without interrupting. Do not ask about possible privileges in the workplace, about raising the salary, it will become clear later in the event of a successful employment. At the end, it is necessary to ask when and how it will be possible to learn about the results of the meeting.