Interview on Tuesday.... really want the job

cold_filter

Right i've got an interview for a job i really want next thursday. There are myself and at least 2 others going for this job. I've done my research on the company so if im asked anything on that ill nail those questions. It will be a management job in a tech company so there will be tech questions which again shouldnt pose too much of a problem, But the questions i dont like are the "how would you handle X situation" or "how would you feel if X wasnt meeting the team standards" i know these are typical questions but i find that they can have a huge influence on the outcome of the interview what im looking for is advice on answering these questions??
any ideas are appreciated

copacetic

In my opinion what you need to show here is empathy with your staff while having the companies needs at heart.

Have you management experience? If so they are likely going to ask questions that you have direct experience off, the best thing to do is be honest and say what you actually would do.

eg, if someone wasn't meeting standards you might say initially you would have a quiet word with him ask him how things were going etc. You'd also note when you did it and what was said. You'd look for improvement, then maybe with none, you'd have a more official meeting a verbal warning. Gradually you would escalate it, giving your guy every chance to pull his socks up while covering the company if eventually he had to take a walk.

In my experience they will be looking for someone who doesn't go to pieces when they have difficult decisions to make but can also see things from their staffs point of view.

Not sure if this helps much, but there are no 'right' answers to these questions really.

cold_filter

My problem is i tend to be too severe, in my last company i was managing a project and i had to liase with various people in the company some of whom were lazy beyond belief and i let them know it.

My old boss has said to me not to be so hard on people, but i work with "professionals" so is it unreasonable to expect them to do what they are paid to do??

cold_filter

daveym wrote:

In my opinion what you need to show here is empathy with your staff while having the companies needs at heart.

Have you management experience? If so they are likely going to ask questions that you have direct experience off, the best thing to do is be honest and say what you actually would do.

eg, if someone wasn't meeting standards you might say initially you would have a quiet word with him ask him how things were going etc. You'd also note when you did it and what was said. You'd look for improvement, then maybe with none, you'd have a more official meeting a verbal warning. Gradually you would escalate it, giving your guy every chance to pull his socks up while covering the company if eventually he had to take a walk.

In my experience they will be looking for someone who doesn't go to pieces when they have difficult decisions to make but can also see things from their staffs point of view.

Not sure if this helps much, but there are no 'right' answers to these questions really.

Daveym i have no problem making difficult decsions i can relocate staff to other teams if they are not working, i think my downfall comes in doing these disciplinary procedures in a nice fluffy way so that the HR people dont get in a twist.

On the positive when someone under works hard and does the work i will praise them and give them the pat on the back.

r3nu4l

The key is to be seen nipping the problem in the bud so the first thing is to say that you would inform your own manager that you may need to have a word with a member of your team because their work is sub-standard/ they're viewing porn all day etc.

This shows that you are alerting senior management that there is a problem and that you are going to sort it.
Second thing to say is that you would arrange an informal 'coffee' meeting with that member of staff to ask them if they were okay and happy. You would listen to their concerns while voicing yours and asking if the company could do anything to improve things for the worker. You would then write a report for your own manager to let him/her know the outcome.

You are showing empathy and the ability to voice concern while listening to your team mamber.

They are likely to push you by asking how you would respond if the matter persisted. Then you need to say that depending on company policy and performance improvement procedures/disciplinary procedures you would discuss further with your own manager and arrange a formal meeting, perhaps with your own manager involved.

This shows the interviewer that you are aware that the company may have existing policies in place and if so you would follow these or pursue with more direct involvement from the company.

cold_filter

Thanks for the help guys.