How to Hire a Manager for a Company

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If you have the important task of hiring a manager for your company, you want to make a good decision and hire the best. To differentiate from what would be a good manager from a great manager, you should look for a series of qualities in a candidate that will make this person excel in your company. In the interview process you should ask enough questions to get a feeling for this person’s skills and other attributes to see if she is the ideal candidate you are looking for.

  • Look for someone with knowledge of your industry. A great manager should know the industry well enough to effectively manage those who are already working within this industry. This person must also be able to pinpoint strategies that will differentiate your business from others.

  • Seek an organized person. Not only will a great manager have to implement a plan to reach the company’s goals, but may also have to organize employee work schedules.

  • Find a team player. A great manager must be able to work well with people; especially those this person will be supervising. Someone who can’t be a team player will not be able to be a good leader.

  • Search for a motivator. A great manager can motivate and inspire others to reach the company’s goals. This person must also be able to recognize employee efforts and carefully address employees who stray away from company policy.

  • Find out why each candidate wants to be your manager. Listen to their answers carefully to distinguish between candidates who are looking for a way to grow with your company and industry, and those who are looking for a job with less responsibilities or what they think will be an easier job.

  • Ask each candidate about their educational background and favorite subjects. Some candidates will list having a degree even though they may have not finished it or took courses they did not like to have a particular degree.

  • Find out what each candidate most liked and disliked about their previous job. You want to screen out individuals who shied away from organizational duties, who would rather work in individual settings or disliked working with people.

  • Seek information on each candidate’s salary requirements. You do not want to consider a candidate who is too costly for your company; but on the other hand if he seems like an ideal candidate, ask him if he is willing to consider a salary outside of his requirements.

  • Look for the reason each candidate left their previous job. Inquire about excessive tardiness or absences, conflicts with co-workers or customers, or mishandling company information. Some candidates will purposely withhold information if they are not asked for it.

  • Obtain information about each candidate’s criminal background by asking applicants for good conduct certificates from all jurisdictions they lived in. Criminal screening is a non-discriminatory practice as long as you show that “the job duties have a substantial relationship to the crime committed.” This means that you can’t deny a job to someone solely based on a criminal history, but you would not give a bank manager job to someone with a prior history of a series of bank robberies. As an employer you have the right to protect your work place, minimize theft and avoid possible lawsuits.

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