Ask Slashdot: Interviewing Your Boss? 219
First time accepted submitter Uzuri writes "I'm soon going to have the experience of interviewing an individual to be my direct supervisor. I have in mind several things to ask already, especially since I also have the strange position of working as a technical person in a non-technical office and want to be able to be certain that the interviewee understands exactly what that means without coming off as hostile or condescending. What sort of questions would you ask/have you asked the person who was to be your boss? What sort of tells would you look for? What's out of bounds?"
Ask him (Score:5, Funny)
Will you fire me?
Re:Ask him (Score:5, Interesting)
Better idea - ask about management style, then count the buzzwords. Deduct 10 points for each buzzword, and reject the candidate when the score drops by 50.
In all seriousness though, HR is probably going to ride shotgun over the whole process, and they will most likely provide the article submitter with guidelines (usually that STAR thingy, where you ask questions like "...tell me about a time when you were frustrated with another employee during a project, and how you overcame it to meet the project goals.")
What I would do is not only ask similar questions, but pay very close attention to body language, personality, and suchlike. Be sure to throw in questions that make him/her squirm and think a little, to see how they react. Maybe make him write a script/program/etc or two while you're at it to see how proficient the person is.
Re:Ask him (Score:5, Insightful)
Re:Ask him (Score:5, Insightful)
I hear that bullshit about "honestly" and "frankly" all the time and most everyone believes it. I say the same words as filler speech to invoke attention at the beginning of a statement or to add a bit of dramatization. It certainly doesn't mean I'm lying. Honestly, when I'm lying, I won't say that shit because of the connotation it has on it. I'll also look you straight in the eyes.
Re: (Score:3)
I'll look someone straight in the eyes when telling the truth, and I'll do the same thing while lying to your face...
I try not to do the latter...but in the past, I'd dare say the lies would often sound more heartfelt and honest than the truth did....
Re:Ask him (Score:5, Funny)
Deduct points for every time you hear "Honestly..." or "Frankly...", for you may be sure that after these words you are going to hear the exact opposite of what they mean.
You must be american ...
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Deduct at least 10 points for the phrase "moving forward".
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And 15 for "synergistic". 20 for "incentivize". And if you hear "empowerment", you are already dead, vote NO!
Re:Ask him (Score:5, Insightful)
Body language is very important.
Aaaggh! This is what I hate so about interviewing. All my education, training, and experience means less than a highly subjective and unreliable measure such as body language. In those kinds of interviews, it's annoying to discover you've been wasting your time talking with someone who doesn't care what you're talking about because they don't know jack about technology. All they've been doing is judging your mannerisms, seeing how old you look, and listening for any hints about your family situation that they're not supposed to consider when making a hiring decision.
You rely on body language, and you will get stuck with the bullshit artists. There are more bullshit artists than there are competent engineers. Think you can tell the different between these two kinds of people? If you don't know the field, you haven't got a chance. Take people who are weak on math and hazy about the odds and rules of poker but who think they're great at reading body language, and see how far they get.
Re:Ask him (Score:4, Insightful)
There Are Only Three True Job Interview Questions
1. Can you do the job?
2. Will you love the job?
3. Can we tolerate working with you?
http://www.forbes.com/sites/georgebradt/2011/04/27/top-executive-recruiters-agree-there-are-only-three-key-job-interview-questions/
Re: (Score:2)
Why No. 2 matters? I mean, I can understand why it matters to employee, but why the employer cares?
This really should be:
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I agree partially. I hired a tech guy with horrible body language. He was incredibly nervous and made notes the whole time. Still, he turned out a pretty good colleague (with his faults, of course). But I wouldn't hire him as my manager. But then my manager wouldn't be an engineer.
Re: (Score:2, Funny)
Even better - apply to the position yourself.
You're almost sure to ace that interview!
Re:Ask him (Score:5, Insightful)
Let's think about this, if you're good enough to hire your own boss, you're good enough to be that guy, well betas excluded.
I've turned the opportunity down once (to become the boss), and I felt like I had a slew of good reasons, but I'll always wonder what if till it comes up again anyways. But... if somebody asked me to hire my own boss, I'd recommend myself and if not, I'd find another place to work. Under no circumstance do I want to hire then train a person who's going to be making more than me and telling me what to do, that has "not ends well" written all over it. Most management types are POS anyways.
Re:Ask him (Score:5, Insightful)
In answer to your question about "why not promote yourself", allow me to quote your own post
Managers should manage, coders should write code
Some people are comfortable and enjoy managing, others are comfortable and enjoy clacking on a computer.... myself being very much in the latter category. I absolutely can't stand the thought of managing a team and having to deal with interpersonal people problems and office politics, whereas instead I could just do what I love instead.
For some people, the ultimate goal of your work at a location isn't "make as much money as humanly possible", but instead "Enjoy what you do". There literally was an opportunity for me to apply for a management position. I didn't even slightly think about putting in my resume for it.
Why would I want to do a job where I'm going to be miserable? If I can currently feed, clothe, and shelter myself quite comfortably, what incentive do I have to be miserable for almost all of my waking hours for the next 3 or 4 decades, with the only payoff being able to feed, clothe, and shelter myself slightly fancier?
Sorry, I'd rather not spend the best years of my life deliberately making myself miserable.
Re: (Score:3, Insightful)
Re: (Score:2)
Managers should manage, coders should write code Some people are comfortable and enjoy managing, others are comfortable and enjoy clacking on a computer.... myself being very much in the latter category. I absolutely can't stand the thought of managing a team and having to deal with interpersonal people problems and office politics, whereas instead I could just do what I love instead.
But maybe you should manage at least once, and see what it's like, before knocking it.
Also... Hiring and interviewing
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I couldn't agree more. For 20 years I've watched as good, happy technical people turn into lousy, miserable people by going into management. I saw too many stress-related illnesses, too many divorces, too many kids who didn't know their parents, too many people wasting their lives miserable and robotic. I vowed that I would never become one of them, and since then I've turned down every opportiunity to go into management. That's held back my salary, definitely, but I still make twice what the national a
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Let's think about this, if you're good enough to hire your own boss, you're good enough to be that guy, well betas excluded.
Let's think about this. The original question didn't say anything about hiring, just about interviewing.
I strongly suspect that the final hiring decision will come from a senior manager higher up the chain, based ultimately on that senior manager's own judgement. That decision will, however, be informed - in part - by the input he receives from the underlings who participated in the interview process.
And that's a Good Thing, for everyone involved. Senior management needs to know if prospective manag
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Some of us don't want to be managers. I sure don't want my boss's job. I'm a tech and fix stuff. He's a pencil pusher and firewalls against stupid and hostile customers. I couldn't stand to do his job.
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If you don't think you ca
Study the archives (Score:2)
BOFH, the whole series. From managing HR to selecting your boss, it's all there.
Oh - one more thing: (Score:5, Insightful)
Reject any management candidate who has job-hopping in their history. If they spent less than 2 years or so in their last three positions and the companies they worked for are still around, odds are good there's a reason behind all that shuffling, and it indicates that said manager never really got to know his or her team that well.
Re:Oh - one more thing: (Score:4, Informative)
Who's the boss? (Score:3, Insightful)
Re:Who's the boss? (Score:5, Funny)
If he says Tony Danza, just get up and walk away.
Re: (Score:2, Funny)
Clearly Mona is the boss.
Re:Who's the boss? (Score:5, Insightful)
Re: (Score:2)
Ask him who's the boss? If he says you, give him a big thumbs up!
Oh, God. No.
That will sink you both.
Use Yourself for an Example (Score:5, Insightful)
Re:Use Yourself for an Example (Score:4, Insightful)
A similar strategy I use a lot of times is ask them a question they don't know the answer to. The purpose of the questions isn't to make them look bad, but to gauge their reaction. For example in some interviews I've asked "Can you define and explain the purpose of ASLR and DEP?" for a technical interview. The answer I'm looking for in this case is "I don't know, but I'll find out." But I've gotten people who got flustered, confused, and worst totally lied.
Its an interesting strategy I think to find someone with an open mind who can be honest with themselves. You also want to be prepared to provide the answer, and let them know "I didn't expect you to know that, its something you would learn or blah blah blah." Either way the reaction to tough questions is the most valuable tool I have as interviewer I think.
Re:Use Yourself for an Example (Score:4, Interesting)
Maybe the guy who "totally lied" knew what he was talking about and you didn't?
Re: (Score:2)
Geeze not only did you read the article, but you googled the terms. The point of the example was that you want to ask a question the interviewee can reasonably be expected to not know the answer to. OP should probably choose something relevant to the interview he will be conducting. The question I asked was relevant to an interview I had conducted.
Its also an extremely bad idea to ask a question you don't know the answer to, logically you will need to be able to determine when an interviewee lies... Its alw
Re: (Score:2)
"I'd try X"
That takes about 15 minutes. Didn't work.
"Then I'd try Y."
Another 15 minutes, and it didn't work either.
"OK, I'd try Z."
That didn't work, you've now spent an hour on th
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Those are good questions. I've interviewed 'supervisors' as well in the past and mostly focused on organizational talents.
Ask them how they would handle a project falling behind schedule. Ask them about how they like to assign projects. Ask them about their philosophies on what to do when budgets are reduced. What their position is on overtime. Etc.
To the people who are responding "If it's not you quit" you clearly don't understand the role of a project manager--and how that's completely different fr
Important question: (Score:5, Funny)
"On a scale of one to ten, are you a douchebag?"
A question I actually asked a new boss once... (Score:2)
My favorite questions for the boss (Score:3)
What is your management style?
What are your job priorities?
How do you think I can help you?
Take notes, because none of their answers will be truthful.
Re:My favorite questions for the boss (Score:4, Funny)
Re: (Score:2)
Cold hard logic is how you do it. Passion is why you do it. If you don't have passion, you must have another motive for doing it (or otherwise the cold hard logic would tell you not to do it). However if you have primary motivation (i.e. passion) to do something, you tend to do better work than if you have only secondary motivation (e.g. you only do it to earn a lot of money). Also, if you don't have passion, you are more likely to leave early
you are crazy (Score:4, Insightful)
Re:you are crazy (Score:5, Interesting)
I disagree - and I'm in the same boat. We've had a few search cycles now, in our 3rd. First two ended due to a lack of qualified candidates.
Of our 8 person department, 2 of us are on the hiring committee. Other department chairs and AVPs make up the balance.
And yes, we need to be on the committee because we know what we do every day, and areas our prior boss both lacked and excelled in. We're hoping to keep the excelling part and get rid of the lacking part.
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being part of a search committee is different than being the sole guy responsible for picking your boss.
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Except the way we do it the committee does all the interviews, etc. and then sends forward a recommendation... if hte Big Boss agrees, the offer is made. The Big Boss doesn't see anyone we don't pass on to him/her.
Re:you are crazy (Score:4, Informative)
He said interview, not hire. It's generally a good policy to get many people involved in the interviewing process.
Re:you are crazy (Score:5, Insightful)
Don't hire your boss, find a different job! The idea that someone is qualified to hire their own superior is so asinine that it could only come out of a corporate red-tape nightmare so awful it is doomed to an epic fail. If the company had any idea about how to manage whatsoever then they would either have someone higher-up the ladder do the hiring or move someone qualified up from within. Run! Run now! Run fast!
In converse, I'd say if you aren't qualified to interview a potential future manager, you have some serious deficiencies in life skills. This practice is against the status-quo of corporate red tape practices. Also in direct contradiction to your statement, I'd say that always having people higher up the ladder do the interviewing is one of the causes of hiring bad managers, and having direct reports participate in the process is part of a good solution the problem.
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Also in direct contradiction to your statement, I'd say that always having people higher up the ladder do the interviewing is one of the causes of hiring bad managers, and having direct reports participate in the process is part of a good solution the problem.
It's good not to just improve the evaluation process, but to start with buy in for the direct reports.
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The flip side of that is a dork actually makes it through and proceeds to shit on and/or fire all the interviewers that made him feel uncomfortable. I think the downside also needs to be considered.
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I get the impression here that the people higher up on the food chain are looking for vetoes, not votes of confidence. They are looking for the submitter to weed out the pointy haired boss types who don't understand technical concepts. But
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How do you evaluate performance? (Score:3, Insightful)
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This question is impossible to answer truthfully . This really depends on the hiring manager's style noy the supervisor or mid level manager's preference.
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This question is impossible to answer truthfully
Snicker. Guess you told us how you'd answer it - if you answered it truthfully.
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Once you get past competency (Score:3)
The pain in the ass about interviews is that nearly everybody is looking to please, and trying their damnedest to give the answer that they think you want to hear.
So you need sort of roundabout ways to get to the questions you *really* want answered. But before you even get that far, you need to figure out what qualities you'd like to see in a boss.
For me at least, the ideal boss is:
1. competent
2. professional
3. willing to shield me from the political BS that is part of his job
4. knows when to leave me alone (most of the time) and when to get on my case (once in a while)
5. understands what I do and the value of it, even if he can't necessarily do it himself
6. knows what I'm better suited to accomplish than he is, and is willing to leave those tasks/decisions to me
There's more, but that covers a good chunk of the basics. That list might suit you, but then again you might have something totally different in mind. The important thing is to have some clue of what you're looking for first. As far getting to know whether or not a potential supervisor has these traits, the best generic way I know of is to ask about prior experience and how he's handled specific scenarios.
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This. There are two major schools of thought in management: One is that managers should ride everyone's ass because as soon as the manager leaves their field of view they're going to be playing solitaire and wasting company money, the other is that all they themselves should have to do is relay orders from Up Above and then fire up solitaire themselves.
In reality, management is a logistical position. Their job is to make sure orders get relayed, everyone is cool with it (aka that it is well within their
What are you qualified to evaluate? (Score:5, Informative)
I'm a software dev, and I could do a decent evaluation for anyone from architect down to data-entry, but I don't know that there's anything in my background or skill set that would mark me as being especially able to evaluate a manager based on their day to day duties.
That being said, what I could look for that's important for my manager to have that affects MY day to day duties - which is going to be the minority of what they do - is awareness of the technical processes, awareness of technical limitations, and a reasonable shot from the hip estimate of costs and risk they think a given task will require.
I have had managers who have asked me to get a remote server with no external access email us when they or their internet connection goes down. I've had folks who don't understand that if I push a change of a major subsystem directly into production after working on it for only a few hours, it could very well take down all customers. In many cases, these folks won't be able to justify or even consider the costs for refactors, or for separate test environments, but it's a little late after they've told their boss's boss they'll hit the deadline and now you're on the hook for it.
Beyond those things, just check to see if his management style gels with how your company like to work. Some folks like teams, some like seclusion. Some managers are hands on, some are hands off. Some like rigid project plans, others prefer desk drive-bys. Make sure that their style is good for your company, and for you.
what's your fuckin' problem, mate? (Score:2)
What mental disability do you have that makes you think you're capable of micro-managing something that you have not comprehension of?
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I have multiple personality disorder, and some of my personalities are very good at what you do.
the question to ask is (Score:3)
why the fuck aren't YOU being considered for the position?
if you're qualified to interview and evaluate candidates for that position, you yourself must also be qualified -- even more so because you are already an employee there, know the company, its policies, procedures, customers and other workers.....
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Maybe the manager will be overseeing multiple departments, and the submitter only represents one department. Also, being good at following instructions is not equivalent to being good at delivering them and managing people. Also, maybe the submitter is; that was never ruled out. Also, maybe the submitter already turned down the position because of the stress, current commitment to work on certain projects, et cetera. There are plenty of reasons why an individual would be in this situation, and most of them
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The reason why most teams fails is because of culture issues, not technically issues. The wrong person can destroy a team just as well as a incompetent boss.
I assume the poster’s upper management only hires talented people and respects the poster’s opinion. I don’t see where the poster said they had decision making power or a veto. I assume that their opinion will be consider along with other factors.
One of my worst job experiences was with a highly competent accountant. She managed 14 acc
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why the fuck aren't YOU being considered for the position?
I don't know about you, but I wouldn't want to be the boss. Approving time sheets and attending manager meetings and balancing budgets sounds freaking awful.
I'd rather do things than manage them.
Ob. Ted joke (Score:2)
"Where do you see yourself in five years?"
"Doin' your wife."
"Work to Live" or "Live to Work"? (Score:2)
My current boss is way better of a technical manager than my last, but has no life outside of work. So while I have a much easier time agreeing on technical solutions than I did with my previous manager, my previous manager and I had the same feeling of "get out of work ASAP and enjoy
Legality (Score:2)
What's out of bounds?"
I hope you have had a bit of training on the legal in's and out's of interviewing. Asking an illegal question in an interview can be a liability to the entire company. e.g.- How old are you, I noticed an accent, are you from Timbucktwo? Do you have any kids?
Depending on which state/province/country you live in the legal rules can be very different, brush up on them so you yourself don't get fired.
PHB (Score:3)
Ask him this (Score:2)
"A valuable employee leaves your group. You get a call from an employer verifying period of employment. What do you say?"
Follow up with: "An employee with unsatisfactory performance leaves your group. You get a call from an employer verifying period of employment. What do you say?"
I interviewed my previous boss... (Score:5, Insightful)
Re:I interviewed my previous boss... (Score:4, Insightful)
Proper dress? Seriously? That's first on your list?
We are not talking about what he might wear to the office day-to-day. It's what he's wearing when he knows he's on display. Doesn't have to be a suit, but it shouldn't be excessively out-of-place. If so, he probably lacks the ability to notice other things, like when his "unique style" is actually scaring people. Had this happen once, a hardcore ex-military type "motivated" my team. I, being ex-military too, recognized it as a motivation speech, but about half my peers thought he was furious.
Casual fucking cussing is fine by me.
It's fine by me too, but it's not fine during an interview. Nor is it fine when meeting the bride and groom at a wedding, nor a funeral, and not in a dozen or more other situations. Knowing when to let one's hair down is just as important as the ability to do so. If he cusses at an interview, he lacks the ability to know how it will be received. Do you really want a lifelong pal that you've known for fifteen minutes? Ditch him.
The only real question is the 'Anger management' one. Which you will never get to during an interview anyhow.
You would be surprised. Perhaps you haven't been in enough interviews. Had one where the driving/parking behaviours of "someone else" obviously was still on his mind (and lips). Had a few that talked over your questions, and after having the questions repeated in completion got irritated that we were asking the same stuff. Some people can manage themselves, some can't.
Also note: Sarcasm. You do want a boss with a sense of humor and low tolerance for incompetence (assuming you are competent). Otherwise the god damn care bear will have you surrounded by air thieves.
A sense of humor manifests itself in many ways. Effective sarcasm requires shared experiences with the audience. Personally I don't think we've moved in the same circles enough to even know what you mean by that last sentence. A person getting interviewed is likely in the same boat.
If they're threatened, you don't want them (Score:3, Insightful)
How about... (Score:2)
I've done this before (Score:3)
I think a lot of it depends on who else is in the room. If there are any other department heads involved, note closely their interaction with YPNB (your potential new boss). I found that to be quite telling in that you see what is important to them, and if YPNB has any intelligence, they will pick up on what is expected of them and what the others are looking for. By being involved in this, I was able to pretty much garner what projects we would be working on during the first 6 months after he was hired.
As others have stated, HR or someone else may run the show. The only thing you might want to consider is this: if YPNB requests a laptop or projector for any type of presentation, hook it up, but do something wrong (leave a plug loose etc). See how YPNB reacts to the unexpected and how the interaction goes when either they or you "fix" the problem. I don't know of any other way to really get a read, because any questions from HR (or you) are likely to be met with "correct" answers.
Also, with the boss I ended up with, we had a laptop setup and he wanted to show something off a thumb drive. At that time, the NIC port was wide enough that you could put a USB drive in it. He did. And so I went to the laptop, noticed what he did, and quickly put it in a USB port without saying anything. He showed his stuff, and ended up getting hired. He was nervous about the interview, but was very gracious about the whole thing. He is still my boss today (6 years later) and while not perfect, we could have done a lot worse. He was a unanimous choice (they even let me vote).
Do you read dilbert? (Score:2)
Ask the boss that and if he does not say part of it are manual on what not to do.
the answer is "I don't know" (Score:2)
-- ask some technical questions, make sure at least a few the candidate will not know the answer to. If they fake it rather than saying "I don't know" PASS
-- give a situation to deal with (the server is down) and ask "what do you want me to do?" if it is anything other than "fix it and let me know the details only after you are done" PASS
Quit Now! (Score:2)
Start looking for another job. In my experience having another manager come in to the group is always a disaster. I've never had it go well, and that's WITH new managers who seemed to think I was doing a great job.
list of questions (Score:2)
Do you understand the acronym "PEBKAC"?
Connery or Moore?
Episodes IV-VI or I-III?
Shirt or skins?
Can I have a raise?
I said "CAN I HAVE A RAISE?"
Undocumented time off (Score:2)
Ask his position on "undocumented time off" :)
pointed question (Score:2)
You might ask how he feels about meaningless, "feel-good" management consultant-theater exercises like having a worker "interview" his own boss-to-be.
It'll be a good indication of how much time you're going to be wasting in meetings, "team-building" exercises, etc.
At most, all that's going to be accomplished by this nonsense is you getting a sense of just how much of a sociopath your new boss is going to be. Maybe you should ask him if he still wets the bed and sets small animals on fire.
Time tracking (Score:2)
I'd ask how they gauge productivity - particularly if you are an odd one out in a team. I'm in a similar situation where I do many things outside of my job role, and without my skills, so many projects and other tasks would have taken way longer if they happened at all. The difficulty though is in justifying my time further up the chain. That's why my manager worked with me to ensure she knows what I'm doing and why, and I know the kind of information she needs from me in order to explain how three days of
Ask some technical questions (Score:2)
Ask some vaguely technical questions. Yes, it's a bit of a trick question. If he starts coming up with elaborate and specific implementation details and other micromanagement, rather than a high-level understanding of the business constraints and risk assessment, who he would delegate to, and what requirements he would communicate, I'd be at least a little bit worried.
If I ask my manager what stance to take with sales data retention, he'll tell me the business policies and IT resource constraints that affec
Ask him (Score:2)
Two questions, three steps. (Score:2)
1: Is this being recorded?
2: Do you ever press charges?
3: Profit.
Ask why it's hard to work for them. (Score:2)
Ask why it would be hard to work for them and demand a meaningful answer if they offer something stupid like "I expect amazing things from my people" - ask them why that's hard to handle and what support they would give you to accomplish that.
Make them be specific in their answers to all questions. If they describe something about themselves, make them give an example from real experience.
Question them about their use of buzzwords and bullshit.
Other co-workers will be interviewing them, too - so ask them to
My questions: (Score:2)
(Ego, Politics)
How concerned are you with others' perception of you and your actions?
(Self-Confidence, Protection)
How do you handle stress passed down from the higher rungs on the ladder? Do you pass it down the hierarchy or do you act to shield your employees from stress they don't genuinely need?
(Field Sgt. vs. Desk Jockey)
How important is it for a manager to be capable of replacing her/his employees in absence of the employee? Are you willing to fill-in for your employees to the best of your capability?
(
A few things to look for and to ask (Score:2)
1) Does the interviewee have a good chance to win in a game of 'Buzzword Bingo'?
2) Describe your management style?
2a) Do you manage upwards or downwards?
3) Describe what you did when 'shit hit the fan in a previous position.
4) Describe what you did when your team excelled in a situation.
5) Describe the hardest thing you have ever had to do as a manager.
Write down their replies (Score:2)
One last question you should use to end the interview: "Has everything you've told me been the truth?" but it's
Out of bounds (Score:2)
What's out of bounds?
Asking you to interview your future boss....
I sense a HUGE cultural problem in your company...
Never interview a boss (Score:2)
This is pointless (Score:2)
I've had to interview a prospective boss a few times, and it seldom goes well. All you end up doing is weeding out people who don't interview well. The ones left are either (a) the manager of your dreams, or (b) a total sociopath bent on making your life a living hell, and it's impossible to tell the difference during the actual interview.
There are a lot of good questions here, and all things being equal, one could put together a strategy to single out the best candidate. The problem is, the truly career
Re:It depends... (Score:5, Insightful)
You don't want that.
Sure, sounds like it'd be fun, sleeping with the boss and all. At least until you break up.
Re: (Score:2)
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Well I don't know... might be worth it. How's your marketability? :)
Is that a euphemism?
What does an elderly boss taste like? (Score:3)
Depends.
get server to screw can end up very badly for all (Score:2)
get server to screw can end up very badly for all.
Let's say some has a allergic reaction and the server does not know that but does the screw up as part of the test .
Also some people have religion based dietary laws
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The server isn't stupid. They know the difference between forgetting 'dressing on the side' and killing someone.
Re:Be Scientific (Score:5, Funny)
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> Family
Minefield, and irrelevant to the job. You find out they have a same-sex partner, for example, don't hire them for some completely unrelated reason, and get sued.
> For example, if they keep bragging on a son for their athletic or academic achievements, this could be a competitive type who cares a lot about climbing the corporate ladder.
No, don't do this. Your inferences may be wildly off. You might hire a real slacker who is just really proud of his/her kids. Quit trying to be an amateur ps
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You were sacked because a test system died? I think you had more issues that you imagine.