How to interview middle and senior managers

Before the interview, you should first measure whether you have a successful management case and where is your core competitiveness in department management?

Externality is the package you put on yourself in the interview. The packaging here actually refers to your performance in the interview. The interview performance directly affects your interview results. Even if you have the ability to learn a lot, if you can't show it in the interview, you should treat it as nothing. If you want to interview for a director position, you must do some homework first, and you must have a clear understanding of the company's development. What was the company's business in the past, what is it now, what is it likely to develop in the future, what is the company's mission statement, what is the organizational structure, and how important departments interact with each other. You must have a clear map of these issues. Because the supervisor is the backbone of the company, it is necessary to identify with the company's culture and development direction in order to give full play to the team's maximum synergy.

In addition to accurately measuring and discovering your core competitiveness and fully understanding the company's two major rules before the interview, there are two points that you must always be careful during the interview.

First, always be confident. Especially if you want to apply for the position of supervisor, the company recruits you to manage a team in the future. If you are not confident in yourself, how can you lead others? Remember: since you come for an interview, it proves that you have confidence in this position. You should have the spirit of giving up others to face the recruiter. But don't confuse self-confidence with conceit. Self-confidence is expressed through your words and deeds, such as your tone should be positive and powerful, don't be passive towards Nuo Nuo, dare to make eye contact with recruiters, don't be evasive, smile and don't collapse your face, and so on. Self-confidence is modest, steady and reliable, while conceit is often manifested as arrogance, boasting, carelessness and ignorance of unknown problems.

Second, answer questions clearly and make arguments logically clear. For example, if you ask what the previous work has achieved, you should be clear about what it has achieved, how long it took, what the results are, these results can be measured by data, and what impact these goals have on the company's mission, goals and strategies. This answer can convince recruiters that you really have the ability to set goals, assign tasks and communicate with people when you lead the team in the future.