Job Interview questions

What are some successful ways you've been able to motivate employees?

#1 being enthusiastic. Employees vibe off your energy. As a supervisor you need to lead by example. I would gather a total of 200 employees and I would have a huddle every morning and on Tuesdays I would have them spin a wheel of fortune but with small prices. I would nominate 5 employees and each employee would give a specific but brief detail of their work they did or if they went above and beyond or catching any safety or quality issues. This kind of recognition made a big impact on the employees because they felt proud that their work was being recognized. This also encouraged other employees to work hard and go above and beyond

Question that the interviewer will ask, "Do you have any questions for me?

1.What are the biggest challenges I would face in the 1st 6 months? 2.As part of management there is always room for improvement for self development. I there any training or courses the company has for current leaders? 3.Has the company faced any challenged during the pandemic, and how is the company doing now? *** At the end of the interview, remember to say" Thank you so much for your time and this interview, I greatly appreciate it.

What is one of the most important calls you had to make and why was it critical?

As a supervisor I had to find a way to meet deadlines without short shipping any boxes and to prevent extra cost to ship. For example SLC blue wrap always needs to be shipped out by 4 pm. Since I knew that it was not going to be possible due to volume increase. I communicated with the warehouse team to change the pick up time to 9 pm. This gave me a chance to ship Fed ex red wrap on time due the deadline, with this decision we were able to meet deadlines for both shipments. In the leadership position there is decisions that you will need to risk to take but be the most strategic as possible and that's part of the learning in the role as experiences happens either they succeed or they fail but learn in the process.

Demonstrate leadership abilities?

As the company was growing I was asked to help develop a new team for the new 2nd shift. Taking this opportunity to show my leadership skills was one of my greatest achievements. The work environment felt like a Family and the employees mentioned it as well and the way it was possible to make this happen was to 1st serve and listen to your employees. Take the time to get to know your employees. Engage with them and give them important up dates and detail about company updates because this makes them feel important and make them feel involved. Train and develop by guiding them and showing them expectations. Praise them for their hard work and redirects with being positive then finding solutions. With all the care and engagement the team was given their performance was outstanding. To me a supervisor can learn the process, procedures and implement when joining a new company but to me build relationships with employees is a very important key factor. Having a leader who listens and encourages makes the work environment an enjoyable place to work.

When was the last time you had to deal with an employee who was not performing and how did you handle it?

I had a lead that was not meeting quarterly goals. I asked him how everything was going on his line, His response was that he was having quality issues with one of his ingredients. We both came up with a solution to minimize the downtime and to continue to produce. Soon after I spoke to him and informed him that if he has any issues on his line and he cannot resolve them he needs to get with a supervisor to help him with the issue. This will help him with handling similar situations in the future for his development. The leader really appreciated the help and support that he was given and he learned how to fix a quality situation.

Has your supervisor style changed over time?

I used to keep constant check ups on my team. After I asked for feedback from my team and their response was that they felt I was micromanaging. I felt I was being supportive by frequently checking up on them. I have learned that I should trust my team to get the job done. This helped earn their trust by them knowing that I trust them to do the job.

What kind if leader are you?

I'm servant leader. I always put employees needs 1st and help develop their performance. listening to them is very important and empathy.

How do you resolve disputes between employees?

In my experience there are always two different sides of the stories. So I would bring everyone involved individually to get everyone's sides of the story. After getting everyone's story I followed up with the individuals who were part of the issue to inform them that the issue or situation cannot continue and do their best to get along to continue a positive work environment. After speaking to the employee I would then write a note to file to keep it recorded. This would help keep track if there are any constant issues with the same employees.

Being open to learn new things?

In my past work experience I have always been that employee that always is willing learn new thing and open to new challenges. I've have always been ambitious to ask to learn in different areas and departments. This has helped me further my career.

What are your strengths?

Safety- In my past job I was tasked to be safety champion. I was given this task due to my priority of taking quick action when I saw any unsafe behavior or unsafe areas. I would also be the go-to person if the safety supervisor was absent for any questions or concerns on how to handle safety incidents. I was given the opportunity to be in the safety meetings. I have helped implement rotations of work tasks for employees due to repetitive motions causing work injuries. Safer walkways for employees.

How would direct reports describe your supervisor's style?

Servant leader- I listen to the employees. I hear out any issues they have and work with them to resolve them immediately. Also, following up with them is very important and making sure I give them my full on support. Affiliative- "people come 1st" Caring for the employees. Engage with the employees and get to know them. Coaching- I have helped employees meet their goals of development by coaching, mentoring, training, and help them in areas of improvement.

Why are you leaving your current job?

This is a toughie, but one you can be sure you'll be asked. Definitely keep things positive—you have nothing to gain by being negative about your past employers. Instead, frame things in a way that shows that you're eager to take on new opportunities and that the role you're interviewing for is a better fit for you than your current or last position. For example, "I'd really love to be part of product development from beginning to end, and I know I'd have that opportunity here." And if you were let go? Keep it simple: "Unfortunately, I was let go," is a totally OK answer. At the moment my current employer and myself have a really strong relationship, and I have a really great team that I enjoy working with, but I'm ready to move to new opportunities and I really want to work for your company to show my capabilities and skills I have to offer. I will be a great asset to your company and great investment.

What are your weaknesses?

Work life balance I have always been very work oriented and very ambitious. It was really hard for me to leave work. This really affected how I would spend time with my family and myself personally. Over time after taking the Dale Carnegie classes I have learned to stop worrying and start living. I realized that I needed to balance work and personal life. I have learned as well that when you train and develop your team well you need to trust them to get the job done.

Have you hired an employee? Describe the factors you think are important when hiring?

Yes I have, there was a total of 3 interviewers and together we would come to a decision whether or not the person was the right candidate for the position. What we looked for on a candidate was someone with enthusiasm and positivity. Explaining how passionate they feel about their skills and knowledge to the position they are applying for.