Interviewing for management roles is challenging not just for a candidate, but for the decision makers as well. Many organizations already struggle to fill lower level positions, let alone top-level managers and leaders where the stakes are much higher.

Simply put, managers are some of the most important hires an organization will make. Because of their widespread influence on a company, the cost of a bad hire at this level can be damaging.


So how exactly can you ensure you bring on the best person for leadership and managerial roles? We interviewed TPD Recruitment Manager Michael Offutt for some key tips to help you hire managers:

TPD: What are the best places to source candidates? Specific websites?

Michael Offutt: When identifying top talent for management, it’s best to leverage your network first. You have a better understanding of people and how they respond if you’ve already interacted with them. I’m always looking both internally if there is someone promotable, but also in my network and my superior’s network.

"...When identifying top talent for management, it's best to leverage your network first."

TPD: When does it make sense to promote within?

Michael Offutt: There should always be a balance – I believe in an 80/20 split where 80 percent of upper management roles are filled internally. This leads to a strong performance system and a solid culture and career path. Specifically, people understand that they have progression in their career.

On the flip side, 20% of upper management roles should be filled by new blood with fresh ideas and perspectives.

TPD: How important is culture/branding in attracting top management talent?

Michael Offutt: Statistically speaking, one of the biggest factors in a candidate’s decision is the company’s culture. Money is a factor, but people in leadership roles want to make sure an organization they work for aligns with their personal core values, and that there is value in what they do every day.

The values of the company should also be expressed in the recruitment process – A good recruiter will articulate the brand and why people should want to work for the company.

TPD: What are soft skills that you look for?

Michael Offutt: For leadership roles, I think the most important thing is leadership courage: someone not afraid to do what is right in ambiguous situations, especially if it’s not the most popular idea. This kind of person takes the reins and will own and take accountability for an initiative.

TPD: What kind of interview questions do you focus on?

Michael Offutt: I believe the interview is really tailored on the role itself – but all my interviews are behavioural and competency based. It’s not what would you do, but what have you done in the past, and what you could have done differently. This tells me about their leadership style and critical thinking.

When asking these questions, some red flags are if a person is vague, or giving very generic answers to specific situational requests.

Click here for How to Hire Managers: Part 2 - OR check out one of our free resources below for some extra interview tips!