36 behavioral interview questions for managers (+ answers to look for)

Behavioral interview questions are a great way to understand a candidate's interpersonal, communication, and problem-solving skills, plus so much more. Without these types of questions, you may have to take the skills presented on their resume at face value and increase the risk of hiring the wrong person.

By delving into past experiences, behavioral interview questions offer valuable insight into a candidate’s capabilities beyond what their resume may reveal. These questions serve as a bridge between their past behavior and potential future performance within your organization.

In this guide, we look at 36 behavioral interview questions for managers and explore their benefits.

What are behavioral interview questions?

Behavioral interview questions enable hiring teams to evaluate how a candidate would conduct themselves in specific workplace scenarios. This is achieved by encouraging the interviewee to share past experiences. 

Behavioral interview questions can be used to measure a candidate’s technical abilities, stress responses, and workplace attitudes through real-world scenarios. It enables hiring managers to understand a candidate’s decision-making, problem-solving, and interpersonal skills in a practical concept. 

Why ask behavioral questions during an interview?

Behavioral questions are the most effective way to understand a candidate’s skills and abilities beyond what’s on their resume. Let’s take a closer look at how these types of questions can help you hire the right individual.

• Future behavior: Learning about how a candidate has behaved in the past can provide insight into how they may act in the future, enabling you to determine if they have the necessary skills to meet business demand. 

• Culture add: Understanding a candidate’s attitude, beliefs, and values can help you figure out whether they align with your company’s ethos and if they would mesh with your current employees. 

• Communication skills: Effective communication is key in the workplace. Behavioral questions can help you gauge a candidate’s natural communication style and how well they articulate themselves. 

• Problem-solving: Asking a candidate to describe resolutions to past problems can help you understand how they approach workplace challenges. It also gives you a greater awareness of their critical-thinking skills, decision-making, and attitude toward workplace problems. 

• Interpersonal skills: Behavioral interview questions can assess how candidates deal with different personality types, their communication style at work, and how they foster positive workplace relationships. 

• Employee turnover: It’s important to understand what your candidate brings to the table beyond the skills on their resume. This means getting a clearer and fuller picture which will reduce the likelihood of making a mis-hire.

  

36 behavioral interview questions for managers and answers to look for

Talented managers possess a range of skills and traits necessary to succeed in their roles. Here we break down nine of their core skills and provide associated behavioral interview questions so you can gain a more complete picture of your candidate.

Task and authority delegation

The ability to delegate tasks is paramount for maximizing productivity and leading teams to success.

You should look for applicants who show the following:

• Effective communication

• A positive attitude toward collaboration

• Adaptability 

• Conflict resolution skills

• Accountability 

However, candidates whose responses demonstrate elements of controlling behavior or micro-managing should be considered cautiously.

Try asking the following questions to measure this important skill:

1. Describe a time you managed a project through to the end. What was the project, what was the outcome, and how did you delegate tasks effectively?

2. What is the tightest deadline you had to work to? What was the task and how did you inspire your team to deliver on time?

3. Imagine you were leaving the business for an extended time. Can you tell me what steps you’d take to ensure your team were properly managed in your absence?

4. Tell me about a time your project went wrong. Looking back, how would you delegate resources more effectively to ensure it didn’t happen again? 

Pro tip: It’s usually a good idea to ask behavioral questions in two parts. Start by explaining the theoretical real-world situation, followed by the questions you’d like answered. This will help your candidates organize their answers and deliver the best response.

Customer service skills

Many managerial roles are client-facing, and adept customer service skills are essential. Not only do managers have to resolve problems or complaints, but they also need to have the ability to teach their team how to handle uncomfortable or difficult situations with the desire of achieving a positive outcome. 

When measuring effective customer service skills, look out for candidates who exhibit the following:

• Coaching abilities

• Conflict resolution

• Strong communication skills

• Problem-solving

• Confidence

Candidates who come across as over-sensitive or hot-headed will likely struggle with customer-facing roles, especially when resolving problems or complaints. 

Try asking the following questions to measure this important skill:

1. Describe a time you managed a complex customer complaint. How did your employee initially handle it, why was it handed over to you, and how did you resolve the problem?

2. Have you ever coached a team member struggling with providing good customer service? If so, explain when you noticed the issue, how you coached them, and the outcome.

3. Can you recall the last time you had to say no to a customer? What was the issue, why couldn’t you help them, and how did you deal with the conflict?

4. Tell me about a time you handled a customer service query that required creative problem-solving. How did you think outside the box to find a solution that exceeded the customer’s expectations?

Problem-solving

Problem-solving is an important skill for managers. They often have to make difficult decisions, adapt to change, and think creatively when solutions aren’t clear from the outset.

 Look out for applicants who show traits of:

• Big-picture thinking

• Influencing

• Leadership

• Adaptability

• Skillful communication

Candidates who seemingly can’t divert from policy or are unable to think outside the box may likely not excel in the role. 

Try asking the following questions to measure this important skill:

1. Can you tell me about the last problem you had to solve at work? What was the issue and how did you resolve it?

2. Tell me about a time you solved a problem where the solution was not clear at the outset. How did you use creative thinking to guide your team toward a resolution?

3. Describe a situation where you had to make a tough decision with limited information and under time pressure. How did you proceed, and what was the outcome?

4. Can you tell me when you had to adjust your project timeline due to unforeseen circumstances? How did you adapt the plan, communicate changes to stakeholders, and ensure successful project completion?

Decision-making

Managers need to be able to make decisions that benefit the organization. These decisions may be unpopular or difficult to make.

As a result, candidates will need to demonstrate:

• Confidence 

• Critical-thinking skills

• Strategic thinking

• Emotional intelligence

• Resilience

Conversely, candidates who get too personally involved and can’t make data-driven decisions are less likely to succeed. 

Try asking the following questions to measure this important skill:

1. Tell me about a time when you had to make a decision involving a tight budget. How did you prioritize your spending while ensuring the best outcome with the available resources?

2. Describe a time you had to involve others in the decision-making process. How did you gather input from different stakeholders, and how did it influence your final decision?

3. Can you tell me about a time you had to make a business decision that was unpopular among your team? How did you handle the situation, and what did you learn from the experience?

4. Imagine you had to make a quick decision under pressure. What steps would you take to ensure your decision was effective and well thought out?

Time management

Time management is a key aspect of being a manager. There are constant deadlines, tasks to prioritize, and resources to allocate.

As a result, you should look out for the following traits:

• Adaptability

• Strong organizational skills

• Time awareness 

• Effective delegation 

• Proactive approach

However, it’s best to avoid hiring candidates who show an inability to prioritize tasks, suffer from procrastination, or turn up to the interview flustered or late. 

Try asking the following questions to measure this important skill:

1.  Describe a time you had to manage conflicting deadlines between different projects. How did you prioritize tasks, delegate responsibilities, and ensure the timely completion of all projects?

2. Describe when you had to adapt your plans due to unexpected changes. How did you adjust your schedule, reallocate resources, and minimize the impact on project timelines?

3. Tell me about a time you had to delegate important tasks to your team members. How did you decide which tasks to delegate? How did you manage your team and your own workload?

4. How do you balance regular operational tasks with unexpected urgent requests? How do you manage your time without compromising the quality of your work?

Communication skills

Strong management skills and effective communication go hand in hand. These skills help with conflict resolution, employee training, relationship building, and providing clear direction.

When measuring communication, look out for candidates who can provide evidence of:

• Strong interpersonal skills

• Confidence

• Conflict resolution 

• Clear written and verbal communication 

Candidates who can’t organize their thoughts, have difficulty explaining themselves, or can’t communicate with diverse groups of people may not be suitable for the role.

Try asking the following questions to measure this important skill:

1. Describe when you had to deliver difficult feedback to a team member. How did you approach the conversation, ensure the behavior changed, and maintain a positive relationship afterward?

2. Tell me about a time you had to communicate a big organizational change to your team. How did you ensure understanding, address concerns, and get the buy-in from your team members?

3. Can you remember the last time you had to resolve a conflict among team members? What was the conflict, how did you encourage them to engage with one another, and what was the resolution?

4. Tell me about a time you had to communicate a company-wide announcement through written communication. How did you ensure the message was clear, concise, and easy to understand?

Motivation and values

Measuring a candidate’s motivation and values is a good way to ensure cultural fit and  alignment with your organization’s vision.

Look out for candidates who display:

• Resilience

• A positive attitude

• A good approach to change

• The ability to work well under pressure

However, candidates who can’t accept constructive criticism or exhibit fragility will likely not be an asset to your organization.

Try asking the following questions to measure this important skill:

1. Describe when you faced a significant obstacle as a manager. How did your personal values and motivation guide your approach to overcoming the challenge?

2. Tell me about a time when a senior manager asked you to complete a task or action that did not align with your personal values. What action did you take, and what was the outcome?

3. Describe a time you motivated your team to achieve exceptional results. How did you tap into their individual motivations and align them with team goals?

4. Can you remember the last time you received some developmental feedback you disagreed with? How did you handle this, and what action did you take?

Ethics and integrity

Behaving with integrity and making ethical decisions are key to being trusted and respected as a manager.

Look out for a candidate who exhibits the following traits and skills:

• Transparency

• Accountability

• Honesty

• Champions diversity

• Behaves as a role model

Candidates who can’t explain their reasoning for ethical decision-making or provide examples of how they’ve balanced their personal values with the needs of the business may not be the right candidate.

Try asking the following questions to measure this important skill:

1. Describe a time you had to make a decision that you considered unethical. What was the decision, how did you approach it, and did you go through with it?

2. Tell me about a time you faced pressure from a manager or senior manager to compromise on an ethical standard. How did you resist the pressure, maintain your integrity, and make choices aligned with your values?

3. Imagine you were a witness to unethical behavior or a violation of company policies by a manager or colleague. How would you handle the situation and address the issue while maintaining your working relationship?

4. Describe a time when you witnessed direct or indirect discrimination in the workplace. Can you tell me what you noticed, how you addressed it, and what the outcome was?

Leadership and management skills

Individuals with leadership and management skills can influence, guide, and inspire their employees to achieve their best.

To measure whether your candidate has leaderships skills, look for the following qualities: 

• Problem-solving

• Communication skills

• Integrity

• Honesty

• Emotional intelligence

Avoid shortlisting candidates who display poor resilience, unethical behavior, or a lack of interest in others.

Try asking the following questions to measure this important skill:

1. Describe a time you led your team through a period of significant change. What was the change, how did you support your employees, and what was the outcome?

2. Tell me about a time when you made a decision on behalf of your team, and it turned out to be wrong. How did you communicate the decision, resolve the mistake, and maintain trust and morale within the team?

3. Have you ever had to make a tough call in the organization’s best interest, even if it was unpopular? How did you communicate and navigate the situation, maintain trust, and ensure a positive outcome?

4. Can you tell me when you redistributed your team’s workload to meet a tight deadline? What was the new target, and how did you manage your team to achieve the goal?

How to roll out behavioral interviews

Behavioral interview questions help you understand your candidate’s abilities, skills, communication style, and values beyond what you can gather from a resume. 

When combined with pre-employment testing, you remove bias from the recruitment process and gain access to impartial test data that helps you make your next hire. 

TestGorilla lets you combine up to five pre-employment tests to create a bespoke assessment. There’s also a specific Leadership and People Management test and a resource for testing and evaluating managers.

In addition to technical skills, TestGorilla also offers insights into candidates’ personalities using the Enneagram or DISC test. These are useful for gauging whether a candidate would be a good culture fit for your team and how they may react to different workplace scenarios.

However, you shouldn’t rely on pre-employment or behavioral testing alone to make your hiring decision. These tools are an important piece of a bigger puzzle that will help you find your next hire.

Conclusion 

Behavioral interview questions can help you measure a candidate’s teamwork, communication, customer service, leadership skills, and more. Assessing these skills is crucial for hiring a well-rounded and high-achieving manager. 

TestGorilla is the ideal tool to support you in finding your next hire. You can create or customize pre-employment test questions, and combine up to five premade tests to create a custom assessment to understand your candidate’s skills better. 

Sign up for a free plan or check out our demo and product tour to see the difference TestGorilla can make to your hiring campaigns.