40 operations manager interview questions to identify top talent

Operations managers oversee the day-to-day operations of an organization and are responsible for optimizing processes, managing resources, and improving overall productivity. So, it’s easy to see why hiring the right person for this role is essential to your success – or how hiring the wrong one could spell disaster for any organization.

For a position so essential, resume screening is not the ideal way of shortlisting candidates. Accurately assessing candidates’ skills and qualifications during the recruitment process is key to finding a candidate who is capable of leading the operations team.

In this article, you’ll find out what skills you need to look for and how to evaluate them with the help of the right operations manager interview questions and skills tests. 

This way, you’ll be able to hire the best operations manager for your business confidently and with ease. 

How to evaluate operations managers’ skills

Identifying top performers who have the right leadership skills and operational expertise is essential for making the right hiring choice. The role of an operations manager is multifaceted and requires a diverse set of skills and competencies – and resumes won’t provide you with in-depth insights into a candidate’s real-world knowledge and abilities. 

To accurately assess candidates’ skills and qualities, we recommend using pre-employment skill tests and structured interviews. 

This skills-first approach to hiring enables you to:

• Screen many candidates at once (by using online assessments)

• Identify the best talent in your candidate pool accurately and objectively

• Get in-depth insights into shortlisted candidates’ skills with the help of interviews

• Hire the right person for the role based on their skills rather than on resumes or diplomas

Conducting interviews after the initial assessment phase helps evaluate candidates’ leadership abilities, cultural alignment, and decision-making skills.

TestGorilla allows you to create a customized assessment for any role. Here are some of the tests we suggest to use when hiring an operations manager: 

• Business Operations Management: Assess applicants’ ability to plan, organize, and control operations and who can effectively manage supply chains and inventories.

• Communication: Operations managers need to be excellent communicators, because they’re the link between higher management and the operations team. Evaluate candidates’ communication skills with this test.

• Business Ethics and Compliance: Do your candidates have the right awareness and knowledge of ethical issues in a business setting? Find out with this test.

• Leadership and People Management: Identify strong leaders who know how to inspire, support, and motivate their teams with the help of this test. 

• Time Management: Can applicants manage their and their team’s time and schedule efficiently? This test will help you find out.

Once candidates take the assessment, you simply need to look at their results to identify top performers and invite them to an interview. 

Top 20 operations manager interview questions and answers

Below, you’ll find our selection of the best interview questions to ask operations managers, along with our guidelines on what to expect from candidates and how to assess their answers. 

Through these questions you can gauge candidates' technical competencies, strategic thinking, and leadership skills – but also gain insights into their potential to build a strong team and drive operational excellence.

1. How do you align your team's activities with the overall business goals?

Operations managers understand that setting the right goals is a must for making meaningful progress as a team.

Look for candidates who know how to:

• Set clear, measurable goals that are in line with the broader business objectives

• Maintain regular communication with team members and the higher management to ensure everyone’s on the same page

• Adapt to changes in the market

You could ask candidates for specific examples from their past experience. These might include implementing a new process to reduce production times or leading a cross-functional team towards the completion of a strategic project.

2. Can you share an example of a successful project you led that required significant planning?

Skilled candidates will describe a project where their planning and leadership skills shone. Expect details on how they: 

• Defined the project scope and the responsibilities of each team member

• Set realistic timelines

• Allocated available resources

• Identified potential risks and mitigation strategies

• Overcame challenges along the way

• Completed the project on time and within budget

• Achieved the project’s goals

Different projects require different organizational planning strategies and skills; use follow-up questions to make sure candidates’ skills are in line with what you’re looking for.

3. How do you prioritize tasks in a complex project?

Task prioritization requires strong cognitive skills, such as critical thinking, decision making, and problem solving.

Look for candidates who use a systematic approach to task prioritization, such as the Eisenhower Matrix, MoSCoW method, or a similar prioritization technique. They should explain how they: 

• Group tasks by their importance and urgency

• Delegate effectively to other team members

• Adjust priorities if requirements change

Examples should include real-life situations where their prioritization skills led to positive outcomes for the team and the company. 

4. What metrics do you consider most important when evaluating an operation's performance?

Effective operations managers will mention a mix of financial, productivity, and quality metrics tailored to the specific industry and company goals. For example: 

• Financial metrics might include cost savings and ROI for specific initiatives

• Productivity metrics could involve throughput and efficiency rates

• Quality metrics may cover customer satisfaction scores and defect rates

The candidate should explain why these metrics are important and how they use them to drive continuous improvement.

5. Describe a situation where you had to manage limited resources to complete a project.

Candidates should demonstrate creativity, flexibility, and strategic thinking in their answer. 

Look for stories where they optimized the use of resources, perhaps through deprioritizing tasks, reallocating staff from other areas, or using lean methodologies to minimize waste. 

The key is to learn how they managed to deliver the project successfully despite the constraints; ask follow-up questions to broaden the discussion or get specific details, if necessary.

6. What strategies do you use to manage equipment and supply costs?

Expect candidates to discuss a variety of cost management techniques, such as:

• Negotiating better rates with suppliers

• Implementing preventive maintenance schedules to extend equipment life

• Using technology to monitor and control inventory levels

Skilled operations managers will also mention how they balance cost-saving measures with maintaining quality.

7. How do you forecast resource requirements for new projects?

Top candidates will discuss an approach to forecasting that includes: 

• A detailed analysis of the costs of past projects (and especially for projects that went over budget)

• An assessment the scope of the current project 

• The identification of areas where costs could be optimized

• Consistent communication with stakeholders to ensure everyone is on the same page

• Adjustments of forecasts based on changing project dynamics

They might mention software tools they use for forecasting, such as: 

• Microsoft Project

• Oracle Primavera

• SAP ERP

Experienced operations managers might also talk about specific forecasting strategies they use, such as:

• Bottom-up estimating

• Parametric estimating

• The Delphi method

8. Tell us about a process you improved. What was the impact?

Skilled candidates will describe a specific process improvement initiative they led, detailing the problems they identified, the steps they took to improve it, and the outcomes they achieved. 

Look for candidates who can explain how they measured the quantitative and qualitative aspects of the improvements, such as: 

• Increased production output

• Improved product quality

• Higher customer satisfaction

• Better team cohesion

9. What experience do you have with Lean, Six Sigma, and other process improvement methodologies?

Lean is a systematic approach focused on minimizing waste within manufacturing systems, while also maximizing productivity. It helps create more value for customers with fewer resources by optimizing the flow of products and services.

Six Sigma is a set of techniques and tools for process improvement, aiming to reduce the errors in operational processes. It uses statistical methods to identify and remove the causes of defects and ensure high product quality.

Certifications or formal training in these methodologies can be a plus but practical application and outcomes are key, so look for answers which go into the details of how candidates have successfully applied those methodologies in the past. 

10. What quality control tools or techniques do you find most effective?

Candidates should mention a variety of quality control tools and techniques, such as: 

• Statistical Process Control (SPC)

• Pareto Charts

• Fishbone Diagrams

• Six Sigma tools

Are they able to explain why they prefer certain tools over others? 

Their answer should illustrate a deep understanding of quality control and the ability to apply the right tools to ensure products or services meet customers’ expectations. Examples of how they've used these tools to improve quality in their previous roles are a plus.

11. Describe your leadership style. How do you motivate your team?

This question will enable you to identify candidates whose leadership style matches the culture of your organization. Are they more of a visionary leader or do they prefer coaching others to success? Are they democratic or do they prefer to make key decisions for the team on their own? 

Expect candidates to articulate a clear leadership philosophy that includes examples of how their preferred leadership style has helped them motivate their teams and achieve their goals in the past. 

They should discuss specific strategies they use to motivate their team, such as to: 

• Recognize and reward achievements

• Provide opportunities for growth

• Ensure open communication

Personal anecdotes that demonstrate how their leadership style has positively impacted their team's morale and productivity might give you additional insight in their leadership skills. 

You can also use our Leadership and People Management test to identify strong leaders in your candidate pool. 

12. What strategies do you use to build a strong team culture?

Look for candidates who have a proactive approach to creating a positive workplace culture.  

Strategies may include:

• Organizing regular team-building activities

• Encouraging a free flow of ideas to stimulate creativity and innovation

• Recognizing team and individual successes

Look for candidates who understand the importance of aligning the team culture with the company's overall values and goals and who can provide examples of how they've successfully enhanced company culture in the past.

You can also use our Culture Add test to fill out a short survey and identify candidates whose values align with yours. 

13. Tell us about your experience with budget management. How do you stay within budget constraints?

Look for candidates who have a structured and analytical approach to budget management. They should know how to: 

• Set clear budget goals

• Forecast and monitor expenses regularly

• Make adjustments as needed

Skilled candidates might mention specific strategies like zero-based budgeting, variance analysis, or the use of financial software for real-time tracking. 

Examples of successful budget optimization and cost-saving initiatives are a strong indicator of applicants’ competence.

14. How do you manage relationships with suppliers?

Operations managers should be well aware of the importance of building strong, collaborative relationships with suppliers. 

Listen for examples of specific communication strategies they use, and which shine a light on their negotiation and relationship building skills. The best candidates will discuss how they:

• Manage contracts

• Ensure the reliability of supply deliveries

• Improve supplier relationships

• Achieve cost savings

To hire strong negotiators who can protect your business interests, use our Negotiation test.

15. What measures do you take to understand customer needs and expectations?

Look for specific strategies candidates use to understand the customers of an organization, such as: 

• Interviews

• Surveys

• Questionnaires

• Online forums and communities

• Review websites

Skilled candidates would mention examples of how they have used customer insights to make operational improvements, enhance product quality, or tailor products or services to what customers want. 

16. How do you conduct risk assessments for new projects?

Do candidates have a systematic process for identifying, analyzing, and preventing risks? 

Look for answers that go into the details of qualitative and quantitative methods, such as SWOT analysis, risk registers, or simulation models. Skilled candidates will also discuss how they prioritize risks based on impact and likelihood and develop contingency plans. 

Real-world examples of overcoming challenges and minimizing losses are a plus.

Use a Risk Management test to assess candidates’ skills in identifying, analyzing, and mitigating business risks.

17. How do you measure your own success and the success of your team?

Strong candidates will likely talk about setting measurable goals and using key performance indicators (KPIs) tailored to both their individual and team objectives. 

They should also be committed to continuous learning and development, for themselves and the team. Examples might include achieving specific productivity targets, customer satisfaction scores, or team performance goals.

18. Describe your experience with project management tools and software.

Candidates should be familiar with popular project management tools and software, such as:

• Asana

• Trello

• Microsoft Project

• JIRA

Listen for examples of how they use these tools to plan, execute, track, and report on projects. More experienced candidates might also explain how they integrate these tools with other systems to improve efficiency. 

19. Tell us about a significant achievement in your career as an operations manager.

This question will help you gain insights into candidates’ experience and work ethic – and also into what they consider a success. 

Look for examples that demonstrate strong critical thinking, problem-solving, and leadership skills. Achievements could include turning around underperforming teams, reducing errors, implementing a proactive approach to maintenance, or even launching a new product in collaboration with other teams. 

20. How do you stay motivated?

Assessing a candidate’s level of motivation is essential for any role, but for management positions it can impact the performance of the entire team (and organization).

Look for candidates who are passionate about their profession, eager to solve new challenges, and devoted to contributing to the success of their team and company. 

To go a step further, use our Motivation test to assess the extent to which your candidates’ expectations align with what your company has to offer. 

20 additional operations manager interview questions you can ask candidates

In case you need a few extra questions to assess applicants’ skills and suitability for the role, we’ve selected 20 more. 

• What do you consider the most important traits for a successful operations manager?

• How do you identify processes that can be improved?

• Describe a time when you implemented a new technology or methodology. How did you do it? Was there any resistance from your team, and if yes, how did you overcome it?

• Describe a time when you had to address a significant quality issue. What steps did you take?

• How do you handle conflicts within your team?

• Tell us about a time you had to mentor an employee.

• How do you approach cost-cutting without compromising on quality?

• Can you share an experience where you had to make a tough financial decision?

• Tell us about a time you had to negotiate a large contract with a supplier.

• How do you ensure timely delivery from suppliers?

• How do you ensure customer satisfaction in your operations?

• Describe a time when you had to handle a customer complaint related to operations.

• Describe a time when you identified and mitigated a significant operational risk.

• What strategies do you use to manage unforeseen challenges?

• Describe a project that did not go as planned. What lessons did you learn?

• Tell us about a time you had to rapidly adjust your strategy in response to external changes.

• How do you encourage innovation within your team?

• How do you balance short-term versus long-term objectives?

• What's your approach to setting goals for your team?

• What's your experience with environmental and sustainability practices in operations management?

For more ideas, check out our selection of interview questions for management positions or our top behavioral questions for managers.

Assess operations managers’ skills objectively to hire the best fit

Choosing the right operations manager is more than just a recruitment decision; it’s an investment in the operational efficiency and future growth of the organization.

By implementing a skills-based hiring process that includes skills assessments and structured interviews, you can identify candidates who possess the leadership and technical skills that are essential to the role – and hire the best person for the job. 

Above, we’ve listed the best operations manager interview questions to ask candidates. Next, you simply need to sign up for a free trial to start assessing applicants’ skills today – or book a free demo to talk to one of our team members and see whether TestGorilla is the right solution for your business.