Tell me about a contribution you made to the last team you worked on.

"Last month our company asked the management team to complete a full inventory audit. There were four managers in total so we broke the audit requirements into shifts. These shifts had to take place when the warehouse was not in its daily operations. In the end, there was one additional shift that nobody wanted to take. I volunteered myself to do that shift to show my dedication to my job and my co-workers. The gesture was appreciated, and we completed the audit on time."

The interviewer wants to know how you directly added to your most recent team. The way you answer this question will show the pride you take in your work, and it will reveal what you value as an accomplishment. Talk about a specific time that you achieved an important goal in a team setting. Discuss how you went above and beyond to ensure that your contribution made a difference.

Tell me about your greatest work-related accomplishment.

"The greatest accomplishment in my career was graduating university as an honors student while still working full time in a clothing store. I was top of my class and working full time. This showed me that I could dedicate myself to my career and reach the goals that I set for myself. It felt great to accomplish so much and be recognized for my dedication. I am eager to bring this same dedication to my performance as an Assistant Manager with Company ABC."

Talking about your greatest work-based accomplishment will give the interviewer a strong idea of where you place your values. It will also show the interviewer more about your personality, how you like to be motivated, and how to coach you in the future. It is okay to brag a little bit when answering this question. Show that you are proud of yourself and your career accomplishments!

Do you have flexibility in your work schedule? How often do you pick up shifts to help your team?

"I know that management roles can require long hours, and am open to providing flexibility as needed. I am available to take shifts between 8 AM and 8 PM. As extenuating circumstances arise, I will certainly offer more flexibility to ensure that the team succeeds and feels supported."

Before answering scheduling questions, it's important to be clear on the expectations of the role. If you haven't had a chance to clarify their scheduling needs, now would be the perfect time to ask! Consider asking what the scheduling expectations are for the position. If you are expected to work 12 hour days, it would be important for you to know that before you respond with, 'Absolutely! No problem!' You want to be sure that you can meet their expectations without burning out.If it turns out the schedule expectations won't work for you, think about what you can offer and see if you can negotiate expectations. It's much better to discuss expectations earlier on in the interview stage than after accepting a job with a schedule that won't work for you.

How do you handle the pressure of holding a management role? Give me an example of when you have succeeded under stress and pressure.

"As an Assistant Manager, I fully expect to be put into stressful situations and can professionally handle a broad scope of pressure. I remain calm when facing a stressful situation and look for ways to solve the issue swiftly. For instance, I recently encountered a customer dispute. My team member was feeling flustered, and, as the manager on the floor at that time, I needed to step in. I quickly diffused the issue by asking the customer what they needed to solve the problem. This question made the customer feel listened to and important and often solves the core issue. The situation was resolved, and my team member thanked me for being so great with unruly customers. I also took the opportunity to train this person on my favorite method for dispute resolution. I am always ready to adjust my day because stressful situations are bound to occur when working in a service-based industry."

As an Assistant Manager, you will find yourself in situations that cause stress or pressure. These situations could include last-minute deadlines, unexpected roadblocks, human resources issues, customer disputes, and more. Your ability to manage stress will directly influence your ability to do your job successfully and be a good example to the team members you lead. The interviewer is asking for a specific example of a time when you have succeeded under stress and pressure. By providing a real-life story-based example, you allow the interviewer to imagine your approach in action. Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.

Tell me about an error you made at work because of a breakdown in communication. How did you recover from the situation?

"I recall one instance where I misread a text message from one of my teammates. The punctuation was incorrect, and I read it negatively rather than in a positive one, as it was intended. After a conversation, the employee clarified her intention, and it was clear that I was mistaken. She and I agreed to exercise verbal communication more regularly to avoid a similar situation from happening again."

On occasion, mistakes will happen, and communication will be broken. Talk to the interviewer about a time that a situation around miscommunication occurred in the workplace. Discuss how you resolved the situation and what you learned from the experience.

Where do you see your career one year from now?

"If I am fortunate enough to be hired for this Assistant Manager role, my goal in the first year is to learn as much as possible about our clients as well as the technical components of the products offered at Company ABC. I plan to be learning and growing, caring for customers, and contributing to my team in a valuable way. I have been building my leadership skills for the last three years and am thrilled to be interviewing for this Assistant Manager opportunity."

This question is a short variation of the typical interview question that asks where you want to be in 5 years. Instead, the interviewer is asking more for the short-term. Discuss your career plans, goals, and how those fit with what this company is offering. Describe your passion for this opportunity, and what you hope to achieve over the next year and onward.

As a leader, how do you show your team the importance of communication in the workplace?

"I show my co-workers the importance of communication through my willingness to ask questions if I do not understand the first time. I do not pretend to know something to save face. By creating an environment where questions are encouraged, we have increased communication greatly and have seen our customer satisfaction rates go up by 15% over the last month. I believe this is because our team is more knowledgeable of our products now and they feel free to ask any questions."

Telling the interviewer that you are a good communicator and leader is much less effective than showing them. For this reason, it's a good idea to bring up specific examples of when your communication style has made a positive impact on your team. Discuss how you put communication into action in the workplace.

Tell me about the last customer service skill you learned.

"The last customer service skill that I learned included a course on dispute resolution management. This course helped me a great deal when it comes to my confidence level and working with disgruntled customers. I look forward to taking the advanced level of this course as a follow-up."

It is essential to a hiring company that you are willing to learn new skills. Being eager to add to your professional repertoire is an excellent way to stand out from the competition. Some new skills related to customer service can range from linguistic to communication to software capabilities. If there is a skill that you want to learn and have not yet taken advantage of, you can mention your interest.

How would you handle a rude customer?

"When I was working as a bartender, I handled many rude customers who were also intoxicated, which always adds a challenging twist! I made sure to let anything rude they said to slide off my back like it was nothing. I just kept smiling, and doing my job! I still handle rude customers this way. Smile, and move on, disallowing any hurt feelings."

When you work as an Assistant Manager, your responsibilities may also include customer service duties. When working in a service-based role, you will come across rude or disgruntled individuals now and then. The interviewer wants to know that you can handle such a situation with professionalism. Give an example of a time that you had to deal with a rude customer. Discuss what you did, and how you came to a positive resolution. Some methods for efficiently handling a rude customer:- Remain kind, polite, and pleasant - Actively listen to their grievances - Apologize for the situation - Maintain a neutral tone of voice - Avoid taking anything they say, personally

Give me an example of a time when you went above and beyond workplace expectations.

"Last week I noticed that the Floor Manager had not completed the schedule for the following week. Some of the staff were complaining that they didn't have their work schedule yet. Rather than going to the Floor Manager with the complaint, I offered to take on some of her tasks, giving her time to complete the schedule. We worked together for a couple of overtime hours that day and caught up on everything. It felt good to help, and it also benefited the team as a whole."

The interviewer would like to know about your willingness to go over and above for your employer without being prompted to do so. Show that you react appropriately when you see that your team has a need beyond your usual day-to-day expectations as an Assistant Manager.

Why are you seeking to leave your current position?

"In my current role there are minimal growth opportunities. One of the owners holds the next position in line, so I truly have reached my peak there. I am very thankful for everything my current company has offered me the past four years; however, I am ready to expand my horizons."

The interviewer wants to be sure that this role, and the company, will meet your needs in the long term. If you are employed and looking for a new opportunity, the hiring authority will want to know how their job is different than the one you are looking to exit. Be honest about your current situation, but be careful not to overshare or speak negatively about your current position. It is best if you can focus primarily on your future wish list versus dwell on what is going wrong in your current job.

What do you know about our company?

"While preparing for this interview, I did a great deal of research and learned quite a bit about the company. I understand this company is an industry leader due to its leadership team and the innovative advancements its introduced. I noted that the company's market share increased by 20% last year and that it is forecasting sales to grow by 10% this year. Glassdoor rates the organization as one of the best companies to work for in this area. The employees I spoke with rave about the work environment and how the company allow individuals to perform at their best while providing them the resources they need to achieve their goals. This is exactly the type of company I would like to work for."

The interviewer would like to know how much time you have spent researching their organization before coming into your interview. Take the time to dig deep into the company's history and successes. Just reading their Wikipedia page may not be enough. You should also Google search their company and look for awards or other exciting accolades to mention. Check out the company's LinkedIn page and preview some of their leadership team on the platform as well. When you visit the company's website, be sure to comb through their values, mission, and blog if that information is available.

Are you prepared to meet the responsibilities of this Assistant Manager role?

"I carefully studied the job posting and understand that you are looking for someone who has strong knowledge in A, B, and C. I have spent the past eight months reading leadership books on precisely these topics and have taken two leadership workshops in that time frame. I have never felt more ready to take on the responsibility of leading a team and mentoring others to succeed."

The interviewer wants to see that you are confident in your ability to meet this role's needs. They are also looking for evidence that you have researched the role and have a firm understanding of the responsibilities you will face, should you be the successful candidate. Discuss with the interviewer all of the things you have done to prepare you for this particular opportunity. Be sure to weave in details of the tasks and responsibilities that you understand to be required, and give specific examples showing how you have successfully taken on these responsibilities in the past.

Do you have experience in corrective discipline and terminations?

"I have been involved in a few terminations, primarily providing support to the Manager, as the Assistant Manager. I recently came up with a powerful interview process that has helped to reduce our previously poor hiring choices. I would love to share my strategy with you sometime. Recently I read the book 'Fix Them or Fire Them' by Steven J. Shaer. The premise of the book is how to manage underperforming employees, offering practical help and strategies for real-life situations. The book made me much more comfortable with employee terminations and performance reviews."

Corrective discipline and terminations may be a part of your role as an Assistant Manager. Terminations and corrective discipline measures can be very difficult to lead but, with experience, they do get more comfortable. Talk to the interviewer about the extent of your experience with terminations and discipline.

As an Assistant Manager, how do you successfully motivate your team on the toughest days?

"My formula for a motivated team is to get to know them, uncover what they are passionate about, and find out how they personally like to be recognized. If I am able to provide them with proper recognition, tasks that they enjoy and feel they are good at - then they will perform as motivated employees."

Motivated employees are productive employees. Even on the most challenging days, it's important to know how your team operates and how to tap into their motivation. Talk to the interviewer about how you ensure that your team is feeling motivated and being as productive as possible, even when the situation isn't ideal.

Tell me about a time you provided honest feedback to a team member.

"When providing feedback, I like to use the 3x3 method, which I was trained on in my first management position. With this method, I offer up three strengths and three potential areas for development. I had a team member who was often late to work, or would call in sick. I let her know that she was well-liked by her coworkers. I told her that our clients complimented her customer service skills. I said I appreciated her willingness to help new hires. Then, I proceeded to let her know that her team felt disappointed, hurt, and lost trust in her whenever she would call in sick, leave early, or show up late to her shift. Together we worked on a 30-day perfect attendance plan. In the end, she did much better and, although her attendance was not perfect, it significantly improved."

There is an art to giving honest feedback, and the interviewer would like to know that you are capable of this tedious task. Great feedback means that you are specific, you make the feedback actionable, and you have a clear timeline for change. Discuss any formal training you have received on giving feedback, or a book you have read on the topic. Perhaps you use a particular methodology that works every time!

What qualities do you look for when hiring new team members?

"When I help my manager filter for the best candidates, I look for individuals with drive and a proven history of achieving goals. People who have a record of achievement tend to be the best employees in our retail environment. They are often more loyal and are willing to go the extra mile without being asked."

As an Assistant Manager, you may have hiring responsibilities. Depending on the structure of the hiring company you might sit in on interviews, sort through resumes, or give your opinion on the suitability of hires, alongside your manager or HR team. The interviewer would like to know more about the type of employees that you tend to hire or lean towards. Detail the characteristics and personality types that you look for and why you have a preference for these qualities. Think of the attributes that are most valuable for a team to possess, specifically in the industry of the hiring company. These qualities may include: - Trustworthiness - Accountability - Commitment - Results-focused - Respect for others

How many people did you help supervise in your last position?

"Currently, I am supervising 24 employees with an overall sales target responsibility of $150,000 per month. When I was the Assistant Manager for Company XYZ, I managed 12 retail employees plus a few stockers. I can handle a large range of employees ranging in responsibility. I understand that this position requires overseeing a team of 30 with a larger sales budget and rapid inventory turnover. I am ready for advanced responsibilities and look forward to growing a variety of management skills."

The interviewer would like to understand better your level of responsibility in your current and previous leadership roles. Share these details and be sure to include the job titles of the people you led to help the interviewer gain a clearer understanding of your management experiences.

How would your current or former co-workers describe your management style?

"I often ask my team members for feedback on my leadership skills. The points that consistently come up are that I am a clear communicator and that I am approachable. One thing that I could work on is my ability to be more concise in my direction, but I have been working on that factor. I've been reading a leadership book called 'Thinking, Fast and Slow' by Daniel Kahneman, and feel that I have improved significantly from the advice in this book."

This question is not referring to your personality or character as much as it's asking about your methodology and approach to management. Talk to the interviewer about your day-to-day approach to managing people, projects, communicating expectations, and collaborating with others.Difference management styles include:- Collaborative - Well-Planned - Speedy - Flexible or Adaptive - Independent - Company-focused - Team-basedTalk to the interviewer about what you honestly feel your team would say about your management style. Describe your strong points and even a shortcoming when it comes to your management skills. To successfully deliver your response, show that you are confident in your approach, while also showing a desire to continually improve.

What characteristics or skills have contributed towards your success as a leader?

"There is a multitude of factors that have contributed to my leadership success thus far. First and foremost; I had a very good mentor from a young age. Second, I have studied leadership at great length and gained many helpful ideas, techniques, and strategies through leadership books and listening to podcasts featuring leaders that I admire. My personality has also contributed to my success as I am a natural coach, teacher, and encourager."

The interviewer wants you to outline the best characteristics and strongest skills that have contributed to your success as a leader. Be prepared to discuss the natural characteristics you possess and the skills you have learned through training, continued education, or self-learning. Think of the efforts you have put into learning about leadership and building stellar leadership skills, offering the interviewer a variety of positive reasons to hire you as their next Assistant Manager.

What type of employees do you find difficult to manage?

"I find it most challenging to lead individuals who are not self-motivated. As a person in a leadership role, I want to do everything in my power to ensure that my team members are successful, but I cannot force them to want to exceed their goals. The key point is that I am actively working to improve in this area of leadership. I recently started reading 'Managing Difficult People, A Survival Guide for Handling Any Employee' by Marilyn Pincus. It's been a valuable read as she covers all types of challenging personalities, including The Bully, The Complainer or Whiner, The Procrastinator, The Know-It-All, The Silent Type, The Social Butterfly, The 'No People Skills' Person, The Rookie, The Overly Sensitive Person, and The Manipulator. I think every leader should read this one."

As an Assistant Manager, you will be required to lead a great variety of personality types. The type of employees that you find challenging to manage may also reveal to the interviewer your leadership-related weaknesses. Discuss with the interviewer the types of personalities that you find most challenging to manage and why. Maintain a positive tone, and avoid pointing out a specific person or naming anyone. This question is not an opportunity to vent about a co-worker. Rather, think of a personality that you find challenging to lead. Then, focus the bulk of your response on the actions you are taking to improve your ability to manage this type of individual.

Tell me about a time there was a serious conflict with your team. How did you resolve it?

"Last month, two of my team members were in a feud over a POS process that they were both misinterpreting. Normally, I do not get involved in the smaller conflicts as I believe that grown adults can iron things out without mediation, for the most part. This event was different. I called a meeting between the three of us and let them know they were both incorrect. They were a bit embarrassed about the whole event and allowed me to re-train them in the process, the correct way."

When cooperating with groups of people from different backgrounds with various work styles, conflict can arise. You want to give the interviewer a sense of how you handle issues around conflict, and providing a story-based example is an effective way to achieve this goal. Think of an example of when your team experienced a conflict. Explain what happened and how you helped the team come to a resolution. This example should show how you took initiative to solve an immediate problem and prevent a greater issue that could have impacted your team and employer.

Have you ever had to enforce a company policy that you disagreed with?

"(Situation) Some time ago, I had a boss that regularly forced overtime on employees at the last minute. (Task) I was the Assistant Manager at the time and could quickly see team morale sinking. (Action) I spoke with him at length about team morale. I approached the conversation with data and facts, rather than emotion. (Result) He agreed to start giving the overtime notice sooner, making everyone's lives easier."

Even though you may have a great relationship with your employer, there may be times where you don't see eye to eye. Think of a conflict or disagreement you had with your boss or company where you responded well, either by suggesting a compromise or taking a calm, relaxed stance when you could have answered in a heated tone. Getting along well with others puts you in a favorable position because it shows your desire to collaborate and highlights your ability to problem solve and produce excellent results, despite a challenging situation. When asked a 'Have you ever...' style of question, it's important to remember that the interviewer is looking for a specific story-based example that highlights your behavior in challenging situations. By using the STAR interview method (an acronym for Situation, Task, Action, Result), you can more easily form a story-based response.

Tell me about a time when you effectively delegated tasks.

"(Situation) In my current Assistant Manager position, I was asked to put together a team for a special inventory project. (Task) I was allowed to handpick the team members and organize the project timeline. (Action) I chose my strongest employees in a variety of areas. In our initial meeting, I delegated the tasks while explaining my reasoning. This opportunity allowed me to show each team member that I had the utmost confidence in their abilities. (Result) Everyone played to their strengths, and it worked out well. We delivered our inventory counts on time and with 100% accuracy."

The interviewer wants to see evidence that you can confidently delegate tasks to your team. A great Assistant Manager should understand how to achieve an equitable division of tasks while identifying and leveraging each team member's strengths. Display to the interviewer that you utilize your team's talents by delegating tasks that complement individual strengths and skillsets.Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.

What type of team members do you dislike working with?

"I really like when my teammates are punctual. Working with people who are late for their shift or important meetings is a challenge. When I have a team member who is often late, I am comfortable addressing the issue with them face-to-face. I will pull this person aside in a private setting and address their punctuality issue. It's important that I made a plan of action with this team member so that we can work toward the goal of fixing the behavior."

The interviewer wants to hear that you don't let challenging individuals get the best of you. Think about the type of team members you dislike working with and think of the kind of team members you do like working with. Try to form your answer in a positive frame rather than taking this question as an opportunity to complain about others. Next, show the interviewer that you can adapt and act as a leader - perhaps even helping your team member change their ways and learn to work in a more collaborative way.

As an Assistant Manager, what is your greatest weakness?

"As an Assistant Manager, I feel that my greatest weakness is in terminating employees at the first sign that they are not going to work out. I try to give people the benefit of the doubt and have been guilty of nurturing people when they are overdue for termination. I have worked on this and am becoming much better at ripping off the band-aid, so to speak."

Everyone has their weaknesses, and that is okay! Talk to the hiring manager about what you feel you could work on the most and what you are doing about it. Avoid discussing a weakness that could be detrimental to you securing the position.

"I FEEL MY GREATEST WEAKNESS IS SOMETIMES I DON'T TAKE A STEP BACK AND LOOK AT THE SITUATION FROM A DIFFERENT POINT OF VIEW."

What is your greatest strength as a leader?

"My greatest strength as a leader is my natural ability to encourage others to see a project through to the end no matter how challenging. I am very resilient and will never give up. One example of my leadership skills was when I was the captain of my basketball team in university. I encouraged the team even when we were exhausted, or knew that we were likely going to lose the game. These skills will help me as an Assistant Manager as I uplift my team and encourage them to deliver their best every day."

Talking about our strengths can be tough to do. It can feel like bragging at times, but it's important to remember that a job interview is an opportunity to pitch yourself as the best choice for the hiring company. Think of the qualities people often comment on when they give you praise or encouragement. Think of any awards or acknowledgment you've earned in the workplace. You might not realize it, but the goals you have already achieved, whether they be in sports or school, are fantastic examples that demonstrate your strengths. You may be an excellent communicator or compassionate towards others. You may also be a fast learner and capable of adapting to different environments very quickly. Write down your top strength and be ready to make a connection between this point and what the hiring company needs in their next Assistant Manager. Some important strengths for a leader to possess include: - Being someone who people naturally want to follow - Exceptional interpersonal skills - Strong relationship building skills - Taking ownership for the team's errors and mistakes - Excelling at motivating others - Providing kudos to your team - Knowing how to select and hire the right people to join the team - Having a vision for the future

What qualifies you to become our Assistant Manager?

"I understand your company is seeking an Assistant Manager with a proven ability to lead a team of field sales reps. You seek a leader who can properly train, motivate, and encourage a boost in sales numbers while providing the tools for each team member to perform at their peak ability. My experience, and past results, align very well with this need. I am an experienced sales trainer, having trained over 50 successful outside sales reps this year alone. My teams' retention rate is the highest in my company. Over 80% of my team members have exceeded their goals for this quarter already. I am a passionate trainer and mentor who is very hands-on and approachable. I would love to bring these skills and traits to your company as the next Assistant Manager."

This very direct interview question can be tough to answer. The interviewer is essentially asking why they should choose you over other candidates. When you are pitching yourself for a role, it's important to be clear about why you are the best fit for the company, including their mission, and the responsibilities or expectations. When it comes to hiring decisions, a company will choose the person that they believe will help them to solve a problem or a pain point. By clearly discussing how you will solve the hiring company's biggest needs, you are positioning yourself as the top choice candidate.

Name an area you believe you could improve on as an Assistant Manager.

"At times, I can get tunnel vision while working. I am very focused on my work and completing all of my tasks ahead of schedule. However, it isn't always possible to do so, especially when my team needs to me pivot without notice. To improve, I am learning how to prioritize and use daily to-do lists to keep track of my duties. Using this approach, I can maximize my time while also being more flexible to address unforeseen circumstances."

The interviewer would like to know in which ways you seek to improve yourself as a leader. This question is another way of asking 'What is your greatest weakness.' Self-improvement is required by everyone, no matter what stage we are in, in life and career. Talk to the interviewer about something that you would improve about your management approach, and what you are planning to do to achieve this goal.

"OVERALL I FEEL I COULD USE IMPROVEMENT IN ALL AREAS."

What do your team members think of you as an Assistant Manager?

"I often ask my team members for feedback on my leadership skills. The points that consistently come up are that I am a clear communicator and that I am approachable. One thing that I could work on would be my ability to be more concise in my direction but I have been working on that and feel that I have improved significantly. "

It is important to be aware, and honest, about your strong points and shortcomings when it comes to your leadership skills. Talk to the interviewer about what you honestly feel your team would say about your leadership skills.

Assistant Manager Interview Questions

Go Back

1. Tell me about a contribution you made to the last team you worked on.
2. Tell me about your greatest work-related accomplishment.
3. Do you have flexibility in your work schedule? How often do you pick up shifts to help your team?
4. How do you handle the pressure of holding a management role? Give me an example of when you have succeeded under stress and pressure.
5. Tell me about an error you made at work because of a breakdown in communication. How did you recover from the situation?
6. Where do you see your career one year from now?
7. As a leader, how do you show your team the importance of communication in the workplace?
8. Tell me about the last customer service skill you learned.
9. How would you handle a rude customer?
10. Give me an example of a time when you went above and beyond workplace expectations.
11. Why are you seeking to leave your current position?
12. What do you know about our company?
13. Are you prepared to meet the responsibilities of this Assistant Manager role?
14. Do you have experience in corrective discipline and terminations?
15. As an Assistant Manager, how do you successfully motivate your team on the toughest days?
16. Tell me about a time you provided honest feedback to a team member.
17. What qualities do you look for when hiring new team members?
18. How many people did you help supervise in your last position?
19. How would your current or former co-workers describe your management style?
20. What characteristics or skills have contributed towards your success as a leader?
21. What type of employees do you find difficult to manage?
22. Tell me about a time there was a serious conflict with your team. How did you resolve it?
23. Have you ever had to enforce a company policy that you disagreed with?
24. Tell me about a time when you effectively delegated tasks.
25. What type of team members do you dislike working with?
26. As an Assistant Manager, what is your greatest weakness?
27. What is your greatest strength as a leader?
28. What qualifies you to become our Assistant Manager?
29. Name an area you believe you could improve on as an Assistant Manager.
30. What do your team members think of you as an Assistant Manager?

Assistant Manager Interview Questions

1. Tell me about a contribution you made to the last team you worked on.

2. Tell me about your greatest work-related accomplishment.

3. Do you have flexibility in your work schedule? How often do you pick up shifts to help your team?

4. How do you handle the pressure of holding a management role? Give me an example of when you have succeeded under stress and pressure.

5. Tell me about an error you made at work because of a breakdown in communication. How did you recover from the situation?

6. Where do you see your career one year from now?

7. As a leader, how do you show your team the importance of communication in the workplace?

8. Tell me about the last customer service skill you learned.

9. How would you handle a rude customer?

10. Give me an example of a time when you went above and beyond workplace expectations.

11. Why are you seeking to leave your current position?

12. What do you know about our company?

13. Are you prepared to meet the responsibilities of this Assistant Manager role?

14. Do you have experience in corrective discipline and terminations?

15. As an Assistant Manager, how do you successfully motivate your team on the toughest days?

16. Tell me about a time you provided honest feedback to a team member.

17. What qualities do you look for when hiring new team members?

18. How many people did you help supervise in your last position?

19. How would your current or former co-workers describe your management style?

20. What characteristics or skills have contributed towards your success as a leader?

21. What type of employees do you find difficult to manage?

22. Tell me about a time there was a serious conflict with your team. How did you resolve it?

23. Have you ever had to enforce a company policy that you disagreed with?

24. Tell me about a time when you effectively delegated tasks.

25. What type of team members do you dislike working with?

26. As an Assistant Manager, what is your greatest weakness?

27. What is your greatest strength as a leader?

28. What qualifies you to become our Assistant Manager?

29. Name an area you believe you could improve on as an Assistant Manager.

30. What do your team members think of you as an Assistant Manager?