The appropriate project manager must be hired before a project can be planned, implemented, and successfully implemented. He must have a set of relevant swat knowledge, methodological experience, communication skills. It is not easy to find a professional, skilled enough in the application of work processes and in motivating staff, in delegating tasks, in focusing exactly where it is most needed, in showing loyalty to the culture of the organization.
We focus on the following ten most important questions.
How would you define the ideal project?
One of the most important questions, aiming to reveal the type of project that the applicant is aware of / feels confident in working on (as well as which project the applicant would find difficult!). When answering, the candidate should point out whether he prefers to work on the most important tasks alone or can delegate responsibilities to the team, what deadlines he prefers, whether he can work under pressure and stress, whether he is interested in innovation and creative projects in general. ..
Do you know how to manage your team remotely?
Often the different stages/parts of the project are performed in different places (locations). Sometimes the project manager never meets live with some of his team members, ie. he must be able to lead and guide his team members (even) virtually. Reference: https://projectmanagers.edublogs.org/2020/11/10/questions-for-a-project-manager-interview/
Ie within these conditions (which until a year ago, for example, were considered non-standard, but are now becoming the new “normal”), the project manager, along with his purely professional qualities, should have psychological sense, insight, flexibility in thinking and, last but not least: to “feel” when it is right to talk to someone in private (and not during a conference group conversation); so the feedback with the team should be well considered, especially the one concerning the relationships within the team (by email, by phone …). Here is the ability to delegate rights and obligations remotely, as well as the establishment of working practices for obtaining remote feedback/discussion of problems, etc.
What is your strategy for prioritizing tasks?
The candidate’s answer will show whether he distinguishes between urgent and important tasks. On the other hand, it should be clear here how flexible and adaptive the candidate is, as well as whether he can say “no” at the right time, explaining the reasons for this, pointing out objective arguments, etc.
Which mistake in your work so far do you define as the biggest and how did this affect the team’s activities?
Everyone makes mistakes. The question is how in the specific case the candidate coped, how he overcame this crisis moment, based on his skills, knowledge, and the already established (good) relationship with the team. Here it will be clear to what extent he manages to take responsibility, ie. to what extent he is mature, objective, prudent, and as a person (not only as a professional).
Could you explain the difference between “risk” and “problem”? Would you mention several types of risk that may accompany a project?
The risk refers to an uncertain event and/or situation in the future that would contribute negatively or positively to the project objectives. The problems concern any event and/or situation that currently affects the project. Ie the risk is focused on future events, while the problems are more related to the current reality. Problems are often perceived as negative: for example, if a team member suddenly leaves the organization. The risk could indeed be seen in both a negative and a positive way. For example, as a result of a pandemic, a product may suddenly be temporarily rejected by customers, but only after a quarter will its demand increase significantly. Reference: Project Manager and HR Specialist interview questions with examples, https://phron.org/project-manager-and-hr-specialist-interview-questions-with-examples/
Could you list a few major challenges facing our industry today?
By answering, the candidate will reveal to what extent he knows the organization (in which he is interviewed), but also the field of activity, viewed globally, and along with the significant challenges, the ways to solve them should be revealed. A project manager’s ability to deal with critical situations can be key to a project.
What is your communication style of communicating with your team?
We know there are three personal styles of communication: assertive, aggressive, passive. By answering, the candidate reveals whether he is an effective communicator, whether he can motivate his team. The project manager must not only be able to delegate tasks, but also be specific and clear in his expectations. On the other hand, it will become clear to what extent he is engaged with the others, whether he is perceived as part of the team, whether he can judge correctly, as well as to listen to each of his team.
List some of your established practices for making the best possible customer relationships.
Current customers need to become regular or at least regular, in this sense, maintaining a good relationship with them is extremely important. We provide the customer, along with the quality product, and our (the organization’s) responsibility, loyalty, readiness to respond and meet his new needs and requirements.
Do you have experience in project budget management?
The specific skills of the candidate should be disclosed in his / her resume. However, the question provides an opportunity to better understand to what extent some of them are related to the responsible management of funds. Let’s not forget that a good manager (of resources, including financial) is expected from the project manager.
Would you seek external assistance in working on your project?
In principle, the project manager, no matter how skilled and experienced, cannot be an independent “combat unit”; on the other hand, sometimes we have to seek advice from our mentor and/or another project manager. I think this is right, especially in cases that we have not encountered, and time is running out, and work is in full swing.
Issues aimed at revealing the identity of the candidate are particularly important. Professional skills and qualities, although to some extent, can be further developed and mastered. However, the candidate appears in an interview with an already established “set” of personal skills and qualities. Reference: Behavioral Interview Questions with guidelines for the interviewer and example good and bad answers, https://brightonbot.com/behavioral-interview-questions-with-guidelines-for-the-interviewer-and-example-good-and-bad-answers/
Answering the “personal” questions (which do not, of course, enter the personal space), the candidate will reveal the degree of development of their communication skills, the ability to listen and perceive other people’s opinions (when it turns out to be correct). After the interview, never forget about the feedback.
The question: “Why did you leave your previous job?” As well as the one about the expected remuneration should not be neglected either.