Top 10 Interview Questions Every New Manager Should Know

For first-time managers, the job interview process can feel daunting, but it’s one of the most important responsibilities you’ll take on. 

A recent study shows that about 80% of employee turnover is due to hiring the wrong person. And this guide is here to help you confidently lead your first interviews by mastering the 10 most popular interview questions, including both job interview personal questions and professional prompts designed to reveal key elements about a candidate’s fit, capabilities, and mindset.

Why Interviewing Skills Matter for First-Time Managers

Considering the current business environment, with skilled professionals in high demand, the quality of your hiring process can make or break your team’s success. 

According to the U.S. Department of Labor, a single bad hire can cost a company up to 30% of that employee’s first‑year salary—roughly $24,000 for an $80K hire. In specialized or senior roles, replacement costs can soar to 50–200% of annual wages. This underscores that effective interviewing is not just about finding talent—it’s a strategic investment in your organization’s profitability and culture.

A thoughtful, well-organized process ensures that every interview reflects your company’s degree of professionalism, filters for the right Values fit, and aligns with your team’s goals.

Preparing for the Interview

Before we dive into specific questions, let’s start with some essentials to set yourself up for a great interview experience:

1. Review the Job Description Thoroughly

Understand the job posting beyond its surface. Know the job titles, required skills, and success metrics. This clarity helps you ask more relevant and targeted questions.

2. Build a Mix of Question Types

Prepare a mix of question types including open-ended questions, behavioral questions, situational questions, and hypothetical questions to get a full picture of the candidate.

3. Standardize the Process

Avoid asking random or improvised questions. Create a discussion tab or template that includes core questions, a scoring rubric, and space to jot down notes for each candidate.

4. Use the Right Tools

Conducting a remote interview? Tools like Google Meet and online appointment scheduling tools that allow for pre-set time slots make the logistics smoother and reflect positively on your degree of professionalism.

The 10 Most Popular Interview Questions (and Why They Work) 

Now that you’re prepared with a strong foundation, let’s see what are the 10 most popular interview questions every new manager should know, and why they’re so effective. Each of these questions serves a strategic purpose in helping you evaluate a potential hire’s fit, experience, communication style, and potential impact on your team.

1. Tell me about yourself.

This classic open-ended question might seem simple, but it offers valuable insights into how a candidate presents themselves, what they prioritize, and how well they understand the role.

What to look for:

• A concise informational answer that aligns with the job description
• Mention of current responsibilities and key accomplishments
• Confidence, structure, and communication abilities.

Pro Tip: A candidate who uses a format like the STAR method to structure their narrative is likely thoughtful and prepared.

2. Why are you interested in this position?

This question helps you determine if the candidate is just looking for any job—or truly excited about this role and your organization.

What to look for:

• Genuine enthusiasm for your team’s mission and work
• Alignment between their career path and the opportunity
• Specific references to your company, culture, or projects (hint: they probably checked your online profile or discussion tab).

3. What are your greatest strengths and weaknesses?

Often overused but still useful, this behavioral question reveals a candidate’s self-awareness, growth mindset, and honesty.

What to look for:

• A real weakness (not a fake humblebrag)
• A clear strategy to turn it into an opportunity for improvement
• Strengths that complement your team’s current skill set.

Pro Tip: Look for candidates who highlight soft skills like adaptability or leadership, which can have a real bearing on job performance.

4. Tell me about a time you had a conflict with a coworker.

Conflict is inevitable—how a person handles it reveals emotional intelligence and teamwork skills.

What to look for:

• A clear example following the STAR method
• Emphasis on resolution, communication, and collaboration
• Avoidance of blaming or badmouthing others.

Why it matters: Good conflict resolution supports a healthy, collaborative current work environment.

5. How do you prioritize tasks when everything feels urgent?

Time management is one of the top soft skills employers seek—this question reveals how candidates structure their day and avoid burnout.

What to look for:

• Use of tools (like a basic schedule, to-do list, or calendar app)
• Mention of systems like WorkSmart Systems or time-blocking techniques
• A methodical mindset that avoids chaos.

Pro Tip: Bonus if they tie their approach back to delivering a compelling performance under pressure.

6. How would you approach an imaginary situation where you’re given a tight deadline and limited resources?

This hypothetical question helps you test how a candidate would react under stress and uncertainty, even without a real-world example.

What to look for:

• Logical thinking and composure
• Creativity and resourcefulness
• Confidence without arrogance.

Why it matters: In the current business environment, resource constraints are common—and flexibility is key.

7. What do you know about our company?

This shows how invested the candidate is. Did they skim your job posting, or did they do their homework?

What to look for:

• Familiarity with your products, mission, and recent news
• References to your leadership, values, or workplace culture
• A desire to contribute meaningfully.

Pro Tip: Candidates who reference your online profile or public interviews often care about Values fit—and that’s gold.

8. Why are you leaving your current job?

This is one of those job interview personal questions that must be handled tactfully. You’re not looking for drama—you want clarity.

What to look for:

• A forward-looking answer that emphasizes growth
• No bitterness or blame
• Transparency around unexplained gaps or transitions.

Why it matters: It helps you understand their motivation—and if your team offers the career path they’re seeking.

9. What do you enjoy doing outside of work?

Yes, it’s okay to ask about non-work activities—in fact, it can humanize the conversation and give you insight into energy, creativity, and values.

What to look for:

• Hobbies that support balance, discipline, or team activities
• Responses that show curiosity or community engagement
• A well-rounded personality.

Pro Tip: You’re not looking for a specific hobby—just alignment with your team’s culture and a healthy life outside work.

10. Do you have any questions for me?

This question flips the table—and reveals just as much about the candidate as anything you’ve asked so far.

What to look for:

• Thoughtful questions about the team, expectations, or challenges
• Curiosity about long-term opportunities or mentorship
• Avoidance of “what’s the vacation policy?” as the first question.

Why it matters: Great questions signal a high-quality job candidate who’s taking the interview seriously and respects your valuable time.

Structuring the Interview for Success

To make your interviews fair, efficient, and effective, build a well-organized process using the following:

• Job Description Review: Start with a deep understanding of what the role requires.
• Core Questions Template: Include a mix of the questions above and space to evaluate based on your hiring criteria.
• Interview Scorecard: Helps compare candidates side-by-side without relying only on memory.
• Use of Technology: For virtual setups, use tools like Google Meet and an online appointment scheduling tool with clear time slots.
• Debriefing Time: Meet with co-interviewers after each round to discuss alignment with the team’s needs and avoid unconscious bias.

Virtual vs. In-Person Interviews

As a first-time manager, you might be conducting interviews in various formats—sometimes even in hybrid settings.

In both cases, a strong structure, clear communication, and thoughtful planning go a long way.

Common Pitfalls to Avoid

Even the best-intentioned interviews can go off track. As a first-time manager, becoming aware of common mistakes ahead of time can save you from making costly hiring errors that impact your team’s performance and morale.

Here are the most frequent missteps and how to avoid them:

❌ 1. Overlooking Values Fit

Hiring a candidate solely based on hard skills or resume accomplishments can be a mistake if their values don’t align with your company culture. A poor Values fit can lead to friction, disengagement, or turnover—even when the candidate looks great on paper.

✅ Solution:
Incorporate values-based questions and evaluate whether the candidate demonstrates behaviors and decision-making that reflect your organization’s mission and ethics.

❌ 2. Asking the Wrong (or Illegal) Personal Questions

It’s easy to fall into casual conversation during interviews, but certain job interview personal questions can cross legal boundaries—especially if they touch on age, marital status, religion, or health.

✅ Solution:
Keep personal questions job-related and focus on non-work activities, motivations, or current responsibilities that offer insight into their professional mindset. Stick to questions with a clear bearing on job performance.

❌ 3. Not Respecting Candidate Time

If you show up late, fumble through questions, or stretch interviews far beyond the allotted time slots, it can leave a poor impression on candidates and hurt your company’s reputation.

✅ Solution:
Use an online appointment scheduling tool to manage your interview calendar, prepare in advance, and stick to the agreed schedule to reflect a degree of professionalism.

❌ 4. Making the Interview Too One-Sided

An interview isn’t an interrogation. If you dominate the conversation or don’t give the candidate room to ask questions, they may leave with an incomplete understanding of the role or culture.

✅ Solution:
Leave time at the end for thoughtful dialogue. Candidates who ask insightful questions are showing they’re engaged in the interview experience and are serious about joining your team.

❌ 5. Forgetting to Sell the Role

While you’re evaluating them, candidates are evaluating you. Failing to communicate growth potential, culture, and impact can make even the best job sound bland.

✅ Solution:
Talk about your team’s successes, the support you provide, and your leadership approach. Share examples of opportunities for improvement that the candidate could tackle, making the job sound exciting and meaningful.

❌ 6. Ignoring Structure or Scoring

Unstructured hiring increases reliance on gut-feel, and 74% of hiring managers admit to making a bad hire at least once; 41% estimate it cost them over $25K

✅ Solution:
Use a standardized rubric, centralized scorecards, and documented feedback to reduce bias and costly mistakes.

Wrapping Up: Turning Interviewing into a Leadership Skill

Interviewing is more than a task—it’s a leadership responsibility that helps shape your team, your culture, and your success. For first-time managers, mastering this skill takes practice, planning, and reflection.

By asking the 10 most popular interview questions, tailoring them to your organization’s needs, and avoiding common pitfalls, you’ll dramatically improve your chances of hiring the right people—and avoiding the wrong people who could slow down progress.

A successful interview process is built on clarity, consistency, and respect for both the role and the individual. When done right, it results in hiring professionals who thrive, grow, and contribute meaningfully to your team’s mission.

Final Thought: Hiring Is a Skill—Master It Early

Interviewing is a critical step in becoming a successful leader. As a new manager, you have a rare opportunity to shape your team from the start. Whether you’re working in person or managing virtual interviews, a structured, thoughtful, and respectful approach will help you build a strong foundation and avoid common hiring mistakes.

Looking to level up your facilitation, hiring, and leadership skills even further?

Voltage Control’s Change Facilitation Academy can help you grow into the collaborative, confident leader your team needs.

FAQs

• Can I ask job interview personal questions?

Yes—but only those that are appropriate and job-related. Asking about current responsibilities, non-work activities, or career motivations is fine. Avoid questions about age, family, health, or other protected personal characteristics.

• How can I make my interview process more efficient?

Use an online appointment scheduling tool to manage time slots, prepare a core question set, and debrief with your team. Virtual options like Google Meet are great for flexibility.

• What should I do if a candidate has unexplained gaps in their resume?

Ask about them directly and respectfully. Unexplained gaps can have reasonable explanations, such as education, caregiving, or career shifts. It’s their response that matters.

• What if I’m interviewing virtually?

Treat it like an in-person interview: Dress professionally, maintain eye contact, and ensure your tech works. Set expectations and follow the same mix of question types as you would if you were to interview in person.

• What are behavioral and situational questions?

Behavioral questions ask about past experiences (e.g., “Tell me about a time when…”), while situational questions present imaginary situations to see how the candidate might react. Use both to get a more complete picture of how someone thinks and acts.

• Why do so many companies use the STAR method?

It structures responses to behavioral questions by focusing on the Situation, Task, Action, and Result. It keeps answers focused and makes them easier to evaluate for compelling performance.

• How can I make a positive impression on candidates?

Respect their time, communicate clearly, and create space for a two-way conversation. A good interview experience reflects well on you as a leader and attracts high-quality, in-demand professionals.