Job Description says: Manages a Team…Everyone Understands That, Right?

I bet I’m not the only one who has seen job descriptions that say something like “manages a team” but nothing about that team. This is one of those totally-nondescriptive phrases in job descriptions where you really should ask the hiring manager for the details. It’s easy to skip doing that because, after all, we all know what it means to manage a team, right?

Here are the results of asking for details about “manages a team”:

• You get a lot of new information for a more interesting posting and on-target screening, and
• You demonstrate your ability to function as a talent advisor.

Pick and choose which questions make sense to ask, but don’t skip a question because you think it’s too basic or becauseyou think you know (or should know) the answer.  The hiring manager may need to think about some of these questions—that’s a sign you’ve asked a good question.  These are clearly not “order taker” questions.

• What titles report to the position? How many of each?
• Do any members of the team work in a different location or telecommute?
• Is the team fully functional and performing at the level you want them to reach?
• Will the team welcome the new manager?
• Is there something about the previous manager the new manager should know?
• Are there issues with the team, e.g., morale, need to replacement, training, performance, etc.?
• Will there be a need to increase the team in the short term?
• How many years of experience of management would you like to see this person have?
• Is there anyone on the team who feels they should be promoted into this role?
• If not, should a part of this role include developing a leadership succession plan for the teams?
• If there is someone on the team who feels this position should be theirs, are they a viable candidate? If not, what are they missing that makes them not a fit for the role?
• Will you be talking to this person about the reasons they are not being considered for the role?
• If they are a fit, will you encourage them to apply? Or let them make that decision?
• Do you want this person to be interviewed by me so everyone goes through the same process?
• Is there anything else about the team that the new person should know or be prepared to handle?

This is almost a magical list of questions.

It shatters any image the hiring manager might have had that you are an order taker. It gets the hiring manager to share information that probably wouldn’t have been shared if you hadn’t asked these questions.

All of this helps strengthen your business partnership relationship. And that is exactly what you, your management and hiring managers want!

Because great questions are an essential component to building your Trusted Advisor image, I’ve got more for you at: https://www.theconsultativerecruiter.com/?p=221

New Strategies to Resolve the Five Biggest Hiring Manager Challenges
Check them out!

 

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