In actuality, the process of recruitment is extremely important for the efficient work of organizations and their positive marketing performance. In this regard, the recruitment of a new manager to head a new department may be quite challenging. Therefore, it is necessary to elaborate the target skills and characteristics the applicant should match. In fact, the vice-president has defined the major skills and characteristics the new manager should match. However, the new manager should come prepared to the work in the new organization and the defined skills and characteristics may be not enough and his or her major priority should be the leadership because through leadership the new manager could unite people in the new department fast and lead them toward the achievement of strategic goals set by the vice president and the company at large.
First of all, it is important to place emphasis on the fact that the new manager should be able to work effectively in the new department and, what is more, the new manager should have the clear vision of the development of the new unit. In such a context, it is obvious that the new manager should have an extensive experience and well-developed professional skills that will help him or her to reach the strategic goals of the unit and contribute to the positive organizational performance of the entire company.
In this respect, it is important to dwell upon the target skills the new manager should match. First, the new manager should be conceptual. In fact, the manager should be able to have a clear vision of the development of the department and tools he or she will use to improve the performance of employees. To put it more precisely, the new managers should have the clear and concise concept of the development of the new department.
Furthermore, the manager should have well-developed communication skills to be able to communicate the strategic goals and tasks to his or her subordinates. In such a way, the manager will be able to communicate effectively and to help his or her subordinates, if necessary, to reach the set goals. In this regard, the effectiveness is another important skill the new manager should possess because the effectiveness of the manager will influence consistently the effectiveness of his or her subordinates’ performance and, therefore, the effectiveness of the performance of the entire department. In this respect, the manager should be experienced and have effective motivators for him- or herself and his or her subordinates to maintain the high effectiveness of the department.
Naturally, the new manager should develop positive interpersonal with his or her subordinates and other professionals working within the organization. In such a way, the new manager should be able to establish positive interpersonal relations that is impossible without communication skills.
At the same time, the new manager should be experienced in planning, organizing, leading and controlling. In fact, planning, organizing, leading and controlling are four functions of management, which are crucial for the effective management. Therefore, if the new manager is not capable to perform either function well, then he or she will likely to fail to meet the goals set by the company. In this regard, the interview with the applicant may help to reveal his or her experience in planning, organizing, leading and controlling.
How would you define your key functions as a manager?
This question will help to identify the key management functions, which the application can match, including planning, organizing, leading and controlling, which are key functions of the management.
What experienced do you have as a manager?
This question will help to uncover the experience of the applicant, how much time he or she worked and what positions he or she held in other organizations.
What do you consider as your priority, when you join a new company?
This question will help to identify priorities of the applicant and his or her ability to develop a clear vision of his or her work in the company.
How would you unite people to each set goals?
This question will help to reveal the leadership skills of the applicant. He or she will reveal his or her vision of how he or she would lead subordinates to reach the strategic goals set by the company.
What system of control do you consider to be the most effective?
This question will help to uncover views of the applicant on controlling and his or her ability to conduct the control effectively.
What factors are crucial for the effective work?
This question can reveal the views of the applicant on the effectiveness of work and this question will help to understand how the applicant can reach the high effectiveness in his or her own performance as well as in the performance of his or her subordinates.
What are your career goals?
This question will help to define ambitions of the applicant and his or her leadership potential.
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Peters, T. J. (2007). In search of excellence: Lessons from America’s best-run companies. New York: Harper & Row.
Schein, E. H. (1999). Organizational culture and leadership. San Francisco: Jossey-Bass.