Store Manager Interview Questions
"When interviewing candidates for the role of store manager, employers are looking for positive leaders that can steer the team towards assisting customers, managing merchandise, and keeping the operation moving smoothly. In an interview context, be prepared to answer questions about your ability to sell a product, resolve issues, and create an enjoyable work environment with strong customer service. You should also be ready to discuss any previous experience in sales or retail."
Top Store Manager Interview Questions & How To Answer
Here are three top store manager interview questions and how to answer them:
Question #1: Can you describe a mistake you made at work and how you handled it?
How to answer: A hiring manager uses this behavioral question to evaluate soft skills such as honesty, communication, and problem-solving. Handle this question by describing a situation in which you made an error, such as incorrectly displaying advertising or incorrectly assessing inventory, and resolved it. Prepare a sincere and professional answer in advance.
Question #2: One of your employees is underperforming. How do you handle this situation?
How to answer: As a store manager, it's your job to maintain team morale and improve underperformance. Explain the behavioral process you would use to handle this situation. For example, an effective professional strategy could involve meeting with the employee, using empathy and active listening to understand the performance issues. Describe how you'd develop a plan for improving performance and creating incentives for the employee.
Question #3: What are the strategies you use to motivate employees as a store manager?
How to answer: Through this question, the hiring manager assesses your managerial, strategy, and leadership skills. Prove your aptitudes by talking about relevant techniques, such as using verbal reinforcement to build confidence, offering rewards or recognition to high performers, developing incentives to motivate employees to work hard, and building rapport with your team. Additionally, provide relevant metrics that demonstrate the effectiveness of your employee motivation strategies.
What qualifications do you look for in an employee ?
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Their ability to upsell plays a huge part, also good attitute, prior work in retail... Less
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The qualifications I would look for in an employee would depend on whether they are applying for an entry level position or a more senior position. Obviously with a more senior position. It is important that they have some retail/customer service experience coming into the job. For an entry level position, however, I would rely more on previous activities, whether professional or not. For example, engagement in creative activities such as a guild or club, or leadership positions in volunteer or school environments would help gauge their suitability for a position. In the end, however, it is the personality and personal qualities of the person that would help determine their suitability. After all, everything else can be taught on the job. Self confidence balanced by a willingness to learn, honesty, integrity, and an ability to work well both individually and as part of a team are just a few of the qualities that I would look for in an employee. However, it is difficult to gauge much of this from an initial interview. Therefore, the first things I would look for at the interview stage is how well spoken the individual is, whether or not they look me in the eye, what affect they present, and how confidently they respond to questions related to both their previous experiences as they relate to the position for which they are applying as well as ‘what if’ scenarios posed to them highlighting potential situations they might find themselves in on the job. Less
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Pleasant personality, smiling and confident. We can teach the rest. It's almost impossible to change a persons personality. And never lasts. Less
What would you do if you had an employee who refused to follow a new program?
3 Answers↳
At first, Ask Why refused to following the program? What is the barrier? and How can I support it? Then offer some directions about basic steps to start the program and schedule time to received feedback about the program adoption and offer coaching to sustain improve or sustain the positives outcomes. Less
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Asking for resignation is a breeding pit for disaster waiting to happen. You come off as being militant and incredibly authoritative (dictatorial). However, this is a fairly common *objection* to new processes being implemented. At this point in becomes a discussion as to *why* there is a new procedure/policy/program. Sure they may not initially agree to it, but in time, if it is something that is indeed beneficial they will either comply, or find another job (and it won't be me forcing them to do so!) Less
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Suggest a time line in which they comply to the new program. If further refusal continues, ask for their resignation in writing. Less
Describe your management style?
2 Answers↳
Leadership Styles are defines on the flexibility that you have to move into different Styles depending on situations. Situational Leadership is an excellent assessment, also leadership Styles and 16 personalities help you to define how to align your personality with the style and the situation. Less
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If you've taken any leadership assessments mention them. If not, look up the MBTI, DISC, and the leadership assessments. Less
Describe a time that you dealt with a teammember who felt disciminated against.
2 Answers↳
The first step is listen the team member about the concern, explain the why on documentation are require (example: laws, policies and procedures, etc) documented the conversation and refer to Human Resources Department as the situation require. Less
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I addressed my team member's issue face to face and educated her as to why I was requesting certain information be documented. Less
What would you do if one of your employees came to you with a very personal problem that did not have anything to do with their job?
1 Answers↳
I would offer them an ear to vent to, be sympathetic and empathetic, and suggest that they seek assistance or advice from a professional, for example, any resources provided by the company to assist them in their life dilemma (HR Departments often offer "Help" resources), and ask them if they feel that this issue would impact their performance on the job if not taken care of. Personal problems are just that: Personal. And they MAY affect the workplace, peer relationships, etc, so I would refer them to professionals, and keep an eye out for any performance issues. Less
What are you career aspirations?
12 Answers↳
I love to work talking with people alone and with team
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Grow a career with the company, improve my skills, become a retail operations supervisor then represent the company expansion in other countries. Less
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I wish that I have benefited this company by working with this company and I can earn money from here with hard work and honesty to better support my home. Less
What is most important to you in life?
10 Answers↳
Living a happy and healthy life, you can go a lot farther when you enjoy something. "Pleasure in the job puts perfection in the work" -aristotle Less
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St joe
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Working hard right now
tel me about your self and experience ?
9 Answers↳
it was normal answer by my side, as its from my current and past experience job profile . Less
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10year experience
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experience excellent
It's Christmas time and an employees drawer keeps coming up short repetitively what do you do?
8 Answers↳
You tell the manager.
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retrain and discipline if continues.
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If there has been proper audits done throughout shift and employee has been warned on paper then termination of employment is the next step. Less
