Questions d'entretien de Assistant store manager partagées par les candidats
Brief self introduction. How do you overcome obstetricals. Not very formal questions. They will be nice to you and if they find anything which is potential threat to them even it is not happened and will not happen, they will abandon you like a garbage. Look at what my review to this company, you will know the whole thing.1 réponse
I honestly would not answer any of their questions because they don't trust people. The only suggestion is don't be seduced when they try to dig you from your current company.
Tell me about a time when you had a different approach to doing something. What was the problem, what did you do, and what was the result?1 réponse
I was working at a gas station. I got along well with all of my co workers and managers with the exception one shift leader. I had been warned by a few of the long time employees that she had a history of moodiness and coldness towards new employees that should be brushed off because it was normal for her. After working at Speedway for about 2 months, I started to feel that this was getting personal against me when I would come for my shift, greet her, and get a cold silence. She was becoming more difficult to work with even when I had to communicate with her on a work only basis. One day, I took the plunge and asked her if she had a problem with me as a person or/and as a worker because I felt that this behavior would one day get in the way of work getting done. To my surprise, she was upset with me because she felt we were stepping on each other's toes. After expressing our frustrations, it turns out that we simply wanted the same things for the company but had different ways about going about it. I am more organized and she was a more abstract thinker, but as long as things got done at the end that's all that mattered We both wanted to be highly efficient and to get more done in the same amount of time and we realized that this could never happen with things being the way they were between us. After having this conversation, I felt that we reconciled, understood one another, and began communicating a lot more efficiently with more respect towards one another. We learned off of one another.
What do you do to create the best environment for your employees to succeed?1 réponse
This was more of a general answer and not answered in STAR format. To me, I feel communication needs to be welcomed and strong with everybody at all times. I try to assess each of my employees to see what they want out of the company / life and help them achieve it. Some people just look at it as a job that brings them a paycheck every week/other week. Other people want to make a career or go into management. Others want to get a skill or use the job as a stepping stone perhaps. There is no wrong answer for why a person is working for the company, but if you invest into your team, you make them feel valued as individuals who'll likely want to give more time to the company and cut your turnover rate.
Tell me about a time you helped bring up an employee's performance to standard?1 réponse
We had an employee that stated he wanted to become a supervisor on his first day of working with us. He had no production experience and not really any idea about what our work entailed. He came to work late or had to be woken to come to work every day since his second day of working with us. Our company does a bonus incentive for the season and for every hour you work, you get a dollar into the bonus check you get at the end. First late is a freebie, second late docks you 25 cents, third late 50 cents, fourth 75 cents, and fifth looses the entire bonus and you are terminated. I had to tell him that he cut into his bonus his second tardy and he asked me if that he could still become a supervisor in time. The conversation was tough because it involved me giving him a performance review that was less than satisfactory and a total surprise to him. I told him that he couldn't continue being late or sleeping past his alarms every shift for us to even consider him for full time work. He needed to pick up his speed, not spend so much time socializing with co-workers on the clock, and improve his quality control if he wanted to show strong improvement in the company. He listened and said that he was shocked, but would listen to my feedback constructively. He started coming to work on time and being more focused on the stated areas. The season isn't quite over, but he is being considered for full time work after the season ends.
Tell me about a time you delegated a project from beginning to end?1 réponse
When I was going for my degree, I had taken a communications course. Towards the end of the class, we were assigned a group presentation. Four classmates were assigned to a group and we were assigned a topic where each member needed to speak about part of it for at least five minutes and at the end of the presentation, the class audience would say what they felt the purpose and main points of the presentation were. We had two weeks to be ready with the assignment. Our topic was the rising problem of impaired driving. That night, I started by outlining our presentation into four main topics with subtopics and deadlines for when certain progress should be made with time for wiggle room. I emailed my outline to my other three classmates and asked for their opinion on what I had. There were some revisions made to the outline and the next day it was finalized. After talking to one of my classmates, I discovered that he had a family member that was an active paramedic. Almost every shift, they were called to the scene where impaired driving played a role in the accident (may it be texting and driving, drinking, an driving, so on). I thought that this could be very advantageous by having him do the opening part of our presentation by getting quotes and facts from his family member and adding a personal touch. My other classmates picked their part of the project and started researching their subtopics. I emailed them asking what progress they had made a few days later and to see if they needed help with research or anything so we could stay on track. A week into it and next class, we had already done a dry run of our presentation. I timed everybody's contribution to make sure we each had five minutes worth and that everybody's subtopics flowed seamlessly together. A few more changes were made after collaborating and after giving our final presentation to the class, we got 49 / 50 on the assignment!
Its a cake walk for even a school drop out as the interviewers in the LL Canadian division are themselves school drop outs and do not know to ask professional questions. So its better not to prepare for the interview ..........1 réponse
KINDLY NOTE though the position says Assistant Store Manager, if you are a male, you would be spending most of your time only in the warehouse loading hardwood flooring on customers truck, if you are a female, you will have enough time to chat with the store managers and sales director of the Canadian division to keep your job safe.
Tell me about a time you had to make a difficult decision?1 réponse
I found myself in a hard a hard spot with one of my warehouse employees. When she was hired, she did really well her first two days on the job. The following shift, I received a text from her shortly before her shift that her grandfather had passed away the night before. I told her that she could have the day off and the following day to be with her family and to let me in the loop so she could attend the service to follow. The next shift that she was expected to return for, she had told me she was in pain due to being hit by a car the day before. I asked if she was going to be alright to work and that I could do the heavy lifting if that would mean less stress on her body. She assured me she'd be alright but later into her shift, she said she wanted to go home because she was in too much pain. I asked her if having some ibuprofen would help her if she sat down a little while. She still insisted that she wanted to go home and lay down. Since we were already so close to being done with the day's work, I told her she could clock out and wait for a loved one to pick her up. A few days later, she returns to work and receives a call that she needs to return to the hospital immediately because of findings in her heart and lungs. I felt extremely concerned about her well being but couldn't help but notice that her attendance was becoming very problematic. I asked her to go but to also please bring back a doctor's note for the manager which she had done and she needed to have more tests run to determine the exact diagnosis, but she'd have no problem getting it done. A few days later, she texted me telling me that her girlfriend was in the hospital, but couldn't tell me what had happened. Another time she had cramps and wanted to go home early. My manager asks me how my new employees are doing and when he asked me about Haley, I felt like I was an in compassionate person for telling him the truth of the matter. In the time she was employed, she had missed about half of the shifts she was scheduled for and many of those shifts she could have made it for or stayed until the end. I felt extremely heartless in this situation, but realized that she had been spoken to about her chronic attendance problem and she agreed that she should be fired if the situation continued with no improvements. She understood that a lot of things in life are beyond one's control, but how you deal with those things are entirely up to you. I found myself doing not only my job, but also most of hers even after the discussion we had. It sometimes cut close to production targets not being met and that this was not a sustainable situation. The reality of this was that nothing was changing. I was asked what I felt should happen. Should she be fired? Should she be given another chance? I had made the decision that she should be terminated even though it was very difficult for me.
The questions were standard, i.e. tell me about a time you had to deal with a difficult team member, tell me about a time you were able to go above and beyond for a customer and/or team member, etc.1 réponse
For the most part, the interviews were very conversational in style (which is the type of interview I like best). Except for the first interview, which included the standard questions, the rest were more conversations around what great customer service looks like, how you coach and motivate to achieve standards in customer service, and similar issues.