Q: How many people reported to you in your last position?

Q: Compare managerial styles of people you've reported to.

Q: How do you establish yourself when you're assuming a new management position?

Q: How closely do you tend to monitor your employees’ work?

Q: How do you get people who report to you to give you their best performance?

Q: What techniques have you used to bring an under-performing employee up to speed?

Q: When do you think meetings are an appropriate use of time?

Q: Have you ever had to let an employee go?

Q: Tell me about the biggest challenge you've experienced as a manager.

Q: What do you find to be the most rewarding, and the most frustrating, aspects of managing people?

Q: How would you rate your communication skills?

Q: What type of companies do you have experience with? What were their sizes in terms of sales revenue?

Q: Do you have experience with acquisitions, leveraged buyouts (LBOs), or initial public offerings (IPOs)? Do you have experience with 10K filings?

Q: Have you had direct involvement establishing company benefit programs, including insurance, 401(k) plans, or pension administration?

Q: There are a number of different management styles, from authoritarian to team oriented. In your own experience, which management style do you find to be the most effective, and why?

Q: What's your opinion of the value of training at all levels of the organization? Describe any training programs that you either initiated or participated in.

Q: Tell me about the last course of educational study or seminar that you attended on a particular business issue. What value did you get from it?

Q: We ask more of people, at all levels, than we used to, so it's becoming more important every day to understand how they're feeling. What method do you use to make sure that you're aware of the feelings or concerns of those in your work force?

Q: How do you feel your present company treats its employees?

Q: How important is recognition to you? What do you feel are the most and least effective ways to recognize people for a job well done, and why?

Q: Tell me some of the ways you might motivate the employees where you work.

Q: How would you describe your negotiating style?

Q: How do you stay current with changing labor laws?

Q: What interests you about business analysis and strategic planning?

Q: Describe a business process that you determined wasn't value added.

Q: What's your approach to managing costs per hire?

Q: When you have an opening, do you tend to search for a candidate within the industry or outside it?

Q: What kinds of talent recruitment and retention programs have you utilized to hire and maintain staff?

Q: How do you ease the difficulties of managing varying generations in your workforce, such as in the case of a younger manager and an older employee?