The Managerial Input Interview



The Managerial Input InterviewOverview: Getting detailed input from your managers will help you in two major ways. First, it will make sure your onboarding program addresses the real needs of your managers. Second, as you can probably guess, because they’re part of the process and see that it’s designed to help them, they’re more likely to see you as an ally and not someone burdening them with more expectations.Here are some foundational questions to ask. You will want to add job-specific questions to this list. Also, as part of being a good interviewer, you will want to ask for specific examples. So for instance, if a managers says “I find a lot of our new hires don’t have the knowledge they need to Wow our customers”, you’ll want to learn more about what exactly the managers would like them to know and do, in order for them to “Wow” your customers. You would also want to know more about what the manager means by “Wowing a customer.”When asking what the new hire should know and be able to do by specific time frames, make sure you frame your question with the acknowledgment that, even though it would be nice for them to know everything right away, realistically that doesn’t happen. So you’re trying to find out the absolute “Must Have’s” by those time frames. This might be an area where you’ll need to invite the manager to re-examine expectations and truly think in a practical, “Must Have” way.QuestionsIn what ways would you like your new hires to be better prepared for their jobs?Skill deficits?Knowledge deficits?Other?What thoughts or suggestions do you have for improving the results of new hire training?What are the biggest challenges or obstacles to a new hire’s success in this position?What are the key differences—whether in attributes or actions—between those who succeed and those who don’t?What do you think a new hire in this position should know and be able to do by:First week30 days60 days90 days180 days360 daysWhat do you think they should be exposed to—i.e. what should they see and do—by each of these time frames?How can we make it as easy as possible for you when a new hire comes on board?Logistical support?Reminders?Checklists?Training?Since we both want new hires to be 100% productive with great quality work as soon as possible, what thoughts do you have about how to best balance training and development needs of the new hire with your need for them to be on the job?How to integrate the two?What would be workable “chunks.”Delivery approachesOnline – webinars, self-paced modules, etc.Mentor coachedSelf-studyJob shadowingClassroomWhat employees in this position would you recommend I seek out to interview, either because they are examples of successful new hires or because they are struggling? ................
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