Published On : December 06, 2016
You have done a stellar job crafting an impressive resume and a cover letter that truly highlights your professional achievements. Now it is time to prepare for your interview. While your on-paper credentials are important, interviewers will want to gain information that cannot be gleaned from your resume. They will want to get a sense of you as a person and to understand the ways in which your character aids you in performing in the workplace.
You probably already know to expect general questions about what makes you a good employee. However, you should also anticipate having to field specific district manager interview questions that probe your expertise in your field. When applying for a district manager position, you should prepare answers that demonstrate your knowledge of retail operations in your area as well leadership, budgeting and interpersonal skills. Get started by taking a look at these sample district manager interview questions and answers and use them as a basis for planning your own unique responses.
3 District Manager Interview Questions & Answers
1. Please tell me about a time when you had to deal with problems with a subordinate's performance.
I take a very hands-on approach in monitoring the performance of each store under my supervision, as I am deeply aware that, ultimately, the conduct of each employee is my responsibility. I once had an issue with a store manager who was having trouble in terms of keeping his facility clean and up to health and safety codes. This presented a serious issue for my company. In addition to detracting from the store's appearance and losing customers, this conduct could get us in trouble with health inspectors and even result in lawsuits and government fines. Therefore, the first time I visited the store and noticed that cleanliness standards were not being met, I made sure to speak with the manager and to clearly outline the seriousness of the issue. I also asked for his input as to the cause of the issue and what could be done to remedy it immediately. He assured me that he had sufficient workers and resources to keep up standards and would work with his subordinates to make sure that standards were maintained at all times. I gave him a short but reasonable timeframe to resolve the issue and followed up with another inspection, which revealed that standards were now being met. I made sure to follow up with unscheduled visits a few times after that in order to ascertain that the issue was truly resolved; when I saw no further problems, I went back to my regular inspection schedule.
2. As a district manager, you are responsible for the functioning of several stores. How do you ensure optimal operations throughout?
The first step I take to assure peak function is to search for and hire reliable, motivated store managers. While I am ultimately responsible, I am not in every store every day, overseeing regular operations, so I need to be careful when choosing those who will be doing that. In addition to making scheduled inspections and checking reports and accounts, I make sure that store managers are aware that I am there in the event of a serious problem that needs my input. If I see a red flag indicating that a store may be having an ongoing issue, I do not delay looking into it. On the other hand, our store managers are individuals with good judgment and leadership skills, so I am also careful not to micromanage or act in an overbearing way, since that would inhibit initiative and problem solving on their parts and ultimately lead to dysfunction.
3. What steps do you take to motivate employees under your supervision?
I feel strongly that, in order to be motivated, employees need to be empowered and confident in their capabilities to perform their tasks. One thing I do as a leader is to ensure that policies, instructions and directives are clear. Our employees know which situations call for manager intervention, which are strictly scripted by company policy and which need the exercise of independent judgment. I also ensure that employees have the training and education necessary to fulfill their duties. This helps employees be confident in their decisions. Constructive feedback is also a major component of motivating team members to do their best. I avoid vague language and give specific suggestions for improvement while being sure to also highlight the team member's achievements and strengths.