Sorry that I was unable to write a response yesterday. The stomach bug has hit my family like a ton of bricks. As far as the situations you mentioned I would suggest the following.
- Our group has some definite personality conflicts. One conflict in particular between two people needs to be resolved but, of course, this can't be stated outright in the interview. What type of question might get to this concern?
BEFORE THINKING ABOUT QUESITONS IN AN INTERVIEW WOULD THIS BE A SITUATION TO BE HANDLED BY THE HUMAN RESOURCES DEPARTMENT? THIS MIGHT BE ABOVE THE HEAD OF A SUPERVISOR.
- We need to make sure that our supervisor has the backbone to stand up to management and put forth a convincing case when he/she thinks management is wrong. We work in environmental projects, so often we slow down processes with the intent of following regulations...what we have to say is often the correct, but our supervisor has to have the guts to point out when management is wrong. How can a question be phrased around this concern?
I WOULD SUGGEST ASKING THE SCENARIO QUESTIONS HERE. WHAT WOULD HE/SHE DO IF............................. THIS IS SOMETHING THAT CAN ALSO BE SHOWN IN CHARACTER DURING THE INTERVIEW. - We have had occasions where a few people will talk behind the back of a project member to a supervisor rather than directly to the person. The supervisor needs to put forth a no-tolerance policy for this type of behavior and put forth some alternatives. WOW YOU ARE IN SOME HARD PLACES. UNFORTUNATELY THIS HAPPENS IN A LOT OF WORKPLACES. I WOULD SUGGEST A QUESTION ABOUT A CHAIN OF COMMAND AND WHAT WOULD HAPPEN IF SOMEONE CHOSE NOT TO FOLLOW THIS. ASK IF THEY HAVE EVER DEALT WITH SOMETHING LIKE THIS AND WHAT THEY DID IN THE PAST. - We are having our budget cut during these times and morale is decreasing. What question would address solutions to this problem?
I WOULD ASK WHAT RESOURCEFUL WAYS THEY HAVE CUT SPENDING IN THE PAST. HAVE THEY STARTED ANY COST SAVING INIATIVES AND IF YES WHAT WERE THEY AND HOW DID THEY WORK OUT. - Diversity and Inclusion and Cultural Transformation are big right now. We've had some incidents of, at least, favoritism.
ANOTHER BIGGIE... I WOULD JUST ASK THE QUESTIONS JUST THE WAY YOU SAID IT TO ME... HOW DO YOU DEAL WITH FAVORTISIM?- The group has developed, over the course of 1 1/2 years a Strategic Plan and we need it to be implemented and not put aside by the new supervisor. New ideas are welcomed but a wholesale rejection or immediate/capricious alteration of the plan which has received buy-in from the prior supervisor, associate supervisors, and staff is unacceptable. How do we put this in the form of a question?
HOW WOULD YOU WORK TO HELP OUR GROUP CONTINUE TO DEVELOP AND IMPLEMENT OUR STRAGEIC PLAN?
I did the best that I could with the situations you presented. Unfortunately there are several things that are hard to ask. I copied your situations and replied in all caps below. I hope this information will help. I have found in the past that asking the questions as up front and open as you can works best.
Please let me know if you need any other assistance.