Many industries, organizations and businesses hire workforce managers to help with labor needs. Workforce managers aren't human resources directors so they don't typically maintain employee files or assist with pay or benefits issues. Their main responsibility is to ensure they have a sustainable, reliable, trained workforce that meets work demands. Workforce managers create work schedules, ensure there are sufficient laborers to complete tasks, oversee employees to make sure they follow regulations, and evaluate worker performance. In a workforce manager interview, expect questions about your ability to organize, lead and supervise workers under you.
A job interviewer will likely ask about your ability to develop labor schedules to satisfy job demands. If there are too many workers, the company has unnecessary payroll costs, and revenue goes down. Too few workers and employees can't get the work done, and they burn out or make more mistakes due to excessive workloads. The interviewer might ask, "What methods do you use to ensure you schedule an appropriate number of workers to complete the tasks at hand?" "How do you create work schedules to accommodate shifts?" or "What experience do you have creating weekly and monthly workforce schedules?"
Workforce managers oversee worker productivity levels and maintain quality control so consumers, clients and patients are satisfied with their products and services. The interviewer might ask, "What procedures do you use to regularly evaluate your employees' work?" "What experience do you have implementing performance reviews into your management style?" "What steps do you take to ensure a high level of quality control?" "How do you go about reprimanding or correcting employees who don't follow company policies?" or, "How do you handle employees who make it difficult for others to complete their assignments?"
Experience Training Others
Employees often need on-the-job training or special training sessions outside of normal work days to learn new procedures and new equipment operations. Workforce managers must create training opportunities such as webinars, DVD tutorials, direct classroom instruction, computer education courses or hands-on training with technical or mechanical equipment. They might create new training manuals or hire professionals to host continuing-education seminars. The interviewer might ask, "What experience do you have organizing or creating training sessions for employees?" "How do you incorporate training into your workforce responsibilities?" or, "What steps do you take to ensure employees are well-trained and are given development opportunities so they stay current with industry demands?"
Report to Upper Management
Expect interview questions about your ability to effectively report progress, problems or concerns to upper management. Many high-level managers don't interface regularly with low-level employees, so workforce managers often play the role of middlemen. The interviewer might ask, "How do you develop relationships with upper management so you can effectively relay important workforce information to them?" "How often do you communicate with HR directors to ensure you are on the same page concerning workforce problems?" or, "What steps do you take to ensure you keep your supervisors in the loop about workforce issues?"
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