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As a Store Manager, your skills and expertise are an important part of what makes any retail company functional and successful. In fact, given that every store requires a knowledgeable manager, it’s no surprise that there are always managerial positions open in every type of store across the U.S.
Fortunately, because hiring managers often ask similar questions and look for similar answers, so the common store manager job interview questions in this article can help you strategize for your interview.
Key Takeaways:As a candidate, your interviewer will assess your leadership skills, and want to know if you have strong analytical skills and business experience.
As an interviewer, look for candidates who have a commanding and charismatic personality, as well as management experience to back it up.
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With those tips in mind, here are 20 common leadership-related questions and answer samples. Remember, when answering questions, be sure to personalize as much as possible.
Tell me about yourself.
Employer’s intent: This basic question allows employers to understand where you're coming from. In the context of being a store manager, you should focus on your professional background in leadership and business positions, as well as any major skills you have and accomplishments you've made.
Example Answer:
I have been in leadership roles, including my position as a Store Manager at Cumberland Farms for over 10 years. This invaluable experience has given me a strong background in management and a proven track record of implementing successful strategies to improve operational efficiency.
I am an excellent communicator and have a keen eye for detail, which are essential qualities for a successful Manager. I have a history of successfully resolving the conflicts that arise from employees and customers. Further, my communication skills have allowed me to develop a strong network of contacts, which allows me to be at the forefront of new solutions.
Overall, I am a strong leader with a passion for driving the success of the business. I am confident in my ability to develop effective strategies, and I am always looking for ways to improve myself and the employees I manage.
If there was a disagreement between two of your store employees, how would you handle it?
Employer’s intent: To gauge your conflict resolution skills. Make sure you keep your answer positive and use an example of a time you successfully resolved a disagreement or resolved a situation on your team.
Example answer:
I believe that proper communication is the key to resolving disagreements. For instance, when I worked at Apparel Inc., there was a situation where two team members had a disagreement over the proper way to front our new line of shirts behind our store windows.
My first step was to approach them individually and get their perspectives, so I could understand the situation better. Afterward, I calmly and respectfully pulled them aside and discussed the company protocol for displaying the shirts. This discussion alleviated the issue, as both team members were no longer convinced that one of them was right or wrong.
In the past, how have you monitored your team’s performance?
Employer’s intent: To evaluate how you motivate your team and keep them on task. Remember that communication is an important part of being a leader, and try to provide examples of how you’ve successfully monitored a team in the past.
Example answer:
I’ve always found it beneficial to provide checklists to my team members. For example, at the start of a shift, I would call a group meeting where I outlined a to-do list. Each individual employee would choose which tasks they wanted to do, and sometimes unpopular tasks would be assigned on a rotating basis.
Over the course of the shift, the list would be marked off as tasks were completed. I believe this sort of communication allowed me to not only track everyone’s progress efficiently but also improve performance overall.
Can you tell me about a time you experienced conflict with a dissatisfied customer? How did you resolve it?
Employer’s intent: A store isn’t very functional without a customer base. Given that, the employer will want to know how you will keep them happy while also maintaining company protocol. Talk about a time when you helped calm a customer down and came to a good solution for them.
Example answer:
While working at my previous position, a customer approached the counter and seemed very frustrated with the fact that a product she bought didn’t work properly. First, I apologized to the customer, and then I offered her an exchange for a new, functional item. She refused, so I offered her a refund, as that was our store policy.
I went into our register records and refunded the item properly by reprinting the receipt and processing the refund on the machine. Fortunately, she not only continued to shop with us but also wrote up a five-star Google review for our store.
How would you go about negotiating with a difficult person?
Employer’s intent: To gauge your ability to be diplomatic and solve conflicts. Be sure to emphasize your patience and willingness to work with diverse personalities.
Example answer:
Overall, I believe that private and productive communication with people who are experiencing tension in the workplace is the most successful way of resolving it. Initially, I would approach the person in question and start a conversation calmly and professionally.
To keep things positive and boost their confidence, I would take a moment to express my appreciation for their work before moving into whatever issue that needs to be addressed. Only then would I discuss whatever issue is causing difficulty and do my utmost to solve it without conflict.
If you noticed a lack of motivation among your team members, what would you do to encourage better performance?
Employer’s intent: To see if you’re able to inspire consistent and functional performance from your employees. Remember that communication with your team is key, and if you can, use an example of how you motivated your team in the past.
Example answer:
I believe that when communication is present in a positive and rewarding work environment, teams are more motivated and perform exceptionally well. When I worked at Food Mart, my team found themselves in a rut after the company made some hour cuts. At the time, I communicated with each of them individually about their concerns.
After rearranging some schedules to fit everyone’s needs as best as possible, I talked to everyone as a group about our goals and inspired them with positive feedback about their role in the store. Doing so made them feel heard in the workplace and motivated them to continue their work.
Why do you want to work here?
Employer’s intent: To test what you know about the company, and discover your interests. A good answer to this question will be specific to the company you're applying for. This is why it's important to research the company before the interview, so you can use that knowledge to explain why you want to work there.
Example Answer:
I want to work here because I believe my leadership style is a perfect fit for your team, and my guidance will help you meet sales goals on the floor. Your mission statement of "Innovative products for exceptional customers", speaks to me, in that I believe innovation in management is the first step toward creating an exceptional customer experience.
Tell me about a time you had to make a split-second decision on shift.
Employer’s intent: To understand if you’re capable of being a leader during difficult or potentially dangerous situations. Make sure you use an example that resulted in a positive outcome, so you can show that you make good decisions under pressure.
Example answer:
When I worked at the gas station, we had a major incident between an employee and an intoxicated customer. I initially asked the customer to leave, but after he attempted to assault my employee, I quickly sprung into action.
Once I dialed 911, the man fled, but we still reviewed security footage and filed a police report. Being the team leader, I didn’t hesitate to follow protocols and do my utmost best to protect my staff.
Where do you see yourself in five years?
Employer’s intent: Companies hiring a manager want to know that you will be loyal and dedicated to keeping up with the industry. Talk about how you plan to advance your management career, and how you intend to improve the store or team you'll be managing.
Example Answer:
In five years, I see myself as the store manager who pushes positive growth and development. I will have gained even more experience and expertise that will allow me to make informed and beneficial decisions.
I am also dedicated to staying up to date on the latest trends in the industry and strive to stay ahead of the curve. At the end of five years, I am confident that my dedication and hard work will be reflected in the company’s bottom line.
Tell me about a time you tackled a task you’d never done before.
Employer’s intent: To assess your independent problem-solving skills. Especially for managers, it’s important that you appear to be an exemplary leader that can set a high standard for your team members.
Example answer:
When I worked for Starbucks, our regional supervisor implemented a new coffee machine that had to be cleaned in a unique way. Before introducing the machine to my staff, I decided to take the initiative and spend some time reviewing the instructions and cleaning it myself.
Only after I felt as though I had a thorough understanding of the machine did I call for a meeting and take the time to teach store employees.
Have you ever had to let go of a team member? How did you approach the situation?
Employer’s intent: To gauge how you handle difficult and potentially awkward interactions. Be sure to emphasize that you understand the gravity of the situation and express how you would show empathy while still adhering to the company’s needs.
Example answer:
While letting go of a team member was always a difficult decision, sometimes it was the best thing for the team and the store. I find that speaking with the individual privately and giving them the opportunity to ask questions is extremely important.
In one specific case, one of my team members had arrived late consistently for over two weeks and regularly underperformed in the workplace. Motivational discussions did little to help her improve, so I made the decision that the store would benefit from letting her go.
After thanking her for her work, I calmly and empathetically explained why she was being let go and why. Of course, I allowed her to finish out her posted schedule that week before removing her from our system.
Are you a risk-taker?
Employer’s intent: To look out for candidates that take too many risks or can’t explain their decision-making process. This is a red flag for hiring managers, as a risky candidate could jeopardize a store’s stabilization and success.
Example answer:
No. For the most part, I employ a strong and structured decision-making process in the workplace, as I believe that has a much more positive effect on my team.
Have you ever had one of your employees approach you with an innovative idea? How did you respond?
Employer’s intent: Operating a store as efficiently as possible requires creativity and new ideas. In the case of this question, the employer also wants to see if you're willing to listen to others. If possible, think of a time where you implemented an idea one of your team members had and how that idea made some sort of improvement.
Example answer:
When I was a manager at the Pottery Barn, one of my team members pointed out that customers often bought our traditional ceramic bowls and wickered wooden spoons together.
At the time, the two items were displayed in different aisles, so he recommended that we hang spoons near the bowls and offer a small discount when the two were purchased together. I obliged, and to my surprise, our wooden spoon sales increased by 22%. This is why I’m always willing to hear new ideas from my team.
Tell me about a time you implemented an out-of-the-box solution. If so, were you successful?
Employer’s intent: To gauge whether you are a creative and innovative person. Think of a time you solved a problem using strange or unique methods.
Example answer:
When I was a manager for the local creamery, I found that regularly we wasted a gallon or two of milk per week. After analyzing the numbers, I figured it might be more cost-effective to repurpose the milk that regularly didn’t sell.
Starting that week, whenever we’d get a new shipment of milk, I’d take the older milk, which hadn't expired, and use it to fill the milk machine for our coffee bar. This worked like a charm, as we decreased the rate at which milk was wasted by 47%.
Employer’s intent:To dig into your perspective on your own performance as a manager. As a blunt question, interviewers are urging you to sell your capabilities with this question.
Example Answer:
You should hire me because I possess a wealth of experience managing stores, as well as a proven track record of success.
I have successfully managed the same store for over 7 years now, and am well-versed in the complexities of running a business. This comes from my strong understanding of the financial and operational topics that are critical to the success of any operation, paired with my highly organized and detail-orientated nature.
I am also an excellent communicator, which can be seen in my proven ability to motivate and inspire team members, as well as my natural talent to build strong relationships.
What are your strengths and weaknesses?
Employer’s intent: Nobody is perfect, and employers want to ensure you have the honesty to address your faults and grow. This question is all about balance and positivity. Start off by talking about your biggest strength. Then, even after you honestly transition to your biggest weakness, ensure that you discuss how you manage and improve that weakness.
Example Answer:
My greatest strength is my ability to lead a team. I am passionate about guiding my team toward success and I have a clear vision of what that success looks like. I also understand the importance of setting clear goals and objectives, and I am always looking for ways to motivate and inspire my team to achieve those goals.
My greatest weakness is that I can be overly critical of myself. I strive for perfection and can become frustrated if I don't feel like I am reaching my goals in an ideal way. I have been working on recognizing my successes and taking time to celebrate my accomplishments, no matter how small. This has helped me to focus on the progress I have made, rather than on any perceived shortcomings.
What do you believe creates a positive team culture?
Employer’s intent: To assess if you’re a good choice for their company. Always research the company ahead of time so that you can showcase yourself as a knowledgeable and fitting candidate.
Example answer:
I believe that flexibility, respect, and positive communication create the best team cultures. After all, as a manager, I want to know that my team and I will support each other every day in the workplace.
For instance, if a team member has to take a personal day off, I want to have confidence that others will step up to take their shift. However, if no one is able to take the shift, I will step up to create an example.
Can you give me an example of a time you demonstrated leadership at your store?
Employer’s intent: To see if you’re an experienced and reliable leader. Ideally, you should use an example from the recent past, preferably the last store you managed, and be sure to focus on how your actions as a leader led to positive results.
Example answer:
I remember last year when we had at least three of our supporting staff fall ill on the weekend before Christmas. Obviously, this was one of the busiest times of the year, so I knew I had to act.
Luckily, I was able to contact the regional manager and pull two staff members from a different store to help. Of course, I also took the initiative to step up work two doubles that weekend, so I could cover the extra shift.
What is your favorite part about managing others?
Employer’s intent: Typically, this question is meant to give the employer an understanding of your leadership style. Remember to pull in some of those ideal traits mentioned previously. Additionally, this question gives you the opportunity to show your passion for the position.
Example answer:
As a diplomatic and empathetic person, I’ve always found that I thrive when interacting with others. As a result, I believe that being a manager has given me the tools to help everyone on my team live up to their full potential.
Due to this, I’m always comfortable being fully responsible and accountable for the team, as I know I can lead us to our goals in a positive and productive way. Overall, the balance between supporting my team and leading them is just something I’m passionate about getting right.
Which qualities are most important for a Store Manager to have?
Employer’s intent: To test your understanding of what makes a successful store leader. Highlight the traits mentioned previously: positivity, prioritization, empathy, organization, problem-solving, decisiveness, and flexibility.
Example answer:
I believe that an effective store manager is an empathetic individual who knows how to help their team reach its full potential. This is done through positive communication, along with an organized and prioritized workplace. After all, when communication and organization make the workplace easy to manage, I can more decisively solve any problems that come my way.
Can you name some improvements you would make as a manager?
Do you have experience managing a team with limited resources?
What types of stores have you managed in the past?
What do you know about our company?
How do you handle personality conflict with coworkers?
Have you ever had one of your employees approach you with an innovative idea? How did you respond?
Tell me about a time you implemented an out-of-the-box solution. If so, were you successful?
Do you use any tools to aid you in leading a team?
Tell me about a time you tackled a task you’d never done before.
What is one of your greatest successes on the job?
All of the possible Interview questions for the Store Manager job might seem overwhelming at first, but there are some effective steps you can take to prepare:
As a Candidate:Research. Look into the company you're applying for and try to discover how they typically run their store, who they employ, etc. Going into your interview with this knowledge will make it easier to talk about your relevant skills.
Problem-solving Examples. Think of a time you were able to resolve a dispute or implement an out-of-the-box solution. These stills are crucial for anyone in a managerial position to have, so you should come prepared with a few different examples.
Examples of Leadership. Compose specific examples of times when you showed exceptional leadership, especially in high-stress situations. These examples are the best way for you to show an interviewer that you're capable of undertaking a management position.
Review the Job Description. Use the job description to construct your ideal candidate, but do not overlook candidates who are proven to be good communicators and excellent leaders.
Explain Responsibilities. Ensure your candidates are aware of the responsibilities they would have as an store manager. This includes things like how the facility typically operates, when the store receives deliveries, how many employees they'll manage, and more.
Provide a Timeline. Provide your prospective store manager with an accurate hiring process timeline.
In a position where you’ll be required to lead and instruct multiple people, a hiring manager will want to gauge your management style and leadership skills. As a result, it’s important that you present yourself as an experienced leader.
Further, to avoid being forced to recall meaningful examples and answers off the top of your head, it’s important to strategize before you go into your interview. After all, even though there is a wide range of relevant questions you could be asked, it will be worthwhile to focus on the professional, managerial traits you have that make you a perfect candidate for the position.
Good traits to focus your answers on are positivity, prioritization, empathy, organization, problem-solving, decisiveness, and flexibility.
All of these are excellent traits for a leader to have, so you should keep them in mind when answering leadership-related questions.
In addition, accentuating these traits will help you when answering behavioral interview questions, as the hiring manager will likely ask you to “tell them about a time…” or “describe a time where…” and expect you to give examples that show how you reacted to a previous situation.
The hiring manager does this because they want to understand how you might react in the future and why your previous work experience has made you an exceptional Store Manager.
Given that, you’ll want to be prepared with a story or two about a time you performed exceptional leadership. Maybe in your previous position, you implemented a new policy that increased store sales or mystery shop performance.
Maybe you have experience understanding what tasks different team members excel at and designating them to those tasks. Or maybe you remember dealing with difficult customers and know-how to ensure a shopper is satisfied.
Regardless of the example you choose, take the time to prepare the story before you go into your interview. Remember to focus on how your actions contributed to you and your team getting positive results, as well as the skills and traits you have that make you an amazing leader.
Having these points prepared beforehand will allow you to discard any information that will cause you to ramble.