Explore jobs
Find specific jobs
Explore careers
Explore professions
Best companies
Explore companies
When hiring team leaders, interviewers look for candidates with the leadership and decision-making skills to guide a team to success.
This article will cover the most common team leader interview questions and the winning answers to demonstrate these key traits.
Looking for a job? These position are hiring now near you:
How would your past teams and employees describe you?
Hiring managers often ask this question to learn several essential details about candidates, mainly:
Their positive qualities
How well they get along with team members
Their level of self-awareness
A compelling answer will need to touch upon all three of these areas.
Many of my colleagues have told me that they appreciate my positive, diligent attitude and that it has inspired them to work hard despite difficult challenges.
How do you typically resolve conflicts between team members?
When disagreements and disputes inevitably break out within a team, it's up to leadership to create compromise and promote healthier forms of discussion.
There are many ways to answer this question, but you should always emphasize your communication and listening skills.
The best way to resolve conflicts is to first speak with all parties involved and listen to their perspectives. Once I identify any sources of miscommunication or chances for compromise, I invite everyone into a room together to discuss how we can all move forward.
What techniques do you use to motivate your team members?
Offer a few motivational techniques, along with brief explanations for their effectiveness.
If you're familiar with the company's culture, try to tailor your answer to reflect how they interact with their employees.
I have a toolbox of techniques that I used to motivate my team members. My strategy is to observe what works and tailor my future methods to those results.
For short-term goals, I used techniques such as bonuses and off-days to motivate hard work. To motivate my team members over the long term, I employ methods such as giving constructive feedback and running team-building activities.
What are your strengths and weaknesses?
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.
Give an example of a project where you successfully led your team.
Make sure to use the STAR method to outline a successful event in your career.
When it comes to the R component of STAR (results), make sure to use data to quantify what you achieved.
My team was assigned a project that was two weeks behind schedule and operating with a nearly depleted project. I had to develop a strategy to pivot the project towards success and organize my team quickly.
I did this by analyzing all operational inefficiencies. After identifying these issues, I communicated them to my team and delegated specialists to target those areas. My new strategy was a success, and we were able to deliver the project a week ahead of schedule and 13% under budget.
Describe your leadership style.
There isn't one correct answer for this, but make sure that you're able to support your answer with a reasonable explanation.
I've always found success with a bottom-up approach where I empower my employees to act creatively and independently. I'm always there to provide direction, motivation, and support, but I always try to lead by example rather than simply command.
How do you interview potential team members?
Team leaders are often tasked with directly interviewing and hiring employees. Being able to identify quality candidates is an essential aspect of building an effective team.
My first step is to test candidates to make sure they possess the basic domain knowledge required for the duties of the role. Beyond that, I place much greater priority on soft skills and traits such as effective communication, collaborative mindset, and positive attitude.
Where do you see yourself in five years?
Companies hiring a team leader want to know that you will be loyal and dedicated to keeping up with the industry. Talk about how you plan to advance your leadership career, and how you intend to improve the store or team you'll be leading.
Example Answer:
In five years, I see myself as the team leader 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 my field 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.
How do you handle laying off an employee?
Laying off employees respectfully and professionally is an essential part of a team leader's job, and cannot be avoided. For this reason, employers want to test your communication skills and ability to handle uncomfortable situations by asking this question.
Under normal circumstances, I exercise all alternatives before laying off my employees. If a team member is underperforming, I always speak with them first to determine their challenges and personal insight into the problem.
I then try to develop an improvement plan with them and continuously follow through to make sure they're putting in the work. Only if all else fails would I consider laying off a team member.
How do you successfully onboard an employee?
Successful onboarding requires a team leader to have a wealth of knowledge in regards to the company's culture, and the tasks of the position. Explain how you would successfully train the employee and ensure they were comfortable in their new role.
The most critical challenge when onboarding a new employee is to integrate them into the team's culture.
After teaching employees about our team's projects and the primary duties of their job, I always invite them to team-building events such as team lunches to make them feel more comfortable.
How do you navigate complex decision-making processes?
It's often up to team leaders to make tough decisions that significantly impact the success of their teams and the projects they're working on.
My first step is always to understand the situation as well as possible. Once I understand a situation, I then examine the decisions available to the team and analyze which would lead us towards our goals.
How do you deliver bad news to your employees?
Team leaders need to use tact when delivering bad news to their team members to preserve their motivation and productivity.
In your answer, make sure to emphasize your:
Empathetic approach
Focus on positivity and end goals
I always frame bad news as a setback rather than a permanent hurdle. I'm transparent with my employees and tell them the truth, but I always focus on the positives and the future.
What does employee transfer mean?
In addition to behavioral and situational questions, hiring managers may also test your knowledge of specific team leadership topics such as employee transfers.
Employee transfer refers to the lateral movement of employees within an organization, typically from one department or project to another.
How do you go about praising an employee?
Knowing how to compliment your team members for quality work effectively is a great way to ensure that they keep up their performance.
Many professionals even value receiving commendations in front of their peers above receiving a promotion.
I would wait for a time when the team is gathered to praise my employee. I believe praising employees is important to maintain motivation, as well as demonstrate to other team members the best practices that they should emulate.
Tell me about yourself.
In the context of being a team leader, 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 team leader at Harper's Burgers for over 10 years. This invaluable experience has given me a strong background in team leadership 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 team leader. 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 teams I lead.
How often do you schedule team meetings?
The correct answer may vary depending on whether you're applying to a company that's known for practicing specific methodologies, such as Agile.
I typically begin the day with a quick meeting to check up on all my team members, along with a more extensive weekly meeting to assess our progress and ongoing strategy.
The most important thing is to set a predictable and routine schedule for your employees to stick to.
The person who has the most comprehensive perspective on their performance as a team leader is the candidate themselves. That’s why an interviewer usually asks them, “Why should we hire you?”.
When answering, a candidate should outline the aspects of their personality and experience that make them an ideal fit for the role. The hiring manager wants the applicant to sell themselves succinctly when posing this blunt question.
Example Answer:
You should hire me because I possess a wealth of experience in the field, as well as a proven track record of success.
I have lead teams in a variety of different industries, and am well-versed in the complexities of running a successful 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 is your process for delegating tasks within a team?
Demonstrate an approach that considers a variety of important factors, such as the specialties of your team members and their enthusiasm for a given task.
For each particular task, my first step is to use my knowledge of my team to determine which members are best suited to fulfilling them.
I then explain the task to them and ask if they understand what needs to be done and whether they're comfortable doing it.
Do you believe competition within a team is a good thing?
Unless you're applying for a company with a unique culture and approach, the best answer is to take the middle ground.
Yes, a moderate amount of inter-team competition is critical to continue developing the skills of all employees.
However, it's essential to maintain a healthy level of competition. Too extreme, and team members will focus more on their success than that of the overall team. Team cohesion will also suffer.
Why do you want to work here?
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.
How do you present an argument to team members?
Great leaders succeed by persuading others of their point of view rather than simply dictating actions.
Your answer needs to demonstrate your effective communication methods and a strong understanding of what leadership truly means.
Successful leaders persuade rather than dictate. I do this by listening to all my team members to learn their perspectives and personalities.
This approach allows me to tailor my arguments in a way to speak their language and convinces them effectively.
How does a team leader differ from a team manager?
Knowing the difference between a team leader and manager is a crucial part of preforming your duties correctly. When in doubt, team leaders are more coaches than bosses, unlike a manager.
A manager is simply a person responsible for delegating tasks to other employees and making sure they get done. A team leader motivates and inspires their employees to accomplish goals, rather than simply command.
Can you name some improvements you would make as a team leader?
Do you have experience leading a team with limited resources?
Are you prepared to work overtime or during holidays?
What do you know about our company?
How do you handle personality conflict with your team?
Have you ever had one of your team members 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 team leader 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 delegate tasks within a team, 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 leadership 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 the 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 team leader. This includes things like how the business typically operates, how many employees they'll lead, and more.
Provide a Timeline. Provide your prospective team leadership with an accurate hiring process timeline.