How to identify a potential leader during a job interview?
Finding the right candidate for a leadership position is no easy task. A strong resume and relevant experience may create a positive first impression, but they don’t tell the whole story. How can you determine if a candidate truly possesses the necessary leadership qualities? Look for these seven key attributes during a job interview.
Did you know that managers have as much influence on employees’ mental health as their spouses do? Strong leaders not only foster a positive work environment but also play a crucial role in shaping their team members’ career opportunities. Given their significant impact, selecting the right leaders requires a thoughtful, strategic approach. A well-structured leadership interview reveals more than just a candidate’s problem-solving skills, emotional intelligence, and communication style — it also highlights their curiosity, accountability, and ability to delegate.
7 Essential leadership qualities to look for
Clear and inspiring communication
A good leader conveys messages clearly and persuasively. Assess their skills by presenting the candidate with a complex situation, such as a team challenge. How effectively can the candidate outline their approach? Do they use understandable language with a logical and structured flow? Leaders who communicate clearly ensure their team members know what is expected of them and why certain decisions are necessary.
Natural curiosity
Good leaders are naturally curious. They ask questions that go beyond the surface and show genuine interest in people and processes. During the interview, pay attention to the questions the candidate asks. Are they sharp and thoughtful? Curious leaders often bring new ideas and inspire innovation within their team.
Connecting and motivating
Leadership revolves around human connection. Leaders with high emotional intelligence build motivated teams and create a positive work atmosphere. As natural motivators, they identify their team members’ individual needs and ambitions and know how to leverage them for collective success. Strong leaders understand that everyone is different and that employees need to be inspired in various ways. During the interview, ask the candidate about a concrete situation where they motivated a team member to achieve a challenging goal. Is their response empathetic and solution-oriented? The question, “How would your current employees describe your leadership style?” can also reveal a lot.
The art of delegation
Task delegation is a key element of leadership. Studies show that autonomy significantly boosts performance, engagement, and job satisfaction. Ask the candidate how they delegate tasks and responsibilities and what impact this has on their organization. A good leader knows that autonomy doesn’t mean complete freedom but involves creating clear frameworks, far from micromanagement.
Recognizing mistakes
Strong leaders know when to reassess their strategies. They are aware of their strengths and weaknesses and are not afraid to discuss them openly. Ask the candidate about a time they made a mistake and how they handled it. Strong leaders don’t just take responsibility — they also turn mistakes into opportunities for growth. Also, ask which skills the candidate would like to improve. Leaders who can acknowledge their own gaps inspire their team to do the same, fostering a culture of transparency and growth within the organization.
A clear vision
A good leader looks beyond the short term and understands how decisions impact the future. For example, ask: “How would you fulfill this role?”, “What is your long-term vision for this position?”, or “What indicators do you use to measure your team’s success?” A strong candidate will provide a structured answer, focusing on both analysis and action.
Daring to make decisions
Leaders make decisions, think in terms of solutions, and take responsibility — not just for success but also for setbacks. During the interview, ask the candidate about the most difficult decision they’ve had to make. A true leader won’t shift blame but will walk you through their decision-making process clearly. For even more insight, ask: “Tell me about the last person you had to fire and why.” Few decisions are harder than letting someone go. A hesitant response says a lot about how the candidate handles tough choices.
Are you ready to uncover the next great leader in your organization? Start by asking the right questions.
Texte : Lynn Guillaume
