Personnel Selection: Interview Questions: Engagement

Personal Connection

What steps would you take to ensure your staff is involved in day-to-day roles to contribute toward the success of the organization?
Did you feel connected to the job and try to do the best every day?
If hired, how would you work to develop and nurture an environment that supports highly engaged employees?
Did you find work challenging and engaging?
How do you foster and sustain your employees' personal commitment to the company and its success?
Are you an engaged and motivated employee?
Do you have a positive attitude toward working for the company?
Are you able to have a high level of engagement with the company?
Give an example of how you would would recommend company as a great place to work.
Do you feel personally connected to the job and your work at the company? Explain.

High Energy

How would you bring energy that inspires coworkers to give their best effort?
Did you work harder and enjoy more successes on the job?
Share an example from your previous position, in which you put in extra effort to be recognized by peers and leaders.
Give an example that shows how you come to work each day with a high level of energy and professionalism.
What steps would you take to enable the team to have high levels of energy and mental resilience at work?
Can you consistently work hard to earn greater trust and responsibility, deepening a sense of ownership?
Give an example of how you would excite teammates to feel motivated to stay engaged.
Give an example of how you went the extra mile strengthening the team's success, creating a deeper sense of belonging.

Enthusiasm

Describe your approach to building enthusiasm and momentum that carries the whole team forward.
Tell me about a time when you provided enthusiasm for coworkers that was contagious--sparking interest by others in the project.
Are you enthusiastic about coming to work each day? Explain.
Do you approach work with enthusiasm, pride, and a strong sense of the importance of your work for the organization?
Share an example from your previous position, in which you had enthusiasm and passion about your work.
What would you do to provide a level of enthusiasm that makes collaboration for the team more enjoyable and rewarding?
Are you eager to find solutions to problems? Explain.
Are you enthusiastic about getting involved in different aspects of the business?
Give an example of how you have created a positive team environment where team members felt more connected to work.

Commitment

What drives your commitment to the company?
Give an example of how you try to do your best every day.
Describe your approach to showing commitment through meaningful collaboration with others.
Give an example of how you demonstrated that you want to do your job.
Are you committed to the success of the organization? Give some examples.
How committed are you to our company's success?
Tell me about a time when you were dedicated to building strong connections with colleagues and contributing to high-quality work.
Give an example of how you were committed to our core values.
In your previous position, did you go the extra mile to finish work?
Explain how you are committed to doing your best each day.
In your previous position, did you commit to supporting employee engagement efforts?
Give an example of how you demonstrated commitment.

Alignment

Describe your approach to connecting your work, decisions, and attitudes the broader mission, vision, and strategic direction of the organization.
Give an example of how you have supported the direction the supervisor is taking the department.
What steps would you take to make sure that your decisions that are aligned with the direction of the company?
As a new manager, how would you recognize if your department is aligned with the organization?
How confident are you in being able to meet the needs of this job?
How have you supported the mission and vision of the company?
Share an example from your previous position, in which you demonstrated a high degree of alignment with the mission and values of the company.
What have you done to align your goals with the department/organization goals?

Impact

In your previous position, did you give employees a strong sense of social responsibility and impact on the community?
Describe how you would help employees to see how their work impacts the local community.
Give an example of how you would encourage employees to experiment with new approaches and propose improvements.
Did you give recognition to employees for contributions they made to the company?
Share an example from your previous position, in which you had a positive impact on the organization.
Explain how you would make a significant contribution to the department.
Did you go above and beyond the job duties to help move the company forward?
Give an example of how you have let employees know how their work contributed to a positive impact on the community.
Have you created effective and impactful teams?
Are you involved in real opportunities that influence decisions made in the department?
Do you encourage your employees to make improvements or take initiative?
Are you able to have a significant impact on the department?
Were you able to implement employee ideas and suggestions?
Do you hold employees accountable for meaningful outcomes?

Autonomy

What steps would you take to permit employees to make decisions?
Share your thoughts on giving employees the authority to make decisions that impact their daily work.
Did you adjust priorities when unexpected challenges arose?
What benefits did you get by enabling employees to have the freedom to make their own decisions?
Share your thoughts on allowing staff to organize workflows in a way that best suits their needs.
As a new manager, how would you provide employees more autonomy to foster independent thinking and innovation?
Share an example from your previous position, in which you gave employees the ability to choose the methods and tools use to accomplish work.
Are you able to make decisions that have an impact on the department?
In your previous position, how did you determine how best to complete tasks?
In your previous position, have you enabled the team to resolve issues independently without always needing approval?
Do you trust employees to take full ownership of projects without micromanaging them?
Give an example of how you have allowed employees to have flexibility over when tasks are to be completed.
Are you able to make your own decisions at work?
Give an example of how you have supported employees when they had to make decisions on the job.
Did you support the decisions employees made?
What steps would you take to give employees control over their schedule so that they can be creative when needed?

Employee Development

Could you provide others with opportunities to develop their career at the company?
Explain how you would provide stretch goals to employees to help them develop.
Share an example from your previous position, in which you gave employees opportunities to take on challenges that helped them grow as professionals.
How would you give team members an opportunity to grow and learn?
Give an example of how you supported career development and progression.
Describe your approach to giving employees an opportunity to develop new skills and work on cross-functional projects.
Describe how you would help staff identify areas for growth and offer constructive suggestions.
Did you co-create opportunities that help advance employee careers?
In your previous position, did you participate in training outside of normal working hours?
Are you willing to take classes to help advance the department?
Are you able to get involved in bigger and more important projects?
Give an example of how you gave employees challenging tasks to maintain their engagement and prevent boredom.

Role Clarity

Have you communicated to others clearly about their roles and responsibilities?
Do you understand how your job contributes to the bottom line?
Are you able to clearly understand your purpose and role in the department?
Share your thoughts on the company's history and vision for the future.
Why did you ensured that employees had clearly defined goals for their job?
Do you understand the goals that need to be accomplished?
In your previous position, did you have a clear understanding of your job role and responsibilities?
Describe the job duties and responsibilities of your last position.

Aware

Are you aware of the company policies and procedures?
Do you know where to seek advice regarding pay or benefits?
Did you ensure that employees were aware of changes taking place?
Do you always keep employees up-to-date?
Do you keep employees informed about what is going on at the company? How?
What steps would you take to regularly keep employees informed of important changes?
Share an example from your previous position, in which you ensured that employees were aware of what was expected of them at work.
In your previous position, were you aware of business operations and work others did to improve performance and benefit the organization?
Are you familiar with the employee handbook?

Feedback and Recognition

How can you provide constructive feedback that helps employees grow?
What steps would you take to acknowledge contributions publicly when appropriate?
How do you let the team know when they have done a good job?
How do you value and recognize the efforts of employees?
Did you give timely input that helped employees adjust their work before issues arose?
In your previous position, did you promote the employee survey as a good tool for providing feedback to the company leadership?
Did you provide feedback that led to visible changes or improvements?
Did you provide feedback that was balanced, highlighting strengths as well as areas for development?
Tell me about a time when you gave feedback that was specific and actionable, not vague or generic.
Have you acknowledged progress and accomplishments as they happened?
How would you proactively identify, recognize and publicize great performance?
What steps did you take to give timely feedback to employees on their job performance?
Do you celebrate team successes as well as individual accomplishments?
Describe your approach to giving feedback that strengthens employee skills and confidence.

Input from Employees

Describe how you would listen to ideas from others.
Describe your approach to receiving employee suggestions.
What steps would you take to give employees opportunities to provide input and influence on policies and practices that affect their job?
Give an example of how you listened to employees.
As a new manager, how would you include employees in discussions that affect their work?
How would you consider employee input when decisions are made?
In your previous position, how did you provide feedback to employees?
How do you encourage employees to share ideas that improve processes and outcomes?
Have you asked employees to share their perspectives on matters that affected work?
Share an example from your previous position, in which you enabled employees to give suggestions for improving the department.
In your previous position, did you actively seek input from the team before making decisions?
How much do you value employee opinions and suggestions?
Did you respect and take employees seriously?
Tell me about a time when you listened to the suggestions from staff.
Are you able to give employees a voice and say in important decisions affecting them?
How do you respect employee input, even when it differs from others?
Share an example from your previous position, in which you kept employees informed about what was going on.
Give an example of how you have valued contributions of employees during discussions.

Supports Employees

Give an example of how you would let employees know if they're on the right track.
Give an example of how you provided clear guidance and help when needed.
Describe your approach to providing employees with support.
How would you support employees so they feel good about working in the department?
Were you available to answer questions and provide feedback when needed?
In your previous position, did you actively support career development of team members?
How do you support our team?
Tell me about a time when you were concerned about an employee's wellbeing.
In your previous position, did you give regular feedback that helped employees improve immediately?
Have you given advice and guidance when asked?
Do you help employees as needed?

Satisfaction

Describe how you would ensure your employees are motivated, happy and committed to their work.
Do you get a sense of accomplishment from your job?
Give an example of how you love coming to work each day.
Do you always want to do your best at work?
As a new manager, how would you ensure employees are happy to come to work each day?
In your previous position, did you enjoy coming to work each day?
Do you look forward to coming to work each day?
Did you expect to be happy to be working here many years from now?

Interpersonal Relations

Are you able to connect with colleagues, managers and other employees outside of work?
Share an example from your previous position, in which you formed a close connection to the people in the department.
Do you participate in departmental social events?
Do you work well with other people in the department?
Give an example of how you interacted with employees.
Explain how you would build trusted friendships at work that strengthen collaboration and morale.
Tell me about a time when you had meaningful connections with colleagues that made work more enjoyable and fulfilling.
Describe how you would build workplace relationships that foster a sense of inclusion and engagement.
Describe your approach to fostering a sense of camaraderie and belonging among coworkers.
What steps would you take to help employees feel included and part of the team?
In your previous position, did you enjoy giving a helping hand when needed?
Do you engage in social activities outside of work hours?
Are you involved in activities of the department?
Are you able to engage with team members at a high level?
How would you create strong social bonds at work contributing to enhanced engagement and motivation?

Values

In your previous position, how did you place a high value on employees who went the extra mile in their job?
Do you treat safety as a priority at the company?
Share your thoughts on the values of the company.
How do you value the contributions that employees make toward the team's success?
Describe your approach to valuing employees in the department.
What steps would you take to value employees who are committed to their job?