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Supervisor Interview Questions

Edited by Indeed Employer Content Team
Last updated November 25, 2024
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Indeed’s Employer Resource Library helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.

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Whether you are preparing to interview a candidate or applying for a job, review our list of top Supervisor interview questions and answers.

  1. Have you hired an employee? Describe the factors you think are important when hiring someone. See answer
  2. What is one important decision you’ve had to make as a 50265628167supervisor3.07manager1.07retail0.66warehouse0.58management0.473573743778407.2520.6147.35HOURLY19885031482025-09-012025-09-302025-08-012025-08-312025-10-05Supervisor? Why was it critical? See answer
  3. How would your previous direct reports describe your supervision style? See answer
  4. Has your supervision style changed over time? How? See answer
  5. What are some successful ways you’ve been able to motivate employees? See answer
  6. How do you resolve disputes between employees? See answer
  7. How would you describe your leadership style? See answer
  8. Describe your process for delegating tasks to your employees. See answer
  9. Have you ever had to let an employee go? How did you handle this process? See answer
  10. When was the last time you had to deal with an employee who was not performing well and how did you handle it?
  11. What do you believe are the most important qualities in a strong 50265628167supervisor3.07manager1.07retail0.66warehouse0.58management0.473573743778407.2520.6147.35HOURLY19885031482025-09-012025-09-302025-08-012025-08-312025-10-05Supervisor?
  12. Have you ever mentored any employees who worked directly under you? Where are they now?
  13. What would you do if one of your employees made a significant mistake on a project?
  14. Do you use any organizational or team-management tools to remain updated on your employees’ progress on different projects?
  15. How do you measure your success as a Supervisor?
  16. What would you do if two employees refused to work together on a key project?
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Hire your next Supervisor today.

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Hire your next Supervisor today.

Post a job
Our mission

Indeed’s Employer Resource Library helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.

Read our editorial guidelines
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12 Supervisor Interview Questions and Answers

Text reads: "Interview questions to ask supervisors: Describe the factors you think are important when hiring someone., How would your previous direct reports describe your supervision style?, Has your management style changed over time? How?, How do you resolve disputes between employees?"

Have you hired an employee? Describe the factors you think are important when hiring someone.

Some supervisors are responsible for hiring, while other companies leave those decisions to department heads and HR. This question will reveal if the candidate has had the responsibility of hiring, and how they would handle it even if they’ve yet to do it. What to look for in an answer:

  • Evidence they know what to look for in a good hire
  • Awareness about the steps required to build a solid team
  • Indications they are motivated to take part in the hiring process
Example:

“Yes, at my last job I was responsible for helping to interview and hire two account managers. I like to vet people first over the phone, where I can explain the basics about our company culture and the job role in detail and find out if they’re still interested. At a second, in-person interview, I look for things like enthusiasm about the industry and their long-term goals, in addition to learning more about their skill level.”

What is one important decision you’ve had to make as a 50265628167supervisor3.07manager1.07retail0.66warehouse0.58management0.473573743778407.2520.6147.35HOURLY19885031482025-09-012025-09-302025-08-012025-08-312025-10-05Supervisor? Why was it critical?

Supervisors need to feel comfortable making decisions, even if they serve under a department manager. This question allows the candidate to illustrate their ability to step up and make important calls as needed. What to look for in an answer:

  • Confirmation they feel comfortable making decisions independently
  • Evidence they have taken on more decision-making responsibility over time
  • Confidence in their thought process behind making important choices
Example:

“In my current role at ACME Marketing, I recently had to make the decision to pull a big piece of content from our client’s editorial calendar. It had already been produced, so we’d expended lots of resources, but ultimately it didn’t fit with the client’s brand. I made the decision to replace it with a new piece written on an expedited timeline so we could still meet the deadline.”

How would your previous direct reports describe your supervision style?

How a 50265628167supervisor3.07manager1.07retail0.66warehouse0.58management0.473573743778407.2520.6147.35HOURLY19885031482025-09-012025-09-302025-08-012025-08-312025-10-05supervisor is able to mesh with their team can make or break their success at your company. This probing question will reveal if they’re a good culture fit for a supervisory role. What to look for in an answer:

  • Self-awareness about how they are perceived by other employees
  • Indications they have asked their direct reports for feedback
  • An alignment with your company culture
Example:

“I think my staff would say that I am supportive but not overbearing. I find that biweekly check-ins are enough to keep my finger on the pulse of any challenges they’re having. Of course, I am always available to help them troubleshoot in between. This gives me the chance to remain focused on the bigger picture and empowers my staff to grow in their own decision making.”

Has your supervision style changed over time? How?

Learning to adapt management styles and techniques can create an exceptional 50265628167supervisor3.07manager1.07retail0.66warehouse0.58management0.473573743778407.2520.6147.35HOURLY19885031482025-09-012025-09-302025-08-012025-08-312025-10-05Supervisor. This question helps you figure out if the candidate is able to receive feedback and adjust their style if needed. What to look for in an answer:

  • Indications their supervision skills have grown over time
  • Proof they have received feedback well and adjusted their style as necessary
  • Confirmation they are self-aware about their need to evolve
Example:

“I used to ask for daily check-ins from my employees. I didn’t think I was micromanaging, but rather being supportive. I learned that my staff feel more trusted if I don’t require such frequent check-ups about their work.”

What are some successful ways you’ve been able to motivate employees?

One of the best things a supervisor can add to your team is keeping other employees excited about their work and prepared to give every day 100 percent. Learning how the candidate approaches this task will tell you a lot about how prepared they are to take on the role. What to look for in an answer:

  • Evidence they have been in charge of successful teams
  • Willingness to adjust their motivation techniques as needed
  • Understanding of their role as a supervisor in regards to morale
Example:

“Different employees require different types of motivation. Some of my direct reports respond very well to public praise and acknowledgement for their ideas. Other employees of mine have been most motivated by contests or competitions with a small prize. I try to accommodate the employees’ personalities as much as I can.”

How do you resolve disputes between employees?

Supervisors are often expected to resolve issues between their direct reports to avoid escalation. This question gets to the heart of the candidate’s ability to negotiate conflict on their team. What to look for in an answer:

  • Evidence they have handled employee disputes in the past
  • Confirmation they have had success resolving issues on their previous teams
  • A style of resolution that aligns with your company culture
Example:

“In my experience, there are always two sides to every story. I always get every party’s input about the conflict before I do anything. I’ve found it helpful to get everyone in a room together and serve as a mediator to decide how we can resolve the issue. I always get the agreed upon resolution, and each person’s responsibilities to it, in writing and provide a copy to everyone.”

When was the last time you had to deal with an employee who was not performing and how did you handle it?

Unfortunately, even good employees can falter sometimes and you need a supervisor to be able to identify poor performance and address it. This question gives the candidate a chance to prove they know how to manage the task. What to look for in an answer:

  • Indication they understand the importance of setting employee goals and standards
  • Evidence they know how to cultivate talent in their staff
  • Proof they feel comfortable addressing problems on their team
Example:

“I recently had an account manager with a few client complaints. He was not responding to emails in a timely fashion and failed to follow up with important documents as promised. I outlined for him the specific complaints and we came up with a game plan together. We scheduled an hour each morning for him to exclusively follow up on emails, and discussed setting up calendar reminders associated with sending important reports to clients.”

How would you describe your leadership style?

A strong 50265628167supervisor3.07manager1.07retail0.66warehouse0.58management0.473573743778407.2520.6147.35HOURLY19885031482025-09-012025-09-302025-08-012025-08-312025-10-05Supervisor should have impressive leadership skills to motivate their employees to deliver valuable work. If the candidate has had many years of experience working as a supervisor, they should have a clear leadership style and strategy that they regularly use to successfully inspire and lead their team. Look for a candidate who confidently answers this question and expresses pride as they explain their system for motivating and improving their team members' performance. The candidate's answer should emphasize:

  • A clear and comprehensive leadership style
  • Their delegation abilities and tactics
  • How successful they are as a leader and motivator
An answer to this question could look like this:
Example:

"My leadership style focuses on delegating tasks that improve my employees' performance. I typically do this by assigning projects that I know will challenge my team and improve them in their role. It's important to know the strengths of employees in order to delegate tasks that I know they'd succeed at, while still challenging them. Not only do I enjoy motivating my employees individually, but I'm always looking for ways to strengthen them as a team. I do this by assigning many group projects and encouraging them to remain supportive, positive and collaborative with one another."

When was the last time you had to deal with an employee who was not performing well, and how did you handle it?

Effective supervisors should be able to address performance issues constructively and guide employees toward improvement. This question allows you to evaluate how the candidate manages challenges with underperforming team members while maintaining professionalism and fairness. The ideal candidate should provide a clear and confident example of a situation where they identified performance concerns and successfully implemented strategies to resolve them. Look for answers demonstrating the candidate's problem-solving skills, communication abilities, and commitment to employee development. The candidate's response should emphasize:

  • A proactive and thoughtful approach to addressing performance concerns
  • Strong communication and coaching skills
  • How the situation was resolved and what they learned from it
An answer to this question could look like this:
Example:

"Last year, I managed an employee who struggled to meet deadlines and maintain accuracy in their work. I started by scheduling a one-on-one meeting to understand their challenges better. During our conversation, I learned they were overwhelmed by their workload and had difficulty prioritizing tasks. I worked with them to develop a detailed task management plan and provided additional training on time management. I also scheduled regular check-ins to offer support and track progress. Over time, their performance improved significantly, and they became one of the most reliable team members. This experience reinforced the importance of clear communication and providing employees with the necessary tools to succeed."

Have you ever had to let an employee go? How did you handle this process?

Terminating an employee is one of the most challenging responsibilities of a supervisor. This question helps you assess the candidate's ability to handle this challenging process with professionalism, empathy, and adherence to company policies. An effective supervisor should demonstrate a balanced approach, ensuring the decision is justified, the process is handled respectfully, and the transition is managed smoothly.
The candidate's response should cover:
  • Their ability to follow proper procedures and company policies
  • How they maintain professionalism and compassion during the process
  • How they focus on minimizing disruption for the rest of the team
An answer to this question could look like this:
Example:

"Yes, I've had to let an employee go during my career. When I recognized their performance wasn't improving despite coaching and a performance improvement plan that was already in place, I followed the company's termination procedures closely. I prepared thoroughly for the conversation, ensuring all documentation was in order and HR was involved in providing support. During the meeting, I approached the conversation with empathy, explaining the reasons for the decision clearly while respecting the individual. I also provided information about their benefits and next steps to help them transition. The next day, I met with my team to address any concerns and refocus their efforts to maintain morale and productivity."

How do you measure your success as a supervisor?

This question helps understand how the candidate evaluates their impact as a leader and their focus on achieving team goals. Look for a candidate who confidently outlines specific, measurable ways they assess their effectiveness as a supervisor. The candidate's response should emphasize:
  • How they track team and individual accomplishments
  • Their focus on fostering employee growth and engagement
  • How their leadership contributes to overall organizational success
An answer to this question could look like this:
Example:

"I measure my success as a supervisor by my team's achievements. I know I'm doing my job well when my employees consistently meet or exceed their goals, take on new challenges, and demonstrate growth. I also track metrics like employee engagement and retention to ensure that I'm creating a positive and productive work environment. Additionally, I consider my success in supporting the company's objectives—improving efficiency, driving revenue, or fostering innovation. Seeing my team succeed and knowing I've played a role is the ultimate measure of my success."

Describe your process for delegating tasks to your employees.

Effective delegation is a key skill for supervisors, ensuring that tasks are completed efficiently and team members are given opportunities to grow. This question allows you to evaluate how the candidate approaches delegating work, whether they empower their team members, and if they can match the right tasks with the right people. The candidate's response should emphasize the following:

  • How they assess the strengths and weaknesses of their team members
  • How they align tasks with employee skills and growth opportunities
  • Their approach to providing guidance, support, and follow-up
An answer to this question could look like this:
Example:

"My process for delegating tasks starts with understanding each team member's strengths, areas for improvement, and career goals. I take the time to assess which tasks align with their skills and what would challenge them to develop further. Once I've assigned a task, I ensure the employee clearly understands the objectives, deadlines, and necessary resources. I support you throughout the process, checking in periodically to offer guidance or answer questions. Afterward, I provide positive and constructive feedback to help them improve and grow in their role. This approach ensures tasks are completed efficiently and helps employees develop new skills and feel more engaged with their work."

Create a Culture of Innovation
Download our free step-by-step guide for encouraging healthy risk-taking
Get the Guide

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