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5 Job Interview Questions Every Facility Manager Should Ask

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The question is less of an issue. It is the motivation behind each question. The questions in this article seem a little generic. They seem like the sorts of things most interviewers would ask. Yet, just because something is the staple of a regular interview doesn’t make it any less important, just like adding salt to your cooking can make or break your dish.

1 – Name the Best Problem You Have Solved in the Past

This is a tricky question, especially if it is thrown at the applicant during the early stages of the interview. The point of this question is to test the experience of the applicant. If the applicant has little experience, then his or her reply to this question will be less impressive.

2 – What Disciplinary Rules and Procedures Do You Think Are Suitable?

A smart applicant will give examples of different scenarios and then explain how a facilities’ manager should handle each scenario. These sorts of answers show that the applicant has the experience and helps show that the applicant is cognizant of what happens around him or her.

Sadly, this is a question where many applicants trip up, (which is probably the point of the question). Most will focus on the word, “Disciplinary” and will start listing off the ways that employees should be punished. Instead, the applicant should be explaining how and why the rules exist.

A good, albeit cheesy line, is to say, “In a perfect world, there are rules and procedures, but there is no need for disciplinary action because everybody knows their job and does it. There is no need to come up with punishments for when a toddler touches the stove simply because you have taught the toddler well enough so that he doesn’t touch the stove.”

3 – Why Did You Leave Your Last Job?

This question is almost like a new applicant trap. This is because the applicant has to be honest in order to appear credible, and yet the most honest answers are often the most damaging. In an ideal world, the applicant will show that he or she is leaving his or her last job because of an isolated incident or problem that will not transfer over to the new job.

Isolated incidents and problems are not as transferable as people first thing. For example, let’s assume the applicant says that he or she had a personality conflict with his or her old boss. This may sound reasonable, but it may also indicate that the applicant has a problem getting along with people, or maybe even has a problem with authority.

If you are the applicant and you are going to pull the old, “Personality conflict” argument, then you need to say it about a new employee or a new manager. By that token, it seems like you were getting along fine until a new element was added into the mix outside of your control.

4 – What Makes a Good Facilities Manager?

This question exists to test the applicant’s knowledge of the job in hand. It also tests the applicant’s knowledge of how the working process functions and how the working day should pan out.

If you have experience as an interviewer, then you will know there is a cheat to this question. All the applicant has to do is list the traits mentioned in the job advert. Most job adverts will list a whole bunch of desirable qualities, and all the applicant has to do is memorize them and recite them in a different order. The funny part is that most interviewers will fall for this because they forgot what they wrote on the advert, and the applicant is using the same terms/words that the advert writer included; in other words, the applicant is telling the interviewer exactly what he or she wants to hear.

5 – Why Do You Want This Job?

Sounds like an innocent question, but the point is to decipher how much the applicant wants the job. Some people are tripped up by this question because they assume their application is a declaration of their intent. To some people, applying for a job is like proposing marriage. Such people are taken off guard when the person being proposed to asks, “Why?”

The point of this question is to test the user’s knowledge about the job and to find out how much the applicant has thought about the job. The more well-thought-out the answer is, then the more it looks like the applicant wants the job.