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How To Hire a Manager

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Talia Knowles is an avid reader, writer, and coffee enthusiast, with over five years of experience in writing and editing.

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As a seasoned HR professional with over 20 years of experience, Keca is an expert in various aspects of Human Resources.

How To Hire a Manager

How To Hire a Manager

If you’re a business owner, you’re familiar with the constant effort to optimize your organization, from hiring the right employees to increasing profitability. 

All business decisions are interconnected, but there is one factor with the potential to significantly impact your other goals: hiring the right manager. 

It’s common knowledge that working under a bad manager can completely alter an employee’s experience at an organization. In fact, up to 70% of variance in team performance can be attributed to management.

If you want to improve employee retention and performance, investing some time in hiring the right manager is a great place to start. 

What is the Significance of Hiring the Right (or Wrong) Manager?

Hiring the right manager will significantly impact your business. Unfortunately, only one in three managers reports being actively engaged at work, and it’s difficult to motivate employees to engage when their immediate supervisor doesn’t seem to care one way or another. 

Bad managers may bully employees or assign unrealistic tasks so employees feel they don’t have a chance to succeed. Other red flags to watch for are favoritism, arrogance, laziness, a tendency to shift blame, or just general incompetence. 

On the other hand, engaged managers who are skilled in motivating their teams can bring noticeable improvements to your organization. 

Employees will likely report higher levels of satisfaction when working under management they respect, and you might notice additional improvements in team cohesiveness.

Defining Managerial Role and Requirements

First, determine what you’re looking for in an excellent manager. Brainstorm the responsibilities they will need to take on and what experience and competencies will equip them to handle those duties well. 

Manager roles often require people who can think on their feet and handle a wide range of tasks. So, what exactly should you look for in an excellent candidate? 

1. Organization

Managers often need to juggle a range of tasks, including scheduling, customer relations, conflict resolution, and sometimes even payroll. Therefore, good managers must be highly organized individuals who can keep several plates spinning at once.  

Problem-solving and decision-making capabilities empower managers to navigate complex challenges and seize opportunities.

2. People Skills

Interpersonal skills are fundamental to managerial roles, as managers typically are tasked with guiding teams, making strategic decisions, and ensuring that the organization meets its goals. 

Look for candidates with a proven ability to motivate employees and contribute to a positive organizational culture. Strong leadership skills are also crucial, as effective managers must be able to inspire, motivate, and mentor their teams.

3. Delegation

The ability to delegate is important in many professional roles, but even more so for managers. In fact, you could even understand a managerial role as a professional delegator — of time, finances, and talent. 

4. Integrity

Integrity should be a given, but it’s worth mentioning that employees will have higher job satisfaction when working with a manager they respect. Look for candidates who embody your organization’s values and will treat employees with respect and empathy. 

Managers often have access to finances and other important resources, so it’s critical to find someone trustworthy. 

5. Work Ethic

High-quality managers demonstrate a strong work ethic. If something goes wrong, they will stay late and arrive early to ensure the problem is handled. 

Of course, be careful not to take advantage of a hard-working manager, but if a stressful situation arises, you’ll be grateful to have someone like them on your team.  

6. Humility

Many disgruntled employees report working under managers who were quick to shift blame for even the smallest mistakes. This tendency disrupts team cohesiveness and trust and can diminish employee morale. 

Prevent these conditions by hiring a manager who demonstrates professional humility and isn’t afraid to admit their mistakes. Ideally, this attitude will trickle down to other employees and contribute to a supportive culture in which everyone takes accountability for their actions. 

7. Adaptability and Resilience

Adaptability, resilience, and the capacity to manage change are also imperative in today’s dynamic business landscape. Additionally, a strong ethical foundation and the ability to manage resources responsibly contribute to the holistic success of a managerial role. 

Steps For Hiring a Manager

Hiring any employee is a high-stakes process, but this is especially true when looking to fill a management position. A bad manager can negatively impact the rest of your employees and might even lead to higher turnover rates, so take your time with the hiring process. 

It’s helpful to know exactly what traits you’re looking for in a manager to increase your chances of finding the perfect fit for your team. 

1. Defining Job Requirements

First, determine the necessary qualifications and experience for the role. 

Though you’ll want to find someone with managerial experience, again, there are a few red flags to watch out for. Even if a candidate has worked as a manager before, if they left the job fairly quickly, this could indicate that they were not a good fit for a leadership role. 

Next, it’s time to get the word out. Craft a compelling job description outlining the responsibilities, required skills, and qualifications, highlighting the importance of cultural fit. 

Though it’s handy if your new manager understands your industry well, the most important factor is often their leadership skills. However, this may vary between industries, as some positions require managers to perform many of the same responsibilities as other employees. 

Include this distinction in your job description, as it will save you time when sorting through applications. However, if you’re willing to train someone on the job, you may have an easier time finding a manager who fits seamlessly into the existing culture. 

2. Sourcing Potential Candidates

Now, it’s time to tap into the talent pool. Post the job opening on reputable job boards, professional networking platforms, and your company’s website. 

Networking with other professionals can also lead you to top-tier management candidates.  Attend industry events, workshops, and conferences to connect with proactive candidates seeking new opportunities. 

In the digital age, social media is a goldmine for finding top-notch talent, so use LinkedIn and other platforms to your advantage. Join relevant groups, engage with professionals, and share your job opening with the world. 

Finally, remember your own employees! They might have valuable referrals for candidates who blend in perfectly with your company culture. You may also want to consider partnering with a recruitment agency to bring professional expertise to your search for a manager. 

3. Conducting Interviews and Contacting References

As you review applications, focus on each candidate’s education, certifications, and demonstrated experience in leadership roles. 

For those who make it to an interview, feel free to put candidates’ skills to the test. 

You can use situation-based questions, personality tests, or mock assignments to gauge their ability to contribute to your team. These methods should demonstrate their technical abilities, problem-solving skills, and compatibility with your team and company values. 

It’s also important to ask candidates about their leadership styles and strategies, as these details will significantly impact your team. A manager’s emotional intelligence and other soft skills will also play a role in day-to-day interactions with employees and customers. 

If you’re impressed with a candidate’s interview, the final step is to check their references. If they receive positive recommendations, you have one of your final contenders. 

4. Making a Decision

Once you’ve finished conducting interviews, it’s time to make a decision. Carefully consider applicants’ qualifications, personalities, and availability to ensure you hire the best person for your organization. 

The candidate may take this opportunity to negotiate their offer, so be prepared with the relevant information you’ll need to revise your offer if necessary. 

Continuous Evaluation and Feedback

Once your new manager has accepted their offer and started working, it’s vital to keep an eye on their first few months. 

Ask employees about their experience working under the new manager and ensure that the management style they described in their interview is actually the tactic they use on the job. 

If there are any issues, address them promptly and ensure managers have all the resources they need to be successful. 

It may take some time for a new manager to acclimate to their role, but after a few months, you’ll ideally notice improvements in your organization. 


In conclusion, finding the right manager for your organization is a pivotal decision that can significantly impact its success. By following the steps outlined in this article, you can ensure a thorough and well-structured hiring process

Remember to prioritize not only the candidate’s qualifications and experience but also their cultural fit and leadership qualities. Seek input from multiple stakeholders, conduct thorough interviews, and take your time with the decision. 

A well-chosen manager can inspire and guide your team toward achieving their goals, fostering a positive work environment, and contributing to your company’s long-term growth. 

Investing time and effort in the hiring process today will pay dividends in the future, leading to a more cohesive, productive, and successful team.


How does a manager's leadership style affect their team's performance?

A manager’s leadership style influences how team members are motivated, guided, and supported. An effective manager adapts their style to the team’s needs, fostering collaboration and boosting morale.

Can a manager's communication skills really make a difference?

Yes, strong communication skills are crucial for a manager to convey expectations, provide feedback, resolve conflicts, and align the team’s efforts. Clear communication enhances productivity and minimizes misunderstandings.

What role does a manager play in employee retention and satisfaction?

A manager has a significant impact on employee retention and job satisfaction. A supportive manager who recognizes achievements, provides growth opportunities, and listens to concerns can lead to higher employee morale and retention rates.

How does a manager contribute to a positive work culture?

Managers set the tone for the work culture through their behavior, interactions, and decisions. A manager who promotes open communication, respect, and fairness fosters a positive and inclusive work environment.

What can a skilled manager do to improve team collaboration?

An effective manager encourages teamwork, values diverse perspectives, and facilitates open dialogue among team members. They can align individual strengths with team goals, promoting effective collaboration.

How does a manager impact employee growth and development?

A competent manager provides guidance, constructive feedback, and opportunities for skill development. They help employees reach their potential, contributing to professional growth and overall career satisfaction.

Can the wrong manager negatively affect team dynamics?

Yes, a manager who lacks leadership skills or fails to understand their team’s needs can lead to demotivated employees, conflicts, and reduced productivity. Team dynamics can suffer under ineffective management.