Management Interview Questions & Answers

At this stage of the process there was no formal interview with one candidate at a time, but there were some individual and group tasks to complete. We were given about ten minutes to do the first individual task before moving on to discuss it in a group of about five people. This stage lasted about 40 minutes, and there were members of staff in the room watching each of us, taking notes on our interaction. They were not able to speak or give guidance during that stage. After that, we were each asked to prepare a presentation individually, then deliver it to one member of staff.

There were no questions asked directly in the normal interview format.

There are several positions available around the country, and Network Rail hires a fresh intake every year so there are always new graduates. It is worth getting to know something about your local rail networks and stations, such as by observing whatever you can about difficulties or potential challenges. This will help you with examples when dealing with some of the questions that are asked.

About 60 graduates were invited to the new Network Rail building in Milton Keynes. We were welcomed very well, and required to do a few assessments. The first was to think about as many solutions as possible to a potential railway problem. Then we had to discuss them in a group and come up with a strategy for solving them. The second half of the day was preparing for and delivering a presentation on one of those issues to one assessor.

I initially had a telephone interview which asked some basic questions like when I graduated and what I was doing. I was then asked to arrange a Skype interview for the following week. I have never used Skype so found the second interview a little uncomfortable and I could constantly hear my voice echoed from the feedback on the interviewers side. I didn't really see the point in a Skype interview as opposed to a face to face or extended telephone interview, especially as most of the questions asked I had already previously answered in the first interview. Because of this I got the impression I wasn't being listened to the first time round and thought that dragging out there questions over a two step period was unnecessary and a waste of time. I kept being told to adjust the camera and the signal kept cutting out, it was just a very awkward experience.

I was asked to give an example of a time I gave great customer service so I gave an example of when I helped a blind wheelchair user around a supermarket and into her taxi which is obviously not in the contract of a checkout operator. I took some time describing in detail all the things I helped this customer do but my interviewer just dismissed it as something I should have been doing as part of my job anyway (far from the truth) and not relevant. At this point I decided to end the interview myself.

When they ask you to discuss what you thought about the values of the company make sure you mention the customer service one. When I got asked I got the impression that I did not need to list all 7 values as we were on limited time so I only addressed a few and gave my opinion on why I agreed with them but this again was dismissed by my interviewer who pulled me up on "forgetting about the customer service value" (I wasn't aware there was a quiz?)

Unfortunately I did not make it this far. I have heard good things about the company so I was disappointed my experience wasn't a good one, I guess it all depends on who is interviewing you.

The application was in various stages.

1: Online application and competency based questionnaire.
This was your average competency questionnaire ('Give an example of when you demonstrated leadership?' etc), along with questions such as 'Why Aldi?'.

2: Several weeks after filling in the online application I was invited to the regional HQ for a group interview.
This was with the regional MD and about 10-15 other applicants. It was very informal; and was a question and answer situation. A word of advice is to make sure you speak up and be heard. It's too easy to fall into the background in formats like this, and as the MD is only choosing a few of you, you should aim to make him remember you. I heard back the next day saying I had been selected to advance to the next round, and was asked to fill in an online psychometric test. This basically is looking to see if you fit the role they're looking for. So a tip: answer all the leadership questions as very relevant to you!

3: I was then invited to a 2:1 interview with the regional MD (from the first interview) and their logistics director.
Before the interview began, I was given some numerical and verbal reasoning tests to complete. You get 20 minutes for 3 pages of tests. No calculator, so I suggest brushing up on maths involving fractions, percentages and decimals!
Next, the interview. Again, this was very informal; and was a bit of a CV run through, but mostly a general chat about my background and reasoning behind my application.
Again, very prompt return and heard back in 2 days.

3. The final interview was with a current Area manager in store.
At this point, you are down to about a 1:3 chance of getting the job. This was again very informal. They give a run through of their lives and career and then ask for the same. Then it's a bit of a Q and A, to see if you have any questions you need answering. I suggest getting a few ready!

I heard back about a week later, and got offered two starting dates; one in Sept and one in Feb. I shall be taking the February date.

'Your degree was in .... and your masters was in.... so why Aldi?'
I find this a difficult question as most people's degrees aren't in business or a related field, so you have to be able to convince them that you want the job.

'What attracts you to the retail market at the moment?'

Again, just brush up on current news.

I would suggest before going into the initial interview, to get a good grasp of background knowledge of Aldi, but also what makes their business model different, and their current offers etc. If you can visit a store, that would be best. There are a lot of competitive candidates and you need to be able to stand out.

With regards to the second and third interviews; just be yourself, and be confident. They want you to instil confidence that you would be the right choice, and they want leaders. So when they ask why you want the job/why they should hire you, you need to be able to answer that.

Q and A. Numerical and Verbal tests.

The first stage of the application process was an online application, which included academic qualifications, employment history and some general questions.
I then was invited to an group interview/ assessment center day. There were approx 12 of us on the day, overlooked by two senior members of Aldi. We had to give a timed, 2 min presentation introducing ourselves to the group. We were then given a problem solving scenario and split into groups to debate the outcome under timed conditions, and then report back our decision and why. We had to give a second 2 min presentation on a topic of interest, followed by paper-based, maths, verbal and logical reasoning tests. It all lasted around 2 hours.
I think the key here is to strike a good balance between being able to lead a team but also still be part of the team/ not be too overbearing.

I received a letter about a month later inviting me for a one-on-one interview with the Regional Director, and to complete an online personality test prior to the interview. This interview was more focused on me as a person: what I could bring to the company; how my degree was relevant; hardest decision I've ever had to make; where do I see myself in 10 years? Etc. I was also asked to complete a 10 min task to chronologically order the stages involved arranging a meeting (I presume to test my organisational/reasoning skills).
I received a letter about a week later offering me the job :)

"How does your degree equip you for working in a discount-retail environment?"

We were told on multiple occasions at the assessment center that the company looks for a very specific 'type' of person; that they know exactly what they are looking for and it's 'very niche'. So it's hard to say really what they're looking for. The best advice I can give is to be confident and approachable, but also remember that a manager is a team player, as well as a team leader, so try not to be overly domineering in group tasks.
Neither the assessment day or the one-on-one interviews were particularly intimidating, everyone was very friendly. So embrace the experience, and just give it your all.

There were about 12 of us at the assessment center, overlooked by two senior members of Aldi.
- We first had to give a 2 min presentation introducing ourselves. This was timed, which was important as here they want to see not only how confident you are in addressing an audience, but also that you are able to sustain the audience for a relative period of time and that you have a fair idea about timings. Also be sure to pay good attention to other people, because the position is all about being able to work well with others (i.e being interested and listening to what they have to say.)
- We were then split into two groups for a problem solving exercise. The scenario was that we had a life raft which could only fit 5 out of the 6 of us, and so our task was to decide who to leave behind. We were each assigned a character whose personality we had to assume. This again was timed. I think the key here was to be able to give a reasoned argument as to your ideas and be subtly persuasive, but not overbearing. (Try to strike a balance between giving your ideas and encouraging others/ listening to their ideas). I was outnumbered, but it was important that I noticed this and compromised with the group.
- We had to give a second 2 min presentation (which we had a minute to prepare for) on something we were passionate about. This again was testing the same skills as the first presentation. Try and talk about something that someone else is not likely to talk about- perhaps a hobby, a sport etc as it will keep people engaged. But stick to something you know plenty about, because this will help your confidence. I'd advise using the minute to plan, to focus on a structure to what you're going to say, so that the presentation is clear.
- There were then three short, paper-based, tests we had to complete. A maths, verbal reasoning and a logical reasoning test. Each was about 10-15 questions and timed at approx 5 mins each. These were fairly basic, but you can't use a calculator so brush up on basic maths (i.e. fractions/percentages/ratios/basic multiplication etc)
- Finally we were given the opportunity to ask any questions. Try to go prepared with 3/4 questions, just in case someone else beats you to it. Be careful to do your research; don't ask things which you could find the answer to yourself on google. But do try and ask something, as this gets you noticed and shows your enthusiasm for the company.

I orginially found out about Enterprise-rent-a-car at a graduate fair at my University. I went over to the stand the women there were super friendly and they advised me to apply online. Once you have applied online your application is accepted or declined, mine was accepted and I was informed I would have a telephone interview. The telephone interview was to get to know me and look at my experience, and how my experience would help in the role. At the end of the telephone interview my interviewer told me she would like to meet me at a face to face interview at the regions headquarters. The interview was relaxed yet formal. She asked me competency questions like 'tell me a time where you have gone beyond expectation to help a customer', there were lots of these types of questions. At the end of the interview she said she would be in contact with me if I had been successful. By the time I had got home she rang me and told me that I had indeed been sucessful and she had arranged a branch visit. This included watching other members of staff and how the branch worked. After this I met with the branch manager and had a 30 minute formal interview with him. There was a lot of competency based questions. A week after the branch visit I was told they wanted to see me at the assessment centre.

Competency questions. In each interview they ask the same questions just worded differently. Make sure you have plenty of examples for them.

Know your stuff! They will ask you what you know about the company and what particular things you like about their values.
Be prepared with your examples for the competency questions, there are lots of them so be sure you know your information so you won't trip up on your own information.

When we first arrived we were put in a presentation room and we watched the talent acquisition manager give a short presentation about the company.
After this we were spilt in to two groups to have a discussion about a charity and we had to push our charity to get picked. I would recommend to be heard but do not take the lead and be too loud, the interviewers do not like this at all.
We had a short break then we were individually taken in to a room by an area manager for a role-play in an every day situation, this was fun as you get an insight in to the company.
After lunch time we had a test where we were given information about a branch and we had to prioritise tasks and find logical solutions for everyday problems. Finally we had another interview with an area manager, they asked us how we thought the day went and what roles we took in each of the tasks.
At the end of the day we were told we would be told within 24 hours if we were successful.

I was originally referred to the graduate scheme by a friend who already works for the company and he encouraged to apply online initially. After doing this I was lucky enough to be accepted onto the next stage of the recruitment process where I had a telephone interview.

This involved a talent specialist calling and basically summarising if your previous job experience would be suitable for a role at enterprise and there were also competently based questions. I was then invited for a one to one interview at the company's regional head office. She mainly asked competency questions such as ''explain a situation where you dealt with a difficult customer' and 'explain times where you've had to upsell a certain product. It was fairly informal built up of these types of question and discovering if you had the right personality.

They are huge on customer service aptitude. I received a phone call inviting me on a branch visit where I spoke to current members of staff and got a feel for daily life in a branch, it also involved similar questions again with the branch manager. The final stage was the assessment centre where there were individual tasks about planning a day at the branch and a couple of customer scenarios where you had to upgrade someone into a better car and deal with a complaint. There was also group discussion and one to one interviews.

The customer scenario questions where you had to upgrade a customer into a larger vehicle and sell the benefits.

Just to simply get on the website and learn the company founding values as well as there mission statement. This can really set you aside from other candidates if you can bring some facts to the table. Also ensure you're prepared with plenty of company based answers as they ask hundreds of them to ensure you have a strong sales/customer service background. If you don't have this they won't look at you.

We were given a presentation about the company and it's founding values and mission statement etc. afterwards we were each given a charity idea for the company to support but with a certain budget amongst ourselves so only a few could be chosen.

It's important to be heard here but not to be too overpowering and controlling. Bringing the quieter applicants into conversation can look very good at this point. We were then give scenarios that would occur on a daily basis at the branch and this was role played with the area manager, this was a opportunity to show you can think and problem solve efficiently.

The most difficult task was having to plan part of a day in the branch where a number of things went wrong and you had to logically plan how to correct them and ensure the branch smoothly. The last interview was with a member of staff from head office who summarised why you'd applied and why you think they should hire you etc? 24 hour turn around on the decision.

First step was a 45 minute phone interview. This was informal, but did include several competency based questions. These included: 3 things learned about Enterprise during your research, describe yourself, why you want the job etc. Was told at end of phone call that I had progressed onto the next stage, which was the branch interview.

Branch visit was a very beneficial experience. Consisted of an informal interview based on importance of customer service and past sales experience. Around 20 minutes of interview, then over an hour of touring the branch, observing employees operating within the branch, as well as going out on deliveries or pick-ups with other management trainees. This allows yourself to get a good feel for the job and the day-to-day activities that you will be partaking in.

Most difficult question was to give an example of when you've made a management decision that you were not comfortable making?

Make sure to know a lot about the company and what they expect from their employees. Their careers website provide their desired competencies, and it helps to know what they are so you can relate your interview questions to them.

Assessment centre lasted from 9am to 4pm, with a lot of waiting around time. First exercise was a logistics exercise whereby you take the role of an assistant manager and have to plan a day at the branch based on info provided. Next was role plays, whereby you have to sell an upgrade and also deal with an angry customer who has damaged the car.

Following lunch, group exercise where you have to argue your case as to why enterprise should invest in your provided charity. Finally was an interview. No competency based questions were asked, it was basically just to give feedback on the day and describe the job in more detail.

I think I applied for the position around June 2015. First stage was a telephone interview which lasted about 10 or 15 minutes. It was quite easy and the interviewer asked questions like "what are you doing at the moment?" and "What experience do you have in sales and customer service?" The next stage was a face-to-face interview at their head office based at Heathrow airport.
This lasted around 45 minutes and asked competency-based questions such as "describe a time when you demonstrated leadership/flexibility/excellent customer service etc". He also asked questions about Enterprise to see if you knew much about the company, so do your research on the company history which you can find easily on their website.
The next stage was a branch visit to the branch you applied for. This involved talking to all the employees and getting to know them and what the role is like. My advice is to ask lots of questions and be really friendly and positive. Ask if you can make a call to a customer or go out and pick a customer up with them.
You also have an interview with the branch manager about why you want the job and what qualities you have that are relevant to the role. Again, use the same competency-based examples that you used for the face-to-face interview. Be confident, smile, keep eye contact at all times and give a firm handshake. The final stage was the assessment centre which is described below.

The most difficult question I was asked was "tell me a time when you have been in charge and have had to discipline someone. What did you do?"

Do a lot of research into the company about their history and their values. Be passionate about the position and embrace all the challenges. There were a few things that I didn't do so well at the assessment day but they still offered me the position because of my positive character and likeability factor. So be positive, always smile and ask lots of questions at each stage to show your interest in the position.

I arrived and met the other candidates in the waiting room (there were 9 of us) so got to talk and get to know them. Then we were taken into a meeting room where we were told about the day and did a few icebreaker exercises. Nothing too challenging.
First task was the sales and customer service role plays. The sales role play: I had to try and get the customer to upgrade their choice of car and close the deal there and then. Customer service role play: There was an angry customer who hadn't re-filled the petrol in the car he rented and I had to try and get him to pay for the fuel.
The next task was a morning meeting where you have 20 minutes to read some fictitious information about sales targets and prepare a meeting to two employees. You are the manager and you have to motivate your team and inspire them to work hard and be the best they can be at customer service and sales. One of the employees will be really difficult and look dis-interested. They will do things like play on their mobile phone or put their feet on the desk so you have to 'discipline' them in the best way you think that will motivate them to want to work hard. Give all your energy to this task and be super positive and happy. This was my favourite task of the day as you can completely express yourself.
The next task was a group discussion where each of you had an initiative and had to try and convince the rest of the group that money should be invested into it. You have a budget as a team so can only select 3 or 4 initiatives so it is important to be vocal and don't sit back and remain in the background. You have 20 mins to come to a decision. Make sure you don't loose track of time.
Lastly you have a final interview with one of the area managers who have been assessing you all day. They ask you some final questions about yourself, why you want the job, want you think you can bring to Enterprise, and some other things about competencies again. To be honest, at this stage the interview isn't that hard because you have already come so far and know about the company and its values so you are unlikely to go blank. They are really good at responding to you. I found out if I was offered the job the next day.

I was one of the first candidates to experience the new interview process.

I originally applied in January, but my application was deferred until May because I don't finish my course until September. However, they have start dates throughout the year and they suit it to what is best for you.

I applied through graduate-jobs.com and then a recuiter rung me shortly after. I had my telephone interview in May, which was more of an informal chat explaining what I did my degree in and what work experience I had. Then I was invited to video interview.

The video interview is a new process they've introduced and it's quite strange. I had never done a video interview before, so I found it quite daunting, especially because there is no one else at the other end of the video. You have 45 seconds thinking time, then the video will automatically start recording and you have 60 seconds to answer the question. There are only 6 questions and it's all over quite quickly.

I was then invited to the assessment centre in London. There was a tour, brief introductions, then a presentation about FDM. After that we had a Venn Diagram/Set Notation test (1 hour) and an IT aptitude test (1 hour). We had a break for lunch, then came back to do the maths test (1/2 hour) and then had the three 5 min interviews. They ask you 4 questions in each interview, such as "Why do you want to work for FDM?", "Why did you choose your degree?", "What is the best way to learn?" and "What are the most important issues the IT industry is currently facing?"

They will get back to you via email within 48 hours. I found out I was successful the next morning :)

What are your thoughts on organisational change?
Would you sacrifice quality to meet a deadline?

Make sure you prepare, learn statistics about the company and learn about their core values, their clients and their culture.

They're all really friendly, so it's not daunting.

The three 5 minute interviews went so quickly. But make sure you give examples and expand on your answers because they don't prompt you to. So don't just give yes and no answers!

Venn diagram and Set Notation Test for 1 hour - they give you a booklet to help. They basically want to see that you can follow instructions and to see if you looked at the YouTube video links they give you in the Assessment Centre Guide.

IT Aptitude Test for 1 hour - this was not as bad as I was expecting. There were some IT questions that I had to guess, but as it's positively marked, you can't lose marks for answering a question incorrectly, so it wasn't too bad. It's a combination of logical reasoning, IT and business questions. There was a weird one where you had to guess what the word "sleepily" meant in a language they made up. But other than that, they were relatively straight forward.

Maths Test for 1/2 hour - I was most nervous about this because if you fail this test you have to retake the whole assessment centre. However, they give you links to BBC Bitesize to help. You need to know Pythagoras' Theorem, long division, long multiplication, simultaneous equations, square roots, cube roots and basic arithmetic. But it's honestly a lot easier than I expected and it's only GCSE level.

The full recruitment process involves answering numerous application questions, attending a centre interview, and then attending a full assessment day at the Head Office in Guildford. The centre interview involves being shown around one of your selected centres, and then being interviewed by two current directors. The interview is quite long and involves scenario questions, as well as competency questions. You are then observed tutoring the children for around 20-30 minutes. If you are successful, you are invited to their Head Office. This is a full day of assessments with around 13 other candidates, including a marketing presentation, a role play, a maths/english assessment, an interview, lunch at Zizzi's with the interviewers, and a group task with a presentation.

We were given scenario questions and asked what we would do in certain situations, many of which we may not have encountered before.

Ensure that you are very interactive with the children during your centre interview - don't be afraid to get stuck in as if you are their tutor. The key is to build a rapport with the children in the zones you are assigned to. Be enthusiastic and make sure you know a lot about the company, and are prepared to think on your feet on be creative on the assessment day.

Aside from interviews, we also had tasks that required confidence and thinking on our feet. One of these was all having to write a word on a piece of paper, putting them all into a bowl, and then picking one of the pieces of paper and immediately talking non-stop about that word for a minute in front of the group and assessors. We also had a group task to agree on an order of importance for specific items and then presenting our ideas to the assessors, whilst answering their questions about our decisions.