Chief Operating Officer

I ask it because math is a fundamental skill that employees need when it comes to analyzing the success of advertising campaigns.

The best response is when they answer the question confidently and correctly. The worst is when they say I’m not very good at math or take wild guesses at the answer.

I learn a couple of things from this. Is this an organization that communicates well and has developed their story. And then of course, the story itself is usually very insightful.

I learned of this suggestion ages ago, so it is not my invention, but it is so powerful, especially for those working in communications, where story-telling is key.

Having consulted on hundreds of hires, my favorite interview question, one I’ve never heard anyone else use is, When I speak to your last [or present] boss, what is he or she going to say about you?

Since people are trying to cover themselves for anything that boss might say, it’s amazing the things they’ll reveal. They’ll very often tell you things that last boss would never have brought up, even if the last boss would be allowed to deal with a reference which often they aren’t.

These are crucial questions to ask. Many candidates have not thought through the impact that working in a church or ministry will have on their professional and personal lives or how it may affect their families.

What you’re looking for when a candidate answers this question is whether he or she has the right kinds of experience for your church’s or nonprofit’s needs. You’ll be able to match candidates’ responses against a checklist or assessment of what you need your CFO or COO to manage and accomplish.

Everything in operations is about efficiency. This COO interview question explores the ways the candidate has positively impacted previous employers.

I love this question because it makes the person I’m interviewing thing critically about their work experience. It also tells me a lot about what responsibilities they find the most challenging. If they had a hard time doing a job similar to the one I’m interviewing them for, I may think about whether or not that person is right for this position.

I like to ask them what their reasoning was behind each of their career decisions, from their college graduation up until this point. Their answer shows me how the candidate strategizes and prepares for the future.

A person’s role model can tell you a lot about them. People pick role models who have qualities they would like to see in themselves and in others. By asking about their inspiration, you learn a lot about the personal characteristics and skills that person finds important.

No one has all of their ideas accepted all of the time, even the chief operating officer. This question tells me if the person uses failure to push themselves more, or if they like to learn something from each missed opportunity.

You should do your research prior to the interview. Look into background history of the company, this will help you stick out. Learn about main people, have they been in the news lately? The interviewer doesn’t expect you to know dates and certain people, but showing that you have enough interest to research the company is a positive impression.

A numbers-specific question allows for a correct answer. But thinking even bigger can show a deeper aptitude. For instance, considering other factors such as revenue per customer and speed of delivery could make USPS still a more feasible option.

This can be a tricky question to respond to, if you suggest you have no weaknesses you’re going to appear as a lair or egotistical. You should respond realistically by mentioning small work related weaknesses. Although many try to answer using a positive skill in disguise as a weakness, like “I expect co-workers to have the same commitment” or “I am a perfectionist”. However, it is recommended that there is some honesty and the weaknesses are true, and then emphasize on how you have overcome it or working to improve it. The purpose of this question is to see how you view and evaluate yourself.

Efficiency and effectiveness are important in every area of your ministry, but especially so in finance and operations. You want a CFO, COO, and/or Executive Pastor who can create organized, streamlined processes for your departments to prevent avoidable problems due to an unnecessarily complicated system.

The candidate’s answer to this question will reveal whether he or she has a strategic perspective on problem-solving and his or her ability to then implement initiatives to achieve strategic goals.

This question lets me know how the candidate deals with constructive criticism. Can they take it well, or do they take it personally? What kind of criticism motivates them, and what just hurts their feelings?

My last boss taught me the importance of time management – she didn’t pull any punches, and was extremely deadline-driven. Her no-nonsense attitude pushed me to work harder, and to meet deadlines I never even thought were possible.