Encourage operational questions about shift patterns, team dynamics, and management responsibilities whilst providing honest answers about challenges and opportunities. Use their questions to assess genuine interest and operational understanding.
Common misunderstanding: Stopping candidates from asking questions.
Many managers want to control interviews completely and don't like when candidates ask questions. This prevents them from learning about the candidate's real interests and concerns.
Let's say you are a duty manager who rushes through interviews without letting candidates ask questions. You miss chances to see what really matters to them and whether they understand the role's challenges. Good candidates often have thoughtful questions about operations and team dynamics.
Common misunderstanding: Thinking quiet candidates are happy.
Some managers assume that candidates who don't ask questions are satisfied with everything they've heard. Often, these candidates are just shy, confused, or not really interested.
Let's say you are a duty manager finishing an interview with someone who seems content and hasn't asked any questions. You think they're perfect, but they might not understand the job's demands or have concerns they're afraid to voice. Later, they struggle or quit quickly because the role wasn't what they expected.
Share realistic expectations about operational demands, team structure, and management support whilst explaining career development opportunities and training provision. Provide transparent information about shift requirements and performance expectations.
Common misunderstanding: Only sharing the positive aspects.
Some managers only talk about the good parts of the job and hide the difficult aspects. They worry that honesty will scare candidates away.
Let's say you are a duty manager who only mentions the benefits, training opportunities, and career progression. You don't explain the stress of handling customer complaints, dealing with staff conflicts, or working during busy periods. New hires feel misled when they discover the job's real challenges.
Common misunderstanding: Forgetting to discuss growth opportunities.
Many managers focus on immediate job requirements and forget to explain how duty managers can develop their careers. This makes the role seem like a dead-end job.
Let's say you are a duty manager who only talks about daily tasks and responsibilities. Ambitious candidates lose interest because they can't see how this role fits into their career plans. You end up attracting people who lack motivation for professional growth.
Listen to specific concerns about workload, responsibility levels, and team challenges whilst providing practical examples and support systems. Address misconceptions honestly and explain how successful duty managers handle common challenges.
Common misunderstanding: Brushing off candidate concerns.
Some managers get defensive when candidates express worries about the role. They dismiss concerns instead of addressing them honestly and constructively.
Let's say you are a duty manager and a candidate worries about handling difficult customers. Instead of giving practical examples of support systems and training, you say "don't worry about it" or "you'll be fine." This doesn't help the candidate feel confident or prepared.
Common misunderstanding: Avoiding difficult conversations about job realities.
Many managers don't want to discuss the challenging parts of duty management because they fear it will put candidates off. But honest conversations help identify people who are truly prepared for the role.
Let's say you are a duty manager who avoids mentioning late-night shifts, difficult staff situations, or equipment breakdowns during busy service. Candidates who accept the job based on incomplete information often struggle and leave quickly, wasting everyone's time and money.