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“How can I assess my new manager’s ability to develop and promote members on their team?”

ESS Candidate Newsletter – MARCH 2021

Columbus, OH – MARCH 2021

In this month’s, ask the recruiter, we discuss how to assess growth opportunity.

Introduction – Aaron Wandtke
Positions Filled in the Last 30 Days
Ask the Recruiter “How can I assess my new manager’s ability to develop and promote members on their team?”


In our 20 years at ESS, we have never experienced a first quarter quite like this one. In 2019, we had 86 search assignments in the first quarter. In 2020, we had 71 in the first quarter. Through January and February, we have 81, which is great for ESS and great for people looking for a new career opportunity. The surge in openings feels similar to when the Affordable Care Act started. Right now, it feels like we are seeing pent up demand from 2020 when companies were waiting on signs that Covid was slowing down. Now that the numbers are moving in a positive direction and with more people receiving the vaccine each day, companies are back to hiring.

Companies who have adjusted their interview process and improved the efficiency of their hiring process will have a competitive advantage. If you need help hiring or are interested in best practices other companies are using, please let me know.

If there is something we can do to help you in your job search or to you attract new talent to your team, please reach out.

Ask the Recruiter – “How can I assess me new managers ability to develop and promote members on their team??”

Picture yourself getting a job offer from your dream company, in your dream role and with your dream compensation. Will you take the job? The number one reason people leave their job is their manager; yet too often candidates overlook the importance of finding a manager that matches their career goal.  Below are some questions to consider using during an interview to understand how you manager builds and develops people:

  1. How long have you been in your current role?
  2. How many people have you hired since you started this role?
  3. How many people are still here from when you started this role?  Where did the others go?  How many moved internally versus left to work for another company?
  4. Who have you managed that went on to have a lot of success?  Describe the personality traits that made them successful.
  5. How do you feel about members of your team applying for other internal roles?
  6. Tell me how you motivate and encourage your team members to expand their comfort zones.
  7. How many people on your team will be ready for an advancement opportunity in the next year?

The best job is not the best if you do not have a manager who supports and encourages you along the way. Too often, people do not ask these types of questions in fear that it appears they are looking past the current role. By mixing in these questions into other questions or prefacing these questions with how much value you place on the right manager, you should feel comfortable asking the questions.

If you need other ideas or suggestions around evaluating your potential manager, please reach out.

I can be reached at 614-885-8490 or by e-mail at