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INTERVIEW

25 Duty Manager Interview

Questions and Answers
Learn what skills and qualities interviewers are
looking for from a duty manager, what
questions you can expect, and how you should
go about answering them.

Interview Insights

Published Jan 6, 2023

A duty manager is responsible for the safety

and security of people and property in a
business or other organization. They may also
be responsible for the smooth running of the
organization’s operations.

Duty manager jobs are in high demand in the

hospitality, retail, and security industries. If
you’re looking to land one of these positions,
you’ll need to be prepared to answer questions
about your experience and skills.

In this guide, we’ll provide you with a list of

common duty manager interview questions and
answers. We’ll also provide tips on how to
prepare for your interview.

COMMON DUTY MANAGER INTERVIEW

QUESTIONS

Are you comfortable working long hours and …

What are some of the most important qualities…
How would you handle
EXPANDan underperforming
+ e…

1. Are you comfortable working

long hours and on your feet for
long periods of time?

Duty managers often work long hours and on

their feet for most of the day. Employers ask this
question to make sure you are prepared for
these conditions. In your answer, explain that
you have the stamina required for this job.
Explain how you plan to stay energized
throughout your shift.

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Example: “Absolutely. I understand that being a

Duty Manager requires long hours and standing
for extended periods of time. In my current role,
I have worked shifts up to 12 hours in length
and have been on my feet for the majority of
those shifts. I am comfortable with this type of
work and believe it is an important part of being
a successful Duty Manager.

I also understand the importance of taking

breaks throughout the day to ensure I remain
productive and alert. During my shifts, I take
regular breaks to stretch and move around to
keep myself energized and focused. This helps
me stay on top of any tasks or issues that may
arise during my shift.”

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2. What are some of the most

important qualities that a duty
manager should possess?

This question is your opportunity to show the

interviewer that you possess the qualities
necessary for this role. When answering, it can
be helpful to list a few of these qualities and
explain why they are important.

Example: “As a duty manager, it is important to

possess a variety of qualities that will enable
you to effectively manage the day-to-day
operations of an organization. Firstly, I believe
that a duty manager should be highly organized
and have excellent time management skills. This
will ensure that tasks are completed efficiently
and on schedule. Secondly, they should also
have strong communication skills in order to
effectively communicate with staff and
customers alike. Finally, a duty manager should
demonstrate leadership qualities such as
problem solving and decision making abilities.
They should also be able to motivate their team
and create a positive working environment.”

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3. How would you handle an

underperforming employee?

An interviewer may ask this question to assess

your management style and how you handle
conflict. In your answer, try to highlight your
ability to provide constructive feedback and
help employees improve their performance.

Example: “If I had an underperforming

employee, my first step would be to have a one-
on-one conversation with them. During this
conversation, I would ask questions to get to
the root of the issue and determine why they
are not performing up to expectations. Once I
understand the underlying cause, I can then
work with the employee to develop a plan to
help them improve their performance. This
could include providing additional training or
resources, setting achievable goals, or offering
extra support.

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I also believe in positive reinforcement and

recognition for employees who are doing well.
By recognizing and rewarding good
performance, it encourages others to follow suit
and strive to do better. Finally, if all else fails, I
would take disciplinary action as needed. It is
important that employees know there are
consequences for not meeting expectations.”

4. What is your experience with

managing budgets and financial
reports?

The interviewer may ask this question to learn

more about your experience with managing a
budget and financial reports. Use your answer
to highlight your ability to manage budgets,
create financial reports and analyze data.

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Example: “I have extensive experience

managing budgets and financial reports. In my
current role as a Duty Manager, I am
responsible for overseeing the budget of our
department, which includes tracking expenses,
monitoring cash flow, and preparing monthly
financial reports. I also ensure that all invoices
are paid on time and within budget.

I’m highly organized when it comes to

budgeting and financial reporting. I use various
software programs to track expenses and create
detailed reports that can be easily understood
by management. I’m also able to identify areas
where costs can be reduced or eliminated in
order to maximize profits.”

5. Provide an example of a time

when you had to make a quick
decision that benefited the
company.

This question can help the interviewer learn

more about your problem-solving skills and
how you react to unexpected situations. Use
examples from previous roles that highlight
your ability to make quick decisions, analyze
information quickly and communicate
effectively with others.

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Example: “I recently had to make a quick

decision that benefited the company I was
working for. As Duty Manager, I was responsible
for overseeing all operations of the business
and ensuring customer satisfaction. One day,
we experienced an unexpected rush of
customers in our store during peak hours. With
limited staff on hand, I quickly assessed the
situation and decided to bring in additional
employees from other departments to help
manage the influx of customers. This allowed us
to maintain excellent customer service while
also keeping up with the demand. My quick
decision not only helped keep our customers
happy but it also increased sales and improved
overall efficiency.”

6. If you could change one thing

about the way duty managers are
currently trained, what would it be?

Interviewers may ask this question to see how

you would implement change in the workplace.
They want to know that you’re open to new
ideas and willing to learn from others. In your
answer, try to be as positive as possible about
duty managers and explain what you’d do
differently if you were training them.

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Example: “If I could change one thing about the

way duty managers are currently trained, it
would be to ensure that they have a
comprehensive understanding of all aspects of
the job. As a Duty Manager, you need to be
able to handle multiple tasks and
responsibilities at once, so having a thorough
knowledge of every aspect of the role is
essential. This includes not only knowing how to
manage staff and resources effectively, but also
being aware of any relevant laws and
regulations that may apply. Having a clear
understanding of these topics will help ensure
that the Duty Manager can make informed
decisions quickly and efficiently.

In addition, I believe that providing more

hands-on training opportunities for Duty
Managers would be beneficial. This could
include shadowing experienced Duty Managers
or participating in simulations where they can
practice their decision making skills in a safe
environment. By giving them the opportunity to
gain practical experience, they will be better
equipped to handle the demands of the
position when they start working.”

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7. What would you do if you

noticed two of your employees
were having a conflict that was
affecting their work performance?

An interviewer may ask this question to learn

more about your conflict resolution skills. Use
past experiences you’ve had with resolving
conflicts between coworkers and explain how
you helped them resolve their differences.

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Example: “If I noticed two of my employees

were having a conflict that was affecting their
work performance, the first thing I would do is
talk to them individually and try to identify the
root cause of the problem. Once I have
identified the source of the issue, I would then
bring both parties together in a safe
environment where they can openly discuss the
situation without fear of repercussions. During
this discussion, I would help facilitate an open
dialogue between the two employees so that
each party can express their feelings and
concerns.

Once all sides are heard, I would then provide

guidance on how to resolve the conflict in a
constructive manner. This could include
suggesting mediation or providing resources
for further assistance if needed. Finally, I would
ensure that any agreements made between the
two employees are documented and followed
up with regularly to ensure that the conflict has
been resolved.”

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8. How well do you understand our

company’s mission statement and
values?

The interviewer may ask this question to assess

your understanding of the company’s mission
statement and values. This is an important part
of being a duty manager because you will be
responsible for ensuring that all employees are
working toward achieving the company’s goals.
Your answer should show that you have read
the company’s mission statement and value
statements, and that you understand how they
apply to your job as a duty manager.

Example: “I understand that your company’s

mission statement is to provide exceptional
customer service and create a positive work
environment. I also understand the values of
your company, which include integrity, respect,
collaboration, and innovation.

···

I have experience in working with companies

who share similar values and missions. In my
current position as Duty Manager, I ensure that
all staff members are following these values and
adhering to the mission statement. I am
passionate about creating an enjoyable
workplace for both customers and employees
alike.

Furthermore, I have developed strategies to

help promote our mission statement and values
within the organization. For example, I have
implemented team-building activities and
created initiatives to increase employee
engagement. These efforts have resulted in
improved morale and increased productivity.”

9. Do you have any experience

using employee scheduling
software?

The interviewer may ask this question to learn

more about your experience with technology
and how you use it in the workplace. If you have
experience using employee scheduling
software, share a specific example of when you
used it effectively. If you don’t have any
experience using employee scheduling
software, you can talk about other types of
technology you’ve used in the workplace.

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