Hiring a GM: Key Questions & Tips for Success

Alright, let’s dive into the thrilling, albeit daunting, task of hiring a General Manager (GM). If you’re reading this, you’re probably at a pivotal moment in your business journey. Maybe you’re expanding, or perhaps you need fresh leadership to reinvigorate your team. Whatever the case, I’ve been there. When I moved to Nashville and decided to take my food blog, Chefsicon.com, to the next level, I knew I needed a GM to help manage the growth. So, grab a cup of coffee (or tea, I don’t discriminate), and let’s navigate this journey together.

In this article, we’re going to explore the key questions you should ask when hiring a GM, tips for a smooth process, and some personal anecdotes that’ll hopefully give you a chuckle and some insight. By the end, you’ll have a solid foundation to go out there and find the best darn GM your industry has to offer.

Why Hiring a GM is a Game-Changer

Before we dive into the how, let’s quickly discuss the why. A GM can bring a fresh perspective to your business, streamline operations, and even boost morale. They’re often the missing puzzle piece that helps your business scale. But—and this is a big but—only if you hire the right one.

Key Questions to Ask When Hiring a GM

What’s Their Management Style?

First things first, you need to understand how they lead. Are they hands-on, or do they prefer to delegate? Do they rule with an iron fist, or are they more laissez-faire? There’s no one-size-fits-all answer here; it’s about what works best for your team. For instance, when I hired our GM at Chefsicon, I knew our creative bunch needed someone who’d give them space to innovate but also provide enough structure to keep things moving. If this is your first time hiring a GM, Is this the best approach? Let’s consider the dynamic of your current team and their needs.

How Do They Handle Conflict?

Conflict is inevitable in any workplace. What matters is how it’s handled. Ask candidates for specific examples of times they’ve had to manage conflict. What was the outcome? How did they ensure a positive resolution? Remember, it’s not about avoiding conflict altogether; it’s about turning it into an opportunity for growth. I’m torn between wanting someone who can swiftly resolve issues and someone who can foster open communication. But ultimately, it’s about finding a balance.

What’s Their Vision for Your Business?

A great GM won’t just maintain your business; they’ll elevate it. Ask candidates for their vision. Where do they see your business in five years? What specific steps will they take to get there? This question can give you insights into their strategic thinking and ambition. Maybe I should clarify, you’re not looking for a psychic here. You just want someone who can think ahead and plan for the future.

How Do They Foster Company Culture?

Company culture is more than just a buzzword; it’s the heartbeat of your business. Ask candidates how they plan to foster and enhance your company culture. How do they intend to keep morale high? How will they ensure your team remains aligned with your mission and values? A strong company culture can lead to increased productivity and reduced turnover. Trust me, I’ve seen firsthand how a positive culture can transform a workplace.

What’s Their Approach to Decision Making?

Decision-making is a critical aspect of a GM’s role. Ask candidates to walk you through their process. Is it data-driven? Intuitive? Collaborative? Also, how do they handle tough calls when the stakes are high? This question can give you a good sense of their problem-solving skills and leadership style. If they rely too much on data, they might struggle with nuanced situations. On the other hand, if they’re purely intuitive, they might overlook important facts.

What’s Their Experience with Financial Management?

A GM should have a solid understanding of financial management. Ask candidates about their experience with budgeting, forecasting, and financial reporting. How have they used financial data to drive business decisions? This is especially important if your business is going through a growth phase. You need someone who can keep the financial engine running smoothly. I remember when we first started seeing a significant increase in traffic at Chefsicon. Our GM’s financial savvy was crucial in helping us scale sustainably.

How Do They Approach Strategic Planning?

Strategic planning is the roadmap to your business’s success. Ask candidates how they approach this process. Do they prefer a top-down or bottom-up approach? How do they ensure their plans are executed effectively? A good GM should be able to think both short-term and long-term, balancing immediate needs with future goals. It’s a bit like cooking, really. You need to time everything just right to ensure all the components come together perfectly.

What’s Their Experience with Team Building?

A GM is only as good as their team. Ask candidates about their experience with team building. How do they identify and nurture talent? How do they ensure their team remains motivated and cohesive? A strong team can achieve incredible things, so you need a GM who knows how to build and lead one. Back when we were still finding our footing at Chefsicon, our GM’s knack for team building turned our motley crew into a well-oiled machine.

How Do They Handle Failure?

Failure is a part of any business journey. What matters is how it’s handled. Ask candidates about a time they faced significant failure. How did they respond? What did they learn? Their answer can give you insights into their resilience and adaptability. It’s not about never failing; it’s about failing forward. We’ve had our share of failed recipes and blog posts at Chefsicon, but each one taught us something valuable.

How Do They Stay Updated with Industry Trends?

Lastly, industries evolve rapidly, and a good GM stays ahead of the curve. Ask candidates how they keep up with industry trends. What publications do they read? What conferences do they attend? How do they apply their learnings to their role? You want someone who’s always learning and growing, not stuck in their ways. In the fast-paced world of food blogging, staying current is more than just a plus; it’s a necessity.

Tips for a Smooth Hiring Process

Know What You Want (But Be Open to Surprises)

Before you even start interviewing, have a clear idea of what you want in a GM. What skills are must-haves? What values should they embody? But—and this is crucial—be open to surprises. Sometimes, the best candidates are the ones who challenge your preconceptions. I thought I wanted a GM with a strong culinary background for Chefsicon. But then we met someone with a marketing background who blew us away with their vision. So, be clear, but also be flexible.

Check References (and Actually Listen to Them)

References are more than just a formality; they’re a goldmine of information. Check them thoroughly, and actually listen to what’s being said. Pay attention to the tone, the pauses, the enthusiasm (or lack thereof). These nuances can tell you a lot. I once hired someone despite a lukewarm reference. Big mistake. Lesson learned: when someone says, ‘They did an… adequate job,’ translate that to ‘They were mediocre at best.’

Trust Your Gut (But Don’t Ignore Red Flags)

Hiring is part science, part art. Trust your gut, but don’t ignore red flags. If something feels off, it probably is. I remember one candidate who looked perfect on paper. But during the interview, they were dismissive of our content team. That was a red flag I couldn’t ignore. Remember, skills can be taught; character is harder to change.

Involve Your Team (But Be the Final Decision Maker)

Your team will be working closely with the GM, so involve them in the hiring process. Value their input, but remember, the final decision is yours. After all, you’re the one who has to live with the consequences. At Chefsicon, we have a ‘three-yes’ rule. If three team members say yes to a candidate, we proceed. But ultimately, I make the final call.

Onboard Thoroughly (But Don’t Micromanage)

Once you’ve hired your GM, onboard them thoroughly. Introduce them to the team, the culture, the processes. But then, step back. Give them space to lead. You hired them for a reason, so let them do their job. I struggled with this initially. I’m a bit of a control freak (aren’t we all?). But I learned to let go, and it’s paid off in spades.

Wrapping Up: Your GM Awaits

And there you have it, folks. Hiring a GM is a daunting task, but with the right questions and tips, you’re well on your way to finding your perfect match. So, go forth, ask the tough questions, trust your gut, and remember, the perfect GM for your business is out there. You just have to find them.

And hey, if all else fails, maybe the culinary gods will send you a sign. Until then, happy hiring!

FAQ

Q: What’s the most important trait to look for in a GM?
A: That’s a tough one, but I’d say adaptability. Businesses change rapidly, and a good GM needs to be able to pivot and adapt. They should be like a good sauce—able to complement and enhance a variety of dishes.

Q: How long should the hiring process take?
A: It varies, but generally, plan for around 6-8 weeks. This includes posting the job, reviewing resumes, conducting interviews, checking references, and onboarding. But don’t rush it. It’s better to take your time and find the right fit than to hurry and regret your decision.

Q: Should I hire internally or externally?
A: Both have their pros and cons. Internal hires know your business and culture but might lack fresh perspective. External hires bring new ideas but might struggle to integrate. Weigh your options carefully. Consider what your business needs most right now.

Q: What if I hire the wrong GM?
A: It happens. If, despite your best efforts, you hire the wrong GM, act swiftly. Don’t let a bad fit fester. It’s better for both parties to part ways early. Learn from the experience and try again. Even the best chefs burn a dish or two.

@article{hiring-a-gm-key-questions-tips-for-success,
    title   = {Hiring a GM: Key Questions & Tips for Success},
    author  = {Chef's icon},
    year    = {2025},
    journal = {Chef's Icon},
    url     = {https://chefsicon.com/hiring-a-gm-key-questions-tips/}
}