19 Maintenance Supervisor Interview Questions & Example Answers

As the leader guiding your maintenance team toward success, a maintenance supervisor plays a principal role in managing work orders, enhancing operational efficiency, ensuring safety compliance and mentoring maintenance technicians. Given the breadth of these responsibilities, it is essential that hiring managers seek out individuals who can not only manage these tasks effectively but also remain calm, empathetic and adaptable under pressure.

But how do you identify these key qualities during an interview?

In this article, we consulted with industry expert Tommy Mello, founder of A1 Garage Door Service, to compile a list of 19 essential maintenance supervisor interview questions to help you uncover the potential of a prospective employee. We’ve also included example answers to assist candidates in preparing for that next big interview. Whether you’re assessing technical expertise, leadership capabilities or problem-solving skills, we designed these questions to provide you with the insights needed to make the right hiring decision for your organization.

What to Look for in Maintenance Supervisor Candidates

When hiring a maintenance supervisor, finding someone who can effectively juggle multiple responsibilities is essential. As Mello highlights, a supervisor not only oversees day-to-day operations and manages work orders but also leads their maintenance team and acts as the primary liaison with upper management. Therefore, candidates should demonstrate a strong blend of technical expertise, leadership abilities, communication skills and problem-solving capabilities. 

Although supervisors often take a behind-the-scenes role, they must possess a comprehensive understanding of their equipment and maintenance techniques, as this knowledge enables them to mentor technicians and effectively make well-informed operational decisions. Additionally, as the maintenance industry evolves, staying current with emerging technologies and industry trends is crucial, ensuring that your organization remains competitive and forward-thinking. 

Leadership in maintenance is a significant responsibility. A reliable supervisor leads by example, fostering a culture of empathy and clear communication to drive their team toward continuous improvement. Hiring managers should prioritize candidates who can resolve conflicts tactfully, take accountability and motivate their team to achieve excellence. Given the demands of the maintenance industry, in which unexpected challenges and urgent deadlines are common, a maintenance supervisor must also be able to work under pressure, adapt quickly and resolve issues as they arise.  

With these key traits identified, are you ready to enhance your interview process and assemble a stronger maintenance team? Let’s get started.

Task Management and Planning Questions

1. How do you prioritize and allocate tasks to ensure they are completed efficiently?

2. How do you manage your maintenance team’s schedules to meet work order deadlines? 

3. How do you maintain strong relationships with vendors?

4. Suppose you were tasked with creating a training plan for new hires. What key areas would you focus on?

• What to look for: 
  • Prioritization of safety: Ensuring new hires understand and enforce safety protocols into their daily routines is paramount.
  • Comprehensive technical know-how: Candidates should possess a deep understanding of the equipment and operations new hires will work with.
  • Teaching skills: Can the candidate convey complex information clearly and adapt to different learning styles? 
• Sample answer: “I would focus on three key areas in a training plan for new hires: safety procedures, equipment operation and preventive maintenance. I also emphasize hands-on learning and mentor-guided practice to ensure new hires are confident and capable in their roles. My goal is to build a strong foundation that equips them with the skills needed for both immediate tasks and long-term success.”

5. How do you handle a shortage of maintenance staff?

6. How do you determine which maintenance tasks can be completed in-house and which should be outsourced?

Team Leadership Questions

7. What leadership experience do you have, and how many people have you supervised? 

8. What types of facilities and equipment have you managed?

9. How do you address technicians not meeting efficiency or work order targets?

• What to look for:
  • Problem-solving: Supervisors identify the root cause of performance issues and implement effective solutions.
  • Communication skills: Will the candidate effectively communicate expectations and feedback to technicians?
  • Empathy: The candidate demonstrates an understanding of the technician’s challenges while maintaining accountability.
  • Goal-oriented: They focus on setting clear, measurable goals to help technicians improve.
• Sample answer: “If a technician is falling short, I first identify what the root cause of the issue is. For instance, is it due to a lack of training, resources or motivation? I then provide targeted support, such as additional training or adjusting their workload and set clear, achievable goals. I also encourage open communication to understand any challenges they’re facing and work together to improve performance.”

10. How do you motivate your team to remain engaged and proactive in their work, especially during challenging or stressful periods?

11. What conflict resolution strategies do you use within your team?

12. As a liaison between your team and upper management, how do you effectively communicate and advocate for both parties?

• What to look for:
  • Assertiveness: Can the candidate confidently represent team needs and stand firm on important issues?
  • Empathy: A skilled mediator understands and considers the perspectives of both parties, showing genuine concern for their needs.
  • Conflict resolution: A candidate should be able to navigate conflicts and find solutions that balance the interests of both sides.
• Sample answer: “As a liaison, I prioritize clear communication and strong advocacy for my team while understanding the broader goals of the company. I’m assertive in presenting my team’s needs and concerns to upper management, but I do so with tact, framing our perspective in a way that aligns with organizational objectives. By balancing assertiveness with diplomacy, I build trust on both sides and effectively mediate conflicts.”

Compliance and Accountability Questions

13. How do you ensure maintenance logs and records are accurately maintained for accurate data reporting? 

14. How do you ensure that employees understand and follow your instructions, and how do you address situations where technicians fail to adhere to instructions or standard operating procedures?

• What to look for:
  • Clear communication: Does the candidate articulate instructions and expectations in a straightforward manner?
  • Follow-up: Candidates should consistently check in to ensure compliance and provide follow-up support as needed. 
  • Problem-solving approach: Rather than taking punitive action, maintenance supervisors should identify and supportively address the underlying issues. 
  • Accountability: Supervisors should take accountability for and address lapses in adherence promptly and effectively. 
• Sample answer: “I ensure my instructions are understood by communicating them clearly and confirming comprehension through questions or demonstrations. To reinforce this, I follow up regularly to ensure compliance with standard operating procedures. If a technician fails to adhere, I address it immediately by discussing the issue with them, understanding any challenges they face, and providing additional support or training as needed to correct the behavior.”

15. Are you familiar with OSHA and LOTO regulations, and how do you ensure compliance within your team?

Technological Proficiency Questions

16. What experience do you have with computerized maintenance management system (CMMS) software or other digital maintenance management tools?

17. How do you ensure your team has the resources and tools needed to complete their tasks effectively?

18. Can you share a time you successfully implemented a new maintenance technique or technology? How did you ensure buy-in from your team? If you were unsuccessful, what do you think caused it? 

• What to look for:
  • Mentoring abilities: Does the candidate prioritize guiding and supporting their team through the learning process? 
  • Communication skills: Candidates should clearly explain the benefits of the new approach to their team, ensuring transparency and understanding.
• Sample answer: “In my previous role, I introduced a predictive maintenance tool that used temperature sensors to produce data analytics on our compressors. I started by explaining the long-term benefits to the team, such as reducing downtime and unexpected shutdowns from motor overheating. I provided hands-on training sessions and paired experienced technicians with those who were less familiar with the technology. Although there was initial hesitation, I made sure to be available for questions and concerns, which helped gain the team’s trust and buy-in. Over time, the tool proved its value, and the team embraced it as part of our standard procedures.”

19. How do you train less tech-savvy technicians to use CMMS software or other digital maintenance management tools?

• What to look for:
  • Patience: Can the candidate patiently guide technicians through the learning process without frustration? 
  • Empathy and understanding: Candidates should have an understanding of the challenges facing technicians who struggle with technology and offer supportive solutions. 
  • Teaching skills: They should implement effective strategies to break down complex concepts into manageable steps, ensuring that technicians feel confident along the way. 
• Sample answer: “When training less tech-savvy technicians on a CMMS, I start by breaking down the system into simple, easy-to-understand components. I provide hands-on training with step-by-step instructions and use real-life examples to demonstrate how the system can benefit their daily tasks. I also offer one-on-one support and introduce them to CMMS help centers, making sure to address any concerns with patience and empathy. To reinforce learning, I create user-friendly guides and provide follow-up sessions to ensure everyone is comfortable and proficient with the tool.”

Use Coast to Streamline Your Maintenance Strategy

If you couldn’t already tell, your maintenance supervisor plays a critical and demanding role in managing daily operations. Simplify their workload and enhance your organization’s operational efficiency by exploring how Coast can streamline work orders, employee scheduling and team communication by signing up for a free trial today!