How can you evaluate a candidate's ability to manage employee safety?

In one of the interviews for safety manager in mid year of career I was asked to have a round of plants to make yourself aware of what this plant is like. Post my round I was asked to share my views (assessment report) of Hazard, risk , compliance level, general practice of safety system, workman behaviour etc. Though initially I thought this was just a familiarisation round; but actually it was for assessing by Risk identification capability, knowing my comments (maturity) on the safety management system, my eyes for understanding workman behaviour etc. I really admired this innovative way of assessing a safety person.

One thing I like to do in evaluating a candidates attitudes and behaviors is to walk a job with them, introduce them to the team, see how they interact with the front line workers and also leadership. I'll introduce and see how they interact with those I introduce them to. I'll take project walk with them, find a safety issue in the walk and ask them how they would deal with this situation. Other questions that are really good are: "In your last position, what was your strategy for building relationships with your team members and peers?" "What is your strategy for building relationships with senior leadership?" "What is the one best methods you use for dealing with difficult people?"

To evaluate a candidate's ability to manage employee safety: 1. Review their relevant qualifications and certifications. 2. Ask about their safety management experience and problem-solving skills. 3. Check references for their safety track record. 4. Assess their communication, leadership, and cultural fit for safety priorities.

I would ask the candidates to explain to me the types of hazards for various activities that are specific for the sites and installations in our industry, the specific hazard assessment methods and the generic protection measures. In this way I would get an idea about the breadth and depth of their knowledge. I would also ask them to explain to me what are, in their view, the most effective ways to convince people to adhere to the procedures, to respect the rules and to report problems. I would also ask what methods are used for event investigation and analysis and look for evidence they are qualified and experienced in root cause analysis.

One thing for sure the fundemental of safety among peers is important to make sure the succes of implementing safety at workplaces. Nothing more than basic knowledge in certain thing that make it easier for someone to apply or contribute to. For sure, good safety and health fundemental give added value to most organization.

Depending on the position (I'll use EHS Director here) I ask questions that are looking to evaluate if the individual can think strategically and systematically. For example: "What is the biggest challenge to any organization achieving a world class safety culture?" With this question I'm assessing big picture/strategic thinking and the ability to create vision; articulate it consistently; models the right behaviors, and would align well with our structure and culture.

A great example of getting this type of information from a candidate is: "How would you describe your leadership style?" With this question you should get insight into their ability to listen, be open, develop followership, see themselves as a servant leader, are a good people person, genuinely cares about people and the company, and get examples of how they would model the behaviors expected. Another great question in this area is: "How would you describe your management style with direct reports and why do you think it’s successful?" Another great question that always gets to style and ability to communicate and collaborate is "What would former colleagues and leadership say about working with you?"