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How to answer human resource interview questions

Use Sample Questions to Select the Most Qualified HR Job Applicant

Susan Heathfield is an HR and management consultant with an MS degree. She has decades of experience writing about human resources.

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Looking for interview questions that you can ask the applicants for your Human Resources jobs? These sample interview questions are suitable for your HR candidates as well as for managers and other potential employees.

Some of these favorite interview questions will also work well when you interview potential HR employees. But, you also need to identify whether your candidates have the special characteristics and capabilities that are needed in HR.

These questions must assess the capability of the applicant to perform the new roles of the HR professional.

To do this, you need to ask interview questions that will identify your candidates' competencies in these critical areas. How capable will your candidate be as a:

  • Strategic partner
  • Employee advocate
  • Change champion

Because these competencies exist in addition to the other core human and employee relations, administrative, employment law, personnel, and transactional expectations of the HR professional, these questions are key to identify your most qualified candidate.

General Human Resources Interview Questions

Any experienced HR professional can claim a background and competency in implementing the core HR responsibilities such as day-to-day employee relations, personnel transactions, and recruiting employees. Ask this type of question to get at your candidate's core HR skills.

  • Describe the HR functions that were under your leadership and control in your most recent HR job.
  • What are your favorite components of the overall HR role? What do you enjoy doing the most?
  • Where did you find yourself investing the most time in your most recent HR role?
  • What would you list as HR’s most significant contributions in your most recent HR department?
  • Describe your experience managing and maintaining a Human Resources Information System (HRIS)? (You can ask this last question about any component of HR that was thus far not mentioned by the candidate. Or, use the question to ask about an HR component for which you need a person with experience, a core requirement of the person you eventually hire.)

More Specific HR Interview Questions to Assess Competency in New Roles

The questions are divided into questions suitable for an experienced individual and an applicant who is beginning or early in their HR career; the beginner questions would also work for the experienced professional.

Strategic Partner

For experienced job candidates:

  • How did the HR function have an impact on your organization’s strategic planning in your last position?
  • Describe how you were able to assess the success of HR services and employee relations in your last HR position? What did you measure?
  • How did you determine or contribute to determining the priorities for the HR department in your most recent position?
  • Did you participate as a key player in your organization’s strategic planning or senior management team? How did you see your role?

For beginning or early-career candidates:

  • What do you believe is the role of the HR department in relation to the mission, vision, and strategies of the business?
  • How would you find out the priorities of your managers and senior managers for the provision of HR services?
  • What would you measure to determine whether the HR department was doing an effective job for the company?

Employee Advocate

For experienced job candidates:

  • Please discuss a time when an employee came to the HR department with a complaint about his or her manager. How did you investigate the complaint and help the employee solve the problem? How did the story end?
  • Describe the work environment that you developed for people in your last HR position. What were the key characteristics of the work environment that you were trying to maintain and reinforce?
  • How did your HR department contribute to planning, creating, maintaining, and changing the corporate culture? What were your significant contributions to establishing the work environment for people?
  • What programs or processes, that you developed to maintain and reinforce the work environment that you offered employees, are you most proud of contributing to or initiating?

For beginning or early-career candidates:

  • What do you think are the most important roles of the HR department in relation to employees in an organization?
  • What is the role of the HR department in creating the company's work environment for people?
  • If you were the decision-maker, what programs for people would be your priority in an organization?

Change Champion

For experienced job candidates:

  • Tell us about a time when you initiated a people process or program that was successful in your organization. Why did you believe your organization needed the program? What steps did you take to initiate and develop the program?
  • On the flip side, have you ever championed a process or a program that failed to take hold in the organization? What steps did you take and how would you change your approach the next time so that your organization would integrate the initiative?
  • How do you go about identifying aspects of your organization, the organization’s culture, and the offerings of the HR department that need to change or improve?
  • What is the role of the HR department in helping other departments identify and make changes to processes that affect their employees or customers?
  • Can you tell us about a time when you helped a department make needed changes? What was the change and how did HR help identify the need for the change and the action plan. Was the intervention successful?

For beginning or early-career candidates:

  • Thinking back over your college years and your job experiences, have you ever helped to initiate a change? What was the change? What was your role in making the change happen?
  • How do you typically react when change is introduced that you had no part in identifying the need for or planning? Would you describe yourself as a willing participant or an early adopter? Please provide an example.

Sample Job Interview Questions for Employers

Use these sample job interview questions when you interview potential employees.

Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a worldwide audience, and ​employment laws and regulations vary from state to state and country to country. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.

How to answer human resource interview questions

No matter how ready you are for that job you really want to get, there is one thing that always takes you out of the comfort zone: the HR interview.

You start sweating by the mere thought of being judged by people who don’t really know you. They expect you to show your personality during a 10-minute meeting, but you’re afraid you’ll choke under all that pressure.

Don’t worry; that won’t happen. Remember: you are who you are. You deserve that job and you should let everyone know that.

Top 10 HR Interview Questions with Answers

Resumesplanet.com, a reputable resume writing service, investigated the most common questions that human resource managers love to ask. When you know how to answer these questions, you’ll be on your way to a new job.

1 ) Describe yourself

Oh, this is a tough one. When you’re supposed to speak for yourself, you always want to say the best without making it sound like bragging. Some people like humor, so when they get asked to describe themselves in few words, they say something like “I sleep with socks on”.

If you have that in you, humor is a nice way to get through this question. Of course, you should also make the HR manager happy by telling actual things about your education and interests.

Adjust your answer to the situation and emphasize the interests and characteristics that are suitable for the position you’re aiming for.

2 ) What’s the most difficult challenge you had to face and how did you handle it?

You can’t allow this question to catch you by surprise.

Most job applicants are confused when they get this question on interviews, and they can’t think of a situation that’s valuable enough to describe.

Think about it: how did you help a company you previously worked for to surpass some difficulties?

Maybe you can think of a personal problem that resulted with a positive outcome?

Make sure to lead the answer to a positive direction. Don’t just describe a challenge; show how it helped you learn who you really are.

3 ) Why are you looking for a new job?

Do not say anything negative for your previous employer.

Simply answer that you’re ready for new challenges and you already gave everything you had on that position. You helped that company grow and now you are ready to use your full capacity on a better job.

4 ) How capable are you to handle pressure?

Every company puts its workers under pressure.

Don’t expect to face a nice, calm environment where you make jokes and talk to your colleagues through the entire day. You’ll be expected to work and the interviewers want to know how you will handle the pressure.

You can say something like:

“Challenges push me to work harder. Pressure, expectations and deadlines keep me focused on the tasks I need to get done and they drive me towards my best performance.”

5 ) What do you think of our company?

This is your moment to shine.

If you did your research before showing up at the interview, you will know the most important points in the company’s history. Say you were impressed by a particular success and mention some facts.

Say something about the positive working environment and the spirit of the brand. Your answer has to be relevant.

6 ) What’s your greatest weakness?

HR managers love this one.

They want to get you in a trap, since there is hardly a good way to answer this question. If you say you have no flaws, they will know you’re lying. If, on the other hand, you mention your real weaknesses, you’ll never get that job.

What’s the right way to answer? Take one of your strengths and present it as a weakness. For example, you can say something like:

“I am a perfectionist. I am never happy if I don’t get the results I aim for.”

7 ) Which are your best qualities

It’s time to say something good about yourself.

Do you always get your work done by the deadline?

  • Are you constantly looking for new challenges?
  • Are you innovative?
  • Can you contribute towards the company’s growth with new ideas?
  • Are you determined to make great progress in your career?

Think about your strengths and present them in the best light.

8 ) What’s the salary you expect?

This is a tough one.

You certainly want to earn more than you did at the previous job. That’s probably one of the reasons you are looking for a change.

Do your research before showing up at the interview. How much do people on that position earn? Be extremely realistic at this point: how much do you think you deserve? If you can’t find a way to answer the question, answer with your own question.

You can say something like:

“That’s a tough question to answer. Can you please tell me what range do you typically pay employees on that position?”

When you get the answer, you can pick a sum that’s closer to the minimum and say that you would expect the salary to rise as you get more experienced.

9 ) Where do you see yourself in 5 years?

Don’t say you see yourself working on the same position you’re applying for.

The HR manager should recognize your intention to prosper. You should certainly say that you see yourself in the same company, but you have ambitions to grow, learn, and make great contributions for its success on the market.

10 ) Do you have any questions for us?

Yes, you must think of a question!

If the salary wasn’t mentioned, you can ask how much the company pays for this position. You can also ask about the typical career path for employees in this role.

Does the company offer any options for further training and qualification?

Here is another great question: “What qualities are you looking for in the perfect candidate?”

A job interview doesn’t have to be as scary as you imagine. Approach it as a relaxed conversation. Don’t be stiff and listen to the questions really carefully. If you prepare well, you’ll boost your chances of getting hired.

This HR Generalist interview profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions.

How to answer human resource interview questions

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How to answer human resource interview questions

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  • Introduction
  • Operational and Situational questions

HR Generalist Interview Questions

The HR Generalist works with upper HR Management on a broad range of responsibilities including maintaining employee records, preparing reports, benefits administration, recruitment, onboarding, performance management, and more.

Candidates for this position should have human resources experience and relevant academic degrees, such as a BSc/BA in Business Administration. Additional HR training and certifications are desirable and demonstrate a commitment to the field.

The following open-ended and situational questions will help you distinguish hands-on HR experience from theoretical experience. Your most promising candidates will have strong interpersonal skills and will be able to express their logic clearly and concisely. They will be able to speak about HR issues, often drawing from what they’ve learned on the job. They will be familiar with your company and will contribute insightful questions to your conversation.

Please send me Entrance exam sample pappers for management level of Shipping Corporation of india

What can you do for the growth of BHEL?

How do you make a business plan for a recruitment firm already established with 20+ staff?

I have completed my fashion technology course and after that i did my MBA,during interviews they used to ask like why i choose MBA after fashion technology.

All the IT Companies paid more Dividend” If yes,Explain in detail,IF no justify the Answer

Should the job evaluation depend on an appraisal of the job holder’s performance in shipping industries? Give suitable examples

why do u want to skip from commerce to hr?

what is talent acquisition

hi im soumali chakraborty,pursuing MBA in HR specialization,soon to face my placement interviews,plz help me to answer these questions.. Q1 Why u have chosen HR specialization? Q1 Were you want to see yourself 3-5yrs from now as a HR in the company? Q3 What are your goals as a HR in the company? Q4 Whe will be my career paths as a HR in the company?

Q1.what will be career path as a HR in the particular company?

Explain the them Corporate Governance Yesterday, today & Tomorrow”

all questions and answer related to recruitment job?

What do you mean by achievement?

i have done B.E. in Mechanical and now i m pusuing PGDM in HR. how can my engneering degree will be helpful to me in HR job.

why do you want a career in HR,where as you did your project in finance??

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Visa Interview Questions :: USA Visa, UK Visa, Australia Visa, Canada Visa, Germany Visa, New Zealand Visa.

If you are wondering what HR interview questions you might face and how you can best handle your interview in the HR, you’ve come to the right place.
By the time you’ve finished reading this article you’ll not only know what to expect in HR questions, you’ll have some great tips to make your interview a real success!

Human Resources Interview Round: Facing the HR Round Interview

Here are 8 tips to a successful interview at the HR department:

  1. Arrive 10 to 15 minutes early. This gives you time to take a couple of deep breaths, relax, stop in the washroom to check your appearance, and gather your thoughts. It also looks good to the interviewer.
  2. Always greet your interviewer by his/her last name. If you aren’t sure how to pronounce it, you should find out from other staff in advance.
  3. Always let the interview be lead by your interviewer.
  4. Don’t be afraid to stress your achievements.
  5. Be enthusiastic, both verbally and with body language.
  6. When you are answering questions always answer in a manner that is relevant to the position you are applying for, and always emphasize what you can do for the company. Don’t be afraid to refer to your accomplishments, skills, and experience often.
  7. Have an extra resume with you.
  8. Try to avoid yes and no answers, instead elaborating your answer whenever possible.

Common HR Related Interview Questions

There are a number of HR questions that are almost always part of the interview process in one form or another.
Let’s have a look at some of those interview questions and the best way to answer them.

1. Tell Me About Yourself
This is usually the first question the interviewer asks.
Your answer should begin by telling the interview why you are qualified for the position and a good fit. Always match your skills, qualifications, and achievements to the position you are applying for. Think of this as your sales pitch. You need to sell the interviewer on why you would be the best choice.

2. Tell me Your Best Strengths
If you took some time before your interview to learn about what the company’s wants and needs were, you’ll be in a good position to answer this so that it benefits you the most.
Before the interview, you should have also taken time to make a list of your strengths so that when you are asked you can instantly answer.

3. Tell me Your Greatest Weakness
What you need to do here is disguise one of your weaknesses which is not related to the job (weakness that doesn’t have any impact on the job in question). For example – your accounting abilities, presentation skills or technical abilities etc.
You are showing one of these as a weakness and tell how you are handling to overcome it.

For more details, please refer to – What Are Your Weaknesses

4. Tell me something that has occurred that you are regret of
Never show your weaknesses or your faults, and never share a regret with an interviewer.
The best way to handle this is to pause like you are reflecting (lots of practice will make this seem natural), and then say something like I have no regrets because I work hard not to cause them to begin with, and while I’m not perfect I evaluate and learn each and every day.

5. Tell Me Why You are Leaving Your Current Position
Be honest. Tell them what you are looking for – more advancement, more challenges, more money, etc.
Also if you aren’t 100% sure you are leaving your current position be honest and tell them so, or if you aren’t working tell them.

For many more questions and detailed suggested answers refer to:
Human Resources Interview Questions and Best Answers

Behavioral questions that are regularly asked in HR interview

The HR personnel are practiced to ask behavioral question in order to evaluate the personal strength of the candidates.

You must practice answering work related questions that are asked to asses your performance in different situations. Here are the frequently asked situational/behavioral questions:

  • Describe a stressful situation and how you have handled it
  • Describe a time in which your judgment and course of actions were critical to solving a problem
  • Describe a situation were your communication skills / presentation skills / sales abilities / ethics were come into effect
  • Describe your decision making process or any difficult decision you have made in work related situation.
  • Have you led / motivated / managed others? Tell success stories.
  • Tell about any dispute / difficulties with team mates or coworkers you had to face in your previous workplace

Answering the above behavioral questions
It is recommend to practice your answers using the STAR approach –

  • Situation/task: Describe the situation/problem or the task in details
  • Actions taken: Explain why you decided to take specific actions and the process you followed
  • Results: What were the results and what have you learned from that situation.

Mental preparation is also one of the keys for responding properly to the above questions.

This can be achieved by making a mockup interview and simply thinking thoroughly on your responses to the above.

You may also be interested in reading some competency based questions before the interview.

“Facing an HR interview is a bit like facing a kitten; it only feels like a Lion.”

How to answer human resource interview questions

Considering that you are mentoring teams or leading by example. Conflicts are bound to happen in the workplace. It could be amongst colleagues or your peers, who don’t want to follow instructions, etc. Hence, conflict management is a skill that is imperative for the smooth functioning of any organization. It is the ability to solve matters that might hinder productivity.

A leader or a mentor should step up to conflicts, seeing them as opportunities for growth, and helping the team evolve. One should first try to read situations quickly and minimize the damage caused by the conflict. They should be skilled at focused listening and hammer out tough agreements and settle disputes equitably. One should also have the ability to find common ground and cooperate with minimum noise. Doing so helps resolve matters in a shorter span of time rather than stretching it.

Describe for me, a couple of instances in which you were the pivotal person to defuse a volatile situation.

It is likely that you have experienced situations where you had to resolve conflicts. Through this HR interview question on conflict management, the HR interviewer would like to see how you tackle the situation and may ask you to cite a few instances where you were the main person to defuse a volatile situation. Think about a couple of instances when you had to do the needful.

Describe how you went about the resolution process. For example, if there had been a conflict regarding time and getting teams together, did you ask the other person to name a time when it would be convenient to meet. How would you ensure that a common time could be worked out? It could be that you decided to take the team out for lunch and discuss matters — this would be a suitable time for all, and yet it would be a nice change from the work environment.

An an answer to this HR interview question on conflict management, you can also cite a couple of other instances where you had to deal with such situations. It could be regarding budget constraints where two departments are asking for higher allocations. Describe the needed steps you took to resolve the issue. Did you take into consideration means of effective communication, analyzing the workflow and processes to see if an additional budget allocation was required? This would not only exude your conflict resolution capabilities but also reflect that you can think out of the box and highlight other skills too.

It is difficult to demonstrate the ability to be objective, unbiased, and trustworthy in situations that involve personal conflicts of interest. Describe a situation in which you found this most difficult to do.

Through this HR interview question on conflict management, by asking you about the perspective of being objective, unbiased, and trustworthy in situations that involve personal conflicts of interest, the HR interviewer wants to know how you judge situations. They want to see your analytical skills along with intuitiveness and rationale reasoning in these situations.

You can answer this HR interview question on conflict management, by describing a rather difficult situation that you were in. It could have been between a colleague who’s a close friend and a senior, who probably stands right. In such cases, you have to put aside emotions and take a judgmental call.

As an answer to this HR interview question on conflict management, you can mention that opposing positions, performance discrepancies, compensation issues, competitive tensions, power struggles, ego, pride, jealousy are often the root causes of a conflict at work. Say that when resolving such situations, you would like to get to the root of things, because the reality is that most conflicts are born out of poor communication. They can also occur because of the inability to control one’s emotions.

Think back to a time that showcases your aptitude to engineer a plan to equitably and calmly resolve a difficult dispute.

When talking about your aptitude to decide plans to sort out conflicts without dispute, you should ensure that you describe the situation in a modest way. You can say that the first steps in handling workplace conflict include understanding the situation from the involved parties. You should never just stick to one side of the story. Ideally, one should try to create an organizational culture designed to preclude conflict.

As an answer to this HR interview question on conflict management, you can start off with communication and how most of the conflicts are the result of a lack of information, poor information, no information, or misinformation. Hence, you would want to ensure that both parties have access to clear, concise, accurate, and timely communication of information.

While answering this HR interview question on conflict management, you can discuss a particular situation where you sorted a conflict between two colleagues. It could be possible that there was a lack of communication, and this resulted in a misunderstanding. It could also be that you tried to intervene and discuss matters with both parties or spoke to them individually first.

Also, mention that in such situations, you don’t play favorites — rather, you try to handle the situation from a neutral perspective and without bias. Often, personal or official interests can make the situation worse, and hence, it is best to sort out matters at an earlier stage. However, it is important that the people involved maintain decorum and protocol adhering to work norms.

Describe two situations in which you exhibited foresight to identify and defuse conflicts before they occurred.

The employer or the HR interviewer through this HR interview question on conflict management, would like to know if you have the vision and the perspective to resolve conflicts or sort out matters before they get out of hand. When asked to describe a couple of situations like this, think about instances when a conflict was avoided or finished before it could commence.

It could be during an office or work meeting when there was a heated conversation between two colleagues regarding a deadline. Sensing that the matter would get out of hand, you picked a neutral date that was viable for both and would be acceptable. You could have also offered extra manpower if there was a delay just to ensure that the tasks would get completed on time, without offending any parties.

It could be a situation where your manager is bossing your colleague or close friend at work. You can see that the water is going over the head, and this might lead to a heated argument — thus causing loss of job for your friend. In this situation, you can try talking to your friend/ colleague and explain that they should tone down things. Alternatively for this HR interview question on conflict management, you can suggest methods to lead a neutral agreement so that the manager and your friend are sorted.

How to answer human resource interview questions

When you’re interviewing for positions in your human resources department like HR Specialist, it’s particularly important to be able to assess all candidates using the same data (or scoring). This is where structured interviews come in. In a structured interview, questions are determined in advance and consistent. In unstructured interviews, the questions are not set in advance or may come from a loose set of notes from a hiring manager.

Based on the qualifications you’re looking for, your HR Specialist interview questions should be open-ended but structured so that candidates may provide specific information that will distinguish them from the other candidates you’re interviewing for the position. Asking the right questions during the interview is crucial to selecting the right candidates to hire.

HR Specialists typically have 1-3 years of experience working in HR. The responsibilities in this role are very broad, but are still focused on administration, payroll processing, and other administrative tasks. HR Specialists can gain additional experience working on specialty projects, employee orientation, training, and pre-screen interviewing. Human Resource Specialists have a basic understanding of some employment law. They are hourly non-exempt workers and serve as a go-to resource for employees and managers alike.

HR specialists normally report to an HR Director or VP of HR. The number of HR Specialist positions depends on the size of your HR team and organizational structure.

How to answer human resource interview questions

List of HR Specialist Interview Questions

Below are a list of Interview questions for HR and Human Resource Specialist interview questions to get you started. You can access our downloadable resource called for more interview tips and downloadable interview forms to use during the hiring process.

1) Tell us a bit about your work background, and then give us a description of how you think it relates to our current opening.

2) Describe a process or system that you improved so internal customers/employees would be better served.

3) Describe your experience working with highly confidential information. How would you handle an employee who requests “confidential” information from you?

4) Based on what you know about our organization, how would you describe our company culture?

5) What do you think would be the biggest challenge for you in this role?

6) Can you tell us about your experience in creating or implementing new company policies or programs? Given the opportunity, would you have done anything differently?

7) When faced with a challenge like improving employee morale, what’s the first step you would take in developing a strategy to do so?

8) In your past experience, what top attributes did you look for when screening or interviewing candidates? How did you identify them?

9) Can you tell us about your experience with collecting data and creating reports on staff performance?

10) After learning about this opportunity, what made you take the next step and apply for the job?

Once the interviews for the job are completed, it’s up to you and your team to decide on which of your top prospects is the one that you are going to offer the job. The key when interviewing and selecting HR Specialist candidates is to be sure of the job requirements and most important skills and abilities to ensure you are selecting the most qualified and capable person for the human resources assistant job you have an opening for.

Grab our downloadable HR Specialist Interview Guide along with a handful of other helpful human resources interview questions guides to help staff up your HR team.

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You’ve put it off as long as you can, but now you have to hire. Until now your team has handled it all, with a little help here and there, but it’s just too much to manage by yourself. You have too many fires to put out; you need more people, good people, to handle some internal conflicts brewing, benefit and/or compensation requests, compliance (and you could use some help with strategic planning as well).

Maybe, you have to hire a human resource professional to help you with your growing company. Or maybe, you need to replace an HR professional that has left.

How to Interview Someone in the HR Industry

Ideally you want the person that is going to come in, read your mind, make your life easier and can be trusted. Anyone that you interview should be minimally qualified, so let’s assume you’ve jumped that hurdle. Now unless you’re clairvoyant, you’re going to need some help asking the right questions to determine who has the passion, the desire, and the guts to be the best candidate.

Here are a few of my favorite interview questions and why.

1. What do you like about human resources? Why do you want to be an human resource professional?

We’re looking for passion, people! We want someone who loves the profession and is not just doing it for a pay check. We don’t want anyone mailing it in and getting complacent. We want HR innovators that want to use the latest trends to help achieve our goals.

2. Tell me about a time you made a mistake and what was the resolution and outcome?

I love this question because it’s really about accountability. You need someone that is not afraid to be honest about past mistakes and the corrective actions that they took to ensure it does happen again, the lesson learned. We know that everyone makes mistakes at work. No one’s perfect; so if the candidate says, “ I don’t make mistakes, or I can’t think of any, or I have so much experience that I don’t make mistakes” – that’s a FAIL. What I’m hearing is, “I am too stubborn and self-conscious to admit that I’ve made mistakes.” So there’s your mistake, pretending as if you don’t make them! If they do give a specific example, listen very closely to how the interviewee overcame the example mistake; this will tell you a lot about their resilience and problem solving ability.

3. What are some of your weaknesses? What are your strengths?

Again, I’m looking for introspection and self-evaluation. This is a very standard interview questions across all positions. I don’t want to hear that you have no weaknesses because that’s a lie. How an interviewee talks about their own weaknesses will give you an idea about how he or she will talk about company weaknesses. The same idea applies when you listen to his or her strengths. You want someone that can inspire pride but be wary of a long unrealistic list of feats that makes one wonder why this person is even in the job market. He or she may be giving you the run around. Look for someone level-headed.

4. What do you look for in an organization and team dynamic?

Personally I like this question because the answer helps me to know what kind of employee you’re going to be. No one wants to be micromanaged but there must be a level of accountability. You must be able to work alone or under the pressure of a deadline without flaking out. You want someone that can be trusted to complete tasks and make decisions without too much coddling.

See also:

So now I got to tell you my least favorite HR interview questions. And these have actually been asked of me or I’ve heard someone ask them. Don’t be a victim to this kind of interview bias.

1. What person living or dead would you most like to have dinner with?

How about yo momma (don’t say that candidates)! Nevertheless, this question bothers me because it leads the candidate to a place where they could be discriminated against. You want to stay away from entertainment icons, religious leaders and athletes. For instance you may think of Jesus Christ or Elvis Presley or Michael Jordan, but it just so could happen that the interviewer doesn’t like any of those leaders. Now you don’t “fit.” Candidates, if you get this question, I recommend going with a family member.

2. Tell me something that you probably shouldn’t tell me.

Uh nothing! Just don’t see the point to this question. Again it leads the interviewee to talk about something inappropriate like, “There are some primo chicks in here.” Candidates, consider steering the conversation back to something work related, such as, “I’m huge fan of Macs. What type of computers / operating systems does the office use?”

When interviewing a person for an HR position you want to make sure you are looking someone who has a passion for HR because that minimizes the risk of them getting frustrated and quitting. You want someone who is knowledgeable and resourceful. You want someone who relies on skills just as much as experience, because things change quickly and you need someone who can adopt and is open-minded. Sometimes people with a lot of experience become entitled know-it-alls unwilling to learn new concepts or strategies (think social media, HR). Hiring decisions are costly, especially for a small growing business you want to be certain that you make the best choice available.

Hope this helps, what questions would you ask – or not ask – when hiring someone for your HR department?

For more information on how to interview.

How to answer human resource interview questionsChris Fields is an HR professional and leadership guy who blogs and dispenses great (not just good) advice at Cost of Work. Connect with Chris via email at [email protected]

Before the Interview
Dress the part:
If you don’t own any professional clothing (jeans and t-shirts do not fall into this category, neither do sun dresses), then it’s time to invest in some grown-up clothing. You can still be yourself, you’ll just be a better-dressed version. This is important.

Get there early:
If you’re not sure where the interview location is, go there before the day of the interview, find your parking options and make sure you know the right building or wing. The day of the interview, make sure you leave in plenty of time to get there, not just on time, but early.

Spend some time studying the business:
Most companies have a website with plenty of background information about the founders, company history, company mission statement and so on. Spend an hour or two reading through the company website and do a search for press releases, news items and articles related to the business. Try to figure out where you would fit into the company and what skills you should highlight. Knowledge is power, it also shows you care.

Come with your materials:
Bring along a copy of your resume, any letters of reference and any other type of material, such as a portfolio, appropriate for the job interview. You may not need these, but you’ll be prepared if you do. Also, don’t just bring one copy; often there will be several interviewers and you don’t want to have them share. You might have sent your resume by email, but emails are easily deleted. This is your best chance to get your resume in their hands, in front of their face and on their desk.

Review your resume:
Yes, you think you know it forward and backward, but read it through one more time and think about possible interview questions that might arise. They can’t ask you a question on every point you include but you better be prepared for each, with more than just a story. Prepare for questions on further detail, technical aspects, dates, etc. Also, when you answer try to fit in how it relates to the current position.

Write an elevator pitch:
An elevator pitch is a 30-second blurb about you: who you are, what you offer, what you can bring to the business. It’s self-promotional, yes, and it’s a pain to write one that captures the important stuff without sounding egotistical. You can do it, though, and you should do it. It helps you to focus on your own strengths and skills, which is important.

Practice:
Have a friend, mentor or parent sit down with you for a practice interview. Give them your elevator pitch. Have them ask you some typical interview questions and give your best answer. You can ask for feedback, but it’s more important that you just practice the process of interviewing so that you are more comfortable with it. Familiarity lends comfort. (For more read Sell Your Skills, Not Your Degree.)

During the Interview
Practice common courtesy:
“Yes, sir,” and “Yes, ma’am” are appropriate unless you are instructed otherwise. Don’t interrupt. Shake hands. Pull out those manners and use them.

Maintain good posture:
Stand up straight, walk tall and sit up straight in your chair. Nothing says, “I’m a lazy, apathetic student,” like a slouch. You’re not a lazy, apathetic student and you don’t want people to mistake you for one.

Don’t apologize for your lack of experience:
They saw your resume and everyone is in the same boat. Instead, point out the merits of your education, your personal strengths, the skills you can bring and your drive to succeed. (Also read Top Job-Search Mistakes For Finance Grads.)

Answer questions honestly:
Just don’t lie. Even if there’s something embarrassing or potentially problematic (a failed class, a DUI), when asked, you should answer honestly.

But hold some details:
Stop yourself from laying out every single detail of your family history, extenuating circumstances and personal situation. Nobody needs or wants all the back story and the more you explain yourself, the more defensive you sound. Give the facts as needed and hold the rest for your therapy session. Personal comments are OK, but they want to know if you can do the job and if you will be a safer, better choice than the other students.

Have an “interview personality.”:
If you’re an introvert, pretend to be an extrovert. This doesn’t mean you have to babble or dance or dress in bright colors, it just means that you can adopt an extrovert persona for an hour or so in order to talk about yourself comfortably. Likewise, if you’re an extrovert, don’t babble or dance. Just be sure you’re not letting the interview go to a personal level of relating when you need to keep it professional. (Learn seven tips that can put you on the road to financial-internship bliss, read Land That Internship!.)

Make eye contact:
Making eye contact tells people you are sincere, confident and trustworthy.

Use professional language:
Even if the interviewer uses coarse language, don’t follow suit. Maintain a level of professionalism in how you talk by holding the coarse jokes and expletives. As a student interviewing for a job, you may not be able to bring years of experience to the table, but you do bring ambition, fresh perspective, willingness to work hard and plenty of other valuable assets. Keep that in mind and you can handle yourself with both courtesy and confidence.

After the Interview:
Send a thank you email addressed to the interviewers. It does not have to be long, but it should be grammatically correct. Thank the interviewer for their time and reiterate that you are interested in the opportunity. You might not have felt it, but you were also evaluating the company and interviewing them, so let them know you are still interested.

The Bottom Line:
Being a recent grad on the job market can be daunting, especially if you’ve never had to look for a career before. These tips are sure to give you a leg up against the competition.

HR Assistants manage such human resource aspects as: salary adjustment and payment employee recruitment and record-keeping, training and development, etc.

Here is a sample job interview for HR Assistant (i.e. Human Resources Assistant) – Typical interview questions with suggested answers.

Job Interview Questions and Answers for HR Assistants

Question: Describe briefly your involvement with various company personnel.
Answer: HR assistants are generally involved in recruitment, training and development, which are great examples of significant involvement with personnel. They may also be involved in subtle, sensitive things like staff relations and hr-related organizational changes.

Question: How would you say is multitasking important to an HR assistant?
Answer: Being an assistant usually means you are responsible for a number of jobs at once. You participate in recruitment and training. You manage documentation and report to senior management. You appear at staff meetings. Doing all of these at once requires time management and multitasking ability.

Question: Were you required to exercise judgment as part of your daily responsibilities?
Answer: Assistants are often the first to encounter and deal with problems, whether with customers or company staff. Before they can report to the manager, they make independent decisions regarding the first steps towards a solution.

Question: Do you have any experience preparing and delivering reports?
Answer: HR assistants prepare and deliver reports on a regular basis: statistical and often confidential reports, safety and welfare reports. Mention likewise managing any other kind of documentation, since documentation is related to reports: employee files, logistic files, etc.

Question: Describe your customer service abilities and any relevant interpersonal skills.
Answer: Customer- services are an integral part of an hr assistant’s responsibilities. The assistant confronts clients on a regular basis to respond to any queries and complaints. At the same time he regularly reports to management regarding issues and current situation. It is important to be able to know how to deal with problems and when and what to report.

The candidates who fill your HR department should be of the highest quality. To find those candidates, you need an HR recruiter who is just as capable.

However, finding the right HR recruiter can seem confusing at first. You may not know what questions to ask, for example, when interviewing potential HR recruiters.

To guide your search to better results, we’ve listed some of the top interview questions and answers for an HR recruiter position.

Interview Questions & Answers for an HR Recruiter Position

1. How have you changed your recruiting strategy over time?

Example Answer: “As job markets evolve, so does the recruiting processes. In the past, I have shifted my focus to the impact of technology on job seekers. I did this because of the growing use of technology in the recruiting industry.”

What this question is looking for is how adaptable your candidate is. If a process doesn’t provide ideal results, is the candidate willing to change? Specifically, how proactive are they in reflecting and implementing change?

For example, consider how flexible is your candidate is in using different interviewing methods. Studies show that 60% of hiring managers and recruiters alike now use video technology for an interview.

This change is a result of the way the job market is changing, with the benefits of remote work leading to more employers offering it.

All in all, to best take advantage of these market shifts, your HR recruiter needs to have ways to keep up with change. A proactive recruiter is likely to provide you with the best candidates through the best methods possible.

2. Give an example of how you keep up with current HR recruiting trends.

Example Answer: “One way I stay up to date with market trends is by searching out useful resources. One resource I use is SHRM.org to read on any changes in an industry, such as compensation or otherwise.”

In conjunction with the previous question, this interview question evaluates different resources and techniques that a candidate uses to stay current on HR recruiting trends. In all, both questions are looking at the proactive behavior of the candidate in their growth.

Essentially, an ideal candidate would answer this question with how they work on improving as well as maintaining current knowledge of trends in a given industry.

Sites, such as SHRM used in the example answer, are reliable sources for news on current HR topics as well as beneficial tools for readers.

Also, some sites have a daily newsletter that readers may sign up to receive. This newsletter can contain important news, which can be quite useful overall and allow a recruiter to stay in the loop on industry news.

All in all, there are a variety of ways an ideal HR recruiter candidate can seek out new information. The motivation you’re looking for behind these actions is a desire to further professional growth.

3. In what way do you establish a stable relationship with job seekers?

Example Answer: “I make sure to maintain a formal and positive tone when speaking to candidates. I make sure also to practice active listening when speaking to candidates. I do these things to ensure a candidate is comfortable.”

This question is looking at the communication skills of an HR recruiter candidate. In the end, you want an HR recruiter who can speak to a variety of job seekers.

By looking at an HR recruiter candidate’s communication skills, you can also see how aware they are of their impact on social interactions. To elaborate, elements of this awareness, called social intelligence (SI), often include communication and networking skills.

Some other skills of social intelligence include active listening. Active listening involves the listener’s focus being entirely on the speaker as well as making it clear that what was shared is understood in their response.

Overall, the skills that make up someone’s social intelligence are quite crucial to the recruiting process. For instance, if an HR recruiter exercises active listening, a job seeker is more likely to come away from a conversation feeling a connection was made.

These connections are vital when it comes to how stable a recruiters network is, for example.

Partner With an HR Recruiter That Fits Your Needs

These are only a few questions to consider asking a potential HR recruiter candidate. Depending on what you value most in a recruiter, there are a plethora of various questions to ask an HR recruiter.

Thus, it is encouraged to take your time when outlining the ideal interview questions and answers for an HR recruiter position. After all, to get the best HR staff hired, you need to ensure that you also have an HR recruiter that aligns with your company values and culture.

If you are looking for talented HR staff to hire, contact the HR staffing professionals at Interim HR Consulting today.

The team at Interim HR Consulting embodies the advantage you receive when partnering with recruiters who specialize in HR staffing.

How to answer human resource interview questions

In the HR Interview for a new job, using the STAR model method is one of the most effective ways of getting your message across to potential employers whether in your resume or at interview. Applied correctly the STAR method can significantly improve your job search. It works!

The STAR acronym stands for:

  • Situation
  • Task
  • Action
  • Result

Following the STAR technique enables you to give employers a clear, concise and informative response which outlines a situation and the part you played. It tells them how you approached the task and the results of your actions. This gives credibility to your claims.

So how does it work?

Situation: Give an example of a work situation you were involved in with a positive outcome. Briefly outline the situation and your role.

Task: Describe the tasks involved. What were your tasks, duties or responsibilities? What needed to be done? What obstacles had to be overcome?

Action: Describe the action you took to address the situation. What did you do? What steps did you take to complete the task? What was the allocation of resources and/or people involved?

Result: Describe what resulted from your actions. What was the outcome? What were the improvements or benefits? How did the situation end?

An example of a STAR response in an interview works like this:

Question: Can you tell me about a time when you increased sales?

Answer: In my role at ABC Pty Ltd I was hired to drive sales by actively reaching new customers. There was also a major problem with declining sales from existing customers. Many were no longer purchasing from us and of those that were, the frequency and volume had significantly decreased. (Situation/Task)

The first thing I did on commencement was telephone all existing customers including those who hadn?t purchased with us in awhile. I introduced myself as a new member of staff and asked them for feedback on our products and service. I catalogued their feedback into an Excel spreadsheet and identified the key areas of concern. I presented my findings to management who were alarmed to find so many customers dissatisfied with the delivery contractors they were using. (Action)

As a result of this, management negotiated a new delivery contractor who promised to deliver on time. I notified every customer, both in person and in writing, and actively sought their business with an assurance of improved delivery service.

In 6 months I had increased sales in the division by 45% (from 26k to 38k) and am proud to say, managed to get all but 3 customers to buy from us regularly again. (Result)

Can you see how this technique is so effective at actually telling the employer not just what you did, but how you did it and the resulting benefits? Applied to your resume, this technique gives instant credibility to your claims.

Think about using the STAR method for your next interview and why not take a look at your resume again. Could it be improved now you understand the technique?

This article is contributed by Michelle Lopez of One2One Resumes.

How to answer human resource interview questions

A human resources department, or HR, deals with every facet of a company from management to employees, including temporary employees. To work in HR you must be able to communicate with all levels of employees and enforce company policies. HR associates are involved in hiring, employee retention and discipline, and firing. This requires you to be knowledgeable about company policy and local labor laws. When interviewing for a human resources position, expect questions that test specific HR knowledge.

Handling Conflict

HR associates are required to deal with all types of conflict that can arise in a company. One of the main issues that HR associates are expected to identify and remedy are those that involve company policy. During an HR interview you may be asked how you would handle an employee who breaks company policy. When answering this question, consider your conflict resolution strategies. Keep in mind that it is important in this situation that you know and be able to communicate company policy and relate to the employee how it was broken. It’s alright to tell an interviewer that if the infraction was out of your scope of experience that you would defer to a supervisor.

Communication With Employees

A large part of the job of a human resources associate is to know company policy and be able to answer employee questions quickly and accurately. To determine how well you communicate with employees, an interviewer may ask how you would relate company policy to an employee in an easily understandable manner. Use an example of company policy from a previous employer to answer this question. Talk the interviewer through each step of how you would talk to or answer an employee’s question concerning company policy, including the ramifications of breaking policy.

Employee Issues

When employees have problems, either with management or with other employees, they often seek the counsel of HR associates. Other employee relations that HR associates are expected to deal with on a regular basis include hiring, interviewing and firing. To determine how you deal with employee issues as an HR associate, the interviewer may ask what your process is for identifying and handling employee matters while staying within legal bounds and the constraints of company policy. An example of this type of question would be to explain how you inform an employee that he is fired. When answering the question make sure to include what transgressions led to the firing, how you related the information to the employee and how you handled any additional issues that arose as a result.

Department Relations

Another part of the job of the HR department is to deal with other departments, including managers and employees. The HR department is expected to be able to take information from company ownership and management and be able to relate the information to department managers and employees in an easy to understand manner. To judge how you handle these types of situations, you may be asked in an HR interview how you communicate with other departments. When answering this question, explain how you relate to department managers and what your process is for taking information from company ownership and conveying it to employees.

How to answer human resource interview questions

Interviews can be high stress, anxiety-driving situations, especially if it’s your first interview. A little practice and preparation always pays off. While we can’t know exactly what an employer will ask, here are 10 common interview questions along with advice on how to answer them. The questions include:

  • Could you tell me something about yourself and describe your background in brief?: Interviewers like to hear stories about candidates. Make sure your story has a great beginning, a riveting middle, and an end that makes the interviewer root for you to win the job.
  • How do you deal with pressure or stressful situations?: Share an instance when you remained calm despite the turmoil. If it’s a skill you’re developing, acknowledge it and include the steps you’re taking to respond better to pressure in the future.
  • What are your salary expectations?: Before you walk in for your first interview, you should already know what the salary is for the position you’re applying to. Check out websites such as Glassdoor, Fishbowl, or Vault.com for salary information. You could also ask people in the field by reaching out to your community on LinkedIn.

Where your work meets your life. See more from Ascend here.

Resignation numbers have remained abnormally high in the U.S. between July 2021 and October 2021, with millions of Americans quitting their jobs — which also means there are millions of new openings up for grabs. If you’re entering the market for the first time, or just looking to make a change, use this guide to prepare for your next interview.

Below is a list of 10 common job interview questions, along with answering techniques that will help you dazzle your prospects, and hopefully, secure the role you want.

1. Could you tell me about yourself and describe your background in brief?

Interviewers like to hear stories about candidates. Make sure your story has a great beginning, a riveting middle, and an end that makes the interviewer root for you to win the job.

Talk about a relevant incident that made you keen on the profession you are pursuing and follow up by discussing your education. In the story, weave together how your academic training and your passion for the subject or industry the company specializes in, combined with your work experience, make you a great fit for the job. If you’ve managed a complex project or worked on an exciting, offbeat design, mention it.

Example: “I come from a small town, where opportunities were limited. Since good schools were a rarity, I started using online learning to stay up to date with the best. That’s where I learned to code and then I went on to get my certification as a computer programmer. After I got my first job as a front-end coder, I continued to invest time in mastering both front- and back-end languages, tools, and frameworks.”

2. How did you hear about this position?

Employers want to know whether you are actively seeking out their company, heard of the role from a recruiter, or were recommended to the position by a current employee. In short, they want to know how you got to them.

If someone recommended you for the position, be sure to say their name. Don’t assume that the interviewer already knows about the referral. You’ll probably want to also follow up with how you know the person who referred you. For example, if you and Steve (who recommended you) worked together previously, or if you met him over coffee at a networking event, mention it to give yourself a little more credibility. If Steve works at the company and suggested that you apply for the job, explain why he thought you’d be the perfect fit.

If you sought out the role yourself, be clear about what caught your eye — extra bonus points if you can align your values with the company and their mission. You want to convince the hiring manager that you chose their company, over all other companies, for a few specific reasons.

Lastly, if you were recruited, explain why you took the bait. Did this role sound like a good fit? Does it align with the direction you want to take your career? Even if you weren’t familiar with the organization prior to being recruited, be enthusiastic about what you’ve learned and honest about why you’re interested in moving forward with the process.

Example: “I learned about the position through LinkedIn as I’ve been following your company’s page for a while now. I’m really passionate about the work you’re doing in X, Y, and Z areas, so I was excited to apply. The required skills match well with the skills I have, and it seems like a great opportunity for me to contribute to your mission, as well as a great next move for my career.”

3. What type of work environment do you prefer?

Be sure to do your homework on the organization and its culture before the interview. Your research will save you here. Your preferred environment should closely align to the company’s workplace culture (and if it doesn’t, it may not be the right fit for you). For example, you may find on the company’s website that they have a flat organizational structure or that they prioritize collaboration and autonomy. Those are key words you can mention in your answer to this question.

If the interviewer tells you something about the company that you didn’t uncover in your research, like, “Our culture appears buttoned-up from the outside, but in reality, it’s a really laid-back community with little competition among employees,” try to describe an experience you’ve had that dovetails with that. Your goal is to share how your work ethic matches that of the organization’s.

Example: “That sounds great to me. I like fast-paced work environments because they make me feel like I’m always learning and growing, but I really thrive when I’m collaborating with team members and helping people reach a collective goal as opposed to competing. My last internship was at an organization with a similar culture, and I really enjoyed that balance.”

4. How do you deal with pressure or stressful situations?

The employer wants to know: Do you hold down the fort or crumble under pressure? They want to make sure that you won’t have a meltdown when the pressure becomes intense and deadlines are looming. The ability to stay calm under pressure is a highly prized talent.

Share an instance when you remained calm despite the turmoil. If it’s a skill you’re developing, acknowledge that and include the steps you’re taking to respond better to pressure in the future. For example, you could indicate that you’ve started a mindfulness practice to help you better deal with stress.

Example: “I realize stressful situation are always going to come up, and I definitely have had to learn how to navigate them throughout my career. I think I get better at it with every new experience. While working on a new product launch at my last company, for example, things were not going according to plan with my team. Instead of pointing fingers, my first reaction was to take a step back and figure out some strategies around how we could we solve the problem at hand. Previously, I may have defaulted to panicking in that situation, so being calm and collected was definitely a step forward and helped me approach the situation with more clarity.”

How to answer human resource interview questions

Despite the debate over the effectiveness of job interviews, it doesn’t seem that the traditional interview process is going away anytime soon. So how do you ask the right job interview questions that reveal a candidate’s true potential?

We took that question straight to the experts. Here are the top interview questions eleven HR professionals always make sure to ask.

1. Why should I hire you?

Mary Lanier-Evans, People & Culture Officer

This interview question goes beyond textbook strengths and weaknesses, and asks the candidate to explain how his or her unique skillset would contribute to the role and the company.

2. How do you see yourself contributing to our company’s culture?

Jackson Stodgel, Human Resources Coordinator

Cultural fit has become increasingly important to employee engagement. This interview question gauges the candidate’s understanding of your company’s existing culture and also helps you envision how he or she might fit in.

3. What gets you out of bed every morning? What motivates you?

Ashley Crill, Director of Human Resources

You want to find out what inspires a candidate and motivates them to work hard. Knowing what drives the candidate is a predictor of future success.

4. Describe the manager and management style that gets the best work from you.

Amanda Qualls, Director of Human Resources

It’s important to evaluate whether the team and hiring manager will be able to elicit the best work from the candidate if hired.

5. What is the culture like at your current company? What is your leadership style?

Brittney Braganza, Senior HR Assistant

Taking the temperature on a candidate’s current role can give insight into what kind of a work environment the candidate thrives in and how he or she works with others in an organization.

6. What does working at a startup mean to you?

Alexa Lippman, Human Resources Director

It’s critical to ask candidates about your particular company’s industry or size to ensure the candidate understands the unique demands of your business. If your company isn’t a startup, you could insert any other descriptor here!

7. How long would it take for you to respond to our offer? Would you be able to accept an offer this week?

Asha Mungara, HR and Compliance Director

This HR leader’s favorite interview question gives an idea of the factors involved in a candidate’s decision. For example, perhaps the candidate needs to consult his or her family, already has offers on the table, or isn’t able to leave their current role just yet.

8. What is your ‘hot button?’ What makes you mad?

Yvonne Reinke, VP of HR

Interviews show candidates at their most polished, but asking this question can help you get a sense of how candidates might handle situations that don’t go their way.

9. What interested you about your prior company? What interests you about our company?

Christina Harris, HR Manager

Each employee has a unique career path. This HR manager’s interview question digs into what attracted them to prior roles—as well as what makes your current role a good fit right now.

10. Why do you consider yourself a suitable candidate for this position?

Jelena Basaric, HR Manager

You want to hear exactly why candidates think they are the right fit for this role and what they want to contribute. Using their response, refer back to the job description to see how well they mesh with the goals of the hiring manager.

11. Tell me what inspired you to apply to this company.

Linda Paul, VP, Team Development

Passion for the company’s mission is important in selecting a candidate. If he or she is just looking for any job, it most likely won’t be the right fit. Hiring someone who specifically wants to work for your company increases the likelihood that he or she will stay long-term.

Employee culture, engagement, and retention all benefit from better recruiting and hiring practices. Asking the right interview questions is fundamental to recruiting top talent that will thrive in your company’s unique work environment. Hopefully these HR pro’s favorite interview questions inspired you to think of some of your own. Here’s to your interviewing successes!

How to answer human resource interview questions

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Best way to answer frequently asked HR Interview Questions for Freshers on Questions like Tell me about yourself, Why should we hire you, your strengths and weaknesses, how to handle challenging situation, your hobbies and interests, inspiring person in your life, change management, flexibility, Why do you want to work for us, about the company, expectations from your first job etc. Before we start, remember that, in a HR interview, there is no right or wrong answer. All you have is a right way of answering, but the answer in itself depends on the candidate.

HR interview more often, is not a selection process, but a short listing process, where few of the selected candidates from previous rounds are weeded out. So more than concentrating on getting selected, one should be focused on NOT getting rejected.First few minutes are very important and so does the first few questions. The interviewers do not know anything about you. The impression you make in the first few questions, is going to set tone for the entire session and plays a huge factor

Let us split up the questions into few categories, which will be

  • About Candidate
  • About Company
  • About Common stuffs

How to answer human resource interview questions

HR Questions about Candidate

Hello, how are you today ?

This is more of a “make yourself comfortable” statements. Answer with a pleasant smile. If you had any trouble during the day, don’t hesitate to mention it. But make sure you express it in a positive note.

Examples:

  • “I am very well today sir, thank you”.
  • “I am very well today sir, just that the traffic here is bit of a hassle. But I made sure, I start a bit early to beat it.”


Tell me about yourself.

  • Give a brief of your education background (up to plus two is fine, your family and location, any of your hobbies etc.
  • You can also mention one of your major achievements, if it fits the circumstance.
  • Keep the answer to just about 3-4 sentences and not more than that.
  • No need to explain your strengths & weakness at this points (as that will definitely come along).
  • A common mistake seen is most HR interview is to start the sentence like “I am basically from. ” No need to start a sentence like that.
  • Keep the answer simple, to the point and give space and time for further questions. Do not stretch it too much.

Example:

“Hi I am Kiran and hails from Bangalore. I did my B.Tech in electronics and communication from Rameswara College of engineering, which is under Bangalore University. I had completed my plus two from Chinmaya Vidhya Mission School and secured 98% in CBSE Boards. I have four members in my family and I am the youngest son. I love outdoor sports, specifically athletics and was a member of college athletic team.”

Must read – Awesome examples of Tell me about yourself with best answers

What are your key strengths ?

This is another most common question in any HR interview. The idea here is to understand how much you know about yourself and how confident you are about your strengths.

  • Just stay positive. Even a simple answer like “I am a very positive person” is good enough.
  • You can also change this as per the requirement of the interview. Knowing a bit about the profile you are being interviewed helps as well.
  • Explaining your strength with an experience from the past is desirable here.

Also Read : Awesome examples and tips to answer Strengths and Weaknesses interview question

How to answer human resource interview questions

This Process Street HR Interview Process With Questions is engineered to guide a manager through a three-stage interview process for hiring a new member of the human resources team.

This template is developed to be part of a larger recruitment process outlined in How to Conduct an Interview: A Full Hiring Process With 11 Premade Interview Processes .

The process works as follows:

  • Applicants are sent an application process to fill out via a checklist run link: Job Application Form
  • The information from this application process feeds back into the interview process which is triggered on submission using Zapier
  • The hiring manager screens the application and arranges the first interview if the candidate appears qualified for the role
  • The information gathered in the interview process for the successful candidate is then fed back into the recruitment process to help with onboarding

Throughout this checklist, conditional logic is used to present differing next steps depending on the information entered into the template.

For example, in task 3 Review the candidate’s application if the manager decides the candidate is not sufficiently qualified the next task would be Inform the candidate they were unsuccessful. If the manager decides the candidate is qualified for the role the next task would be Run a screening interview.

Within this checklist, there will be form fields where information can be recorded. This information, and information from the initial application process, can be pulled into text boxes in relevant sections to display important context to the interviewer.

Throughout the template, you will find example questions which might be asked of a candidate applying to be a member of your human resources team. The template can be edited to add custom questions and additional steps to the process if you need them.

Enter checklist details

Use this section to enter the details of the candidate and of the checklist being run.

If you’re using the full application process outlined in How to Conduct an Interview: A Full Hiring Process With 11 Premade Interview Processes then the candidate details will be pulled from the prospective hire’s application process and recorded in hidden fields in this task.

The data in these hidden fields should be shown in this text box through the use of variables. Other information from the candidate’s application process will be shown in relevant sections throughout the checklist.

What impact would you say you have had on your current organization?

Who do you define as your customers?

What are your biggest challenges in your current position? Tell me how you handled them.

What are some of the problems you encounter in doing your job? What do you do about it?

In what ways do you think your current position has prepared you to take on greater responsibilities?

What are some of the reasons prompting you to consider leaving your current position?

In your current job, what kind of pressures do you encounter?

What are some things you liked about your current position?

What’s the size of your current organization?

Tell me about the politics of your current employer.

Why were you chosen for your current position?

Describe your major deliverables in your current position. How did you accomplish them?

What are some of the things in your job you think you have done particularly well or in which you have achieved the greatest success? Why?

Describe how you have functioned in team environments or how you have worked in team settings. What role did you play in the team?

Have you had opportunities to supervise employees? Describe the experience.

What do you look for in a manager?

Describe how you handle conflict.

What kind of people do you like to work with?

What kind of people do you find most difficult to work with?

What are some things you would like to avoid in a job?

What would you say is the most important thing you are looking for in an employer?

What contributions or impact do you think you can make to our position?

Why should I hire you?

What attracts you to our open position?

Contact Anna Loh regarding questions about the above information. Extension 8-8917.

How to answer human resource interview questions

HR screening interviews are a great way for HR to take the first crucial steps in a business’ recruitment process.

They help you to find out what a job candidate is like, how they’ll function in their role, and whether they’ll get on with your other staff members.

So, with those crucial points in mind, it’s important you ask them the right questions to make sure they fit into your company culture.

And in this guide we’re here to take a look at the types of questions you might want to consider for your HR interview.

Plus, a few other tricks of the trade you can pick up to enhance your hiring strategy. Starting with what exactly this is all about.

What is an HR interview?

An HR screening interview has important differences from other types of job interviews. Your HR administrator interview questions should establish a way to explore a candidate’s:

  • Personality type.
  • Ability to communicate.
  • Confidence levels.
  • Management skills.
  • Teamwork abilities.

As you can see, it’s a bit different from the more traditional job interviews you probably already know like the back of your hand.

In a job interview, you’ll ask more pressing questions about a candidate’s work history, why they want the job, and what their skill set will bring to your business.

In comparison, an HR interview is your chance to get to know the candidate.

Another key difference to job interviews is a HR interview will usually take place over the phone. This is a major time saver for your business in itself, because it saves you having to arrange a suitable time for the candidate to come down to the office. After all, it might immediately turn out they’re not the right fit.

So, with a phone interview from your HR professional you can take a brief look at a candidate’s technical knowledge and personality traits.

Their knowledge may include projects they’ve managed, the skill set they have, what they’re looking for in the future, whether they’ll need any training, and why they’re looking to leave their current employer.

This means you’ll want to structure your questions to get an understanding of their motivation, planned career path, and the future they see with your business.

But the HR interview is also a chance for you to explain your company culture.

If it’s an interviewee you particularly want to impress, here’s your chance to show them what you can do to further their career.

And this all leads to the next step—what exactly should you ask your candidates?

HR interview questions (UK)

There are many questions you can ask during an HR interview. It’s, essentially, a bit of an informal chat where both sides find out a little bit about each other.

As for the questions, we’ve got a few ideas for you just below.

Don’t consider the list definitive, as it really depends on your industry and the role you’re looking to fill.

But even though your business has unique requirements, there are typical HR interview questions to consider asking? Here are a few:

  • Why are you looking to leave your current role?
  • Can you tell me about your background?
  • Can you talk me through your CV up to your current role?
  • What interests you in our vacancy?
  • What sort of a company culture are you looking for?
  • Do you prefer working with others or alone?
  • Can you describe a challenging situation you faced in a previous role?
  • What sort of salary are you looking for?
  • Do you have any questions for me?

The questions are entirely your choice, of course, and you can create ones that best represent your business and its culture.

Just remember that the world of recruitment is going through an overhaul at the moment. This is thanks to new technology and changing social attitudes towards work.

So an HR interview is your chance to shake up your procedure.

Ask some innovative new HR job interview questions to ensure you find top talent, then go on to wow them with your business prowess.

Exit interviews

Now that we’ve had a look at HR interviews, at the other end of the scale you have employee departures.

When the inevitable happens and a staff member decides to leave your business, don’t lose the opportunity to learn something from their experiences with you.

Exit interviews are an increasingly popular form of HR that can teach you about what your employee thought about your various business procedures.

Take advantage of HR exit interview questions. You can take what you learn from them to help improve your recruitment strategy and staff retention rate.

So, structure your questions in a way that you can learn about your employee’s time with you. Here are a few ideas:

  • How did you find our company culture?
  • What are your thoughts of working for our business?
  • Why did you decide to move to a new role?
  • What were the best, and worst, aspects of working for us?

Again, it’s all about your industry, the employee’s role, and what you’d like to take from their time with you.

With the above in mind, you can consider implementing changes to your business.

It’s an important HR option to consider, in this respect, as you get an understanding of what your employees enjoy about working for you, plus what they find irksome.

Get more out of your recruitment process

Find the right candidates, ask the correct questions, and snag the best talent.

We can help you with your HR interviews and hiring strategy as a whole. Get in touch right away and we’ll help you out: 0800 783 2806.

Have a question?

Ask away, we’ve got lightning fast answers for UK business owners and employers powered by qualified experts.

What technology applications have you utilized in the classroom?

How do you engage students, particularly in a course for non-majors?

Share you ideas about professional development.

In you opinion, how should the workload of a faculty member be split and into what areas?

What changes have you brought to the teaching of _________?

How would you go about being an advocate and resource for the use of technology in the teaching and learning process?

What courses have you created or proposed in the past five years?

What do you think are the most important attributes of a good instructor?

Where would this position fit into your career development goals?

How do you define good teaching?

What do you think are your greatest strengths as an instructor? In which areas do you feel you can use some further development?

How do you feel your teaching style can serve our student population?

In what professional development activities have you been involved over the past few years?

What pedagogical changes do you see on the horizon in your discipline?

How would your background and experiences strengthen this academic department?

How do you adjust your style to the less-motivated or under-prepared student?

Have you involved your students in your research?

What are your current research interests?

What are the most recent book and article that you’ve read?

What can you bring to the department that is uniquely yours?

What kind of techniques have you found, to be effective?

How well do you interact with your colleagues and what attribute do you bring to the department that will make a positive difference in this College?

How do you define success in a Urban University classroom? How do you measure that success?

Loyola University Chicago system has a culturally diverse student population with varied academic backgrounds. A faculty member must appreciate and be willing to adapt his/her skills and strategies to cope with such a challenging environment. What are some qualities that prepare you to effectively teach in this kind of environment?

Describe the most recent difficult situation you encountered in your class and how you handled it?

How to answer human resource interview questions

There are multiple factors to consider when analysing the interview answers of your candidate shortlist. In order to find a candidate who is a good match for the role and company culture, employers will need to find a way to objectively assess the answers given in the candidate interview.

According to research by Robert Half, two in five businesses realise they’ve hired the wrong candidate within two weeks. This has been attributed to mismatched skills for the job and to candidates being underqualified for the role. Learning how to identify a qualified candidate by assessing interview answers will ultimately ensure your hiring decision by making an offer to the right candidate.

When analysing interview answers, know which competencies you’re looking for

Before you know whether or not your candidate is a good fit for the job, you need to know exactly which competencies and must-have skills you’re looking for as part of your interview evaluation.

You should ideally be asking a range of questions designed to probe technical skills and experience, cultural fit and soft skills during the candidate interview. These questions will be based on the role requirements which should ideally be decided between the hiring manager, the direct report and the senior stakeholders in the business. To help speed up the hiring time, all candidate requirements should be agreed before you start the hiring process.

Alternatively, you can work with a recruitment professional who will use extensive hiring market knowledge to help you isolate the exact role to hire for and the skills needed to fulfil it.

Create a candidate assessment form
Objectivity and clear success metrics are the best way to perform an interview evaluation. You can do this by creating an interview evaluation form.

You can approach this by creating a grid and listing your interview questions down the left-hand side. You can then add all your key competencies to the top of the grid. As you work through your interview questions, you can check off each competency your candidate has when they give their interview answers.

When the interview process is complete, you can work your way down the grid, adding up a total score for each competency, to give yourself a clearer overview of how well each candidate matches the role. This approach will also make it easier for you to compare candidates against one another. This should narrow down the qualified candidates that are right for the role.

Pay attention to answer delivery
The interview answers a candidate gives are only half the story. Their suitability for the role and the company can also be determined by the way they deliver answers. Tone of voice and body language can reveal how suitable a candidate is in terms of cultural fit, which is a key component in employee job satisfaction and tenure.

During the interview evaluation, be aware of the following:

• Eye contact
Is the candidate looking you in the eye when you speak? Do they maintain eye contact when giving an answer? Eye contact is a sign of confidence—excessive blinking, looking down or roaming eyes can signify that the candidate feels under pressure or that they’re struggling to maintain their concentration.

• Words and speech
What kind of words does your candidate rely on when giving an answer to your interview question? Are they articulate in their response or do they rely on ‘crutch words’? Is there a tendency towards negative or hesitant language? The words your candidate chooses when they respond are very telling of their general mindset.

• Body language
How is the candidate sitting while they listen to your questions? If they’re mirroring your body language, this is a sign they’re out to impress. If they have their arms or legs crossed, they could be feeling defensive. Pay close attention to how your candidate holds themselves when they listen and answer.

Effective interview evaluation requires focus

It’s important to truly listen to the interview answers of your candidate shortlist, and if possible hold the interviews back-to-back for effective comparison. At Robert Half, we offer our hiring managers our Company In process. In short, we look after all the booking in the shortlist, arranging the logistics of the interview and take care of any post-interview feedback. We also host these interviews in our offices as this provides a neutral setting and allows hiring managers to just focus on the interview.

To find out more recruitment advice, contact the experts at Robert Half.

How to answer human resource interview questions

The Cognizant technology Services private limited is a multinational IT company. It provides solutions regarding software, Business process outsourcing and technological services. The company is headquartered in New Jersey, United States. The company started in 1996 and was initially headquartered in Chennai, India. Then it later on moved its headquarter to New Jersey, United States. The IPO of the company became public in 1998. It was in fact the first Indian software firm to be enlisted on NASDAQ. The company got listed as a fortune 500 company in the year 2011. Thus, as you could understand the standard of the company, thus the recruitment process of the company is also that tuff. Here, for your help are some Cognizant HR interview questions.

Cognizant HR Interview questions:

1. Tell us something about yourself.

This is the first question, you can expect during any interview you face. This usually is a question to start the communication and set the ball rolling for the interview. You can answer this question by providing some information about your work experience, technologies you have worked upon, educational qualifications. If you are a fresh graduate, you can provide some information about your family also.

The trick is to put the full stop at the right place to provoke the next question you want. For e.g. “Recently I developed a website using Drupal. It was quite an interesting but challenging job which I enjoyed.”

2. Why do you consider yourself a suitable candidate for this position?

The answer to this question lies in the preparation you did before the interview. It is extremely important that you research the requirements of the position well and match them with your skills.

For e.g. if the position requires an Asp.net developer with good knowledge of health care domain, tell the interviewer about your technical skills and your domain knowledge.

Fresh graduates can talk about their technical skills, ability to learn and grasp things quickly.

3. Why do you want to leave your present job or company?

You may want to leave your present job for any reason but make sure that you do not talk bad about your manager, company or job. It reflects your complaining attitude.

Provide a sincere reason for e.g. “I think, I have grown up with my last employer as much as I could. I want to grow further and I believe that is possible with a new employer.”

4. You have stayed in your current job for quite a long time, why?

There are many people who do not change their jobs for years and when they go out looking for a new employer, this is one of the most important questions they are asked. Some people might look upon staying with the same employer for long as “lack of ambition”.

A good answer to this question can be something like, “Yes, you are right. I stayed with my last employer for almost 5 years but I was continuously growing in the company, doing new things, handling bigger challenges. So, I was quite happy working with them for these many years.” You can then talk about how you grew with your last employer.

5. What do you know about us?

Research the company and its business a bit before appearing for the interview. Also, find out a bit about the technologies they work upon. You don’t need to know everything inside out but having a fair idea about the company makes you appear interested in the position, to be taken seriously.

For e.g. I see that your company does a lot of projects based on OpenSource platforms like Joomla, Drupal, Magento which is quite interesting as I have a similar kind of experience.

6. What do you do to improve your knowledge?

The field of IT is very revolutionary. It is extremely important to keep yourself abreast with the new technological developments and this needs you to take some time out of your work schedule so that you can keep sharpening your saw.

To answer this question, you can tell the recruiter about the forums which you keep visiting, blogs which you keep reading. It will be an advantage if you are a member of some local user group.

7. Can you perform under pressure?

Most of the times, the job of software development is that of working under pressure. Sometimes, it will be the pressure of delivering on time while it can be that of a bug that has sprung all of a sudden in your code.

So, expect pressure in everything you do. It is important to maintain your performance and develop strategies to deliver under pressure. You can then go ahead an talk about your way of dealing with pressure and performing under it.

8. Tell us some of your strengths.

Again, it is important to study the requirements of the position before you appear for the interview. List out your strengths and offer the ones that this role demands.

For e.g. if you are appearing for the position of a Tech Lead – VB.net, talk about your VB.net skills, any extra knowledge which you have about coding with VB.net in comparison to other candidates, your team management skills etc.

9. Tell us some of your weaknesses.

You have to be careful while answering this question. Do not offer a weakness which will directly affect your selection but at the same time saying that you do not have any weakness will not be right too. Every human being has weaknesses, so it is perfectly OK for you to have some too.

The best way to answer this question will be to turn one of your strengths as a weakness and say that others accuse you of having this weakness but you think it is important to work in this manner. For e.g.: “My colleagues accuse me of paying to much attention to syntaxes but I believe it is important when you are writing the code to avoid spending too much time on finding and fixing the bugs later on.”

Another way to answer this question is to offer a totally un-related weakness for e.g. “I have been staying alone for so many years now but I still can’t cook independently.”

10. Are you comfortable working in a team?

The whole work of software development or IT is a team work. So, the only answer to this question can be: “Yes, I am comfortable working in a team.” If you have any problems in working as a team, it is important to work on them and develop yourself as a team player.

Here are some of the best Cognizant HR interview questions. To excel in Interviews you can follow these Cognizant HR interview questions.

For more HR interview questions please download pdf: 50 most common questions asked in a HR interview

The below said are the Multiple Choice Question in Human Resource Management with Answers. These HRM multiple choice questions can help for online test, skill test, aptitude tests and other examinations. You can add more questions using comment box.

1) Which one of the following becomes a creative factor in production?

d) Human Resources

2) The focus of Human Resource Management revolves around

3) Demand for human resources and management is created by

a) Expansion of industry

(b) Shortage of labor

c) Abundance of capital

4) Human Resource Management is primarily concerned with

b) Dimensions of people

(c) External environment

5) HRM aims to maximize employees as well as organizational

6) Human Resource Management function does not involve

7) Which one is not the specific goal of human resource management?

a) Attracting applicants

b) Separating employees

c) Retaining employees

8) To achieve goals organizations require employees

9) Human resource management helps improve

10) Personnel management is

11) An employee is separated from the organization by way of Lay off when

a) When he lacks skills

b) Employer could not employ the employee

c) When he commits a mistake

d) none of the above.

12) Employee violate rules of organisation as mentioned in the standing orders. Because of which he has to leave the job is an example of

a) Forced Retirement

b) Premature Retirement

c) Compulsory Retirement

d) Voluntary Retirement

13) Employee become disable due to disease, illness, accident in such case Management may give him the option of retirement. This is an example of

a) Forced Retirement

b) Premature Retirement

c) Compulsory Retirement

d) Voluntary Retirement

14) In Defence under some department – after 15 yrs of service, person has to retire from his post.

a) Forced Retirement

b) Premature Retirement

c) Compulsory Retirement

d) Voluntary Retirement

15) To Avail Voluntary retirement Scheme the employees has to complete minimum ____ years service

a) 15 years b) 20 years c) 10 years d) 5 years

16) An employee terminated due to Alcoholism, Dishonesty or inefficiency is called as

17) Standard Performance – Actual Performance = Training & Development _____________

18) Donald Kirkpatrick was known for creating the training __________

c) evaluation model

19) Which one of the following is not a part of Process of Human resource planning

a) Analyzing existing HR

b) Implementation of HR plan

20) “Process of forecasting, developing & controlling human resource in an enterprise.” Is called as

c) HR Evaluation

21) Inability of HR to think strategically becomes a barrier for

22) Fast decisions can be taken when the organization Practices

d) all of the above

23) Which of the following is not a method of On the job Training

24) Which of the following is not a method of off the job Training

25) “Seed Plot” is a Latin word which means:

True or False:

1. Layoff is Permanent Separation of employees (T)

2. Employee is eligible for PF, Gratuity, salary arrears etc in case of discharge (T)

3. Training is Specific and Development is to impart overall concept (T)

4. Education has narrow prospective where as Training has Broad Prospective (F)

5. Environmental uncertainties is one of the factors that affects HRP (T)

6. The human resource planning is done based on the organizational Plan. (T)

7. SHRM mold the human resource in such a way to attain the Individual goal. (F)

8. Perception of human assets as higher risk investment is a barrier to SHRM (T)