How to prepare for hr manager interview

I have extensive experience with cost reduction. In my current position as an HR manager, I was appointed as head over the new training program. The previous program was becoming out of date, and it was found that it was not very efficient for its set price. Through extensive research I discovered a new software program that would provide training for various employees at their then-current levels. I presented this information to the supervisor, and once the software was implemented, it helped to increase employee productivity by 25 percent.

How would you address dysfunction within a team you are leading?

In my experience I have found that it is essential to address an issue at its source. Therefore, my first step is to review how the team is supposed to function to pinpoint where the issue lies. Depending upon whether it is directly related to an employee’s character or performance, or if it is related to a program that is not functioning properly, I move forward. I make sure to approach each situation with tact, but I also make sure I am clear and to the point.

How well do you handle leading groups of individuals with diverse backgrounds?

I work very well with individuals from diverse backgrounds. I appreciate different cultures and backgrounds, and understand that it has a strong impact on how individuals interact with one another. Also, I have studied different learning and personality styles to understand how they impact individuals at work. I utilize all of this knowledge to lead and encourage individuals in the way that they best receive it. I believe this helps to enhance communication and to make me an effective leader.

What would you say are the best ways to elicit cooperation from team members?

Motivation is key to eliciting cooperation and productivity of people individually and as a team. So, I believe one of the most effective ways to get team members to cooperate is to recognize their strengths and delegate tasks accordingly. For example, in the last project I lead I was overseeing three team members. I had the team member who was highly organized to create and maintain the measuring tools, the individual who was most personable spoke with the employees and the last individual is quite analytical, so I had her compile the data in the report. This way, each team member was allowed to play to her or his strengths, which kept both the motivation and morale high.

Give an example of how you handled a conflict within your team.

Especially in a team atmosphere, it is critical that conflict be handled properly, otherwise it can hurt the morale. That is why I strive to first identify the source of the issue and isolate it as much as possible. I have taken a mediation course, and I utilize those skills to counsel the parties involved and to come to an amicable resolution. I check in with the parties periodically to ensure that the resolution is effective.

Describe your hiring strategy.

In my opinion, the right candidate is not just the one with the greatest education and skill set. It is important that the individual be able to work in a team and support the company culture. Therefore, as the HR manager, I take time to tailor my questions to the information provided in the resume. I watch for body language and consistency of information throughout the interview. I also ask about knowledge of the company to gauge whether the applicant is looking for a job or a career.

But, as your business expands and you take on more and more people, you'll eventually need someone specialised to look after and manage your staff while you focus more of your time on the running of your business. 

Whatever you choose to name the role - your Head of People, your Chief Happiness Officer or even your Head of Culture - you'll need to know what kinds of HR-specific questions to ask your candidates to ensure you get the right person through the door. And this goes far beyond the usual personality and strengths/weaknesses-related questions that often pop up.

Here are 4 key questions that you should be asking your candidates to determine whether they're right for your company - or not. 

The top 4 interview questions to ask a HR manager:

1. "In which areas of HR do you have experience?"

An HR role can be extremely broad, so you'll need to gauge in which areas the candidate has the most experience to determine whether they're a good match.

You'll most likely have specific needs for the business, such as recruitment and performance management. If the candidate doesn't have much experience in these areas then perhaps they're not the right fit for your business. This might be because they've previously worked in an entirely different industry, and therefore focused on different areas.

Some other areas you may want to consider include:

• Training & development
• Policies & procedures
• Compensation
• Rewards & benefits
• Employee relations
• industrial relations
• Health & safety
• Managing organisational change
• Payroll
• Employment law
• HR admin and software
  
  
  

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2. "How do you keep up with employment law?"

It’s vital that your business complies with the law and ultimately you'll need to rely on your HR manager to ensure that it does.

So, you want someone who is knowledgeable about HR law. That doesn’t mean you need a lawyer, but you do want someone who knows their stuff.

Some things to look out for include:

• The candidate regularly reading industry magazines and reports;
• being HR qualified and perhaps is a member of the Chartered Institute of Personnel & Development (CIPD);
• subscribing to HR newsletters;
• reading HR websites, or
• listening to HR podcasts.

3. "How can the HR role contribute to our business success?"

This interview question assesses general management ability. It tells you whether your HR manager candidate can become an asset to your business and a great part of your company culture or whether they are someone who just manages their daily tasks.

A candidate that has an appreciation and understanding of how HR can contribute to achieving business goals is one that can have a huge positive impact on the business.

You'll want to find a candidate that knows the expectations of their role and who can establish their business priorities within it. You'll also want them to be capable of making a case for the people-related initiatives they want to pursue and, ultimately, you'll want them to know exactly how their day-to-day work contributes to the overall goals of the business. 

4. "How would you deal with…?"

One of the best ways of checking if the candidate sitting in front of you is right for your company is to ask them a question directly related to it. 

Think of the trickiest, most involved or most damaging HR issue that you have dealt with in your company. Perhaps an employee raised a grievance or maybe you dealt with a particularly tricky dismissal. 

Whatever it may be, explain the problem to the candidate and ask how they'd deal with it. 

Their answer will tell you how they approach issues, what they know about the law and business implications, and, ultimately, whether they're what you're looking for. 

Additional HR manager interview questions

As well as the 4 key questions outlined above, you may also want to consider some of the following topics:

• How would you ensure employee inductions are done right?
• Which employee benefits do you find drive the highest employee motivation/satisfaction/retention/engagement?
• What do you consider to be the most successful internal recruitment strategies?
• Which personal development strategies do you find the most successful?
• How would you go about resolving a conflict between an employee and their manager?
• What can you do when an employee doesn’t want to develop in their role?
• What processes or methods would you follow to deliver bad news to staff?
• How can you make negative staff more positive?
• How would you influence employee retention?
• Which HR software packages do you have experience with?
• How can you best align performance management with business strategy?
• Which aspects of HR do you enjoy the most/least?
• What has been your most significant contribution in an HR role?
• How can you best measure the success of HR? What KPIs have you found useful?
• How would you determine the priorities of your role?
• What process would you follow in addressing an employee grievance?

HR managers are usually the ones doing the interviewing, so they have the skills to know what might be asked of them and how best to answer.

But if you ask the right questions, you can gain a great insight into the candidate, their level of experience, their fit for the role and ultimately how well-suited they are to your company.

Author: Sarah Benstead

Sarah is a Product Marketing Specialist here at Breathe. Always innovating, she loves writing about product releases in an engaging & informative way. When she's not coming up with new ideas, she enjoys long walks with her dog, Clifford.

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