Top 35 HR Interview Questions (Example Answers Included)

Mike Simpson 0 Comments

hr task for interview

By Mike Simpson

Ah, HR interview questions. You may think that, if anyone should have the interview process down, it’s human resources professionals. Sure, they may have more exposure than anyone else. After all, interviewing is a common part of the human resources job description. However, that doesn’t mean HR professionals should spend time preparing.

Even the most skilled HR pro can stumble during an interview. Plus, not all human resources employees conduct interviews. Some focus on personnel management , benefits administration , training , payroll , policy creation , and much more. It’s a diverse field, encompassing all things “people” in the workplace.

As with all hiring manager meetings, nailing your HR answers during your interview is essential if you want the job. That way, you can impress the hiring manager, increasing your odds of getting an offer. If you want to make sure that you shine, here’s what you need to know to handle those HR questions.

How to Answer HR Interview Questions

Alright, we know you’re here for the human resources interview questions, and we swear we’ve got those coming. The thing is, you need to take a step back for a moment. After all, examples only go so far. If you don’t have a great strategy for tackling HR questions and answers, you might have a harder time during your interview than you’d expect.

As an HR professional, you’re in a unique position. There’s a decent chance you’ve done at least a bit of interviewing yourself or at least have a good grasp on interviewing best practices.

But that doesn’t mean HR interview questions can’t be tricky. Plus, you may have less leeway when it comes to mistakes.

Well, because, theoretically, you should know exactly what’s coming.

Luckily, since you’re here, you can prepare to face off against those human resources interview questions. With the right technique – which we’re about to share – you can navigate traditional questions and even handle the unexpected. So, let’s dig into that.

First, research is your ally . Take a deep dive into that HR job description to see precisely what the hiring manager wants to find. This is incredibly important. After all, there are multiple levels of HR professional (often ranging from HR assistant to HR manager , not to mention the C-suite jobs), and you need to make sure you’re ready for questions that align with the exact role.

But you don’t want to stop there. No, sirree. Instead, take a trip to the company’s website and track down the mission and values statements. These are great for gleaning details about the organization’s priorities and culture . Plus, if you may be able to reference these tidbits during the interview, a move that’s sure to impress.

After that, the company’s social media pages are good destinations. Again, you’ll learn about its culture, but you can also discover details about recent achievements, which is cool.

Alright, now that your research is done, it’s on to step two. Spend some time reviewing general job interview questions . Certain questions are practically universal, like, “ What are you most proud of ?” and “ How do you handle stress ?” So, make sure you work on those kinds of questions first.

But how do you handle those, particularly those dastardly behavioral interview questions ? Well, with the right strategy, of course. Begin with a healthy dose of the STAR Method . Mix in a good helping of Tailoring Method , and you’ll be in really good shape. Your answers will be compelling and relevant, which is really what it’s all about.

We also wanted to let you know that we created an amazing free cheat sheet that will give you word-for-word answers for some of the toughest interview questions you are going to face in your upcoming interview. After all, hiring managers will often ask you more generalized interview questions!

Click below to get your free PDF now:

Get Our Job Interview Questions & Answers Cheat Sheet!

FREE BONUS PDF CHEAT SHEET: Get our " Job Interview Questions & Answers PDF Cheat Sheet " that gives you " word-word sample answers to the most common job interview questions you'll face at your next interview .

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Top 3 HR Interview Questions

To say that there are a ton of HR professionals around is an understatement. Overall, there are about 165,200 HR manager jobs alone. That’s just management. Add that to the 666,500 HR specialists, and you’re still only scratching the surface.

Why does that matter? Well, it matters because it shows how much competition you may face to land a position. That’s why using a great strategy to answer your HR interview questions is so important. Standing out from the pack is a must, and great HR answers is a way to do it.

So, to help you craft stellar responses, here’s a look at the top three human resources interview questions and answers.

1. How would you handle it if an applicant tricked the ATS screening process to let them through, such as by listing keywords in white text in a resume footer?

Alright, this one is a doozy for anyone working in the world of recruitment. The truth is, there are ways that candidates can trick an ATS into seeing them as qualified for the role, even if they may not be. In fact, there are hundreds (if not thousands) of articles online telling them how to beat the ATS, some of which are very unscrupulous.

Usually, job seekers use these methods hoping that, if a hiring manager actually reads their application, they’ll get a shot anyway. If you’re working in recruitment, then you may be the first one who even sees their resume, leaving what comes next in your hands.

EXAMPLE ANSWER:

“If I saw a resume come through that didn’t seem like a match at a glance, the first thing I would do is take a closer look. My goal would be to determine whether there was any dishonesty or if the applicant employed a mechanism – like the white text example you provided – to force their way through the initial screening. Most ATS systems can highlight the screening keywords on the application, so I would use that tool as a first step. That way, I could quickly determine if the candidate may have manipulated the system. However, if that wasn’t available, then I would access the document and change all of the text to a readable color, allowing any previously hidden text to be revealed. If it did turn out that the candidate used the trick, then I would follow company policy regarding dishonesty in applications. Often, this would disqualify them from further consideration.”

2. Which emerging trends will have the biggest impact on HR moving forward?

As with all industries, change in the world of HR is common. Hiring managers want to know that you take extra steps to remain current, particularly when it comes to trends that will be incredibly impactful. This question helps them figure out if you’re in the know, as well as how you view potential upcoming changes.

EXAMPLE ANSWER :

“When it comes to emerging trends, I think one of the biggest is the transition to remote hiring. COVID-19 fundamentally altered the landscape, leaving companies scrambling to adapt initially. However, as time has passed, solutions are becoming more refined. Over the next few years, I anticipate some significant advances that will ease remote hiring, allowing it to become a smooth and reliable standard process instead of what it often is today. Additionally, I believe that artificial intelligence will enhance candidate screening. For instance, many existing ATS solutions lack the ability to search for matching resumes beyond the keywords they are given. With AI, the ATS may be able to extrapolate or make connections that it can’t do today. For example, they may be able to determine the meaning of acronyms based on contextual information, letting the system find matches it would have previously missed.”

3. What qualities are most critical for HR professionals?

Here’s a fairly trick HR question, mainly because there isn’t technically a right or wrong answer. It’s also unique in that it lets the hiring manager learn more about your traits, preferences, and personality, albeit a bit indirectly.

Usually, a combination approach is necessary. You might want to include a few traits that were listed in the job ad, creating a sense of alignment. However, you can also go further, including personal insights about what qualities have helped you thrive.

“When it comes to critical qualities, I think strong ethics and trustworthiness one certainly two of the biggest. HR professionals are privy to a lot of personal information and often have to navigate complex situations while following all regulations and remaining compliant. Strong ethics make sure you have a guiding light, making it easier to act appropriately. Trustworthiness ensures that what should remain private does. However, it’s also important to factor in impartiality and objectiveness. An HR professional can’t let their personal opinions cloud their judgment. It’s crucial that they remain neutral, particularly when moderating disputes or executing certain employee actions. That way, facts always guide decision making.”

32 More HR Interview Questions

Here are 32 more HR interview questions you might encounter:

  • Why did you decide to become a human resources professional?
  • What do you enjoy most about working in human resources? What do you enjoy least?
  • What is your experience with policy creation and enforcement?
  • Do you believe that onboarding is crucial for employee success? Why or why not?
  • Have you ever witnesses something unethical in the workplace? If so, what did you do?
  • How do you feel about job elimination? Do you have experience with layoffs or terminations?
  • Has there ever been a time where you had to deviate from company policy to handle a personnel issue? Why did you choose not to follow the policy?
  • What is your go-to question when conducting interviews to gauge a candidate’s personality or traits?
  • If you discovered, after a new employee was hired, that there was inaccurate information on their application, what would you do?
  • Which emerging trends will have the biggest impact on HR moving forward?
  • Tell me about your experience with remote hiring processes.
  • What is the biggest challenge you’ve faced while working in human resources? How did you overcome it?
  • Do you subscribe to any professional publications or belong to any professional groups?
  • Do you currently hold any certifications, such as the PHR or SHRM-CP ?
  • Tell me about a time when you had to put your conflict resolution skills to work to settle a dispute between two employees. What about a dispute between a manager and an employee?
  • Can you describe a time when you and a colleague didn’t agree on a course of action? How did you resolve the resulting conflict?
  • Have you ever disagreed with a company policy? If so, what did you do, and why?
  • The workplace is brimming with people whose communication styles may differ from yours. How do you adapt your approach to ensure critical information is conveyed and well understood?
  • If a manager is dealing with a difficult employee, how would you proceed? For example, what advice would you give them? What steps would you personally take to help resolve the issue?
  • Tell me about a time when you had to fire someone, and it didn’t go well. What happened? Is there anything you could have done differently to make the process smoother?
  • How do you measure success in HR?
  • If an employee came to you with a serious complaint about their manager, what would you do?
  • Why do you want to work for our company?
  • What strategies have you used to boost retention during your career?
  • In your opinion, how valuable is a strong company culture in the world of hiring and recruitment?
  • If a company is struggling with retention but can’t offer salary increases due to budget constraints, what recommendations would you have for improving the situation?
  • What are your views on diversity initiatives? Do you think they are effective?
  • When you need to find candidates for a hard-to-fill position, what resources do you use to locate them?
  • What are the keys to a great candidate experience?
  • What ATS, HRMS, HRIS, and other software solutions are you familiar with?
  • Which HR niche do you have the most experience with?
  • How do you stay on top of changes in employment law?

5 Good Questions to Ask at the End of an HR Interview

As your interview draws to a close, there’s a good shot that you’ll have a chance to ask some questions yourself. You need to make sure you have something to ask. By choosing intelligent, thoughtful questions, you showcase your interest in the role and come across as engaged, both of which can help you land the job.

If you aren’t sure what you should ask after you’ve given your HR answers during the interview, here are a few questions to ask HR interviewers before your meeting ends.

  • What is the biggest HR challenge that the company is facing today?
  • How would you describe the company’s culture?
  • What does a typical day in this HR role look like? What about the most challenging one?
  • Does the company provide continuing education opportunities to its HR staff?
  • Which HR technologies does the company use?

Putting It All Together

Ultimately, shining during your interview can make a world of difference. Use the HR interview questions and answers, as well as the other helpful tips, to make sure you stand out from the crowd. That way, you can increase your odds of landing your perfect position, ensuring your HR career gets (and stays) on track.

And as always, good luck!

FREE : Job Interview Questions & Answers PDF Cheat Sheet!

Download our " Job Interview Questions & Answers PDF Cheat Sheet " that gives you word-for-word sample answers to some of the most common interview questions including:

  • What Is Your Greatest Weakness?
  • What Is Your Greatest Strength?
  • Tell Me About Yourself
  • Why Should We Hire You?

Click Here To Get The Job Interview Questions & Answers Cheat Sheet

hr task for interview

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

About The Author

Mike simpson.

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Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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hr task for interview

How to prepare for an HR interview, including potential interview questions

hr task for interview

Especially in today’s competitive job market, securing an interview for an HR role is a big deal. It means, after initially viewing your LinkedIn profile or CV, the hiring manager was interested in you enough to dedicate more time to get to know you better. Whether you’ve already landed that coveted interview for an HR role, or you’re still looking for the right one, we can help you make the most of your skills and experience. Keep reading for info on securing an interview, how to prep for an HR interview, and what kinds of interview questions to expect.

How to secure an interview for an HR role

Your CV is usually your chance at a first impression with a hiring manager, so of course, having an excellent one is key. There are all the usual things, like your contact information, education and work history. But there are other elements that are very necessary for a good CV when you’re applying for a role in HR .

Introduction

Keep this section brief, using it to summarise your CV and highlight your main achievements. It should draw the hiring manager in and make them want to keep reading.

Education and qualifications

In this section, list any degrees you have, including the university you attended, the start and completion dates, and the degree level.

Then, list your relevant HR qualifications. List them all, in reverse chronological order according to completion date, and make sure you include the examining body for your HR-specific ones. List out any exams you passed, too.

Skills profile and further training

This is where you can show off the skills you have that are directly applicable to the job you’re applying for. Use bullet points or a numbered list, and be as specific as possible, using relevant key words like resource planning, talent acquisition or management.

Soft skills

If you’re new to HR, you can lean on your soft skills, especially since good HR candidates need to be organised, personable, able to take initiative, and prepared to work hard. Things like first aid courses can be listed here, as well.

Work experience

Starting with your most recent role, and for each one, include:

  • Company name and description
  • Your job title and length of time you worked there with dates
  • A brief list of responsibilities
  • Achievements or areas in which you excelled, and quantify this if possible

A few extra CV tips:

  • Update it regularly with new roles and qualifications
  • Adapt your CV according to the role’s particular HR vertical
  • Account for any career gaps and be prepared to speak to them
  • Keep everything clear, concise and informative

HR Interview Preparation

How to prepare for an HR interview

If you’ve got your meeting arranged, congrats! Here’s how to prepare for an HR interview.

  • Research the company you’re interviewing with. Take in as much information as you can about the business, read their entire website, look at all their social media platforms, and look up the latest news about them. You can’t be too thorough here.
  • Research the person who is interviewing you. Look at their LinkedIn and understand their path to the company, as well as their past experience. Be prepared to ask them questions about their role and their time at the company.
  • Carefully read the job description and understand every point, as well as how your own skills fulfil all the requirements. If there is a gap, don’t worry, just be prepared to explain and use some of your soft skills or other applicable experience to fill it.
  • Review your CV and be prepare to answer questions about it, as well. From why you want to leave your current role or what you did and didn’t enjoy about past roles, it’s good to have a handle on your career progression.
  • Prepare answers to any questions you think you might be asked. More on that in the next section.

Examples of HR interview questions

Below are some examples of common HR interview questions you may encounter and sample answers you can use to guide your own.

1. Sample question: Why are you interested in this position?

HR pros are likely trying to get you to reiterate your strengths and highlight your passion for both the company and the role. Talk about your past experiences and how they apply to this job, and link what you’re saying back to what they’ve said and to the job description.

After working in learning and development for seven years, I truly appreciate the power of an HR team to truly impact the whole organisation. As an HR manager, I would apply my ability to create the best environment for my colleagues to thrive in and help them do their best to further organisational goals. I have done this in past roles, and I know I can apply my skills here, as well.

2. Sample question: Tell me about yourself.

For this one, you need to give a compelling answer without rambling too much about personal things. Doing a SWOT analysis is a good approach, analysing the sector, the company, and the job, finding opportunities to market yourself.

I have been an HR manager for seven years, with experiences that include leading an HR team to create the best possible environment for our colleagues. I know that your organisation has a great retention rate, and it would be my personal mission to maintain that. In previous roles, I helped increase my company’s retention rate at a steady in just my first year, and maintained it throughout subsequent years. Essential here: Figure out what the company’s HR goals are, and tailor your answer to them.

3. Sample question: Tell me about a time in your past when you had to handle confidential information.

If you have had to handle private information in past roles, discuss that. If not, talk about a time when you were privy to private information while helping a colleague. Focus on your ability to work with integrity and a respect for people’s privacy.

In my past roles, I have always had to deal with my colleagues’ private information. I understand how detrimental it would be if I didn’t take every precaution with that information, both for that person and for the company. I only access this kind of information when I need it, I never share it with unauthorised colleagues, and I keep it saved I a secure location.

4. Sample question: Have you ever helped an employee deal with a personal problem that was affecting them at work?

You should have examples for this one if you have worked on HR teams in the past. If not, use other relevant examples from your past roles, or a more personal example.

I have, and I’ve found the most important thing here is to be empathetic, but also remain professional. I listen carefully to understand the problem, and how it is impacting the person’s day-to-day tasks. I ask them how I can help alleviate some of that stress during their workday, and if their job is contributing to that stress in any way. Then, I work to make a plan with them to help manage that problem during work hours.

5. Sample question: What do you believe the role of an HR department is, and how does it relate to the mission of a business?

Here, give a general answer that shows you understand HR, and how it connect to organisational goals, then provide specific examples that relate to the company.

Through my seven years working in HR, I’ve come to understand how HR can affect every aspect of a business. It plays a real role in growth, from recruitment to restructuring to business strategy. People are a company’s most important resource, and having a solid HR department that protects and supports those people can only have a positive impact on the organisation.

How to follow up after your HR interview

As soon as possible following your interview, send a thank you note to the person who interviewed you. Thank them for their time, tell them you enjoyed meeting them and learning more about the company, and remind them that you’re available to provide any further necessary information.

If in the unfortunate case that you aren’t successful, be polite and gracious. You never know when they might be hiring again, and if they really liked you, they’ll remember you the next time they’re recruiting.

To be prepared for that occasion, ask the interviewer for specific feedback. Ask them if there are certain gaps in your CV that a course could fill, or if they were looking for different experience that you could work to gain in your current role.

About Avado

At Avado, we believe that true transformation isn’t digital, it’s human. We build professional future skills to help diverse talent access and accelerate careers through award-winning learning experiences that deliver tangible and measurable impact. We upskill people, uplift culture and future-proof organisations in a fast-moving world.

Avado is proud to be a people-transformation partner to some of the largest and most innovative organisations in the UK including: Google, BT, NHS, British Airways, UK Civil Service, Legal & General and AstraZeneca.

Check out Avado, the UK’s most trusted CIPD course provider today for HR and L&D courses:

CIPD Level 3 HR Courses : The CIPD Level 3 Certificate in People Practice is ideal for anyone looking to start a career in either HR or Learning and Development. CIPD Level 5 HR Courses : The CIPD Level 5 Associate Diploma in People Management will help you build on your existing HR knowledge. CIPD Level 5 L&D Courses : The CIPD Level 5 Diploma in Organisational Learning and Development is the most comprehensive course available for L&D professionals, ideal for you if you want to formalise your existing experience, skills and knowledge. CIPD Level 7 HR Courses : The CIPD Level 7 Advanced Diploma is aimed at expanding learners’ autonomy so they can strategically direct organisations and their people.

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The Ultimate List of HR Interview Questions

Caroline Forsey

Published: April 26, 2021

As a job seeker, you can often expect to speak with an HR professional before moving onto interviews with employees within the department for which you're applying.

hr interview questions: HR professional asking questions during an interview

It's critical you prepare well for your HR interview. Oftentimes, a company uses their HR department to screen candidates and decide which candidates are most qualified to move forward in the interview process.

→ Click here to download our free guide to hiring and training a team of  all-stars [Free Ebook].

But an HR professional has different goals when interviewing than your direct hiring manager does. While your hiring manager will ask questions specific to the role (for example, in a marketing interview ), the HR professional is interested in gaining broader insights regarding culture fit and whether you demonstrate the company's values.

With that in mind, let’s go over the definition for this interview and what you can expect.

What is the HR round interview?

The HR round is an interview that’s typically conducted by a human resources generalist at the beginning of the hiring process. In this initial screen, HR interviewers want to find out general information about your previous roles, core qualifications, key strengths and weaknesses, and salary expectations.

It’s easy to underemphasize HR interviews in comparison to interviews with, say, your potential manager. There’s even a misconception that the HR round is only a formality. But the truth is that this interview is critical to the hiring process.

It allows you to establish a positive first impression. Your HR contact decides whether you get to move forward, so you’ll want to make sure you exhibit your competencies and establish rapport.

I spoke with Alexa Matthews, a senior recruiter here at HubSpot, who pointed out some additional benefits to the screening process — "It's an opportunity for a great first impression. In the first call, a candidate can often convey things that are not written on their resume. We take that information so that we can be their advocate and make recommendations to hiring managers throughout the process."

Additionally, Alexa mentioned initial interview screens help candidates learn more about the role and evaluate their interest in the company. At the same time, these initial interviews help HR professionals set a candidate up for success by learning what is required of the role and providing the candidate with feedback throughout all stages of the interview process.

Let’s go over a few of the questions you might have about the HR interview.

What can I expect from an HR interview?

During an HR round, you can expect high-level, general questions about you, your past work experience, and your motive for looking for a new position. Expect to receive questions that allude to your aptitudes and competencies, but that don't go too in depth about role-specific responsibilities.

You can expect to be asked about:

  • What you expect for your salary
  • Why you’re looking for a new role
  • Why you’re leaving your current company
  • What you’re looking for in a new opportunity
  • How you could function in a new environment
  • How you’ve functioned in your former environment
  • How you’ve handled conflict with coworkers
  • How you’ve handled high-pressure situations

The HR interview can also cover the company’s benefits, work hours, and organizational structure.

Is HR round just a formality?

No. HR round isn’t a formality. It’s a highly important step in the hiring process and often the piece that determines whether you get to move forward in the recruitment process.

This is especially true for big firms, where your HR representative becomes an ally during the hiring process. They’re your point of contact for every question and concern you might have as you move from round to round. At HubSpot, recruiters give you feedback to help you successfully move forward.

To help you prepare for any questions you might receive from an HR professional, I've curated a list of top questions, along with the best sample answers.

HR Interview Questions and Answers

  • Tell me about yourself.
  • Why are you interested in this position?
  • Why are you leaving your current job?
  • Can you describe a work or school instance in which you messed up?
  • Tell me about a time when you experienced conflict with a co-worker and how you dealt with it.
  • What do you know about our company?
  • How would you improve our current product or service?
  • How would your current manager describe you?
  • Where do you see yourself in five years?
  • What questions do you have for me?

1. Tell me about yourself.

One of the more traditional questions in this list, "Tell me about yourself" is nonetheless a helpful question for HR professionals to get a sense for how this conversation will go, and in which direction they should steer future questions.

Ultimately, you'll want to be prepared to describe past roles, how those roles demonstrate your strengths, and what you want in a company and role moving forward. Additionally, make sure to include why you believe this role is a good match for your talents.

Sample Answer

“I graduated from ABC University in 20XX. Since then, I've worked my way up at Company X, from an intern blogging on the content team to an Associate SEO Strategist. Along the way, I've learned I work best in collaboration with a team, as opposed to more solitary roles. As an SEO strategist, I've discovered I enjoy the analytical side of marketing, and possess strengths that allow me to excel in those types of roles — in fact, as a result of my SEO efforts, traffic to our site has increased 13% over the past two years. I'm now looking for new challenges and believe your company, and this role, is a fantastic next step."

  • Focus on your prior accomplishments.
  • Provide an overarching overview of your career up until this point without being long-winded.
  • Try to use words from the job posting in your answer.
  • End with the type of role or challenge that you’re looking for and why this company is a great fit.
  • If you’re switching careers, provide a brief reason why.

Things to Avoid

  • Don’t summarize your resume.
  • Don’t start with where you were born or where you’ve lived (unless it’s related to the role. Say, you lived in Japan for a few years, and the role requires Japanese fluency).
  • Leave out personal information.

2. Why are you interested in this position?

This question is a critical indicator as to whether you're interested in this company and role in particular, or whether you're simply applying to any role in the field. For instance, it's not a good sign if you say, "Well, I'm interested in social media, so this role seemed like a good fit." Instead, you want to mention specific qualifications of the role itself, and demonstrate how those qualifications align with your personal strengths. Additionally, it's important you mention how you can help drive results for the team.

"Through my last role, I've learned I'm passionate about creating content for social media. I've managed to grow our Instagram audience by 7%, and with my team I created a successful Facebook campaign that cultivated an increase in sales by 12%. I've followed your business on Instagram and Facebook for a few years and appreciate your brand — more importantly, I see this role as one in which I'd truly be challenged and able to use my strengths. In particular, I believe I'd excel in the client-facing aspect of the role. Meeting with clients to collaborate on social media marketing objectives and goals is something I find exciting and purposeful."

  • Be as specific as possible — mention how your interest in the industry, your prior experience, or your love for this company make you want to assume the role.
  • Bring in information about the company’s culture into your answer.
  • Express enthusiasm for the company and its offerings, especially if you’ve used its products before.
  • Remember, use words from the job posting to emphasize your interest.
  • If you’re switching careers, use this question to go more in depth into your motive for switching.
  • Don’t mention money or benefits in your answer.
  • Don’t be blase (“Oh, I’m just looking for a new role in this field”).

3. Why are you leaving your current job?

This is an opportunity to outline positive benefits you hope to gain by transitioning into a new role. However, one of the biggest mistakes you can make when answering this question is focusing on negative aspects of your current employer, rather than discussing positive aspects of the new company.

An HR professional will mark it as a red flag if you talk poorly about your current employer or company. It illustrates someone who isn't very professional, has a negative attitude, and could bring toxic energy into their new work environment.

"I appreciate everything my current employer has done to help me grow, and I believe working for a small startup over the past year has helped me develop leadership skills earlier than I could've at a larger corporation. However, I am now interested in transferring the skills I've acquired here to a larger organization, where I believe I'll find more growth opportunities in the future."

  • Focus on career growth and skill development as a reason for looking for a new role.
  • Express appreciation for your current employer without being overly positive (then they’ll wonder why you’re actually leaving).
  • Whatever you do, don’t complain about your current employer, your boss, or your work environment.

4. Can you describe a work or school instance in which you messed up?

This is an intentionally tricky question. It's meant to glean insight into whether you can learn from past mistakes. If you can't think of any past errors, it could be an indicator you aren't capable of accepting responsibility for your own mistakes. However, creating a long list of past mishaps could make you look unqualified for the role.

You'll want to answer this question succinctly, and point out an error that doesn't represent a lack of character. Consider one, well-intentioned error you've had in the past, mention it, and then talk about how you grew from that experience.

"In my prior role when I first became manager, I took on too many tasks myself and quickly became both overwhelmed, and less efficient in my role. Additionally, my team members were frustrated because they felt there was a lack of collaboration on our team. I quickly recognized I needed to learn to delegate tasks and collaborate on projects with teammates, and became a more successful manager as a result."

  • Only focus on one incident.
  • Close your answer with how you’ve improved or grown as a result of the incident, or what you’re currently doing to improve.
  • Own the mistake you made without over-criticizing yourself.
  • Be brief but earnest.
  • Don’t shift the blame to a coworker or to the company.

5. Tell me about a time when you experienced conflict with a co-worker and how you dealt with it.

The HR professional isn't interested in hearing about that time your co-worker said something snide about you in the kitchen, or when your manager overheard you gossiping about a client to a friend.

Instead, this question is asked to gain insight into how you handle professional conflict. At the office, conflict is bound to arise, particularly when you're working closely with many different people. It's critical you know how to handle conflict without pointing fingers. Your answer should primarily focus on the solution, and should show a level of empathy towards your colleagues, rather than focusing on the problem.

"I had a deadline I needed to meet, and I was working with a designer who promised me her designs in time. When the deadline approached, my designer wasn't ready. It made us both look poorly in front of our clients. To resolve the issue, I discussed the problem privately with my designer. She told me she was stressed out and overwhelmed, and simply needed another week on the project. I told her that was fine with me, but in the future, we needed to be transparent and honest with each other. Moving forward, we established guidelines and became more efficient teammates."

  • Like in the previous question, only focus on one incident, especifically one that has a positive outcome.
  • Always close your answer with the steps you’ve taken to improve or how this incident resulted in positive change.
  • Be balanced in your answer — don’t make it seem as if the conflict was entirely your coworker’s fault.
  • Show empathy.
  • Don’t blame-shift.
  • Don’t focus on what you did right and what your co-worker did wrong (it’ll make you sound entitled).

6. What do you know about our company?

This is a fantastic opportunity to impress the interviewer. Ultimately, this question aims to gauge your level of interest in the company. The more you've researched prior accomplishments, company values, and basic information regarding the product or service, the more you can demonstrate a genuine desire to work there.

"I know your company is ranked the number one web design firm in Massachusetts. Your mission statement in particular appeals to me. I also know your company emphasizes continual learning and growth, two aspects I find incredibly exciting. I've spoken to Jen and Mark, two marketers at your company, and they've described the work environment as one full of passion and innovation — which is something I hope to find in my next role."

  • Mention the company’s culture and your prior experience with its product.
  • Be positive in your answer.
  • Connect your answer with your desire to work for the firm and assume the role.
  • Don’t unearth potentially controversial information, such as a company scandal.

7. How would you improve our current product or service?

An HR professional wants to know whether you're innovative, whether you’re a quick-thinker, and whether you'll bring new ideas to the role. There isn't necessarily a wrong answer, here — you just need to show some creativity, and planning in advance will help. Consider potential problems they might be experiencing with their product or service, and how your unique skillset can fill that void.

"I've noticed your product is in English, without current translation options. I believe your product could benefit from multilingual translations, which would help you appeal to a wider demographic. This could help you become more of a global leader. As someone who is fluent in French and Spanish, I'd like to potentially help spearhead a project that moves the product in that direction."

  • Be honest but brief about the product’s limitations.
  • Focus on how you can help the company make the improvement.
  • Mention how this change can help the company grow.
  • Prepare for this question by using the product or service before the interview.
  • Tastefully mention competitors and their products — it will show that you’re informed about the industry.
  • Don’t “hate” on the product. (“Ugh, I used it once, and the UX was really buggy. I couldn’t get to X page…” )
  • Don’t sing too many praises for the competitor’s product.

8. How would your current manager describe you?

It can be awkward to brag about yourself, so while this question may seem weird, it's really the HR professional's tactic for hearing how your current boss views you in a work environment. To feel less uncomfortable answering this question, thoughtfully consider your last performance review, and use direct quotes from your boss in your answer.

"During my last performance review, my current manager told me she appreciates how quickly I take constructive feedback and use it to improve in my role. She's grateful that she never needs to repeat areas of improvement to me — once she gives me feedback, I take it seriously and make sure she never needs to bring it up again. She has also described me as diligent and trustworthy, two aspects I believe are critical for excelling in any role."

  • Quote your manager directly.
  • Be clear about your strengths — this is really your moment to shine.
  • Focus on a single characteristic you’d like to highlight.
  • Try to connect the strength to the role you’re applying for.
  • Don’t focus on a specific accomplishment, but rather on a soft skill that can lead to sustainable growth in the role.
  • Don’t start with “Well, I’m really good at…”

9. Where do you see yourself in five years?

This question allows the HR professional to understand your career aspirations — and gauge whether this company is the right place for you to grow. In many ways, this question works as a temperature check to ensure that this is a field you’d like to stay in for the foreseeable future.

“In five years, I see myself driving organic growth at a medium or large company, overseeing the SEO strategy and potentially managing a team in a leadership role. In the past, I’ve focused on the execution side of SEO, but as I get further along in my career, I’ve wanted to get more into strategy, which helps drive sustainable growth. After working for a few years in X role, I want to lead a company’s SEO strategy to meet acquisition targets and exceed revenue goals.”

  • Connect your answer to the role and how you feel you can grow in the company.
  • Be realistic and specific.
  • Mention words from the job description.
  • Hint at how you can help the company grow later down the line.
  • Don’t be blase or noncommittal.
  • Don’t indicate that you’re hoping to leave the company for a better one, or that this role is just a stepping stone.

10. What questions do you have for me?

When an HR professional asks you this question, you might be eager to end the call and say, "Nope, no questions." This would be a mistake. Having thoughtful, smart, strategic questions demonstrates your interest in the role, as well as your potential value as a future employee. They want to hire candidates who will ask questions and move the company forward, and this can't happen if you accept everything as-is.

At this stage, you should consider what your genuine concerns are regarding the role. You might ask the interviewer, "What are the company’s values? What characteristics do you look for in candidates in order to represent those values?" Or, perhaps you'll say, "What do you enjoy most about working at Company A?"

Ultimately, an interview isn't just about allowing an HR professional to form an opinion of you — it's also a chance for you to get a strong sense for whether you even want to work for the company. So use this last question to your advantage.

How do I prepare for HR round?

The HR interview is your only chance to make a lasting first impression. Because it determines whether you get to move forward, it’s important to prepare for the interview as if the HR professional gets to make the final decision. (They likely won’t, but they do determine whether you get to move forward.)

Luckily, it’s easy to prepare. Aside from knowing the questions you might be asked, you’ll want to research the company, reread the job description multiple times, practice your answers beforehand, and compile a list of questions to ask the HR rep.

Let’s go over these one-by-one.

1. Research the company.

Researching the company is a no-brainer, yet many of us walk into an interview with only a surface-level understanding of the company and its product offerings. In your research, seek to not only understand what the company sells but who it sells it to. Use the product beforehand if you can. Take a look at the firm’s competitors. Last, try to get a thorough understanding of the company’s culture.

2. Reread the job description multiple times.

I know that it’s difficult to keep track of job postings, especially if you’ve applied to tens upon tens of jobs. Try to find the original posting (or a copy of it on a job search site) and reread the description. If possible, print it out and highlight sections that you feel most match with your qualifications. Underline key terms, then bring those terms into your answers.

3. Practice your answers.

Practice, practice, practice. Practice in front of the mirror, in front of your camera, and in your room. But don’t memorize your answers — simply go over them a few times so that they’re eloquent, enthusiastic, and brief without feeling wooden or scripted. Use the STAR method to structure your answers. Don’t forget to focus on positive results.

4. Compile a list of questions.

These questions should be general enough that an HR professional can answer them (you wouldn’t want to ask something too team- or role-specific), but targeted enough that they feel tailored to the company.

You might ask general questions regarding the role, like "Are there opportunities for professional development within the role and department as a whole?" If they can’t answer these sorts of questions because they’re not acquainted with the team, you can ask about their experience and what it’s like to work at the company.

Prepare for Your HR Interview to Ensure Success

While the HR interview gets a bad reputation for being a formality, it’s arguably the most important step in the hiring process. Prepare beforehand, practice your answers, and research the company and its culture. The HR professional is your ally during the process. You want them to know that you’re the perfect fit for the role, which will get you closer to a job offer.

Editor's note: This post was originally published in October 2018 and has been updated for comprehensiveness.

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  • Most common HR interview questions

The Most Common HR Interview Questions

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First published on Thursday, Jun 04, 2020

Last updated on Wednesday, Nov 10, 2021

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 .

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Status.net

HR Recruiter Interview Questions: 9 Sample Strong Answers

By Status.net Editorial Team on March 2, 2024 — 10 minutes to read

Navigating the interview process can be a defining moment in your career, especially when you’re hoping to secure a position as an HR recruiter. The key to delivering strong responses during your interview lies in preparation and understanding the role you’re pursuing. The questions you’ll encounter are designed not just to gauge your experience, but also to assess your ability to handle the nuanced situations you’ll face in the field of human resources.

When you walk into an HR recruiter interview, you can expect to discuss your previous experience, your knowledge of various HR processes, and scenarios that test your problem-solving skills. Interviewers often look for your capability to connect with others and your talent for identifying the right candidate for the company. You’ll likely be asked about recruitment strategies, how you deal with difficult hiring managers, and your approach to diversity in the workplace.

Providing concrete examples in your answers will showcase your skills and demonstrate the depth of your experience. For instance, if asked about your methodology for sourcing candidates, sharing a particular situation where you successfully found a hard-to-fill role can be compelling. If the topic of conflict resolution arises, discussing how you mediated a disagreement between a hiring manager and a potential candidate—and what the outcome was—can highlight your diplomatic skills. It’s important to tailor your answers to reflect the company’s values and the specific role you’re applying for, ensuring that your responses resonate with the interviewers.

Understanding the Role of an HR Recruiter

In stepping into the world of Human Resources, you quickly learn that the role of an HR recruiter is multifaceted, intertwining various responsibilities and requiring a specific set of skills.

Key Responsibilities

As an HR recruiter, your primary duty is to fill vacancies within the organization efficiently and effectively. You’re in charge of managing the entire recruitment process which includes:

  • Crafting job descriptions that accurately detail the requirements and duties of the position.
  • Posting job openings on various platforms to attract a diverse pool of qualified candidates.
  • Screening applications and resumes to pinpoint the most promising applicants.
  • Conducting initial interviews to assess the suitability of candidates for company culture and role expectations.
  • Coordinating interviews with hiring managers and other stakeholders.
  • Managing communication with candidates throughout the hiring process, providing them with timely updates and feedback.
  • Negotiating job offers and finalizing the hiring of selected candidates.

Another critical aspect of your job is building and retaining a pool of potential candidates for future opportunities, which might entail engaging in networking events, fostering relationships with educational institutions, or keeping in touch with previous applicants.

Essential Skills

To excel in the HR recruiter position, you should develop and hone a diverse skill set. Communication is key since you’ll be interacting with candidates, hiring managers, and your HR team regularly. It’s important to possess excellent verbal and written communication skills to convey information clearly and build relationships.

  • Your organizational skills should be top-notch for handling multiple job openings and managing the details of numerous candidates. Time management is another important skill, allowing you to prioritize tasks and juggle the differing timelines for various recruitment activities.
  • Analytical skills come into play when reviewing applications and conducting interviews – you need to be able to assess candidate qualifications against job requirements effectively. Also, empathy and the ability to read people are invaluable because they help you to understand candidate motivations and fit within the organization’s culture.
  • Lastly, staying current with recruitment trends and the legal landscape surrounding hiring practices helps you refine your recruitment strategies and ensures adherence to employment laws. For example, being knowledgeable about latest approaches such as social media recruitment can give you an edge in reaching a broader audience.

Preparation Strategies

When you’re preparing for an interview to become an HR recruiter, you need a solid strategy. This includes getting to know the company you’re applying to, understanding all aspects of the job you’re eyeing, and practicing your interview skills.

Researching the Company

You should familiarize yourself with the company’s culture, values, and recent news. This means checking out their website, reviewing their social media profiles, and reading up on any recent press releases or news articles. For example, if the company prides itself on innovation, you could mention your adaptability and eagerness to embrace new technologies during the interview.

Understanding the Job Description

Carefully read the job description to align your skills and experience with the requirements of the position. Take note of specific keywords and phrases, such as “team-player” or “strong communication skills,” and think about how your past experiences demonstrate these qualities. If the job description mentions a preference for experience with a particular HR software, be prepared to discuss your proficiency in using it.

Mock Interviews and Practice

Practicing common interview questions can make you more confident. Try conducting mock interviews with a friend or a mentor who can provide feedback. Pay attention to both the content of your answers and your delivery. If the question is about dealing with a difficult stakeholder, practice a clear and concise story that showcases your negotiation and interpersonal skills. Recording yourself and reviewing the footage can also help you notice areas for improvement.

Questions on Recruitment Strategies

In this section, you’ll learn about key aspects of recruitment strategies through targeted interview questions. You’ll see sample strong answers that shed light on effective practices in recruitment.

Sourcing Candidates

When you’re looking to bring new talent into your organization, it’s important to have a diverse sourcing strategy. How do you find and attract high-caliber candidates?

  • Sample Question: “Can you describe how you’d go about sourcing candidates for a hard-to-fill position?”
  • Sample Answer: “I would start with a targeted approach, reaching out to passive candidates on professional networks like LinkedIn, as well as attending industry-specific events to network. Additionally, I ensure the job description is shared on niche job boards that cater to the specific role I’m filling.”

This answer demonstrates a proactive and multifaceted approach to finding candidates beyond the typical job postings, which can be particularly effective for difficult positions.

Assessment Methods

Evaluating candidates effectively means having robust assessment methods in place. How do you ensure that you’re selecting the best fit for the job?

  • Sample Question: “What assessment techniques do you use to evaluate a candidate’s fit for a job role?”
  • Sample Answer: “I combine structured behavioral interviews with practical skill assessments. For example, for a marketing role, I might ask candidates to create a campaign proposal, which gives me insight into their creativity and practical skills.”

This example provides a clear and effective strategy for assessing a candidate’s suitability, using methods that yield tangible evidence of their abilities.

Candidate Engagement

Candidate engagement can make or break their experience and influence the employer brand. How do you maintain engagement with candidates throughout the recruitment process?

  • Sample Question: “How do you keep candidates engaged and informed during the recruitment process?”
  • Sample Answer: “I make sure candidates receive timely updates about their application status by automating notification emails. Moreover, I schedule brief calls during the evaluation phase to answer any questions and keep a personal touch.”

The sample answer highlights the importance of communication and personalization in candidate engagement, which helps in making candidates feel valued and informed.

Common Questions and Sample Answers

Can you tell us about your previous experience in recruitment and how it has prepared you for the role of an hr recruiter.

During my previous role at Company (…), I was responsible for end-to-end recruitment for various technical positions. This experience has honed my ability to identify top talent and tailor recruitment strategies to meet the specific needs of each department, which I believe is key for an HR recruiter.

How do you stay updated on the latest HR trends and laws, and can you provide an example of how you’ve applied this knowledge in a previous role?

I make it a point to regularly attend HR seminars and webinars, and subscribe to several HR publications. For example, when the (…) labor law was updated, I organized a workshop for the recruitment team to ensure compliance in our hiring process, significantly mitigating potential legal risks for the company.

Describe your approach to managing the full lifecycle of recruiting, from sourcing candidates to onboarding. Can you also give an example of a successful recruitment campaign you’ve managed?

My approach is systematic, starting with a thorough job analysis, proactive sourcing via LinkedIn, and structured interviews. A recruitment campaign for a niche programming role stands out, where I leveraged social media for outreach and used targeted screening questions to streamline the process, successfully filling the position within a tight deadline.

What strategies do you use to handle difficult hiring managers or challenging candidate negotiations?

I find that clear communication and understanding the hiring manager’s needs are key. In challenging negotiations, I focus on creating win-win situations. For instance, I once resolved a salary standoff by negotiating additional professional development opportunities for the candidate, which also aligned with our company’s values.

In your view, what are the most important qualities for a successful HR recruiter, and how do you demonstrate these qualities in your work?

The most important qualities are strong communication, keen attention to detail, and the ability to build relationships. In my last role, I developed a reputation for my clear communication and thorough follow-up, which helped in building lasting relationships with candidates and hiring managers alike.

Can you discuss a time when you had to fill a challenging position and how you overcame the obstacles to find the right candidate?

I was tasked with finding a candidate with a rare set of skills in a short time frame. By tapping into niche job boards and professional networks, and conducting back-to-back interviews, I was able to secure a candidate who not only had the technical expertise but was also a great cultural fit for the team.

Answering with the STAR Technique

When you’re crafting responses for an HR recruiter interview, the STAR technique can be a reliable method. This strategy helps you structure your answers by breaking down your experience into four parts: Situation, Task, Action, and Result.

Situation : Start by describing the context within which you performed a task or faced a challenge at work. For example, you might say, “In my previous role as a sales associate, our store was facing a significant drop in foot traffic due to a new competitor.”

Task : Explain the actual task or issue you were dealing with. Continuing the example, you might add, “I was tasked with creating a strategy to increase store visits and sales.”

Action : Here, you detail the specific actions you took to address the task. You could elaborate, “I organized an in-store event and started a social media ad campaign to raise awareness and attract customers.”

Result : Finally, describe the outcomes of your actions. It’s important to quantify results if possible. For instance, finish with, “As a result, we saw a 20% increase in foot traffic and a 15% rise in sales over the next quarter.”

Use the STAR technique to demonstrate your problem-solving skills and how effectively you can navigate workplace challenges. Its strength lies in providing clear and concise narratives that showcase your competency. Remember to practice your responses to maintain a natural flow during the interview.

Questions to Ask the Interviewer

At the end of an interview, you have the opportunity to ask questions. This is your chance to learn about the company and show your interest in the position.

Company Culture

What does the company culture look like here and how does it support your employees? You can follow up by asking for specific examples of initiatives or programs that highlight the culture.

Growth Opportunities

Could you describe the career advancement paths available within the company? Understanding your potential future with the company gives you insight into long-term opportunities.

Team Structure

Can you tell me more about the team I would be working with? Learn specifics about the size, roles, and how your potential role interacts with the team.

More: Unique Interview Questions to Ask Employers: Stand Out and Impress

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  • Top 23 Interview Questions With Smart Sample Answers

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  •  Guest Posts

13 Most Important Questions to Ask HR During Interview Proces

14 Questions to ask HR during interview to gain a deeper understanding of the company and the role, which can help you determine if it's the right fit for you.

14 Questions to ask HR during interview to gain a deeper understanding of the company and the role, which can help you determine if it's the right fit for you.

hr task for interview

Table of Contents

Job interviews are a significant part of the hiring process, and they provide an opportunity for both employers and candidates to assess each other's fit for the role. For candidates, it's essential to come prepared with questions to ask the hiring team to gain a better knowledge of the company and the position they are applying for.

In particular, questions for the HR representative can provide valuable insights into the company culture, benefits, and policies.

Here is a comprehensive list of 13 questions to ask HR during an interview. These questions are designed to help candidates learn more about the company's values, employee development programs, compensation and benefits packages, and other important aspects of the role.

We will also explore best practices for asking these questions and how to use the information gathered to make informed decisions about the job opportunity.

13 Thoughtful questions to ask HR during interview

Here are 13 most important and effective questions to ask HR during interviews.

1. How does this role contribute to the overall goals of the company?

It is not very difficult to find a candidate to fill this role. But, it is very difficult to find a candidate who also understands how it fits with the larger goals. This includes the ability to take care of yourself, prioritize valuable activities and grow your role in a direction consistent with the company's growth.

This information can be difficult to obtain if your company is not very communicative or transparent, so this is a good opportunity to use this information to guide your decisions when you receive an assignment.

2. How do the most effective new employees spend their first month here?

This question reveals that you are the sort of individual who prefers to get started right away. It also demonstrates that you identify success trends and want to imitate only the most effective performers.

Every business has its quirks, its environment and its unspoken expectations. This will help you start with a bit of inside knowledge so you don't end up with dissatisfaction in the next six month.

3. What criteria would you use to evaluate the performance in this role?

Asking this question shows that you are goal oriented and not afraid to take responsibility for those goals. You don't avoid responsibility, you accept it.

It's shocking how many people don't really know what they want from their employees, other than having a vague idea of ​​the jobs that need to be done. Asking this question forces the boss to figure it out - and then it can be handed to you to make it happen.

4. What challenges or obstacles might I face in this role?

A question like this shows that you are already imagining yourself in the role and thinking of a plan of attack when you get to the performance.

This is also a sign that you know very well that no job is without obstacles. It shows that you are not only afraid to face these challenges, but you are ready for them.

The answer you get should help you better understand some of the less than ideal aspects of the job - bureaucratic processes, internal politics, etc. Use this information to decide if you are up for the challenge.

5. What has been the team's most difficult task in the last year?

While the interviewer may be attempting to create an image of what working in a team might entail, asking this question will help you unearth some of the realities the team is currently confronting. When you finally join, you'll inevitably hear about these challenges—and may have to help solve them, too.

It really helps to know in advance what challenges you might face yourself or your team. In some cases, this can affect acceptance of the role. Learning about these challenges can give you great insight into the steps the team has already taken to overcome them.

6. Why did you decide to work in this company?

This question allows the interviewer to do two self-serving things: talk about himself and make an accessible sales pitch to the company. Sales opportunity welcomes promising applicants. And most individuals enjoy any opportunity to brag about themselves.

This will give you an idea of what motivates your prospective colleague or boss, as well as what benefits the business provides to its workers.. If all of these match what you are looking for in a job, then you are a good fit.

7. What keeps you motivated?

If your interviewer has been with the company for a while, this insight can give you a really interesting insight into the company and its relationship with employees. How does this help you?

Depending on the interviewer's answer, you can learn something about the company's career training, management opportunities, work flexibility, internal job opportunities and more.

You can dig a little deeper by answering related questions like "What do you like most about working here?"

8. Do you organize events outside of work with the team?

This interview question is a great way to learn about a company's culture. Ideally, the balance between work and life is good, and the company creates opportunities for them to merge with each other.

Next to learning about the company culture, this is a lighter question that can calm a tense atmosphere or lead to a conversation about common interests.

9. What is your company's client care or customer satisfaction philosophy?

This is an impressive topic because it demonstrates the ability to link how a business thinks about its clients to profitability. In other words, how customers are handled on a daily basis and how this is reflected in the merchandise.

Although you may find a concise answer to this question on the company's website, it's helpful—and perhaps even eye-opening—to hear it more openly from an employee.

10. What are the less tangible characteristics of successful people on this team?

That's what hiring managers are looking for. This question shows that you understand that work is more than just going through the motions. Successful people have a particular mindset, approach, attitude, work ethic, communication style, etc.—and you want to know what that combination looks like in that company.

Because these qualities are often hard to explain, this question forces the hiring manager to articulate the "it" factor they're actually looking for—even if it's not in the job description.

11. What behaviors do the most successful team members exhibit?

Asking such a question shows that you are interested in a practical example of what success looks like for the leader of the team you are joining.

Instead, you force the hiring manager to think the best. Because this question encourages you to lead by example, the answer to this question will give you a strong idea of ​​what success really looks like. Learn what it takes to impress your peers and be a candidate for stardom.

12. What kind of behavior do people who struggle the most in a group show?

Follow this up with question #9 and you'll show the recruiter that you're really trying to get a concrete idea of ​​what you should and shouldn't be doing as an employee on the particular team you're applying to join.

First, you have a sense of what poor performance entails, which allows you to establish expectations for the job. Second, you'll learn how a hiring manager responds to a difficult query like this, which may tell you something about how workplace politics are handled in general.

13. How do you provide constructive feedback?

If you are dealing with an interviewer, this is another difficult topic that can provide insight into how the team functions.

This requires the recruiting manager to consider how to approach a slightly difficult scenario while also emphasising your self-awareness. Everyone gives and gets feedback in their own unique manner.

Asking HR the right questions during a job interview can provide invaluable insights into the company culture, benefits, policies, and overall fit for the role.

By coming prepared with a list of thoughtful and targeted questions, candidates can demonstrate their interest in the company, and gain a better understanding of what to expect from the role.

Ultimately, the goal of asking HR questions during an interview is to gain a deeper understanding of the company and the role you're applying for, which can help you determine whether it's the right fit for you.

So, whether you're just starting your career or looking for your next opportunity, take the time to prepare thoughtful questions to ask HR, and use the information you gather to make an informed decision about your future.

Frequently Asked Questions (FAQs)

Here are some frequently asked questions that people ask.

Why is it important to ask questions to HR during an interview?

It is important to ask questions to HR during an interview because it provides an opportunity to learn more about the company and the position beyond what is listed in the job description.

Asking questions can help the candidate better understand what is expected of them in the role and how they can be successful. It can also help the candidate evaluate if the company is a good fit for their career goals and personal values.

What should I consider when asking HR questions during an interview?

When asking HR questions during an interview, you should consider:

  • The relevance of the question to the position and company
  • The level of detail provided in the job description and other materials
  • The tone and manner in which the questions are asked
  • The time allotted for the interview and the number of questions being asked.

What are some red flags to look out for during an HR interview?

Some red flags to look out for during an HR interview include:

  • Lack of clarity or transparency in answers to questions
  • Inconsistent or contradictory responses to questions
  • Poor communication or unprofessional behavior
  • Negative comments about current or past employees or the company
  • Unwillingness to answer questions or provide information.

How can asking HR questions during an interview impact my candidacy for the position?

Asking HR questions during an interview can have a positive impact on your candidacy for the position as it demonstrates your interest and enthusiasm for the role and the company. It also shows that you are taking the interview process seriously and are trying to make an informed decision about whether the position is a good fit for you.

However, it is important to strike a balance between asking thoughtful questions and not overwhelming the interviewer with too many questions or inappropriate questions.

Should I ask the same questions to HR in every interview?

It's not necessary to ask the exact same questions in every interview, but it's a good idea to have a set of questions that you ask consistently across interviews to help you compare and evaluate different companies and roles.

You can also tailor your questions to the specific company and role you are interviewing for to demonstrate your interest and knowledge about the company.

Why should I ask HR questions during an interview?

Asking HR questions during an interview can help you gain a better understanding of the company's culture, policies, benefits, and other important information that can impact your decision to accept a job offer. It can also demonstrate your interest in the company and the role you are interviewing for.

What should I look for in HR's response to my questions?

You should look for clear and concise answers that provide you with the information you need to make an informed decision about the company and the role. HR's response should be open, honest, and demonstrate the company's commitment to its employees.

How can asking HR questions during an interview impact my chances of getting the job?

Asking HR questions during an interview can demonstrate your interest in the company and the role, which can make a positive impression on the interviewer. It can also help you determine if the company is a good fit for you, which can impact your decision to accept a job offer.

As long as you ask thoughtful and relevant questions, asking HR questions during an interview is unlikely to have a negative impact on your chances of getting the job.

30 Most Important Employee Survey Questions About Management

41 employee recognition survey question to retain top talent, unlock the biggest secret of engagement to retain your top performers., -->guest contributor -->.

We often come across some fantastic writers who prefer to publish their writings on our blogs but prefer to stay anonymous. We dedicate this section to all superheroes who go the extra mile for us.

Let's begin this new year with an engaged workforce!

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More From Forbes

20 essential insights for new professionals entering the hr industry.

Forbes Human Resources Council

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Newcomers to the human resources industry are entering the field at a time that is both exciting and difficult to navigate. To thrive in their roles, HR professionals must possess a solid understanding of the industry's fundamental aspects and be able to anticipate the challenges they may face in the current employment market.

Below, Forbes Human Resources Council members share things they wished they learned earlier on in their careers. Applying these insights and pieces of essential wisdom can help those new to the HR industry to succeed in their new roles.

1. Your Work Directly Impacts The Business

Always remember your initiatives and work directly impact the business. Stay curious, and stay focused on business outcomes. This is critical for a true partnership between business leaders and HR leaders. Remember that humans are unpredictable, no matter how much you prepare. Be open to surprises and unplanned reactions from employees. Be OK with things not being perfect. Find leaders who inspire you. - Teedra Bernard , TransUnion

2. It Can Feel Lonely

One thing I wish I learned is that it can feel lonely at times. You handle hiring, firing and everything else in between. You are privy to information that many employees and managers never know about or see. You have to be prepared for employees to halt their conversations when you are near and relate your office to that of the principal's office. You also have to accept not being able to share every aspect of your day. - Kelly Mallmann , Kurz Industrial Solutions

iOS 17 4 Update Now Warning Issued To All iPhone Users

Google suddenly adds nest and fitbit to google one subscription, in berdychi, ukraine’s m-1 abrams tanks made their last stand—and halted the russian advance, 3. agility is important.

HR professionals must be agile and juggle multiple priorities competing for their time and resources. Embrace change and adapt to it quickly. Most importantly, challenge how things have always been done by welcoming new ideas to get the job done. Be proactive, anticipate trends, understand their potential impact and remember to keep all the balls in the air and try not to drop any. - Javier Evans , Webster Bank

4. The Core Role Of HR Is To Mitigate Risk And Support Talent

Understand the core role of the HR function within an organization. This function centers on mitigating risk, supporting talent to reach business goals, and increasing the bottom line (or social mission). Develop a mindset that understands that HR's interest is typically centered on the overall health and longevity of the organization versus the needs of the individual(s). - Chelsea C. Williams , Reimagine Talent Co.

5. People Listen To HR

I wish I understood the opportunity for the HR world to make a meaningful impact on not only organizations but also the broader world of work. People listen to HR, and seeing this reality and speaking out earlier can increase your platform for impact and visibility for opportunities. - Graham Peelle , Avero Talent

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

6. Strategic Voice And Vision Can Earn A Seat At The Table

One important takeaway is the importance of developing a strategic voice and vision to earn a seat at the table. Talent is everything. By developing the strategic muscles to paint a picture of the workforce of tomorrow, HR grows into an indispensable strategic voice no business can afford to exclude from the table. - Nicole Smartt Serres , Smartt Enterprises

7. High-Level HR Work Has Tremendous Impact

I wish I understood the scope and breadth of impact high-level HR work can have on a business. You have the burden of understanding the whole business, and the benefit of broadening your impact on the entire business, not just one department or area of focus. Senior HR leaders have a breadth of impact few other roles can rival. - Christopher Courneen , M S International, Inc. (MSI)

8. It's Essential To Learn About Daily Challenges And Operations

Learn about the business before HR programs. Excel as an HR business partner by understanding operations, customers, financials and daily challenges. With this knowledge, effectively coach leaders for strategic team engagement and tangible business outcomes. You cannot coach or influence as an HR professional without knowing the reality of operations and the daily challenges your leaders have. - Sophia Nardelli , Bath Fitter

9. You Need To Understand The Business First

When I started my career, I wish I had understood how important the company's business side is to my role. When I realized it was critical to my future, I returned and got my MBA. Now I appreciate that to understand the organization's needs, you must first understand what is happening with the business because it affects everything and everyone. Be a business leader and then apply your HR skills. - Kim Hazen , Fulcrum Therapeutics

10. Contextualizing Information For Others Is Key

It's critical that you put your insights and initiatives in a context that resonates with the different stakeholders you are working with. Without a doubt, HR has critical information and influence on the performance of the overall business. The way we communicate must resonate with the people we're speaking with—not just in terms that are meaningful to us. - Sanja Licina , QuestionPro

11. Advocating For Resources Helps HR Operate Smoothly

I wish I knew that there is a higher calling within to recognize the need to advocate for resources. The employee relations challenges are what typically block HR from operating at full capacity, and this is a result of poor or insufficient leadership and lack of proper training. So being aware that this should be a focus can allow for preemptive strategies and negotiation, even prior to hiring. - Tiersa Smith-Hall , Impactful Imprints, Training & Consulting

12. Talent Directly Links To Business Outcomes

HR makes a strategic contribution when we can directly link talent to strategy and business outcomes. You must be a clinician of the business first and a brilliant HR specialist next. When you can do this effectively, you should have every confidence that your voice will be heard. - Dave Barnett , DeVry University

13. It's About Both The People And The Business

I wish I knew that it's not only all about the people, but also it's all about the business. I got into HR and recruiting because I love working with people and helping them to develop, whether it is in their current role or by taking the next step in their career. What I didn't realize initially is that the best way for employees to successfully develop is to align their growth objectives with those of the company. - Hazel Kassu , Sudduth Search

14. There Are Different Perceptions Of HR

I would want to know about the different perceptions of HR, which aren't always true. Sometimes HR is not viewed as a partner, or even more negatively at organizations. I worked hard to overcome those perceptions and show that I am there to help the leaders and the employees and to advance the company. Suggesting ways to integrate quickly into a variety of cultures would be great to know. - Erin ImHof , CertiK

15. HR Professionals Must Master The Art Of Listening

I wish I knew how important the art of listening is. HR is a collaborative effort. While HR is tasked with having all the answers, unless they socialize feedback on the initiatives, challenges or opportunities with employees—who represent the primary stakeholders—you won't be as effective. Ethical listening is a critical skill to succeed in HR. - Cat Colella-Graham , Coaching for Communicators

16. Recruiting Is A Form Of Sales

Recruiting falls under the HR umbrella, and recruiting is a form of sales. Therefore, the more you are able to hone your sales skills prior to entering the industry, the more it will benefit you. Employees looking to enter the recruiting field, and HR employees whose job duties will include recruiting, should polish their communication skills and consider taking an online sales training course. - John Feldmann , Insperity

17. It's Crucial To Manage Change Effectively

Effective change management is crucial in HR to navigate and lead through organizational transitions—a constant in today's fast-paced environment. Effective change management ensures that changes (restructuring, technology implementation and culture shifts) are smoothly implemented while ensuring an engaged workforce with high change adoption. - Britton Bloch , Navy Federal

18. HR Needs To Align With Company Culture

Before diving into small business HR, I wish I had a greater understanding of the importance of establishing and aligning company culture—including management’s understanding of how it should be implemented—with the broader business goals in mind. It’s not just about managing your team; it's about understanding how employee morale, work ethic expectations and mindset should be integrated. - Laura Spawn , Virtual Vocations, Inc.

19. Balancing Objectives And Employee Well-Being Is Vital

One thing I wish I had learned about the HR industry before starting my career is the intricate balance between company objectives and employee well-being. Understanding the importance of fostering a positive work environment while strategically aligning HR initiatives with organizational goals would have provided valuable insight into the dynamic nature of the HR role. - Tonya Carruthers , PFFA Acquisition LLC

20. HR Is In Direct Service Of A Company's Strategy

I wish I knew that when HR is done well, it is directly in service of a company's strategy. HR professionals need to realize this. - Sara Devitt , Dedrone

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How to Interview a Candidate You Don’t Immediately Click With

hr task for interview

Hiring managers often gravitate toward people that are similar to them — but that can be damaging to organizations in the long run.

It’s often easier for interviewers to connect with candidates who have similar backgrounds, pedigrees, credentials, or perspectives. In fact, research shows that implicit bias shapes hiring managers’ perceptions of candidates in profound ways. At the same time, research also attests to the enormous benefits of diversity. As organizations experiment with new ways to attract and retain underrepresented talent, the job interview dynamic merits further attention. Fortunately, there are proven strategies for boosting your chances of “clicking” with an interviewee — and for breathing new life into interviews that appear to be on their last gasps.

When hiring managers “click” with job candidates during interviews, it can feel like magic. When they don’t, it can be tempting to write the candidate off, going through the motions of asking pro forma questions until the allotted time has passed.

hr task for interview

  • Rae Ringel   is the president of  The Ringel Group , a leadership development consultancy specializing in facilitation, coaching, and training. She is a faculty member at the Georgetown University Institute for Transformational Leadership and founder of the  Executive Certificate in Facilitation  program.

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10 Valuable Tips from HR To Help You Get a New Job

Posted: April 22, 2023 | Last updated: June 22, 2023

<p> Sometimes, it’s hard to find the motivation to start looking for a new job, even if you’re fed up with your current employer.  </p> <p> Just thinking about finding companies with open positions, polishing your resume, preparing for an interview, and bracing yourself for some disappointment can be overwhelming and exhausting.  </p> <p> One way to minimize the stress of job hunting is to turn to experts for advice. Below, we’ve assembled the top 10 pieces of advice from human resources pros who hire candidates like you every day.  </p> <p> Implement these tips to start prepping for a new job that will help you <a href="https://financebuzz.com/paycheck-moves-55mp?utm_source=msn&utm_medium=feed&synd_slide=1&synd_postid=9270&synd_backlink_title=move+beyond+living+paycheck+to+paycheck&synd_backlink_position=1&synd_slug=paycheck-moves-55mp">move beyond living paycheck to paycheck</a>. </p> <p>  <p class=""><a href="https://financebuzz.com/recession-coming-55mp?utm_source=msn&utm_medium=feed&synd_slide=1&synd_postid=9270&synd_backlink_title=9+Things+You+Must+Do+Before+The+Next+Recession&synd_backlink_position=2&synd_slug=recession-coming-55mp">9 Things You Must Do Before The Next Recession</a></p>  </p>

Sometimes, it’s hard to find the motivation to start looking for a new job, even if you’re fed up with your current employer.

Just thinking about finding companies with open positions, polishing your resume, preparing for an interview, and bracing yourself for some disappointment can be overwhelming and exhausting.

One way to minimize the stress of job hunting is to turn to experts for advice. Below, we’ve assembled the top 10 pieces of advice from human resources pros who hire candidates like you every day.

Implement these tips to start prepping for a new job that will help you move beyond living paycheck to paycheck .

12 legit ways to earn extra cash

<p> Remote work is here to stay, which means interviewing over Skype, Zoom, and Microsoft Teams has become normal.  </p> <p> So, before your scheduled interview, take the interview technology you’ll be using for a spin. For example, make sure your Zoom app doesn’t need to be updated well in advance of the interview.  </p> <p> When your interview time rolls around, make sure to choose a spot with excellent internet service and pay attention to your surroundings. </p><p>The coffee shop you usually work from might be too loud and chaotic for an interview. Booking a conference room at your local library can send a better impression. </p>

Brush up on your video interview skills

Remote work is here to stay, which means interviewing over Skype, Zoom, and Microsoft Teams has become normal.

So, before your scheduled interview, take the interview technology you’ll be using for a spin. For example, make sure your Zoom app doesn’t need to be updated well in advance of the interview.

When your interview time rolls around, make sure to choose a spot with excellent internet service and pay attention to your surroundings. 

The coffee shop you usually work from might be too loud and chaotic for an interview. Booking a conference room at your local library can send a better impression.

Want to learn how to build wealth like the 1%? Sign up for Worthy to get ideas and advice delivered to your inbox.

<p> When you submit a resume, don’t assume a real person will be the first one to read it. Most companies use resume-screening software to decide if a candidate’s job experience matches what the firm is looking for.  </p> <p> If your resume includes keywords that match the job description, the resume software will likely pass the resume along to a human recruiter. If it doesn’t have these keywords, your job application could be dismissed off the bat. </p>

Make sure you understand keywords

When you submit a resume, don’t assume a real person will be the first one to read it. Most companies use resume-screening software to decide if a candidate’s job experience matches what the firm is looking for.

If your resume includes keywords that match the job description, the resume software will likely pass the resume along to a human recruiter. If it doesn’t have these keywords, your job application could be dismissed off the bat.

<p> Creating solid connections at your current place of employment can impact how far you go in your career. That is especially true when it comes to getting good references or being referred to other companies in your industry.  </p> <p> All relationships take effort, and work relationships are no different. Even if you work remotely, take time every day to actively connect with your team members.  </p> <p> Ask yourself if you’re being a team player and supporting colleagues in their jobs. Are you contributing to a positive work culture and looking out for everyone on the team? </p><p>How you answer such questions is crucial to your industry reputation — not to mention your personal job satisfaction and quality of life. </p> <p>  <p class=""><b>Want to learn how to build wealth like the 1%?</b> <a href="https://financebuzz.com/worthy-community-signup-wealth-testimonials-v2-synd?utm_source=msn&utm_medium=feed&synd_slide=4&synd_postid=9270&synd_backlink_title=Sign+up+for+Worthy+to+get+ideas+and+advice+delivered+to+your+inbox.&synd_backlink_position=3&synd_slug=worthy-community-signup-wealth-testimonials-v2-synd">Sign up for Worthy to get ideas and advice delivered to your inbox.</a></p>  </p>

Focus on creating solid work relationships

Creating solid connections at your current place of employment can impact how far you go in your career. That is especially true when it comes to getting good references or being referred to other companies in your industry.

All relationships take effort, and work relationships are no different. Even if you work remotely, take time every day to actively connect with your team members.

Ask yourself if you’re being a team player and supporting colleagues in their jobs. Are you contributing to a positive work culture and looking out for everyone on the team? 

How you answer such questions is crucial to your industry reputation — not to mention your personal job satisfaction and quality of life.

5 Signs You’re Doing Better Financially Than the Average American

<p> One way to build relationships with colleagues is to practice active listening on a daily basis.  </p> <p> A good listener doesn’t passively absorb information while waiting for their turn to talk. Instead, good listeners proactively pose insightful questions, listen carefully to what other people are saying, and ask follow-up questions.  </p> <p> Active listening benefits you in a job interview. It helps you answer an interviewer’s questions appropriately. Perhaps more importantly, though, active listening is a crucial part of becoming a good team member in the workplace. </p>

Become a better listener

One way to build relationships with colleagues is to practice active listening on a daily basis.

A good listener doesn’t passively absorb information while waiting for their turn to talk. Instead, good listeners proactively pose insightful questions, listen carefully to what other people are saying, and ask follow-up questions.

Active listening benefits you in a job interview. It helps you answer an interviewer’s questions appropriately. Perhaps more importantly, though, active listening is a crucial part of becoming a good team member in the workplace.

<p> In an ideal world, you would get a job based on your qualifications alone instead of having to rely on your connections. But in the real world — where hundreds of people might apply for a job — anything that sets you apart from the crowd is a major asset.  </p> <p> A good referral can lead a recruiter to pick your resume out of a stack of applicants. So don’t be afraid to ask trusted people to help you network your way to a new job.  </p> <p><b> Pro tip:</b> If you are struggling to find the right job, don’t give up. If paying the bills is a problem, consider taking on part-time work, a side hustle, or <a href="https://financebuzz.com/ways-to-make-extra-money?utm_source=msn&utm_medium=feed&synd_slide=6&synd_postid=9270&synd_backlink_title=another+way+to+make+money&synd_backlink_position=4&synd_slug=ways-to-make-extra-money">another way to make money</a> while you patiently look for the best jobs.</p>

Gather referrals

In an ideal world, you would get a job based on your qualifications alone instead of having to rely on your connections. But in the real world — where hundreds of people might apply for a job — anything that sets you apart from the crowd is a major asset.

A good referral can lead a recruiter to pick your resume out of a stack of applicants. So don’t be afraid to ask trusted people to help you network your way to a new job.

Pro tip: If you are struggling to find the right job, don’t give up. If paying the bills is a problem, consider taking on part-time work, a side hustle, or another way to make money while you patiently look for the best jobs.

<p> Resumes still have a place in your quest for a new job, but they might not be as important as you think.  </p> <p> Many recruiters now look for candidates on LinkedIn. So, if you don’t have a robust LinkedIn profile, you could be passed over for jobs for which you are perfectly qualified.  </p> <p> LinkedIn is also ideal for networking and creating industry relationships. </p><p>When you find and follow companies you’re interested in, comment on posts, and reach out to potential mentors, you start making a name for yourself in your industry and stay on recruiters’ social-media radar.  </p>

Update your LinkedIn profile

Resumes still have a place in your quest for a new job, but they might not be as important as you think.

Many recruiters now look for candidates on LinkedIn. So, if you don’t have a robust LinkedIn profile, you could be passed over for jobs for which you are perfectly qualified.

LinkedIn is also ideal for networking and creating industry relationships. 

When you find and follow companies you’re interested in, comment on posts, and reach out to potential mentors, you start making a name for yourself in your industry and stay on recruiters’ social-media radar.

9 Things You Must Do Before The Next Recession

<p> When you’re searching for jobs via the internet, it can be easy to slip into a more casual online persona. That is especially true if you’re networking on social media sites.  </p> <p> But don’t confuse being approachable and authentic with being unprofessional. Make sure your LinkedIn profile is free of typos and grammatical errors. </p><p>Dress professionally for an interview, even if the job is a remote position. Always be polite and direct in your email correspondence with a potential new employer. </p> <p>  <p class=""><a href="https://financebuzz.com/ways-to-make-extra-money?utm_source=msn&utm_medium=feed&synd_slide=8&synd_postid=9270&synd_backlink_title=11+legit+ways+to+make+extra+money&synd_backlink_position=5&synd_slug=ways-to-make-extra-money">11 legit ways to make extra money</a></p>  </p>

Always remain professional

When you’re searching for jobs via the internet, it can be easy to slip into a more casual online persona. That is especially true if you’re networking on social media sites.

But don’t confuse being approachable and authentic with being unprofessional. Make sure your LinkedIn profile is free of typos and grammatical errors. 

Dress professionally for an interview, even if the job is a remote position. Always be polite and direct in your email correspondence with a potential new employer.

<p> You can assume that most people applying for the job you want have skills and backgrounds similar to yours. So, while it’s important to showcase experience, simply hitting your career highlights isn’t enough to set you apart from the crowd.  </p> <p> Instead, create a personal brand that emphasizes what you’ve learned from your job experience. Your narrative should detail the journey from where you are today to where you want your career to go from here.  </p>

Craft a narrative for your career

You can assume that most people applying for the job you want have skills and backgrounds similar to yours. So, while it’s important to showcase experience, simply hitting your career highlights isn’t enough to set you apart from the crowd.

Instead, create a personal brand that emphasizes what you’ve learned from your job experience. Your narrative should detail the journey from where you are today to where you want your career to go from here.

<p> An informational interview is a talk between you and someone who already works at a company you’re interested in. This gives you a chance to learn more about the job.  </p> <p> Informational interviews can help you decide if you want to find a job with the company, but they’re also ideal networking opportunities. </p><p>Reaching out to an industry expert and asking to learn from them shows you’re serious about your line of work. </p>

Schedule informational interviews

An informational interview is a talk between you and someone who already works at a company you’re interested in. This gives you a chance to learn more about the job.

Informational interviews can help you decide if you want to find a job with the company, but they’re also ideal networking opportunities.

11 legit ways to make extra money

Reaching out to an industry expert and asking to learn from them shows you’re serious about your line of work.

<p> Reading job-related articles (like this one) online is a great way to jump-start your career, but it’s just one of many resources you have for turning yourself into the best possible applicant.  </p> <p> Many public universities offer free or discounted seminars that help job seekers brush up on their interview and resume skills.  </p> <p> Some colleges have open-to-the-public writing labs where you can take your resume and review it with a writing coach. If you don’t live in a college town, public libraries often provide many of the same services.  </p> <p>  <p class=""><a href="https://financebuzz.com/supplement-income-55mp?utm_source=msn&utm_medium=feed&synd_slide=11&synd_postid=9270&synd_backlink_title=6+Ways+to+Supplement+Social+Security+in+2022&synd_backlink_position=6&synd_slug=supplement-income-55mp"> 6 Ways to Supplement Social Security in 2022</a></p>  </p>

Look for free job advice

Reading job-related articles (like this one) online is a great way to jump-start your career, but it’s just one of many resources you have for turning yourself into the best possible applicant.

Many public universities offer free or discounted seminars that help job seekers brush up on their interview and resume skills.

Some colleges have open-to-the-public writing labs where you can take your resume and review it with a writing coach. If you don’t live in a college town, public libraries often provide many of the same services.

<p> The job of your dreams might not be out of reach. With these 10 HR tips under your belt, you’ll be better prepared to wow interviewers, impress potential employers, and continue your career at a company you love. </p> <p> So take steps toward <a href="https://financebuzz.com/financial-stress-55mp?utm_source=msn&utm_medium=feed&synd_slide=12&synd_postid=9270&synd_backlink_title=eliminating+financial+stress&synd_backlink_position=7&synd_slug=financial-stress-55mp">eliminating financial stress</a> and increasing job satisfaction by putting these tips to work today.  </p> <p>  <p class=""><b>More from FinanceBuzz:</b></p> <ul> <li><a href="https://www.financebuzz.com/shopper-hacks-Costco-55mp?utm_source=msn&utm_medium=feed&synd_slide=12&synd_postid=9270&synd_backlink_title=6+genius+hacks+Costco+shoppers+should+know&synd_backlink_position=8&synd_slug=shopper-hacks-Costco-55mp">6 genius hacks Costco shoppers should know</a></li> <li><a href="https://financebuzz.com/recession-coming-55mp?utm_source=msn&utm_medium=feed&synd_slide=12&synd_postid=9270&synd_backlink_title=9+things+you+must+do+before+the+next+recession.&synd_backlink_position=9&synd_slug=recession-coming-55mp">9 things you must do before the next recession.</a></li> <li><a href="https://financebuzz.com/retire-early-quiz?utm_source=msn&utm_medium=feed&synd_slide=12&synd_postid=9270&synd_backlink_title=Can+you+retire+early%3F+Take+this+quiz+and+find+out.&synd_backlink_position=10&synd_slug=retire-early-quiz">Can you retire early? Take this quiz and find out.</a></li> <li><a href="https://financebuzz.com/extra-newsletter-signup-testimonials-synd?utm_source=msn&utm_medium=feed&synd_slide=12&synd_postid=9270&synd_backlink_title=9+simple+ways+to+make+up+to+an+extra+%24200%2Fday&synd_backlink_position=11&synd_slug=extra-newsletter-signup-testimonials-synd">9 simple ways to make up to an extra $200/day</a></li> </ul>  </p> <p> <i>FinanceBuzz is reader-supported. We may receive compensation from the products and services mentioned in this story, but the opinions are the author's own. Compensation may impact where offers appear. We have not included all available products or offers. Learn more about <a href="https://financebuzz.com/advertising-policy?utm_source=msn&utm_medium=feed&synd_slide=12&synd_postid=9270&synd_backlink_title=how+we+make+money&synd_slug=advertising-policy">how we make money</a> and <a href="https://financebuzz.com/editorial-policy?utm_source=msn&utm_medium=feed&synd_slide=12&synd_postid=9270&synd_backlink_title=our+editorial+policies&synd_slug=editorial-policy">our editorial policies</a>.</i> </p>

Bottom line

The job of your dreams might not be out of reach. With these 10 HR tips under your belt, you’ll be better prepared to wow interviewers, impress potential employers, and continue your career at a company you love.

So take steps toward eliminating financial stress and increasing job satisfaction by putting these tips to work today.

More from FinanceBuzz:

  • 6 genius hacks Costco shoppers should know
  • 9 things you must do before the next recession.
  • Can you retire early? Take this quiz and find out.
  • 9 simple ways to make up to an extra $200/day

We may receive compensation from the products and services mentioned in this story, but the opinions are the author's own. Compensation may impact where offers appear. We have not included all available products or offers. Learn more about how we make money and our editorial policies .

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Tesla engineers break down what it's like to interview at Elon Musk's car company

  • Tesla attracted more than 3.6 million applications in 2022.
  • Tesla's hiring process can involve up to 9 interviews, a presentation, and a letter to Elon Musk.
  • 10 Tesla engineers broke down the process and gave tips for getting a job at Musk's company.

Insider Today

Millions of people are lining up to work for Tesla .

The electric carmaker said it received more than 3.6 million applications in 2022. But engineers at Tesla say it's no small feat to land a role at Elon Musk's most well-known company.

Tesla's hiring process for engineers can require as many as 9 interviews, a series of tests, and in some cases, a letter to Musk himself.

Business Insider spoke with 10 current Tesla engineers about what it takes to work at the company. The employees spoke under the condition of anonymity to protect their employment, but their identities and roles at Tesla have been verified by BI.

Several engineers said it took multiple attempts to land a role at the company, and the process could be laborious. Typically, applicants must start from the beginning of the process when applying for a new role externally.

From start to finish, it can take up to six months to receive an offer letter.

The first step in the application process is pretty standard

Tesla typically responds to a successful application by setting up an interview with a recruiter or a human-resources employee.

Tesla engineers said they secured an initial interview by either sending their résumé into an application on Tesla's careers page, chatting with a Tesla representative at a networking event, or having a colleague pass along their résumé through the company's internal recommendation system.

"Sometimes it really is who you know at Tesla," one engineer who has worked at the company for six years said. "It helps to go to a feeder college where a classmate can help recommend you for a role."

Recruiters often sift through thousands of applications, giving interviews to a maximum of only 20 or so applicants , according to four engineers who've been involved in the hiring process. Only about half of those candidates would make it to the next step, they said.

After the initial culture-fit interview — which includes traditional questions about why people want to work at Tesla and how they jibe with others — candidates who progress typically chat separately with a manager and at least one engineer from their prospective team. These interviews are more technical and sometimes include a take-home or live test.

"Tesla takes a no-bullshit approach," one engineer told BI. "At other companies, you can sometimes get away with saying something to sound impressive. You can't do that at Tesla. If you don't know something, own up to it because they will always ask the follow-up questions."

Panel interviews can last up to six hours

The next step in Tesla's hiring process includes a presentation and a series of rapid-fire interviews that can take anywhere from four to six hours.

Applicants are typically told to present on a previous project for 15 to 30 minutes, followed by a Q&A session on the project. Tesla workers said it was best for early-career applicants to present on college group projects or personal ventures.

Four to six engineers sit in on the presentation and later break off to interview the candidate on their own for about 30 minutes each.

"We try to leave it pretty open-ended because it's a good way to find red flags," an engineer who has been involved in the recruiting process said regarding the presentation prompt. "We tell them not to present something confidential, and that's the biggest red flag if they present something like that. It's an easy no if we know they won't be trustworthy."

Some Tesla engineers said they spent more than 40 hours preparing for the presentation over the course of several weeks. The panel can take place over Zoom or in person. It also includes a short break in the middle of the session to give panelists time to take lunch.

"You need to make sure you know the technical details of your project inside and out," one engineer said. "It doesn't have to be the most complicated tech so long as you can talk about what you've done in great detail. You need to be able to tell them why you approached it the way you did and address other ways of accomplishing it as well."

One engineer with knowledge of the process said that after the panel, the employees would meet to give a "blind vote" on the candidate, meaning the panelists all submit their scores at once. Candidates are scored on a scale of one to four. The engineer said that if a single panel member were to give the candidate a score of one and could back up their opinion, the individual's application would usually be rejected, while a score of a three or a four would be viewed as a sign of approval for the prospective hire.

Two engineers said only about half the applicants who made it to the panel stage would be selected.

Sit tight — it could take six months to land the job

Depending on the role, some applicants are offered the job after a successful panel interview. For higher-level positions, the candidates can go on to interview with director or VP-level employees.

Three workers said some applicants were required to fill out a form that would be sent to a VP or director-level worker outlining three reasons they would be a good fit for Tesla. Some of the notes would even be passed onto Musk, the engineers said. Last year, the Tesla CEO said in an email to staff that he must approve all new hires .

From start to finish, the entire process could take anywhere from one to six months, the engineers said. Seven engineers said Tesla had the most intensive application process they'd seen in the industry.

"Half the time, we miss out because we're too slow," an engineer with knowledge of the hiring process said. "We know it, but it's set up in some ways to find the people who are so gung-ho they're willing to wait. They're people who'd probably get a higher base pay at a different company, but they have the opportunity to cash in on Tesla stock too."

A Tesla spokesperson didn't respond to a request for comment.

Do you work for Tesla or have insight to share? Reach out to the reporter from a non-work email and device at [email protected]

Watch: Tesla's biggest problem is one nobody saw coming

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This 1 job interview question can help you uncover a big red flag, says ex-Goldman Sachs recruiter who's helped hire hundreds

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When you're interviewing for a new job, you're not just assessing whether you'd want to do the task at hand — you're also feeling out a potential new team and how everyone works together.

That's why it's crucial to ask about team dynamics and goals during a job interview, says Chanelle Howell, a New York City-based recruiter who's interviewed hundreds while working for Goldman Sachs, Bridgewater Associates and through her own consulting company.

She says one of her favorite questions to ask in job interviews is all about what the team looks like. Bonus, it can help uncover a major red flag.

Ask your interviewer: "What's the expected growth of this team?" Howell tells CNBC Make It. For example, "Are you hiring just one position? Or are you planning to hire X amount of people in a certain time frame?"

If the team is planning to grow, that can be a good sign that the department's goals are a priority worthy of investment from the company.

DON'T MISS: The ultimate guide to acing your interview and landing your dream job

On the other hand, it's important to dig a little deeper if you're the only one being hired at the time. Is the team backfilling a role? How long has it been vacant, and did the person leave the company or move internally? And maybe most importantly, how is the hiring manager talking about the vacancy?

"Some managers will be like, 'Yeah, we really just need someone. We're all drowning,'" Howell explains. "That's a bit of a red flag, because then I question, what will work-life balance look like? What are you prioritizing? Are you just looking for someone to step in immediately to provide alleviation?"

It might be stressful joining a team desperate for a backfill, Howell says, so it's important to know what your own boundaries are. A desperate hiring manager might not be as invested in your long-term career growth, at least not at first.

Speaking of, another of Howell's favorite job-interview questions for candidates is to ask: "What are the opportunities for growth, and what does that look like here?"

A hiring manager should be able to discuss what that looks like, whether there's access to mentoring opportunities, internal courses, tuition reimbursement or other ways to nurture talent.

Lastly, Howell says she keeps a pulse on her rapport with the hiring manager. "I can always tell when I interview with someone by the tone of their questions, are they super stern or serious or a nightmare to work for? Or do they seem to have a genuinely pleasant demeanor?" she says.

"There have been some interviewers with top companies that I've declined, because I didn't think I'd work well with that specific person," she adds. "You have to have a great vibe check; if you ignore it, you'll readily pay for it."

Want to land your dream job in 2024?  Take  CNBC's new online course How to Ace Your Job Interview  to learn what hiring managers are really looking for, body language techniques, what to say and not to say, and the best way to talk about pay. CNBC Make It readers can save 25% with discount code 25OFF.

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IMAGES

  1. 21 Best Tips for a Successful Job Interview (Infographic)

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  2. 45+ HR Interview Questions And Answer You Must Know

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  3. How to prepare for an entry-level HR job interview

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  4. Top 13 HR Interview Questions And Answers For Freshers

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  5. Sample HR Specialist Interview Questions

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  6. Hr Manager Interview Questions And Answers

    hr task for interview

VIDEO

  1. GROUP 2 PERFORMANCE TASK (INTERVIEW FOR BARANGAY OFFICIALS)

  2. Organizational Management Performance Task Interview

  3. Performance Task: Interview with an expert in Science, Technology, and Society

  4. Finalist Task Interview

  5. HR Mock Interview| Top HR Interview Questions Asked

  6. english task : interview foreigners by Patrick _20231100006

COMMENTS

  1. 10 HR Interview Questions and How to Answer Them

    Consider the employer's needs and how your skills meet them. Prepare a brief answer that sums up your experience, qualifications, and ambitions for the future. Keep your response short (no more than two minutes), and relate it to the job description. Read more: 10 Common Interview Questions and How to Answer Them. 2.

  2. 45 Example HR Interview Questions (With Sample Answers)

    When you interview for a job, HR personnel may question you before meeting with a department leader or manager. A company may use its HR department to screen applicants and then decide who is most qualified to move forward in the interview process. The HR interviewer usually has different goals than a direct hiring manager does in the interview.

  3. HR skills assessment: How to assess HR Officer candidates

    The following exercises will help you assess the skills of HR officers in your interviews. 1. Confidentiality skills assessment. Exercise: The Chief Operations Officer messages you on our web-based workplace messaging application requesting the salary information for someone in his/her Finance department.

  4. HR interview questions: The top 10 questions asked in the HR ...

    3. Tell me about your experience in …. While similar to the previous question, this question proactively asks about the most important aspects of the role. For example, if a company is hiring for a copywriter, they'll certainly ask about the candidate's experience in different types of writing or editing.

  5. Tips for an HR Interview (With Sample Questions)

    An HR interview serves as a screening method for HR managers and administrators to identify your communication, teamwork and management skills. They also want to assess how confident you are in your ability to fulfill the position well. This differs from a traditional interview that's primarily concerned with evaluating your technical skills ...

  6. 58+ real-life interview questions for HR roles with sample answers

    Sample answer: "Promoting diversity in hiring practices is crucial for fostering innovation and a well-rounded workforce. I ensure that job descriptions are neutral and inclusive. I also collaborate with diverse job boards and attend diversity-focused job fairs. Training hiring managers on unconscious bias and ensuring a diverse interview ...

  7. 35 Interview Questions for Experienced HR Professionals

    General interview questions for experienced HR candidates. Interviewers ask general questions to initiate a productive exchange. They learn core facts about your qualifications and interests, and you get to start the conversation by answering straightforward questions. Some examples of general interview questions would be: Tell me about yourself.

  8. Top 35 HR Interview Questions (Example Answers Included)

    That's why using a great strategy to answer your HR interview questions is so important. Standing out from the pack is a must, and great HR answers is a way to do it. So, to help you craft stellar responses, here's a look at the top three human resources interview questions and answers. 1.

  9. 10 HR Interview Questions and How to Answer Them

    Some may be standard HR interview questions, while others are specific to the job you're applying for. This guide will provide you with common interview questions and sample answers to consider. 10 HR interview questions. Let's explore some HR interview questions, the thinking behind them, advice on how to respond, and some sample answers. 1.

  10. How to Prepare for an HR Interview

    Essential here: Figure out what the company's HR goals are, and tailor your answer to them. 3. Sample question: Tell me about a time in your past when you had to handle confidential information. If you have had to handle private information in past roles, discuss that.

  11. The Ultimate List of HR Interview Questions

    1. Research the company. Researching the company is a no-brainer, yet many of us walk into an interview with only a surface-level understanding of the company and its product offerings. In your research, seek to not only understand what the company sells but who it sells it to. Use the product beforehand if you can.

  12. The Most Common HR Interview Questions

    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 ...

  13. HR Questions for an interview

    To help you succeed, here are 20 questions you should prepare for before going for an HR interview: 1. Tell me about yourself. Provide a concise summary of your background, education, and relevant ...

  14. 60 HR Specialist Interview Questions to Ace Your Next Interview

    For example, you were an HR specialist for an automotive manufacturing company. Here's an example of using the S-T-A-R method to answer the situation-based question: Question: Describe a situation in which your sense of empathy was helpful in your work as an HR Specialist. Answer: During the interview, tell the situation where workers ...

  15. HR Interview Questions (With Preparation Tips)

    This HR interview question is generally asked to discuss a time when you demonstrated strong conflict resolution skills. As an HR professional, you might have to deal with complaints from employees about their colleagues. When you answer this question, start by explaining the conflict, what you did about it and what the result was.

  16. 38 Smart Questions to Ask in a Job Interview

    Choose the ones that are more relevant to you, your interests, and the specific job ahead of time. Then write them down — either on a piece of paper or on your phone — and glance at them right ...

  17. 20 Common HR Interview Questions and How To Answer Them

    An HR interview is a screening process that recruiters schedule with an HR job candidate to ask questions and gauge their basic HR skills and interest in an HR role. An HR interview is essential since it gives you, as a candidate for the HR role, an opportunity to prove your HR skills to the recruiter.

  18. Common Interview Questions for HR (With Sample Answers)

    Employers might ask this HR interview question so you can show a time in which you demonstrated strong conflict resolution skills. As an HR professional, you might have to deal with complaints from employees about other employees. When you answer this question, start by explaining the conflict, what you did about it and what the result was.

  19. 10 Common Job Interview Questions and How to Answer Them

    Vicky Oliver is a leading career development expert and the multi-best-selling author of five books, including 301 Smart Answers to Tough Interview Questions, named in the top 10 list of "Best ...

  20. HR Recruiter Interview Questions: 9 Sample Strong Answers

    Navigating the interview process can be a defining moment in your career, especially when you're hoping to secure a position as an HR recruiter. The key to delivering strong responses during your interview lies in preparation and understanding the role you're pursuing. The questions you'll encounter are designed not just to gauge your experience, but...

  21. 10+ Essential Questions to Ask HR During Interview Process

    Asking HR the right questions during a job interview can provide invaluable insights into the company culture, benefits, policies, and overall fit for the role. By coming prepared with a list of thoughtful and targeted questions, candidates can demonstrate their interest in the company, and gain a better understanding of what to expect from the ...

  22. 11+ Proven Hr Officer Interview Questions [+Answers]

    HR Officer Interview Questions. HR Officers are responsible for supporting HR functions from recruiting and payroll to designing policies and procedures. This position includes a variety of tasks, so you need to make sure your candidates have a broad knowledge of HR principles and concepts. Your ideal candidate has previous relevant experience ...

  23. 8 Cool Tasks To Help You Identify Top Candidates

    8 creative recruitment tasks . Here are 8 creative tasks you can incorporate into your interviewing process:. Task #1: The in-tray. A popular interview task with recruiters, the in-tray is something we've probably all faced at some point in our careers without realizing its value as a recruitment task.. The task: Your candidate has just returned from a two-week vacation to find their email ...

  24. 20 Essential Insights For New Professionals Entering The HR ...

    3. Agility Is Important. HR professionals must be agile and juggle multiple priorities competing for their time and resources. Embrace change and adapt to it quickly.

  25. Interview Questions and Answers for a Human Resources Specialist

    What interviewers look for in a human resources specialist While interviewing for a position of a human resources specialist, interviewers often seek a candidate who balances strong communication and organizational skills with a keen understanding of company culture.These professionals need to manage complex HR tasks, from recruitment to training and conflict resolution.

  26. How to Interview a Candidate You Don't Immediately Click With

    When hiring managers "click" with job candidates during interviews, it can feel like magic. When they don't, it can be tempting to write the candidate off, going through the motions of ...

  27. 10 Valuable Tips from HR To Help You Get a New Job

    Active listening benefits you in a job interview. It helps you answer an interviewer's questions appropriately. Perhaps more importantly, though, active listening is a crucial part of becoming a ...

  28. The best questions about company culture to ask your job interviewer

    To gauge a company's real culture, ask these 2 questions about 'unspoken rules' during a job interview. Published Tue, Mar 5 2024 12:20 PM EST. Jennifer Liu @in/jljenniferliu @jljenniferliu.

  29. How to Get Hired at Tesla: Interview Process, Tips

    10 Tesla engineers break down the interview process and give tips on getting a job at Elon Musk's company. ... up an interview with a recruiter or a human-resources employee. ... offered the job ...

  30. Asking this in a job interview can help you uncover a big red flag

    When you're interviewing for a new job, you're not just assessing whether you'd want to do the task at hand — you're also feeling out a potential new team and how everyone works together.