6 Common HR Officer Interview Questions & Answers
Your cover letter and resume couldn’t be any better, but there is still one thing standing in the way between you and your dream job– the face-to-face interview. While the interview process is nothing to be afraid of, acing this meeting can have a large impact on whether or not you are given the job you want. This is because in many cases, the interview allows a future employer to get a better feel for who you are and whether your personality is the right fit for the open position. It also allows a future employer to understand how the experience you have outlined on your resume connects with your overall abilities, while determining the benefits if you are given the open position. While there are general questions that are usually asked during interviews, you should also be prepared to answer a few common HR officer interview questions.
6 HR Officer Interview Questions & Answers
What strategies would you employ to ensure the recruiting process goes smoothly?
At first, I would analyze what strategies the organization already has in place and determine how successful they have been in the past. Then, based on this success, I would incorporate these strategies with a new plan that capitalizes on targeting the right job market. For example, if the organization has been recruiting strictly out of college campuses, I would continue to use this process, but enhance it by using tools that college-aged employees would be attracted to, such as social media.
As an HR officer, why do you think counselling staff on personal or work problems is so important?
In any workplace it is important to create an atmosphere that lends itself to productivity, creativity, and safety. Otherwise the business or organization will suffer. I believe that the counselling aspect of being an HR officer helps contribute to the business’s success by helping employees overcome work-related and personal challenges that might hinder them from performing to their fullest potential.
There may be situations where an employee becomes hostile or extremely negative. How do you plan on managing situations like these?
With any situation, diplomacy is key. As a member of the HR department I think that my role is to contribute to a beneficial working environment, and getting involved in sensitive situations can end up in disaster. That being said, I am familiar with tactics that can help employees look at the bigger picture and help them understand why they are either in the right or the wrong when a situation arises. This ultimately creates harmony in the workplace while allowing the HR department to devise acceptable solutions for dealing with the situation.
How do you plan on identifying opportunities for additional training and employee development?
This is one of the biggest obstacles HR departments face today because they are often removed from many activities that occur in the workplace. However, I do not believe this should be used as an excuse to forgo the need for continual training and development. If given this position, I would consistently meet with department heads and supervisors to figure out the needs of their particular departments. Then I would reach out to employees using appropriate methods of communication to identify which areas they feel like they could use more training on.
In this line of work, you need to be highly familiar with workplace hiring and termination policies. How have you done this in your previous positions?
Although there isn’t much spare time in the HR industry, I would use any extra time or downtime I had during my workday to really nail down these policies so that I could eventually apply them. I believe that my dedication to understanding these policies proved to be highly beneficial, as I encountered hiring and termination situations that were open for interpretation during the course of my employment in other organizations.
What do you do to stay up-to-date on new trends and advancements in the HR field?
I believe that networking and meeting other professionals in this industry is an important part of remaining current. I also subscribe to several magazines and journals to discover what other organizations are doing to streamline their HR department and make it a valuable resource for employees and supervisors.