What are your weaknesses?

"My current weakness is Excel. I know how to use it, but not to its full capabilities. I've seen my current manager use Excel to create automation in some of our processes and she is much quicker at tasks than I am because she knows how to combine formulas and use macros. If I were to learn those skills, I would be a bigger asset to the team and would be able to complete my own tasks quicker, allowing me to take on more. To work on this, I've actually signed up for a 1-day seminar next month where they will teach us some of the more complex formulas, how to use macros, and some other functionality I don't even know exists yet. I'd like to become an Excel guru and be able to not only use it for my own work but share my knowledge with coworkers to help them take advantage of Excel better, too."

The interviewer is looking to see if you are aware of your shortcomings and how you are working to improve them. They want to know you embrace opportunities to grow and improve.

You want to show the interviewer you are self-aware, reflective, and can readily identify areas for improvement. Make sure to choose a weakness that is not a core skill for the job and focus on what you are doing to grow in the area. Maintain a positive tone and show confidence in your ability to improve.

As a Benefits representative with our organization, how would you show employees that you are listening to them?

"Most of the time that an employee calls the Benefits department, they are either confused or upset. And when you are talking with a frustrated or angry person, it is important to make them feel heard and respected. When speaking with someone on the phone, I give them time to explain their reason for calling without interrupting or cutting them short. I also repeat what they have said to make sure I've understood correctly and use phrases that let them know I am on their side such as "yes, it is confusing" or "yes, I would be frustrated, too." It is important the employee feels they can trust me and that I am on their side, especially if I am not able to give them the answer they want to hear. By showing empathy for their situation and not judging them, the employee feels I am someone who will support and help them."

As a Benefits professional, you will need to gain the trust of the employees you will be communicating with. The interviewer wants to know if you are a good communicator and have strong listening skills.

Tell the interviewer what your active listening approach is. You also want to mention the steps you take to better understand the employee's questions or concerns, such as asking discovery questions and being empathetic.

How would you familiarize yourself with our benefits systems?

"As you already know from my resume, I have experience with Equifax and Lawson in my current job. Health E(fx) would be a new system to me though and I'm excited to have the chance to learn it. I would like to start off by reviewing any tutorials or training the vendor can provide and having a chance to look around the system myself. After that, I think I would get up to speed quickest by sitting with a team member and watching them use the system. It would give me the chance to see how the system works for the company's needs and to ask questions along the way."

The interviewer is looking to see what your preferred learning methodologies are. They also want to see if you are a motivated go-getter.

You should briefly mention any systems you already have familiarity with. Then discuss how you would go about learning those you do not know. Perhaps you do best with independent learning and want to have some time to navigate through the system yourself or to watch online tutorials. If you do better learning from a live instructor, you might want to mention vendor training or spending time training with a coworker. Whatever your preferred approach, show the interviewer you are enthusiastic about jumping in and learning.

Within our Benefits team, there is one person who oversees all of the Leaves of Absence. If you had an employee call you to ask what types of Leaves are offered, what would you do?

"Whenever I am asked a question or given a request, I take complete ownership of it. If it is a question and I know the answer, I will answer it. If I don't know, I will tell the person asking I will get back to them, then I go to the right source to get the answer and go back to deliver it, ensuring the person does not get passed around. If it is a report or other type of task and I believe it should fall under a different team member's responsibilities, I will let my coworker know of the request and ask them if they want to handle it or if I should. I once again, though, do not pass the requester off to someone else; I tell them I will make sure it is taken care of and then I follow through to either do it myself or ensure my team member completes it. In cases where I am able to answer the question or complete the request myself, I make sure to communicate with the rest of the team though, since it could be important information for them to do their job. In this example, I would tell the associate about the four types of leaves you offer - FMLA, medical, personal, and military - and then I would let the other team member know about the inquiry. She may want to reach out to the employee to see if they need leave paperwork."

The interviewer wants to see if you are a team player or if you pass off any work you don't identify as your own. They also want to see if you understand the importance of open communication and the role it can play in remaining compliant with Benefit laws.

Let the interviewer know you always take ownership of any request or question you receive and do your best to provide the answer. Also, mention the importance of sharing information amongst a team to keep everyone in the loop.

What would you do if a manager asked you for a list of employees enrolled in our health insurance so they could make sure everyone knew about open enrollment?

"If a manager asked me for that kind of information, alarm bells would be going off in my head. That would be a huge HIPAA violation. I would let the manager know that I understood they were asking for the information to help their employees but that due to HIPAA, I am not able to provide them any type of information regarding who is enrolled in insurance. I would instead advise the manager to share the open enrollment information with everyone on their team. There could be insurance-eligible associates who aren't currently enrolled but want to, and some of your benefits, like your EAP, are available to all employees. So the materials and information for open enrollment should be shared with everyone as a group, not targeted only to those enrolled in health insurance currently."

HIPAA is a big part of working in Benefits. The interviewer is looking to see if you understand HIPAA and can identify times when it is not okay to share information.

If you don't know what HIPAA is, you need to spend time doing some research. It is a key part of a Benefits Specialist's job. Make sure your answer specifically points out that sharing the requested information would be in violation of HIPAA and discuss what you would do to help the manager instead.

Do you prefer to work on your own, or as a part of a team?

"I find I am most efficient when working on my own, but I enjoy the work more when I'm in a team environment and it often results in a better final product. Either way, I always give 100% to the task at hand."

In any job, you will do some tasks on your own and others in collaboration with team members. The interviewer is trying to get a feel for your personality and how you interact with others.

You may feel you work best as a one-man team or you might appreciate having a team to lean on. Either way, be honest about your preferences while remaining positive about both situations.

During open enrollment, the team's workload increases significantly. What would you do to manage this?

"I haven't been through a busy open enrollment season myself, since at my current job we have a third-party vendor who manages it. I have gone through periods of time when a lot of extra work was added to my plate though. A couple of years ago, a team member quit without any notice. It took about two months for a replacement to be hired and in the meantime, a lot of her work fell to me due to us having similar skills. I couldn't manage everything from my desk and hers, so I had to prioritize. I put together a list of everything we had both been doing and then I went through and labeled each one. For example, some were necessary for compliance purposes, some were being counted on by another department, and some I labeled "nice but not necessary." Those were tasks that I could put on hold or drop altogether without it causing any negative repercussions to our department or anyone else in the company. I still had a lot of work to get done and ended up putting in some extra hours, but cutting out unnecessary tasks made it manageable and I was able to go back and catch some of them back up once the new team member was ready to get started."

The interviewer wants to know how you prioritize your workload when you have extra tasks added to your plate. They also want to know if you can work under pressure.

If you have experience working through a busy open enrollment season, talk about what it was like and how you managed your workload. If you have only experienced open enrollment where a vendor managed it, or if you have never been through open enrollment, tell the interviewer instead about a time you had to manage a high workload.

What are your strengths?

"The job description mentions speaking Spanish is a plus and you've mentioned to me that a lot of your employees in the field speak English as a second language, if at all. I grew up in a two-language household (my parents only speak Spanish) and I took Chinese in high school, so I am fluent in both. I believe the combination of my benefits knowledge and speaking both Spanish and Chinese will allow me to be a huge asset to your team. I can handle calls with your Spanish-speaking and Chinese-speaking associates and can also translate the department's documents into both languages."

The interviewer wants to identify if you have the skills needed to do the job successfully. They are also looking for a way to differentiate you from other candidates.

Communicate the connection between your skills and what the company needs to find in their next hire, focusing on the strength(s) that will make you good at the job. Choose specific and unique strengths, avoiding generalizations like "I'm a strong communicator." Examples include: - Hard skills (technical expertise or project management) - Soft skills (time management and critical thinking) - Personality traits (adaptable, kind, and self-sufficient) - Knowledge-based skills (speaking multiple languages)

Are you willing to travel for employee meetings or learning opportunities?

"I know the job posting said travel would be limited but could be 5-10% of the job. I would be more than happy to travel for employee meetings and am always excited about the opportunity to attend a seminar or conference or do training in the field. If the travel is during the day only and does not involve an overnight stay, I can travel any time with limited notice. If it would require being gone overnight or for several days/nights, I would need to have at least a week of notice to make sure I could schedule the necessary childcare."

The job description or job posting should have stated how much of the job, if any, required travel. The interviewer is looking to learn if you are open to travel, what kind, and how much.

Be honest in your answer. If you do not want to travel at all and the job requires travel, it is not a good fit. If you can travel but not overnight, not on certain weekends, or only with a certain amount of notice, let the interviewer know.

What have you done to improve your written and verbal communication skills?

"I understand written and verbal communication skills are a huge component of a job in Benefits. To improve my verbal communication skills, I joined a local Toastmasters group. It has helped me not only communicate one-on-one with others, but I've also found the confidence to talk in front of large gatherings of people. This helped tremendously during last year's open enrollment when I was asked to be the presenter at several of our employee meetings. I've also taken a few online seminars regarding how to write emails. Typing out an explanation of how a certain benefit works can be tricky and I'm always looking for ways to make my emails more clear and concise while remaining friendly and professional."

Communication is a huge part of a Benefits Specialist's job. Whether you are working with employees who have Benefit questions or collaborating with another department like Payroll or IT, you will need strong verbal and written communication skills. The interviewer wants to confirm if you have received any training or taken other steps to enhance these skills.

Share with the interviewer your preferred methods for honing your communication skills. If you have received positive feedback about your written or verbal skills, or have noticed an improvement from training efforts, be sure to mention it.

How did you get started in a benefits-related career?

"I was an undeclared business major in college when a friend of mine suggested I join her at a lunch with the local SHRM chapter. The table we sat at was filled with HR professionals and when they went around the table to introduce themselves, I was amazed at the variety of careers within HR! The woman sitting next to me was a Benefits Director and a self-proclaimed 'Benefits nerd.' I could see how much she loved her job and it sounded like she was some sort of superhero who helped people navigate health insurance and beat the 'bad guys' or the insurance networks. I signed up to join the SHRM chapter as a student member that day, enrolled in an SHRM-CP prep course just a couple of months later, and just passed the exam last Fall. The Benefits Director from that first meeting has become a personal mentor to me, and it is her passion for her job that made me want to pursue a career in Benefits."

The interviewer wants to know about your interest in benefits and why you chose this career. There are many paths that lead to the Benefits department and they want to know what yours looked like.

Whatever your path was, be excited about it! Discuss any related education and training you have completed along the way. For example:- A family member worked in Benefits and you found yourself interested in what they did each day - A teacher or professor encouraged you to pursue a career in HR or benefits because of your fascination with the healthcare system - You were a junior member of SHRM in college and really enjoyed the seminar topics focused on Benefits

Walk me through your Benefits experience.

"I have worked in the Benefits department for the last three years and was in general HR for two years before that. I started my career as an HR intern and am currently a Benefits Specialist. In the last five years, I have become familiar with Lawson, Infor, Equifax, and Health E(fx). I have assisted with open enrollment for more than 10,000 employees at a hospitality company spread out over 20 different states and with more than 30 languages spoken. I have also helped implement a new ACA system, which kept the company compliant with ACA laws and reporting. I am always looking to take on more responsibilities and do not shy away from difficult employee discussions. I know you are looking for someone who will jump right in and hit the ground running, and that your open enrollment is just around the corner. My experience with large open enrollment seasons will allow me to jump right in and be an asset to the department, and I'm looking forward to becoming part of the team."

The interviewer has already reviewed your resume at least once prior to the interview. However, you may be one of several back-to-back interviews they are doing for this position or others. They are asking this question to give you an opportunity to refresh their memory and it also gives them a chance to see how you communicate.

Keep your answer concise by providing a high-level overview of your experience. Tell the interviewer how many years of Benefits and HR experience you have, the systems you are familiar with, and the size (employee count) and industries of your previous employers. Highlight any accomplishments, accolades, or promotions you have earned or received during your career.

What would you consider to be your forte within the functions of Benefits? How could this benefit our team?

"In my current job, I oversee Leaves of Absence, tuition reimbursement, voluntary benefits, and some monthly billing. My favorite of those, and the one I believe I am most skilled at, is the Leaves of Absence. I currently manage the entire process, from receiving the initial LOA request to ensuring certifications and medical releases are on file. I take care of the reporting and tracking of our leaves and also handle all communication with the employees. In the five years, I have overseen our LOAs, the company has not had a single complaint or lawsuit brought against us. I do often speak with employees who are upset about being denied leave or not getting an extension they've requested, but I have learned techniques to manage those conversations in a way that leaves the employee feel heard and respected, even if they did not get the answer they wanted. If I were to join your team, I could review your current LOA processes to see if there are any areas where my own system might be beneficial and I would be ready from day one to take on any difficult LOA conversations that need to take place."

There are a lot of subspecialties within Benefits and depending on company size, it is sometimes necessary for each team member to have a strong skill set in specific areas. The interviewer wants to know what you consider your strongest Benefits specialty and how your skills in that area can help the department and organization.

Think about where your specific skills shine the most within the various aspects of Benefits and where you find the most satisfaction. Be passionate in your answer to show authenticity.

Do you have experience in orienting new staff to employer health benefits?

"Last year, my current employer changed our insurance provider. It was a huge change for our employees and a lot of people were unsure what the change meant for them. I offered to spend a couple of extra hours doing training with the new insurance provider's account manager so they could walk me through everything our employees would need to know. Between the materials we had been given for the employees and the extra training, I knew I was prepared to answer any questions our employees might have. I set up office hours for employees to join open virtual meetings to ask questions and also recorded a webinar with answers to frequently asked questions. More than 100 employees called during office hours and I was able to help each one navigate any changes to their providers or medications. I enjoyed being the 'go-to' person for our employees and gaining such a deep knowledge of how our new insurance provider's network worked."

The world of employer-provided health benefits can be complicated. The interviewer wants to know if you have the communication skills to help employees understand the company's benefits package and any changes that take place.

Tell the interviewer about any experience you have in explaining benefits packages to employees, especially during times of change such as open enrollment. If you do not have a lot of experience in this area, let the interviewer know you are ready to jump in and learn as much as possible to be an asset to the department.

What Benefits topic is piquing your interest the most right now?

"There are so many aspects of Benefits that I enjoy, from helping people navigate the complexities of our healthcare system to running the reporting to stay compliant with ACA laws, but I honestly find Flexible Spending Accounts (FSAs) to be fascinating. They aren't new or even flashy, but they have so much to offer. FSAs often fly under the radar and employees either don't realize their employer offers an FSA or don't understand what an FSA can do for them. I really like talking to employees about the ways an FSA can save them money and how they can best plan to utilize it, and I even developed a spreadsheet to help employees decide how much to put in it for the year. I saw in the benefit guide you sent me that your company offers an employer match to the FSA and I think that is such a great way to give your employees a head start in healthcare expenses each year."

The Benefits department covers a wide variety of offerings and the interviewer wants to know what you are most interested in. They are also looking to see if you show excitement and passion since this will give them insight into if this is a field you feel passionate about or if it is simply a job.

Tell the interviewer why this particular Benefits offering is exciting to you (you enjoy the tasks involved, want to help others navigate a tricky aspect of healthcare, or find the complexities of the law fascinating, etc.). If you had the opportunity to review the company's benefit offerings prior to the interview, mention detail of their specific benefit to show you have done your research.

What do you find to be the most difficult part of working in Benefits?

"I find the Affordable Care Act (ACA) to be the most difficult part of Benefits. There are so many complexities when it comes to determining who is eligible and calculating hours and completing the annual forms for the IRS. I know I can become an expert though, just as I did with FMLAs, so I'm working my way through a series of courses offered through my current employer's ACA vendor to learn more about it. I also offered to assist my manager with reviewing employees' ACA hours since I know the more I work with it, the easier it will become for me."

No one loves every aspect of their job. The interviewer is not looking for you to say there is nothing you don't like or struggle with. They are looking to see what types of tasks you find difficult and how you work through them.

Be cautious of picking a task that represents a large portion of the work associated with the position. Keep your answer concise and remain positive, focusing on what you do to make the difficult task more manageable for you.

Why did you choose a career path in Benefits?

"When I first started out in the workforce, I was not in Benefits or even Human Resources. And I found the world of healthcare to be extremely complex and difficult to navigate. I began trying to work out the nuances myself to try and save my family money on our medical bills, and the more I learned, the more fascinated I became. I realized there are very definite right and wrong ways to do things when it comes to choosing doctors and facilities or when deciding where to fill a prescription or have lab work done. And once I knew the right ways, I wanted to tell everyone, not just my family. Working in the Benefits department lets me share my knowledge with so many people and I get to help them navigate their own unique situations. Honestly, I'm a big Benefits nerd and I like helping people beat the healthcare system that is set up to make them fail."

The interviewer is likely interviewing several candidates, if not more. They are looking to see who has passion and excitement for the job.

If an answer doesn't immediately jump into your mind, be sure to take the time to do some serious thinking about this. Be specific when you answer and avoid simple cliches like "I love helping people." You want your answer to be unique and stand out.

As a Benefits professional, which publications and resources do you turn to the most?

"I understand how important it is as a Benefits Specialist to stay up-to-date on the current benefit laws, and I also want to continually educate myself on any HR changes and hot topics, so I follow a variety of resources. As a member of the local and state SHRM chapters, I regularly attend meetings and review the newsletters they send out. SHRM helps keep me aware of what is happening in Human Resources in general, and networking at the local meetings keeps me in touch with HR issues other companies in the area are facing. I also have a subscription to the Employee Benefit News magazine. Just a couple of months ago, an article in the magazine mentioned a temporary change to FSA laws due to COVID and I was able to bring it to my manager's attention. I'd also like to expand my benefits knowledge further this year by attending a seminar or two on FMLA. Are there any resources your team uses that you could recommend to me? I'm always looking for new sources of information."

There are countless resources for Human Resources and Benefits professionals to learn about new laws, best practices, and other industry happenings. The interviewer wants to know if you seek sources of knowledge to keep yourself up-to-date and if you are driven to continuously learn.

If you are not familiar with any HR or Benefits resources, you will want to do some research before the interview. You should know at least three different publications or websites with reliable information, and you should also know the details of at least two articles in depth. In your answer, you can discuss resources you have found on your own or resources a past employer or HR expert has recommended to you. Mention why you like the specific resource(s) you mention and how it has helped you learn or stay up-to-date. A nice final touch is to ask the interviewer if they have any additional resources they think you might want to consider.

Do you prefer working with people or computers?

"Between the two, I get into my groove more when it's just me and the computer. I can really focus and often lose track of time passing by. But I love talking to people, too. There's such a sense of fulfillment when I get to talk with an employee about an issue they are having and help them find a way to resolve it."

There are a variety of tasks under the title of Benefit Specialist and the interviewer wants to learn what you like best. This will help them determine if and how you fit into the current team and meet the department's needs.

While the interviewer is looking for you to choose one, you should speak about both in a positive way. First state which one you prefer and why, and then discuss how you do well with both.

Do you enjoy public speaking?

"I'll be honest, I'm terrified of speaking in front of large groups. I get nervous and shaky and forget what I was going to say. I'd love to get past it though and become a confident public speaker. I've looked into joining a local Toastmasters chapter and would do so if public speaking would be a useful skillset for this position."

The interviewer is asking this question to gain some insight into your personality. They may also be thinking about certain job responsibilities or opportunities when it comes to open enrollment or other times when benefits need to be communicated in person to employees.

If you love to speak in public, make sure your excitement about it comes through in your answer by talking about times in the past you've been given the opportunity to speak to a group and how you felt doing it. If you have a fear of public speaking, let the interviewer know if you are willing to try and overcome it or if it is something you are not open to.

If an employee mentioned during a phone call about their insurance that they were planning to quit in two weeks, what would you do with the information?

"I would reach out to a counterpart in HR to let them know the employee is thinking about or planning to quit. This gives HR the chance to find out what is going on to make the employee want to leave the company and possibly fix the situation and make the employee want to stay. If HR doesn't know someone is unhappy, they can't do anything to make the situation better."

In a company with a separate Benefits department or Benefit roles, it is crucial the Benefits team works collaboratively with the rest of HR. The interviewer is looking to see if you will share information when it could be helpful to others.

Briefly let the interviewer know you would pass the information along to HR and why. Discuss how it could help the company and potentially even the employee.

Do you have any experience writing policies or other formal documents?

"While I've never written a formal policy from scratch, my current boss does rely on me as a proofreader for the policies she writes. I've reviewed at least twenty new policies for her in the past couple of years and feel I have a strong understanding of the structure necessary to write one. I realize each company has its own templates and preferences though, and I know a brief review of your existing policies would be all I'd need to learn what you were looking for in a new policy."

The interviewer is looking to see what writing skills you have when it comes to formal communications. Writing policies and Standard Operating Procedures (SOPs) is very different from writing emails and requires a different skill set.

If you have experience writing policies, share that now. If you do not, tell the interviewer about any experience you have writing formal documents such as research papers. If you have no experience writing formal documents, let the interviewer know you are more than willing to learn the process.

If an employee asked which medical plan they should enroll in, what would you tell them?

"If I recall correctly from the benefits guide, you offer three different medical plans for employees to choose from. If an employee asked me which one they should enroll in, I would first tell them I could assist them in walking through the process but that in the end, they have to choose which plan is right for them. From there, I would explain the main differences between the three choices and I would ask them some leading questions to help determine which one is right for them. Some of the key elements we would discuss are any doctors they currently see (to determine if they are in-network), any medical expenses they know they have coming up (such as pregnancies or surgeries), and their comfort with financial risk. Within the three options, you offer, there is one with a high payroll deduction and a low deductible, and another with a very low payroll deduction but a high deductible. The employee would want to consider if they are more comfortable paying more each paycheck but knowing if something happens, their expenses are limited, or if they would prefer to save the money each paycheck and take the gamble that if something happens, their medical expenses would be high."

The interviewer is asking this question to see if you have looked through the benefits guide, something they would have provided you with in advance for this type of job. They also want to see if you know you can offer advice or guidance but cannot tell an employee what to do.

Make sure your answer reflects your knowledge or understanding of the benefits package available to employees. Then explain how you might walk an employee through the decision process without making a decision for them.

Do you have any questions for me regarding this role or this organization?

"I noticed in the benefits packet you emailed me that tuition reimbursement is capped at $1,500 a year. We also talked a little bit ago about the company supporting the pursuit of certifications like the SHRM-CP or CEBS. Some certifications, like CEBS, cost more than $1,500. If I wanted to work on earning the CEBS designation, how would that work?"

The interviewer wants to see if you've done your homework ahead of time and researched their company and the position. They also want to see if you were listening carefully while they told you about the job and what aspects of the job you found most interesting.

Spend time looking through the company's website, social media profiles, and even GlassDoor reviews before the interview. Choose questions you could not find the answers to yourself. You can also ask for further clarification on something the interviewer mentioned earlier in the interview. Another great question to ask is why the position is vacant and how long of a timeline they are looking at for filling it.

If you needed to see a copy of an off-site employees Social Security card, how would you go about requesting it?

"An employee's Social Security card and Social Security number are sensitive information so I would want to make sure they did not send it to me in an unsecured way like by regular email or through a text. If your company has the ability to send secure emails, I would use that method as the quickest option. If you do not, I would ask them to use a fax machine (I know most Benefits departments still have one) or to have their manager send it to me through company mail. Or as a last resort, I could ask the on-site manager to make a copy of the document for our records and have them share the information with me verbally over the phone, waiting until a later time when the copy of the card can be brought to me to store in the associate's file."

Social Security cards contain sensitive information an employer should never put at risk, but in cases like a name change, it can be necessary for a Benefits Professional to see a copy of it. The interviewer wants to see if you are aware of safe methods to send sensitive information.

Let the interviewer know you understand the importance of protecting sensitive information. Discuss any secure methods you are aware of, such as fax machines, secure emails, or intra-company mail.

If you were asked to take over a task someone else was previously responsible for, what steps would you take to learn it?

"I was actually asked to take over a few systems audits for the department last year. The person who was doing them had put in her notice and they were dispersing her workload amongst the team until a replacement could be hired. I was quick to agree to take it on, as I'm always looking for opportunities to learn something new. I asked the girl who was leaving if we could schedule some time to go through the process together before her last day, and I took careful notes of each step she took while I watched her navigate the audits. Once I was able to walk through it on my own, I noticed there were a couple of points where the steps could be combined and I was able to cut about 15 minutes off the total time it took. I also noticed there was one element of the audit we were missing (we weren't looking for part-time employees whose insurance needed to be stopped) so I asked my manager about it. It turned out that had been overlooked and we added that into the audits going forward."

The interviewer is looking for two things. First, they want to know how you like to learn new processes. Second, they want to know if you would take the initiative to improve the process.

Share with the interviewer how you best learn new processes - do you prefer to go through training with someone or to be given step-by-step instructions and figure it out on your own. Also mention you would watch for any opportunities for process improvement along the way.

What are your salary expectations?

"I am looking first and foremost for a job that can provide me with professional and personal growth. Salary is a secondary consideration for me. I do, however, recall the job posting stating the salary range was $35,000 to $60,000, depending on education and experience. This lines up with what I found when I researched the average Benefits Specialist salary in Indiana. I feel my SHRM-CP certification and five years of experience qualify me for the upper end of the range and I would be comfortable accepting a salary of around $50,000."

Depending on the state you live in, there might be laws preventing the employer from asking about your current earnings or laws requiring them to share the salary range for the job. Whether one, both, or neither apply, the interviewer is looking to learn what you hope to earn without crossing any legal or ethical lines.

Salary expectations are an important conversation to have and now is the time to openly share your desired rate. Be open and honest, but have research to support the number or range you provide. Do some research ahead of time to determine the average salary or the salary range for this position in the area you live. Choose the salary you share with the interviewer based on the information you find and your level of education and experience.

If you had an employee reach out to you about how much vacation time they had to use after their baby was born, what would you talk to them about?

"Whenever an employee reaches out to me with a benefits question, I take a moment to think through their situation and what benefit offerings they need to know about. In this case, if an employee were pregnant and asking about their vacation time, I would be thinking about FMLA, if they have company-paid Short Term Disability (STD), adding the baby to their insurance after the Qualifying Life Event (QLE), and even how they could use their FSA to pay for any birth expenses. I might even want to ask them if they've confirmed the facility they are planning to deliver at is in-network. I've found employees often don't realize what benefits are available to them and they can't ask questions about benefits they don't know about. So it is my job to share the information with them and to guide them on the right path."

The interviewer is looking to see if you have any knowledge of things like qualifying life events (QLE) and FMLA. They also want to see if you are the type of employee who will only provide the answer to the question you are asked, or if you are someone who will anticipate future questions and provide those answers as well. Many times, employees do not understand their benefits or know what is available to them, so going the extra step and sharing the information with them is a key part of a Benefits job.

For this question, or one like it, think carefully through what elements of benefits might come into play. You want to include in your answer any information that might be helpful to the employee in their situation. Keep your answer brief, the interviewer doesn't need all of the details but make sure to touch on each of the benefit topics that are relevant.

If you were tasked with a project you didn't want to do, how would you handle it?

"Last year we moved our file room to the other side of the building and the shelves were different, which meant every single employee folder had to be redone with a new size folder to fit the shelf. There were thousands to go through in more than a hundred boxes and I was asked to get it done over the course of a couple of months. I do not enjoy file work in general, and the file rooms are cold and quiet. But I knew it had to be done and I was the one asked to do it. So I decided to tackle one letter (or sometimes partial letter) of the alphabet each day to make the task seem more manageable and I brought my headphones and a sweater with me. It wasn't my favorite project but it wasn't as tough as I originally thought it would be. By the time I got to the letter Z, I was almost sad it was over. Almost."

There are times when everyone is asked to do a job they don't want to do, but you still have to do it. The interviewer is asking this question to see if you can approach the situation with a positive attitude and what methods you use to complete the task.

You might have to reach back pretty far into your past, or you might have something from yesterday, but either way, use an example to answer this question. Briefly state what the job was and why you didn't want to do it, and then focus on the positive way you chose to look at the situation and how you managed it instead.

Talk about a time when you dealt with a difficult employee regarding benefits. How did you handle the situation?

"A couple of years ago, I had an employee call me who wanted to cancel his FSA mid-year due to a change in his hours. He was still working full time but instead of working overtime each week, he was now just barely averaging 30 hours a week, and he wanted to stop his FSA contributions to increase his take-home pay. Since he had not experienced a life event, he was unable to make a change to his benefits. He was less than pleased when I delivered this news to him and began yelling into the phone and using profanities. I took a deep breath and waited for him to finish venting his anger. When he paused for a moment, I jumped in and told him I understood why he was upset and how frustrating benefit laws can be. I then said while I could not stop his FSA, I could help him find the best ways to use the money being put into the account. This turned me from the enemy into a partner and we worked together to come up with ways he felt good about using the money, like asking his doctor for a note to allow him to use FSA dollars to cover the vitamins and supplements he and his family took. By the end of the call, he seemed excited about the ways he could use his FSA. He even apologized for yelling at me! I was just grateful I had found a way to help him."

In the Benefits department, employees are your customers. While the customer isn't always right, they do always need to be treated kindly and with respect. The interviewer wants to know if you have the emotional intelligence and communication skills to deal with a difficult employee since it is inevitable that you will at some point.

Tell the interviewer about a time when you dealt with an upset or difficult employee professionally and empathetically. Discuss the positive outcome you were able to achieve by remaining calm and collected.

Benefits Specialist Interview Questions

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1. What are your weaknesses?
2. As a Benefits representative with our organization, how would you show employees that you are listening to them?
3. How would you familiarize yourself with our benefits systems?
4. Within our Benefits team, there is one person who oversees all of the Leaves of Absence. If you had an employee call you to ask what types of Leaves are offered, what would you do?
5. What would you do if a manager asked you for a list of employees enrolled in our health insurance so they could make sure everyone knew about open enrollment?
6. Do you prefer to work on your own, or as a part of a team?
7. During open enrollment, the team's workload increases significantly. What would you do to manage this?
8. What are your strengths?
9. Are you willing to travel for employee meetings or learning opportunities?
10. What have you done to improve your written and verbal communication skills?
11. How did you get started in a benefits-related career?
12. Walk me through your Benefits experience.
13. What would you consider to be your forte within the functions of Benefits? How could this benefit our team?
14. Do you have experience in orienting new staff to employer health benefits?
15. What Benefits topic is piquing your interest the most right now?
16. What do you find to be the most difficult part of working in Benefits?
17. Why did you choose a career path in Benefits?
18. As a Benefits professional, which publications and resources do you turn to the most?
19. Do you prefer working with people or computers?
20. Do you enjoy public speaking?
21. If an employee mentioned during a phone call about their insurance that they were planning to quit in two weeks, what would you do with the information?
22. Do you have any experience writing policies or other formal documents?
23. If an employee asked which medical plan they should enroll in, what would you tell them?
24. Do you have any questions for me regarding this role or this organization?
25. If you needed to see a copy of an off-site employees Social Security card, how would you go about requesting it?
26. If you were asked to take over a task someone else was previously responsible for, what steps would you take to learn it?
27. What are your salary expectations?
28. If you had an employee reach out to you about how much vacation time they had to use after their baby was born, what would you talk to them about?
29. If you were tasked with a project you didn't want to do, how would you handle it?
30. Talk about a time when you dealt with a difficult employee regarding benefits. How did you handle the situation?

Benefits Specialist Interview Questions

1. What are your weaknesses?

2. As a Benefits representative with our organization, how would you show employees that you are listening to them?

3. How would you familiarize yourself with our benefits systems?

4. Within our Benefits team, there is one person who oversees all of the Leaves of Absence. If you had an employee call you to ask what types of Leaves are offered, what would you do?

5. What would you do if a manager asked you for a list of employees enrolled in our health insurance so they could make sure everyone knew about open enrollment?

6. Do you prefer to work on your own, or as a part of a team?

7. During open enrollment, the team's workload increases significantly. What would you do to manage this?

8. What are your strengths?

9. Are you willing to travel for employee meetings or learning opportunities?

10. What have you done to improve your written and verbal communication skills?

11. How did you get started in a benefits-related career?

12. Walk me through your Benefits experience.

13. What would you consider to be your forte within the functions of Benefits? How could this benefit our team?

14. Do you have experience in orienting new staff to employer health benefits?

15. What Benefits topic is piquing your interest the most right now?

16. What do you find to be the most difficult part of working in Benefits?

17. Why did you choose a career path in Benefits?

18. As a Benefits professional, which publications and resources do you turn to the most?

19. Do you prefer working with people or computers?

20. Do you enjoy public speaking?

21. If an employee mentioned during a phone call about their insurance that they were planning to quit in two weeks, what would you do with the information?

22. Do you have any experience writing policies or other formal documents?

23. If an employee asked which medical plan they should enroll in, what would you tell them?

24. Do you have any questions for me regarding this role or this organization?

25. If you needed to see a copy of an off-site employees Social Security card, how would you go about requesting it?

26. If you were asked to take over a task someone else was previously responsible for, what steps would you take to learn it?

27. What are your salary expectations?

28. If you had an employee reach out to you about how much vacation time they had to use after their baby was born, what would you talk to them about?

29. If you were tasked with a project you didn't want to do, how would you handle it?

30. Talk about a time when you dealt with a difficult employee regarding benefits. How did you handle the situation?