HR Consultant Mock Interview
Practice 40 HR Consultant interview questions covering compliance, organizational development, and client advisory scenarios.
Question 9 of 40
Have you ever led a workplace investigation related to discrimination, bullying, or sexual harassment?
Entry Level
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Example Answer
Community Answers
Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
"I am new to workplace investigations, but still, I fully understand the importance of creating a safe workplace environment for all. I am looking for a role with an organization that is proactive when complaints arise and are committed to upholding a zero-tolerance policy for sexual misconduct, bullying, or discrimination. I would love to hear more about your organization's approach to handling investigations in these serious matters."
Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
Social issues happen in the workplace from time to time. We are dealing with human beings, after all! At some point during your interview as their next HR Consultant, your interviewer would like to know if you have exposure to the stress and discomfort associated with workplace investigations. Whether you have this experience or not, you can show the interviewer that you are well-trained in professionally handling employee grievances and official complaints. Show that you take these situations seriously by having a set methodology in place.
Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
"I have led two workplace investigations in my career. One situation was related to sexual harassment, and the other was related to bullying. It is unacceptable that these situations still happen, despite endless sensitivity training amongst our teams. I recently brought in a professional speaker to present the fine line between being friendly and harassing someone sexually. This presentation seemed to help somewhat. Now, we have a zero-tolerance policy, and any investigation that finds proof of the accusations results in immediate termination without severance."
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Anonymous Answer
Yes, I have led several work placement investigations, with a few leading to terminations.
Rachelle's Feedback
Can you elaborate further on the steps that you took in these situations without breaching any confidentiality agreements?
Anonymous Answer
I took a phone call from a crying personal support worker (PSW) who was being bullied by an RPN who worked on another shift with her client. Content of her texts confirmed she was called incompetent, stupid and negligent over a treatment the RPN believed the PSW should be doing on her shift. One of our RNs helped us investigate the care notes and care plan and determine the care was more than satisfactory on both sides, and the treatment was not in the PSW scope of practice but was to be completed by the RPN once a day. We found a new client for the PSW who asked to be moved out of working with her, and we spoke to the RPN about the scope of practice and appropriate communicating with coworkers.
Rachelle's Feedback
It sounds as though you handled the situation swiftly and with care - good for you! Was the outcome of the situation a positive one for all stakeholders?
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