MockQuestions

HR Consultant Interview

To help you prepare for your HR Consultant interview, here are 40 interview questions and answer examples.

HR Consultant was written by and updated on August 31st, 2021. Learn more here.

Question 2 of 40

How do you ensure a professional yet fair approach to disciplinary action?

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How to Answer: How do you ensure a professional yet fair approach to disciplinary action? For a HR Consultant Interview.

  1. 2.

    How do you ensure a professional yet fair approach to disciplinary action?

      How to Answer

      If asked this question during your interview with their organization, your interviewer will not be looking for an HR Consultant who will throw the hammer down or overreact when situations arise. When it comes to disciplinary action, show the interviewer that you can be diplomatic and fair while remaining effective in your role. If you have an example to give, this is a great time to discuss what you have done in the past. If possible, show that you take all of the necessary steps to document the issues leading to the disciplinary action and then take swift and fair action professionally.

      Rachelle's Answer

      "In my experience, the most effective way to approach disciplinary action is to work with the employee on a performance plan, based on the fact that they are not meeting expectations. I like to solve an issue rather than put a band-aid on it. One time I had a sales employee who had missed their target two months in a row. Three months meant termination of employment, so it was vital that we got her back on track. We crafted a plan together, set her up with a senior salesperson for additional training and mentorship. Then, I checked in every week on her goals. She ended up being one of the top salespeople that year which was very satisfying to see."

      Rachelle's Answer

      "I have a very progressive approach to disciplinary action. One example I can give you is when I am facing a poor attendance issue. I recently sat down with one employee and mapped out their days off, showing them, with actual data, where they would be in their career two years down the road if their attendance remained the same. This data showed that he was missing nearly 1/4 of the time compared to other top performers in his department. I challenged him on that by simply asking, 'What could you do with your career if you fully applied yourself?' I documented our conversation as a verbal warning, and this conversation gave him his fire back."

      2 Community Answers

      Anonymous interview answers with our interview experts feedback

      Anonymous Interview Answer

      Develop a clearly outlined policy that is progressiveProvide appropriate interactive training that uses various situations and role playsDefine and gain buy-in on what are considered infractions and what is considered grounds for immediate terminationEnsure that the expectations of work conduct are communicated to all existing associates and new membersWhen performance discussions occur collaboratively create the performance improvements plan

      Rachelle's Feedback for the Answer Above

      Your approach is very well structured and fair. Nice response.

      How would you rate Rachelle's Feedback?

      Anonymous Interview Answer

      I would start with a more informal check-in conversation with them regarding the issue. Starting with a more collaborative approach to improving performanceworkplace behaviour would usually result in the most motivation from the employee to improve. If this approach doesnt work we would have a more formal conversation with them and the manager about improvement and explain what will be expected of them and what will happen if they do not correct their behaviour. Depending on the behaviour or consequences it might warrant a more escalated approach. Still it is important to stay calm and take the time to develop a plan with the manager to address the given situation.

      Rachelle's Feedback for the Answer Above

      Your process sounds fair and well organized. If you have a specific example of when you utilized this approach it would be good to include a brief story highlighting your approach and the final result.

      How would you rate Rachelle's Feedback?