How do you like to be recognized for your accomplishments in the workplace?

"I like to be recognized in private, not in public. I'm a quiet, reserved person, so being congratulated or called out in front of a group of people makes me uncomfortable. If my boss were to call me into his or her office and tell me I've done a good job, I'd be on cloud nine the rest of the day. I also find being given new opportunities is a fantastic way to be recognized or thanked for an achievement. If I've done so well that you want to give me the chance to take on more or even lead a team, I'd be beaming with pride and even more committed to exceeding your expectations again."

Everyone has different types of preferred motivation. The interviewer wants to know what works best for you, both as insight into you as a candidate and to determine if and how your preferences fit with the company's culture.

Some people prefer intrinsic motivation, such as the opportunity to learn and advance or achieving a new title or certification. Others prefer extrinsic motivation, like an increase in salary or an opportunity to lead a team. Choose one or two types of motivation that are most impactful to you.

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

"To be honest, I prefer to work on my own. I am a bit of an introvert, and working by myself re-energizes me. I don't shy away from team projects or collaborating with others, though. I enjoy working with others and seeing how bringing multiple minds together can change and even improve the output. If I do a lot of teamwork during the day, I spend some time recharging in a quiet space at night or over the weekend."

The interviewer asks this question to see if you can collaborate with a team of people or prefer to work on your own. While there is no right or wrong answer, the interviewer is looking for any red flags that a candidate won't be a team player.

Be honest in your answer, even if you prefer to work alone. Do not speak negatively about working as a team, however, since some team collaboration is always necessary.

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

"As an HR Specialist, I am constantly either on the phone with employees or sending them emails. My written and verbal communication skills are extremely important. I attended a one-day seminar last year on writing efficient emails, which taught me how to explain a complex topic in writing. I also asked a co-worker who is a great public speaker to share their tips for success with me, and he gave me a couple of books to read and a YouTube series to subscribe to. My manager also taught me a great learning process to use when I have a tricky conversation coming up and am uncertain about how to communicate with the employee. I either write out my response if it's going to be an email and send it to her, or she acts as the employee, and I have the conversation with her first. She then provides me with any changes or adjustments she feels are necessary. I've found this feedback has not only improved my skills, but it has also increased my confidence level in my written and verbal communication skills."

Nearly every job involves a high level of either written or verbal communication, and nearly everyone could use additional training or practice to improve their communication skills. The interviewer is looking to see if you have a desire to improve your communication skills and what steps you've already taken to do so.

Briefly discuss the aspects of your job that depend on written or verbal communication. Share with the interviewer any training or courses you've taken to improve those skills.

What are your strengths?

"I believe my technical skills and adaptability are two strengths that make me a strong candidate for this job. I have significant experience using the HRIS system you have in place and am also an expert with Excel and Tableau. Having advanced skills in those systems will allow me to hit the ground running and be an asset to your team. Additionally, I have always been a highly adaptable person. I am open to change, which can be crucial in an HR role where you might need to quickly go from a lone-wolf mindset working on your computer to a social energizer in an employee meeting. My adaptability also makes me a curious person. I want to constantly learn, and as such, I am always willing to take on new tasks, pick up new skills, or spend time learning someone else's process. All of those aspects of my personality make me a strong team player."

Everyone has strengths and weaknesses. The interviewer wants to know what you identify as your top strength(s) and how they make you the best candidate for the job.

Choose your top two or three strengths that are relevant to the job. Tell the interviewer how those skills will help you do the job and explain why they make you a strong candidate. Choose strengths that are unique or specific rather than skills like "strong communicator" or "time management." Some examples include:- Project management - Technical skills - Critical thinking - Adaptable - Self-sufficient - Speaking multiple languages

What are your salary expectations?

"While salary is a consideration, I'm primarily looking for a job where I can advance my skills and feel challenged. Having said that, according to Indeed.com, the average salary for an HR Specialist in Florida is just under $60,000. Based on my years of experience in HR, I would feel comfortable accepting a salary in that range."

The interviewer wants to know if you will be willing to accept a salary within the range they are prepared to offer. They are also looking to see if you have done your research and know the salary range for the job in your market.

Before the interview, research to determine the average salary or the salary range for the position. You should also consider how your experience level and education play into where you would fall in the range. Be straightforward with the interviewer regarding the salary you are looking for, but explain that you are first and foremost looking for a job where you can find advancement/fulfillment/challenges/etc.

What are your weaknesses?

"One of my weaknesses is my efficiency and desire to complete a task as quickly as possible. This can be helpful in certain situations when speed is a necessity. There are also times it causes me to miss opportunities, though. In the past, if an email came into my inbox with a simple question, I would quickly look them up in the system and reply with the answer. In doing that, I have succeeded in providing the employee with a fast answer to their question, which on the surface seems like excellent customer service. I've realized that by taking a little bit of extra time to think through why they are asking, I might be able to provide extra information that could help. I've been working on this by pausing before hitting send on any email and asking myself what else the person might want to know or why they are asking the question."

You should be prepared to answer this question in an interview. The interviewer wants to know if you have the confidence to admit a real weakness and the drive and willingness to work to improve upon it.

Choose a weakness that will not prevent you from succeeding at the job you are interviewing for. Be honest and positive in your answer. Mention any positive aspects of the weakness you name (very few weaknesses are completely negative), and focus on what you are doing to change or improve the issue.

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

"One thing we haven't discussed yet is the hours for the job. I'd like to know what time the day starts and ends and how lunch breaks work. I was also hoping to learn more about the role your HR department plays in your annual company conference. I saw a couple of posts on your Facebook page about it, and it looked like several members of your HR leadership team were there. Is that something the entire HR team attends or only certain people?"

The purpose of this question is to give you a chance to ask any questions you have. The interviewer is also looking to see if you did your homework and are prepared for this common interview question.

If you have questions for the interviewer based on the interview or questions you haven't discussed yet, this is the time to ask them. This is also a great time to show you researched the company ahead of time.

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

"An employee called me a couple of months ago to ask about her vacation balance. Her vacation time had expired. My current company does not roll over vacation, and she had lost her remaining days. She was understandably upset and began yelling at me, saying her manager had promised her she could use the time later because he needed her to work during their busy season. I remained calm and patient until she had finished telling me what had happened, which included a few profanities and a lot of loud yelling. When she paused, I told her I understood why she was frustrated and that it sounded like we needed to make an exception. I asked her to give me a day to look into the situation and told her that I would get back to her with an update the next day. I confirmed with the manager that he had made the promise she stated and got approval from my manager in HR to add the vacation time back to her profile. When I called the next day to give her the news, she was so happy I could hear her jumping up on down through the phone. To this day, she calls me whenever she has a question, and she tells all of her co-workers I'm the best person in HR to reach out to if they have an issue."

In Human Resources, your customers are the employees. The interviewer is looking to determine if you can handle difficult employees professionally and respectfully.

Talk about a time you were confronted with a difficult or upset customer or employee. Tell the interviewer how you handled the situation while remaining calm and professional. Describe the positive outcome you achieved.

How do you handle tasks or projects you do not enjoy doing?

"Every task in HR is important, even if I don't enjoy doing it. This is why I approach every job I do, big or small, fun or tedious, with the same level of focus and effort. The fun jobs seem to go by quicker, but I try to find ways to turn the jobs I don't enjoy into a challenge or a game for myself. I might set a goal to complete several records in a certain time frame, or perhaps I'll custom sort the employees by name and tackle the letters of my name first. Of course, I make sure the methods I use don't impact the quality or efficiency of my work."

You inevitably will be given a task or project you do not want to do at some point. The interviewer wants to see if you can keep a positive outlook and manage the situation professionally.

Let the interviewer know that you give every task you are assigned the same level of effort and professionalism, whether it is a task you are excited about or not. Mention any methods you use to remain positive when working on something you do not want to do.

Do you prefer working with people or computers?

"I like working with people, which is why I chose to pursue a career in HR. I enjoy the social aspect and like to help people. Having said that, it can also be relaxing to sit in front of a computer and focus on one task at a time. I do well with both people and computers, but if I had to choose one, I'd choose people."

Most jobs have some combination of people-oriented and computer-oriented tasks. The interviewer wants to know which type of task you prefer.

Be honest and let the interviewer know which one you prefer and why. Do not speak negatively about the other option though. Speak positively about both options.

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

"I think it depends on if the person originally doing the task is still available for training or not. If they are, I would prefer to have the chance to sit with them and learn in person, watching their process and taking notes. If they are already gone, either they've left the company or are out on sick leave, I would rely on any written or video training available and look through any old records from previous iterations of the task to see what steps the original person took. I'm always on the lookout for ways to update or enhance processes when possible. I understand sometimes that is not an option, but I like to find ways to add efficiencies."

The interviewer wants to know how you learn new tasks or processes. They also want to see if you take initiative and look for opportunities to improve processes.

Discuss your preferred learning style with the interviewer. If you do better with in-person training, be honest. If you like to be given written or video training to go through on your own, let the interviewer know. Be sure to mention you look for opportunities to improve a process whenever possible.

In your opinion, what is the ideal size of an HR department that you would join?

"In the last five years, I've had the chance to work with both a small three-man HR team and as part of an HR team with more than 30 people making up five HR subspecialties. I enjoy the camaraderie that develops among a small team, but that can happen whether the entire HR team is small or just the group of people I'm working with is small. Even in a large HR environment with 30 or more people, if I am given the opportunity to regularly or occasionally partner with a small group of two to four other individuals, I will work well in the environment."

This is an open question with no right or wrong answer. However, the interviewer is looking to see if you will be happy working with the size of their HR team.

To the best of your ability, research ahead of time to learn how large or small this company's HR team is. Spend time truly considering if you prefer working with a small team or a larger department with subspecialties. However you answer, make sure you leave the interviewer feeling like you are the right candidate for the job.

In which HR software tools are you best versed?

"The job posting mentioned you are looking for someone with experience using ZohoRecruit and Sage HRMS. I spent a couple of years using Zoho CRM in a previous job and feel confident I can apply my experience with their CRM system to quickly get up to speed with other Zoho products. And while I do not have previous experience using Sage, I am an expert user of ADP Workforce and Core HR. I believe my time spent working in those systems would translate to easy training on Sage's interface. I enjoy learning new systems and would be excited to start online tutorials for Sage HRMS right off the bat."

The interviewer is looking to discover if you have experience with the HR systems and tools their company uses. While previous experience may not be required, it would translate to a faster and easier onboarding and training process.

The job description should have mentioned the programs and systems you would utilize in the job. If you have experience in them, discuss how long you have used them and rank yourself as beginner, intermediate, or advanced. If you do not have experience, tell the interviewer how your knowledge of other systems could work in their favor and be positive about the opportunity to quickly learn their systems.

Talk about a time your ethics were tested. What did you learn from that situation that you can bring to our Human Resources team?

"Last year, someone from my current employer's Benefits team went out on maternity leave, and I was asked to temporarily help their department. During that time, I became aware of an employee who was fundraising at their location to help cover the cost of medical bills for a treatment they were receiving. I was also aware that this employee did NOT have the condition they claimed to have, nor were they receiving any kind of treatment, but I had this knowledge due to my access to information through the Benefits department. That knowledge was protected by HIPAA, and I could not say anything. This tested my ethics because I wanted to let the General Manager and the employees at that location know she was lying, but I couldn't violate HIPAA. I brought the situation to the attention of the Director of Benefits since she was within the HIPAA-protected circle, and she confirmed that we couldn't say anything. We were, however, able to put a new policy in place to prohibit fundraising for individuals. During this experience, I learned what it feels like to have your ethics tested and the necessity of finding a creative solution within legal AND ethical bounds."

Human Resource professionals are constantly balancing the best interests of their employer and its staff. You will also need to remain compliant with state and federal employment laws. The interviewer knows you will be tested ethically at some point in your career, and they want to know if you have a strong ethical mindset.

Think of a time you were faced with an ethical dilemma. Briefly state what the issue was, then discuss your thought process and the actions you took. Highlight your ability to remain impartial and clear-minded.

How do you organize, plan, and prioritize your work as an HR professional?

"Organization is crucial, both at work and in my personal life. I am a list maker and utilize lists to keep track of my tasks. I have a list of recurring tasks and their due dates and another list for one-off projects or tasks I am assigned. I rely on my Outlook calendar for reminders of upcoming due dates and recurring tasks, and I start my workday every morning by taking five minutes to review what needs to be worked on that day and in the upcoming week. This helps me determine what is the biggest priority and should be worked on first. I have also used Stephen Covey's 4 Quadrant method to help me keep track of how many tasks are in the "urgent and important" first quadrant versus the "important but not urgent" quadrant. The 4 Quadrants method also helped me identify some tasks that were not important and not urgent, and I was then able to eliminate a few of them to free up additional capacity for more important tasks."

Most jobs require organization and planning skills, and HR is no different. The interviewer wants to see if you have a system in place to keep yourself organized and if you have a method to prioritize your work.

Talk about how you keep yourself organized in your current job or how organization is key in your student/personal life. If you use a method such as Stephen Covey's 4 Quadrants or the ABCDE method to prioritize, mention it in your response.

What do you enjoy most about working in the Human Resources field?

"My favorite part of Human Resources is being a resource and even sometimes a confidant to so many people. It's almost like being a therapist without all the medical training! I enjoy helping people, as many of us in HR do. I enjoy being the person someone in the field can call when they have questions about their vacation time or a rule in the handbook or how to access their profile in the HRIS system. The people working at your locations already have so much on their plates, and it is important that they stay focused on their jobs and the customers. If I can be the HR contact they feel comfortable calling when they have a question or an issue and make their lives a little easier, it truly makes me happy. That's why I love HR."

The interviewer wants to know what has driven you to apply for this job and why you have chosen this field. This helps them determine if this is just a job to pay the bills or something you are passionate about.

If you truly are passionate about HR, answer honestly and let your enthusiasm shine through! If you are applying for the job mainly because you think you qualify for it and like the salary range, think carefully about HR and choose something about the field that you can get excited about. You want to be honest in your answer and find a way to tie your passion(s) to the position and/or organization.

What are the three most important functions of an HR department?

"There are so many important functions of an HR department. If I had to pick the top three, I would have to say recruitment, training, and performance management. A company must hire the right employees for each job and do a good job training them for those roles. If you hire the wrong people or don't give them the necessary training to do the job well, you set yourself up for failure. Once you've hired and trained them, performance management is crucial in keeping them on track. Annual performance reviews, or ideally more frequent performance reviews, are a great opportunity to give employees feedback on how they are doing and for an employee to give their manager feedback. The 360 review helps build a strong working environment and keeps everyone focused on continuous improvement. In my current role as an HR Generalist at a small company, I've had the opportunity to be involved in each of those functions, and I've seen their importance firsthand."

The interviewer wants to test your knowledge of HR's functions. They want to see if you are aware of the different functions within HR and their importance.

Talk to the interviewer about the three HR functions you believe are the most critical. State why you believe they are the top three and how you can be an asset within them.

What is the most significant issue you have encountered in your HR career?

"A few years ago, my company sold about 25 of our locations. The employees at those locations were transferred to the new company that had bought them, but as a result of having fewer employees overall, there were layoffs at our corporate office. This meant my workload increased significantly as our team worked to close out those properties and transfer all of the employees' records to the new company. It also meant I had angry, scared, or depressed employees coming by my desk daily to ask how their termination was going to work. I had to find a way to juggle the high volume of work on my desk with being available and empathetic to the people who were looking to me for help and often just someone to listen to them. As I found myself struggling to manage both, I realized my other teammates were likely in the same position. I pitched an idea to my manager where we would have 'office hours' all day with one team member in a private office ready and waiting to talk to anyone who needed us. We rotated shifts, allowing each of us to spend a couple of hours a day being there for the people being laid off and the remainder of the day focused on our processing work at our desks."

The interviewer is looking to learn what type of problems you have encountered in your time in HR. They are also trying to gain insight into your problem-solving skills.

Since this question is asking about something you have experienced, your answer is essentially a story. Start by telling the interview about the problem you faced, then discuss how you approached it and what the positive outcome was. You may want to consider using the STAR method (Situation, Task, Action, Result).

Have you ever needed to deviate from HR policy? How did you approach the dilemma?

"My current company's vacation policy is that vacation is not paid out at termination. This also means an employee cannot put in their 2-weeks notice and use vacation time between the time of notice and their last day. It is a black and white rule. That rule was tested last year when an employee who had been with us for fifteen years put in her notice due to a cancer diagnosis (we are too small for FMLA). She never called off sick or used her vacation time, so she had built up a bank of five weeks of vacation. When she put her notice in, her manager reached out to me to see if there was any way we could make an exception. I knew company policy was very clear on the issue, but I felt this was a unique case that deserved additional consideration. I presented the information to my manager, and he agreed that this was an exceptional circumstance and that we should pay out all five weeks of vacation to the employee."

The interviewer wants to determine if you prefer black and white rules or if you do well with gray areas where there is "wiggle room" for unique situations. They also want to know if you are thoughtful and responsible when taking risks.

Talk about a time you had to deviate from or bend an HR policy. Discuss why it was necessary and how you ensured it was not detrimental to the company.

Walk me through your HR experience.

"I've been in HR for the past seven years. I started at a family-owned company with about 50 employees, and I was part of a two-man HR team. I assisted the HR Manager with orientations, open enrollment, maintaining employee records, internal training, and even a few Personal Improvement Plan (PIP) sessions. After four amazing years there, my husband's job transferred him, and I left the company to find a job here. I've spent the last three years working for my current employer, a company with 10,000 employees. In my current role, I am an HR Specialist, and I focus primarily on entering and maintaining employee data in their HRIS system. I enjoy the work but have missed working for a smaller company with a family mentality. This is why I've decided to move on and apply for this opportunity with your organization. You have a large HR team where I can remain specialized in my tasks while also having the family-focused culture I've been looking for."

This is not a trick question. The interviewer has read through your job experience on your resume. By asking this question, they might be looking for a reminder since interviewers often have candidates come in back-to-back.

Your answer should be a clear and brief summary of your resume. Cover each of the jobs your resume lists, including the main responsibilities you had, and mention any certifications, awards, or accomplishments related to HR.

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

"The toughest part of Human Resources is delivering bad news. I like to bring joy and happiness to people's lives, so when I am the person that brings them down or makes them cry, I struggle with it. It's a necessary part of the job though. Earlier this year, I attended a two-day seminar called 'How to Have Difficult Conversations,' and the course gave me some extremely helpful techniques. It taught me better ways to frame or deliver the news, as well as some coping skills to manage my own emotions. I also asked my manager if, when appropriate, I could sit in on some difficult conversations she has had with employees. I have joined her for a handful of phone calls regarding disciplinary issues and candidates not getting the job or promotion they applied for. Listening to those calls and watching her body language, which comes through even on a phone call, has been helpful as well. I still don't enjoy those difficult conversations, but I am getting more comfortable with them."

Everyone excels at and struggles with different tasks based on their personality and skill set. The interviewer wants to learn what tasks you have a hard time with and what you do to work through them or improve upon them.

Be honest in your response, but do not choose something that will cause the interviewer to doubt your ability to do the job. Briefly state what you find difficult and explain why. Then, describe what you are doing to develop your skills in a way that will make the task easier.

Why did you choose a career path in Human Resources?

"If you had asked me ten years ago if I wanted to work in HR, I probably would have said 'no thank you.' I didn't know much about Human Resources. About seven years ago, I was paired up with a couple of Human Resources team members for an inter-departmental company project. I learned a lot about their jobs as we worked together over a few weeks and was intrigued with the variety in their days and the passion they had for helping our company's employees. When a position opened up in the HR department a couple of months later, I applied for it and got the job. I've been in love with HR since my first day in the position, and I've never looked back!"

The interviewer is looking for insight into why you are interested in an HR career. The answer to this question could help them choose between candidates who have the same level of experience or skills.

Focus on what you love about your job. Whether you've always known you wanted to work in HR or took a wandering path that unexpectedly led to Human Resources, your excitement about the industry should come through.

What HR topic is piquing your interest most right now?

"I've been interested in Pay Transparency lately. It's fascinating to me how many employers are embracing the new trend and the state laws requiring different types of transparency. I've read a variety of articles on the topic from SHRM and HR Brew, and it seems like employers are starting to use Total Rewards Statements to make sure employees understand the full picture of their compensation. I also saw a BankRate survey from last month that showed a majority of millennials and Generation Z employees are talking to each other about their salaries, which is only fueling the pay transparency fire. I am looking forward to seeing where it all leads in the next couple of years."

Human Resources includes many subspecialties. The interviewer asks this question to learn what topic or current events you are excited and passionate about.

If an answer does not immediately come to mind, spend some time reading HR magazines, newsletters, blogs, etc. Choose a topic or current event that you find yourself pulled in by, and let your excitement and passion come through in your answer.

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

"It is true what people say: most people aren't listening; they are just waiting for their turn to speak. Really listening to an employee is key to establishing trust and building an open relationship. Sometimes that means remaining quiet and focused while they speak to you. Other times, you 'listen' by carefully reading each line of an email an employee has sent. Either way, giving the employee your complete attention is beneficial in multiple ways. By maintaining eye contact while they speak and repeating their statements back to them to confirm you've understood, you show the employee you respect them and that they are important. You learn what they are directly asking about, and you also gain insight into their emotions based on their tone of voice, word choice, and body language. Additionally, an employee who feels heard and respected will often open up and share additional details they may have otherwise not brought up."

Human Resources professionals need to establish trust with the employees they communicate with. The interviewer asks this question to see if you understand the important role listening plays in communication and establishing trust.

Explain why it is important to truly listen to employees. Talk about the types of information you listen for when communicating with an employee.

As a Human Resources professional, which publications and resources do you turn to most?

"SHRM has been my go-to for quite some time now. I joined the local chapter about five years ago and attend the monthly meetings, both to learn about the month's HR topic and to network with other local HR professionals in the area. I was also able to join the state SHRM chapter last year and attended the annual conference in Nashville. I learned more about current HR updates and events in those three days than I had all year. Other than SHRM, I have a subscription to HR Brew, which sends a newsletter to my inbox every day with HR news. I find time every day to look through the headlines and read any articles that seem relevant or interesting, whether that is during lunch or before heading home for the day."

Human Resources professionals have nearly limitless options for resources to keep up to date on new laws, best practices, and industry happenings. By asking this question, the interviewer is trying to determine if you read any publications and if you try to remain current in HR knowledge.

If you do not regularly read any HR publications, start reading. You should become familiar with a minimum of three HR publications or websites before the interview. Tell the interviewer why you like the resources you mention and how they have helped you stay up to date. You can also ask the interviewer if they have any recommendations you should look into.

Are you willing to travel to visit our locations or for learning opportunities?

"I love to travel! I know the job posting stated travel was 25% of the job, and I am ready to travel as much as you need me to. I would ask to have 24 to 48 hours of notice to allow me time to get some personal arrangements made, but if an emergency came up, and I needed to leave right away, I could make it work. I am also always open to any type of learning opportunity. I would gladly attend any seminar, conference, or training the company wanted me to attend, whether it was local during my lunch hour or further away and required overnight travel."

An HR Specialist could be located at a corporate headquarters with several locations in the area, around the country, or even around the world. The interviewer wants to know if you are willing to travel to their locations when needed. They also want to see if you are passionate about continuing your development through seminars, conferences, or other training.

The job posting should have stated how much travel would be involved in the job. When you answer this question, be honest. If you are open to only a certain type or amount of travel, let them know. Discuss your interest in learning opportunities to increase your HR knowledge and skill set.

How would you familiarize yourself with our HRIS system?

"I believe you mentioned earlier you use Infor as your HRIS. I do not have experience with Infor, but I do have experience learning a new system quickly. In my current job, we had been using ADP for a few years when the company suddenly decided to switch to Workday. A team was brought in to implement the new system, and it all happened very quickly. Our team was asked to learn the new system in just a couple of days so we could get things back up and running quickly. We spent one day going through vendor training videos and one day doing live training with the consultants who set the system up. By the end of those two days, we had enough knowledge to get back to business as usual with a few additional questions here and there. That system worked well, so I would follow the same system with your HRIS. I would start with any Infor training available, and then I would ask to sit with a team member who could show me how to utilize the system."

The interviewer already knows what systems you have experience in from your resume. By asking this question, they are trying to determine how you learn best and if you would be able to get up to speed quickly.

Give the interviewer a brief overview of the systems you are familiar with as a reminder, but keep it concise. Focus instead on how you learn new systems. If you have had to learn a new system in the past, talk about the steps you took to quickly get up to speed.

If an employee contacted you with questions about how vacation is paid out at termination, what would you do?

"If an employee reached out to me to ask about vacation payout at termination or any other aspect of termination, it would raise an immediate red flag for me. The employee most likely has either already put in their notice, or they are getting ready to. I would provide the employee with the information they requested, but I would also pass the information along. I would notify my HR manager and the employee's manager that it seems like they might be getting ready to put in their notice. This would give the company an opportunity to talk with the employee before they quit to see why they want to leave the company and if there is anything we can do to change their mind."

It is important in an HR role that you think beyond the answer to the question you are asked and consider why the person is asking and what to do with that information. The interviewer is looking to see if you will think through this process.

Your answer will need to include both how you would answer the employee's question and what you will do with the information you have learned. An employee asking about any aspect of termination has most likely either already put in their notice or is planning to. You should share this information with their manager or your HR manager.

Would you ever ask an employee to email you a copy of their Social Security Card?

"If I needed to review an employee's Social Security Card, I would never ask them to email it to me, unless, of course, the company had a secure email system to utilize. If I was onsite, I would ask the employee to bring the card in so I could review it in person. If I was not on-site or they did not want to bring it in, I would ask them to send it to me using either a fax machine or a secure email system. If I was located at a corporate headquarters, and the employee was in the field, they could also ask the manager to make a copy and then send the copy to me through intra-company mail."

Employers should never put an employee's sensitive information, like a social security number, at risk. Yet in some instances, such as a name change, it is necessary to review sensitive documents. The interviewer is looking to see if you know the correct way to handle sensitive information.

Talk to the interviewer about the importance of keeping an employee's sensitive information protected. Mention secure methods of sending sensitive documents, such as secure emails, fax machines, and intra-company mail.

As we approach the opening of a new location, the team's workload increases significantly. What would you do to manage this?

"I utilize Stephen Covey's 4 Quadrants methodology to manage my workload. It is especially helpful during busy periods when the amount of work on my desk increases or feels overwhelming. I identify each of my tasks as either urgent or not urgent and important or not important. This then allows me to place each task into quadrants 1, 2, 3, or 4. I focus on quadrant 1, urgent and important, tasks first. In some cases, I will spend my entire day focused solely on quadrant 1 tasks. Once I've completed quadrant 1, I will move on to the items that are important but not urgent (quadrant 2) and those that are urgent but not important (quadrant 3). By managing my time well, in a non-busy period, the majority of my work falls into quadrant 2 (important but not urgent) as I stay on top of deadlines and complete work in a timely and even early fashion. If in a busy time, I am not able to complete everything that falls into quadrant 1, I will turn to my team or my manager to ask for additional resources or help. This ensures I can remain calm and efficient under pressure."

The ability to prioritize tasks is crucial during busy periods. The interviewer wants to know if you can identify time-sensitive and critical tasks and work well under pressure.

Talk to the interviewer about the process you use to determine which tasks on your desk are the most important to focus on. If you are familiar with the 4 quadrant time management method, this is a great opportunity to utilize it.

HR Specialist Interview Questions

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1. How do you like to be recognized for your accomplishments in the workplace?
2. Do you prefer to work on your own or as a part of a team?
3. What have you done to improve your written and verbal communication skills?
4. What are your strengths?
5. What are your salary expectations?
6. What are your weaknesses?
7. Do you have any questions for me regarding this role or this organization?
8. Talk about a time you dealt with a difficult employee. How did you handle the situation?
9. How do you handle tasks or projects you do not enjoy doing?
10. Do you prefer working with people or computers?
11. If you were asked to take over a task someone else was previously responsible for, what steps would you take to learn it?
12. In your opinion, what is the ideal size of an HR department that you would join?
13. In which HR software tools are you best versed?
14. Talk about a time your ethics were tested. What did you learn from that situation that you can bring to our Human Resources team?
15. How do you organize, plan, and prioritize your work as an HR professional?
16. What do you enjoy most about working in the Human Resources field?
17. What are the three most important functions of an HR department?
18. What is the most significant issue you have encountered in your HR career?
19. Have you ever needed to deviate from HR policy? How did you approach the dilemma?
20. Walk me through your HR experience.
21. What do you find to be the most difficult part of working in Human Resources?
22. Why did you choose a career path in Human Resources?
23. What HR topic is piquing your interest most right now?
24. As a Human Resources representative with our organization, how would you show employees you are listening to them?
25. As a Human Resources professional, which publications and resources do you turn to most?
26. Are you willing to travel to visit our locations or for learning opportunities?
27. How would you familiarize yourself with our HRIS system?
28. If an employee contacted you with questions about how vacation is paid out at termination, what would you do?
29. Would you ever ask an employee to email you a copy of their Social Security Card?
30. As we approach the opening of a new location, the team's workload increases significantly. What would you do to manage this?

HR Specialist Interview Questions

1. How do you like to be recognized for your accomplishments in the workplace?

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

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

4. What are your strengths?

5. What are your salary expectations?

6. What are your weaknesses?

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

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

9. How do you handle tasks or projects you do not enjoy doing?

10. Do you prefer working with people or computers?

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

12. In your opinion, what is the ideal size of an HR department that you would join?

13. In which HR software tools are you best versed?

14. Talk about a time your ethics were tested. What did you learn from that situation that you can bring to our Human Resources team?

15. How do you organize, plan, and prioritize your work as an HR professional?

16. What do you enjoy most about working in the Human Resources field?

17. What are the three most important functions of an HR department?

18. What is the most significant issue you have encountered in your HR career?

19. Have you ever needed to deviate from HR policy? How did you approach the dilemma?

20. Walk me through your HR experience.

21. What do you find to be the most difficult part of working in Human Resources?

22. Why did you choose a career path in Human Resources?

23. What HR topic is piquing your interest most right now?

24. As a Human Resources representative with our organization, how would you show employees you are listening to them?

25. As a Human Resources professional, which publications and resources do you turn to most?

26. Are you willing to travel to visit our locations or for learning opportunities?

27. How would you familiarize yourself with our HRIS system?

28. If an employee contacted you with questions about how vacation is paid out at termination, what would you do?

29. Would you ever ask an employee to email you a copy of their Social Security Card?

30. As we approach the opening of a new location, the team's workload increases significantly. What would you do to manage this?