MockQuestions

Human Resources Manager Interview Questions

To help you prepare for your Human Resources Manager interview, here are 40 interview questions and answer examples.

Human Resources Manager was written by on March 11th, 2021. Learn more here.

Question 1 of 40

Have you ever had a particular circumstance where you needed to deviate from HR policy? How did you approach the dilemma?

How to Answer

The interviewer wants to know if you prefer an environment where rules are black and white or if you feel there should be procedural wiggle room for particular situations and personalities. Many organizations find it challenging to be flexible, so this question is also an opportunity for you to learn more about the hiring company and see if it's a fit for your approach and personality. If applicable, discuss a time when you have deviated from HR policy. Talk about a situation that was justifiable and not detrimental to your company. The hiring company will want to see that if you took a risk, it was still responsible and calculated.

Written by Rachelle Enns on March 11th, 2021

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40 Human Resources Manager Interview Questions & Answers

  • Behavioral

    1. Have you ever had a particular circumstance where you needed to deviate from HR policy? How did you approach the dilemma?

      How to Answer

      The interviewer wants to know if you prefer an environment where rules are black and white or if you feel there should be procedural wiggle room for particular situations and personalities. Many organizations find it challenging to be flexible, so this question is also an opportunity for you to learn more about the hiring company and see if it's a fit for your approach and personality. If applicable, discuss a time when you have deviated from HR policy. Talk about a situation that was justifiable and not detrimental to your company. The hiring company will want to see that if you took a risk, it was still responsible and calculated.

      Written by Rachelle Enns on March 11th, 2021

      1st Answer Example

      "I had an employee last year who needed extended leave after his mother passed away. It was an exceptional circumstance because his mother lived in England, and he needed to take care of many family matters. I requested that he receive a 30 day leave with 50% pay since he had been very dedicated to the company for many years. This request was a first for the company, but we all agreed, an offering well deserved."

      Written by Rachelle Enns on March 11th, 2021

  • Behavioral

    2. Tell me about a time when you influenced hiring practices at your current or former employer.

      How to Answer

      As a Human Resources Manager, you will be responsible for optimizing many of the company's hiring practices. Talk to the interviewer about a time you recognized a need to change or enhance a hiring practice. Touch on the steps you took to implement the change and how you measured the improvement's success. Possessing the skills to change or improve a hiring practice in the workplace is a valuable asset to any employer, so be sure to clearly express how you have showcased this skill in the past.

      Written by Rachelle Enns on March 11th, 2021

      1st Answer Example

      "The standard hiring practices at Company XYZ were enabling the organization to hire qualified candidates based on their experience. Too often, when new hires arrived, we found they lacked the behaviors that would enable them to be successful within our culture. I took the initiative to implement more behavioral interview questions in our hiring practices. To implement, I gained buy-in from our hiring leadership by including them early in the process of creating the questions. We worked together to create a training certification that would effectively equip leaders with the skills to lead behavioral-based interviews. Then, we measured our success by monitoring turnover, retention, and time-to-hire metrics. We changed the process and, therefore, improved the results."

      Written by Rachelle Enns on March 11th, 2021

  • Communication

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

      How to Answer

      An HR professional is hired to be a professional advocate and voice of law and reason. The hiring company is not looking for a Human Resources Manager who will throw the hammer down or overreact when situations arise. Show the interviewer that you are capable of being diplomatic and fair while remaining effective in your role. If you have an example to give when you led employee disciplinary action, this is a great opportunity to tell a brief story about your real-life experience.

      Written by Rachelle Enns on March 11th, 2021

      1st Answer Example

      "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 of missing targets meant automatic termination of employment. For this reason, we needed to get 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."

      Written by Rachelle Enns on March 11th, 2021

  • Compatibility

    4. In your opinion, what are the core competencies of organizational effectiveness?

      How to Answer

      The interviewer is asking what you believe to be the makeup of an effective organization. Your response will require insight since your answer will show the hiring company if you are a fit for their organization. Think about what you have witnessed in your HR career regarding highly successful companies and those that have fallen flat. Discuss which core competencies divide these successful organizations from those that failed.

      Written by Rachelle Enns on March 11th, 2021

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  • Compatibility

    5. What are the 3 most important functions of an HR department?

      How to Answer

      The interviewer is looking for evidence that you understand the importance of your work and the influence you will have as a Human Resources Manager. Outline what you believe to be the three most critical functions of an HR department. Discuss why you believe them to be so critical. Next, be sure to discuss how you help your department achieve greatness in each of these functions.

      Written by Rachelle Enns on March 11th, 2021

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  • Competency

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

      How to Answer

      The interviewer wants to know if you have experience with the HR tools used in their role. If you have experience with their tools, this will translate to a smoother onboarding process when they hire you. Read the company job posting or job description and look for clues on the types of programs and software used in this position. If you have experience with these programs, discuss your exposure and rate your experience from beginner, intermediate, advanced, and expert. This ranking will make it easier for the interviewer to understand your level of expertise with their programs. If you do not have experience with their preferred software or other tools, discuss how your current knowledge will work in their favor and express your enthusiasm for learning their systems.

      Written by Rachelle Enns on March 11th, 2021

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  • Competency

    7. With which applicant tracking systems (ATS) are you most familiar?

      How to Answer

      As a Human Resources Manager, you are aware that most organizations use an applicant tracking system. If you are new to HR, an ATS collects and stores job applicants' resumes, personal information, interview notes, documentation, and candidate history. When a job seeker applies online to a job posting, their application, documents, and records will automatically populate into the company's ATS. This system allows HR and other decision-makers to quickly see how well the job applicants match the role to which they have applied.

      Some of the most popular ATS programs will enable you to email a job seeker directly from the system and even book interviews or push out bulk SMS messages. Popular ATS' include Taleo, Bullhorn, Kenexa, SAP Success Factors, and JazzHR. Discuss what you know about ATS features and which systems you have used the most.

      Written by Rachelle Enns on March 11th, 2021

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  • Creative Thinking

    8. We want to foster innovation within our workforce. What does the term innovation mean to you in respect to your HR management responsibilities?

      How to Answer

      The interviewer wants to know what you believe innovation is and why it's important to your success as an HR Manager. With ever-shifting workforce trends, you must be adaptable, creative, and innovative as the company's trusted and knowledgable HR Manager. Include an example of a time when you have introduced an innovative initiative in the workplace or exercised a creative idea that made a positive difference.

      Written by Rachelle Enns on March 11th, 2021

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  • Critical Thinking

    9. Give me an example of a time when you had to come to a decision quickly.

      How to Answer

      The human resources industry has a blanket reputation for making calculated decisions, but sometimes that careful consideration comes with moving slow. As an HR Manager, you will not always be afforded a lot of time in your decision-making process. The interviewer wants to know your process when deadlines are present and how you react when vital decisions are at hand. Talk to the interviewer about how you go about making decisions in critical times where you may be under pressure. Provide a specific example of a time when you succeeded in this type of situation.

      Written by Rachelle Enns on March 11th, 2021

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  • Diligence

    10. As a Human Resources Manager, which publications and resources do you turn to the most?

      How to Answer

      Human Resource Managers have endless options when it comes to industry resources and learning tools. Perhaps your employer provides you with some tools, maybe you have found some through your own research, or you dive into resources that other HR experts have recommended to you. The interviewer wants evidence that you are interested in learning and staying on top of the ever-changing HR industry. You can complete your answer by asking the interviewer for resource recommendations if you are comfortable.

      Written by Rachelle Enns on March 11th, 2021

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  • Diligence

    11. What do you believe to be the most prominent human resource trend of the year? Have you yet embraced it?

      How to Answer

      The HR industry and the function of a Human Resources Manager are constantly evolving. This change includes trends in technology, how workplace communication is approached, and how we manage social issues. The interviewer wants evidence that you remain on top of prevailing trends and topics in the industry, ensuring that your knowledge and approach are always relevant and modern. Tell the interviewer what you believe to be the hottest topic or trend in human resources this year and how it impacts HR.

      Written by Rachelle Enns on March 11th, 2021

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  • Diligence

    12. Do you keep up with changes in HR law and legislation? If so what resources do you rely on for your information?

      How to Answer

      Labor and employment laws continually change, and it can take a lot of effort to remain up-to-date on these changes. The interviewer wants evidence that you have an interest in remaining in-the-know on changes in your industry. Perhaps you have set up Google alerts, or you subscribe to HR newsletters. Perhaps your company has a Human Resources lawyer who keeps you informed of changes in your region. Show the interviewer that you put effort into remaining in-the-know and that you rely on reputable sources for your information.

      Written by Rachelle Enns on March 11th, 2021

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  • Diligence

    13. How do you find qualified candidates? Discuss a time when your approach helped you to hire a great employee.

      How to Answer

      The interviewer wants you to discuss the various recruitment and interview methods you use in your hiring practices. Walk the interviewer through your vetting, including the tools that you use to make successful candidate matches. The hiring authority must be able to picture you succeeding and fitting in well as the new HR Manager, working well with existing processes and meeting company expectations.

      Written by Rachelle Enns on March 11th, 2021

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  • Direct

    14. What does the term attrition mean, and what are the biggest causes of employee attrition rates?

      How to Answer

      This interview question is direct, and it's targeting your overall human resources knowledge. In your HR career, you may hear the term 'employee attrition rates' as an important metric. This means is that a company is losing staff due to natural reduction, including resignation, retirement, or relocation.

      Attrition is the speed or rate at which something declines. Keep in mind; this term refers to natural reduction. Employee attrition rates would not include mass layoffs, for example. Show the interviewer that you understand what attrition means and the primary causes of employee attrition.

      Written by Rachelle Enns on March 11th, 2021

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  • Diversity

    15. From an HR perspective, what common mistakes do you often see in corporate Diversity & Inclusion plans?

      How to Answer

      Many organizations will have a well-organized Diversity & Inclusion plan (often referred to as D&I). However, having a plan is not an all-encompassing answer to addressing and fixing diversity and inclusion issues in the workplace. If you have not recognized any issues with the D&I plans of your previous companies or if you are newer to your HR career, here are a few common missteps that you may find:

      - Treating D&I solely as a Human Resources issue versus a company-wide responsibility
      - Creating a firm plan but falling short with training or putting the plan into action
      - Having a one-sided approach expected to fit everyone
      - Focusing on diversity (the 'what) but not inclusion (the 'how')
      - Limiting the demographics included in the D&I program
      - Leaving it up to employees to drive the D&I plan
      - Rarely revising the D&I plan for tweaks and improvements

      Talk to the interviewer about some common mistakes you have seen in a company's D&I plan. Be sure to include positive thoughts regarding potential solutions.

      Written by Rachelle Enns on March 11th, 2021

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  • Diversity

    16. Do you possess the knowledge and awareness required to communicate in a multicultural workplace?

      How to Answer

      The interviewer wants to know more about your experience leading human resources efforts in a multicultural workplace. If you have contributed to developing a workplace culture embracing intercultural engagement, this is your time to shine! Express that you have a full understanding of cultural diversity in the workplace and are sensitive to the belief systems, values, and identity of those different from you.

      Written by Rachelle Enns on March 11th, 2021

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  • Diversity

    17. If you could create a D&I plan for your current employer, what would you prioritize?

      How to Answer

      The interviewer is exploring your knowledge of diversity and inclusion options in a business environment. Consider which aspects you would prioritize if you were given the green light to create a diversity and inclusion plan. If you are not familiar with D&I (Diversity & Inclusion) plans and what they often include, then take the time to research top organizations and browse their D&I plans. These plans are typically published on the company website, often found in the 'careers' or 'about' sections.

      Written by Rachelle Enns on March 11th, 2021

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  • Diversity

    18. How can a company best embrace diversity in their hiring plan?

      How to Answer

      The interviewer wants you to discuss ways that you believe a company can strengthen its focus on workplace diversity. As a Human Resources Manager, you know that companies that embrace diversity will see many trickle-down benefits. For example, companies that embrace diversity and inclusion gain new perspectives, better problem-solving methods and often see an increase in employee creativity. Additional benefits include a boost in employee engagement, which resulted in less turnover. When it comes to profits, a company can see an increase in sales because its reputation improves, and its employees feel more attached to the company mission.

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  • Diversity

    19. Have you ever led a workplace investigation related to discrimination, bullying, or sexual harassment?

      How to Answer

      Social issues can happen in the workplace, no matter how positive the company culture. We are dealing with human beings, after all! The interviewer wants to know if you have exposure to the stress and discomfort associated with workplace investigations. Whether you have this experience or not, you can display to the interviewer that you are well-trained in professionally handling employee grievances and official complaints. Show that you take these situations seriously. If you have HR training related to discrimination, bullying, or harassment, be sure to mention the details of this formal training.

      Written by Rachelle Enns on March 11th, 2021

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  • Experience

    20. Do you have experience choosing, introducing, and explaining employer health benefits?

      How to Answer

      The interviewer wants to know more about your experience with choosing employee health benefits packages and explaining the details of these benefits to employees. The ins and outs of employer health benefits can become very complicated, especially to the layperson who does not have a human resources background. It is common for small print and other fine details to be misunderstood by employees. This confusion can worsen when changes are made to existing benefits packages, further confusing your employees.

      Written by Rachelle Enns on March 11th, 2021

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  • Experience

    21. Have you ever led performance reviews or employee coaching sessions?

      How to Answer

      The interviewer wants further knowledge of your leadership experience in a human resources function. Speak about your experience with coaching and motivating those on your team. If you have recently read a book on performance coaching, you could discuss it and how it has helped you.

      If you are new to your human resources career, you may not have a lot of exposure to employee coaching and performance meetings. Regardless of your experience level, it's important to show the interviewer that you are putting in the effort to learn how to structure performance reviews and employee coaching sessions.

      Written by Rachelle Enns on March 11th, 2021

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  • Experience

    22. Which workplace culture development strategies have you explored?

      How to Answer

      Companies often struggle with developing a workplace culture that is positive, energetic, and one that attracts their industry's top talent. The interviewer wants to know that you can help the organization succeed in this topic. Discuss with the interviewer the strategies you have explored, from an HR perspective, to improve an organization's workplace culture. Strategies might include:

      - Flexibility on time off or remote work settings
      - Days dedicated to professional or personal growth and development
      - Offering company perks that align with the brand
      - Collective volunteer or community opportunities
      - Employee empowerment strategies

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  • Experience

    23. Do you have experience using HR data analytics for the purpose of compensation benchmarking?

      How to Answer

      If you are an experienced HR professional, you know that compensation benchmarking (also called salary benchmarking) is the process of a company matching their compensation offering to similar roles from competing companies. For example, you might collect data on how much a competitor pays their sales managers with five years' experience. Then, you ensure your company is competitive in its compensation structure.

      The practice of benchmarking ensures that you are never out of touch with your company's compensation offering and that your company can attract top talent. Also, when you accurately benchmark, you can better plan for annual employee increases. Talk to the interviewer about your benchmarking experience and the tools that you use in this process.

      Written by Rachelle Enns on March 11th, 2021

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  • Experience

    24. What type of long-term incentive programs have you leveraged to drive employee performance?

      How to Answer

      As a Human Resources Manager, you might be responsible for leading and refining employee incentive programs to increase employee engagement and boost employee performance. Some examples of long-term incentive programs include stock options, cash bonuses, or performance shares. Show the interviewer that you have knowledge and experience with long-term incentive programs that encourage high-performance and consistent employee results.

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  • Experience

    25. Do you have experience in mass-layoffs or terminations? What is your view on job eliminations?

      How to Answer

      Most Human Resources Managers can agree that terminating employees is one of the least desirable aspects of an HR function. Laying off or terminating employees in mass amounts is even worse. However, this is a reality that you may need to face in your HR career, especially if you work in a larger company that goes through a merger or acquisition or is impacted by an unforeseen circumstance.

      Discuss a time when you have had to take part in or even lead job eliminations. Walk the interviewer through the steps that you took and how you handled the situation with poise and professionalism. If you do not have experience with job eliminations, discuss the approach you believe you would take in such a situation. If you have a rapport with the interviewer, you may want to ask if a mass-layoff is something this company has ever experienced or is currently facing.

      Written by Rachelle Enns on March 11th, 2021

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  • Job Satisfaction

    26. In your experience, what is the biggest challenge working in the human resources field?

      How to Answer

      Keep your answer thoughtful and avoid sounding cynical about the challenges or difficulties you face in your work as an HR professional. Try to approach this question realistically while still showing a positive mindset. For instance, perhaps the most challenging aspect of your HR management job is the termination meetings you are responsible for leading. Yet, you do your best to ensure the terminated employee leaves the meeting feeling supported and respected. Discuss the challenge, and then focus the bulk of your answer on the solution you have found. This approach will show the interviewer that you view this challenge as a learning experience and not one that leaves you feeling defeated.

      Written by Rachelle Enns on March 11th, 2021

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  • Job Satisfaction

    27. Why did you choose to become a human resources professional?

      How to Answer

      It's time to communicate why you chose a career in human resources. The interviewer wants you to bring to light how (and why) you started in this career path. Discuss what you love about your work! Display a passion and excitement for your job to help the interviewer become more excited about your candidacy. Talk openly about why you love your career, and be specific. Avoid cliche statements such as 'I love helping people.' You want your answer to be unique and genuine.

      Written by Rachelle Enns on March 11th, 2021

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  • Job Satisfaction

    28. Why do you want to be our Human Resources Manager?

      How to Answer

      As an HR professional, you already know that hiring companies often receive hundreds of applications per job. If you are lucky enough to land an interview, you must show significant effort and research the opportunity. While your passion and excitement for the job are essential, it's always good to have some hard facts about why you want the opportunity.

      Prepare for this question by:

      - Researching the company
      - Highlighting a unique talking point
      - Showing enthusiasm for the company's growth or recent efforts
      - Discussing the company's efforts and success and how they tie into your career goals
      - Mentioning specific details of how you will contribute once hired

      Take some time to think about your work-related passions and desires. Consider the ways that this job aligns with your career goals.

      Here are some questions to ask yourself:

      - How will I contribute to this company?
      - What results have I created in the past? Could I repeat them here?
      - How has my education prepared me to succeed here?
      - How do my professional values match those of this company?
      - How will my personality complement the company culture?

      Once you think you have crafted the right response to 'Why do you want to work here?' take one last honest look. If you can apply your answer to any other company, it's time to dig deeper and get more specific.

      Written by Rachelle Enns on March 11th, 2021

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  • Leadership

    29. Do you have experience preparing or leading new hire orientation?

      How to Answer

      The purpose of new hire orientation is for an organization to welcome a new employee into its company and help new team members to feel comfortable and adjust to their role as quickly as possible. The better your onboarding and orientation process, the more likely the employee will stay for the longer term.

      As an HR Manager, your new hire orientation efforts could include safety training, department walk-throughs, job shadowing opportunities, employee benefits reviews, warm introductions to their new co-workers, an overview of the company history, and any other information required for their success. Talk to the interviewer about your experience putting together new hire orientation programs or leading them.

      Written by Rachelle Enns on March 11th, 2021

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  • Leadership

    30. As an HR Manager, how do you measure the success of your department?

      How to Answer

      When you are leading a team, it is vital to be aware of the level of success that each team member is experiencing. One under-performing team player can drag down the entire department. Talk to the interviewer about how you can stay aware of each team members' success. As a Human Resources Manager, you may have some unique methods that have worked well for you in the past. Be sure to share your approach in a way that the interviewer, and hiring company as a whole, will connect with.

      Written by Rachelle Enns on March 11th, 2021

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  • Leadership

    31. How do you help employees reach their professional development goals?

      How to Answer

      The interviewer wants to know that you are an HR Manager who can set clear goals and expectations for their team while also encouraging each persons' individual professional goals. When you answer, offer specific examples of the actions you take to draw out your team members' professional goals. Next, discuss what you do to encourage these goals and help your team members to achieve them.

      Written by Rachelle Enns on March 11th, 2021

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  • Leadership

    32. As an HR Manager, how do you motivate and encourage your Human Resources team?

      How to Answer

      You likely already know that motivated and encouraged employees are most productive. Talk to the interviewer about ensuring that your HR team feels motivated and being as productive as possible. Give as many details as you can regarding your leadership approach. Help the interviewer picture your approach in action, ensuring that your methods fit well with the hiring company's culture and leadership philosophy.

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  • Performance

    33. What HR-related strategies have you introduced to address workplace-related diversity issues?

      How to Answer

      The interviewer would like to know if you have ever deployed strategies to address workplace diversity issues. As a Human Resources Manager, you may have experience improving company diversity efforts. Significant diversity issues that a company can face may include a lack of acceptance or respect between employees, gender equality, little accommodation for varying beliefs, lack of accommodation for physical disabilities, and generational gaps. There are many strategies available today to address diversity issues like these. Some ways to address diversity issues include improving how discrimination or harassment complaints are handled or using hiring and screening technology to reduce unconscious bias.

      Written by Rachelle Enns on March 11th, 2021

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  • Performance

    34. How do you help your company to make sound hiring decisions?

      How to Answer

      As a Human Resources Manager, there are many ways you can influence a company's hiring process and help them through challenging talent acquisition projects. Skilled HR Managers act as a partner to their company and its stakeholders. Show that you are a reliable observer, an educated hiring partner, and someone with sound judgment. Discuss how you help your company make the best hiring decisions. Then, connect this experience to the way it will benefit the hiring company.

      Written by Rachelle Enns on March 11th, 2021

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  • Performance Based

    35. Tell me your most proven strategy for motivating under-performing employees.

      How to Answer

      The interviewer wants evidence that you can develop underperforming employees who have potential but are performing below expectations. This employees' underperformance could result from a personal issue or a demotivating factor within the workplace environment. Some methods for helping an under-performing employee come around include:

      - Scheduling a one-on-one meeting, with evidence of low performance prepared
      - Working together on a step-by-step performance plan
      - Offering further on-the-job training or job shadowing opportunities
      - Providing outside resources such as counseling services or mentorship opportunities

      No matter how incredible the workplace culture and overall opportunity, every organization will have the odd employee who isn't performing up to standards. Those individuals likely face termination if you aren't able to effectively coach them or their direct manager on new work methods that result in satisfactory participation. Discuss how you would tackle such a problem. If you have experienced this situation in real life, be sure to include a story-based example to draw the interviewer in.

      Written by Rachelle Enns on March 11th, 2021

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  • Problem Solving

    36. What are the most significant people issues you have encountered in your HR career?

      How to Answer

      The way you respond to this question will show the interviewer the complexity of problems you face in your current HR-related position. The way you answer will also reveal your level of expertise in human resources and problem-solving. Be prepared to provide the interviewer with a story-based example highlighting a people-related HR issue you faced and solved. If you're feeling creative, this question can be approached using the STAR storytelling framework, an answer method based on providing the interviewer with the Situation, Task, Action, Result.

      Written by Rachelle Enns on March 11th, 2021

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  • Problem Solving

    37. As our HR Manager, how would you approach an equity problem in the workplace?

      How to Answer

      The interviewer wants to know how you plan to approach equity problems and what you would do if you witnessed a lack of equity in the workplace once hired as their new HR Manager. Equity refers to equal access and equal opportunities for everyone regardless of gender, sexual orientation, race, language, physical abilities, and many other characteristics. Show that you are conscious of equity and that you realize the difference between equity and equality. If you have faced a similar situation in your career, be sure to include a story-based example to show the interviewer that you can approach this type of situation with professionalism and care.

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  • Scenario Based

    38. Discuss a time when you explored organizational gaps and created new opportunities for employees.

      How to Answer

      Part of your responsibility as an HR Manager may include creating opportunities for existing employees to grow rather than filling organization gaps with new hires. These organizational gaps can include skills gaps, profit gaps, or performance gaps. A workforce increase is often unnecessary when you can tap into the talents of your existing human resources. This effort often takes some creative thinking, but it's more than do-able! Tell the interviewer about a time when you met your company's needs by utilizing your existing employee talent pool.

      Written by Rachelle Enns on March 11th, 2021

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  • Scenario Based

    39. Talk about a time when you dealt with a difficult person in the workplace. How did you handle the situation? Were you able to correct their behavior?

      How to Answer

      The interviewer wants assurance that you have the knowledge, abilities, and influence required to course-correct unwelcome behavior from employees in the workplace. As an HR Manager, you should know how to overcome challenging situations with difficult people. Talk about a time when you dealt with a problematic person swiftly and professionally. Be sure to touch on the positive outcome. You can provide a story-based example by using the STAR answer method. STAR is an acronym for Situation, Task, Action, Result. This framework will help you to organize a story-based answer that is engaging and easy to follow.

      Written by Rachelle Enns on March 11th, 2021

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  • Scenario Based

    40. Tell me about a hiring mistake you made. Were there any details in the hiring process you missed and realized later? How did you adjust from what you learned?

      How to Answer

      Accepting feedback and learning from mistakes contributes positively to your professional development as a Human Resources Manager while adding benefit to your employer. The hiring authority is interested in your ability to identify areas for improvement and learn from your mistakes in a positive, constructive way. Talk about a time you made an error in judgment when extending a job offer to someone. Briefly discuss the situation, how you course-corrected, and what you learned in the process.

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