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Human Resources Interview

30 Questions and Answers Written by Rachelle Enns

Updated on October 6th, 2019 | Rachelle is a job search expert, career coach, and headhunter
who helps everyone from students to fortune executives find success in their career.
Question 1 of 30
Describe the most significant written document, report or presentation which you had to complete.
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How to Answer
The interviewer would like to see that you are capable of writing critical internal documents and creating presentations for a variety of uses. Researching and presenting data could be a large part of your role as a human resources professional. In this role, you could also be leading onboarding programs and orientations. Talk about the various reports or deliverables you are responsible for providing in your current position, and also discuss any public speaking or presentation experience.

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Question 2 of 30
Why did you choose to become a human resources professional?
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How to Answer
Communicate why you chose a career in HR and bring to light what you love about your work. Being able to display a passion and excitement for your job will help the interviewer to become more excited about your application. Discuss why you love your career, and be specific. Try to avoid cliche statements such as 'I love helping people.' You want your answer to be unique and to stand out.

Question 3 of 30
How do you treat candidates not selected for the job? Walk me through your process.
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How to Answer
During talent acquisition campaigns, human resource professionals speak to a lot of candidates in a day and often interview handfuls of people for one role. Show the interviewer that you treat your applicants with respect and that you are unafraid to be forthright with them when they don't get the job. The hiring authority wants to see that you have a professional level of compassion for those not hired.

Question 4 of 30
What does the term attrition mean, and what are the biggest causes of employee attrition rates?
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How to Answer
Attrition is the speed or rate at which something declines. In human resources, you may hear the term 'employee attrition rates' as an important KPI. What this means is that a company is losing staff due to natural reduction, including resignation, retirement, or relocation.

Keep in mind; this term refers to natural reduction. Employee attrition rates would not include mass layoffs, for instance. Discuss with the interviewer that you understand what attrition means, and what the primary causes of employee attrition are. The hiring authority is looking for your ability to recognize and understand their pain points.

Question 5 of 30
Do you have experience preparing or leading new hire orientation?
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How to Answer
New hire orientation is how an organization welcomes a new employee into their company. The purpose of this orientation is for your new hire to feel comfortable, and to adjust quickly. The better your onboarding process, the less likely the employee will quit. New hire orientation could include safety training, walk-throughs of various departments, job shadowing opportunities, employee benefits reviews, introductions to multiple stakeholders and co-workers, and overview of the company culture and 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.

Questions 6 through 30
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Writers for Human Resources Answers and Questions

Ryan Brown
Ryan Brown, is the creator of MockQuestions. He has over ten years experience creating interview questions. His website has helped over 10 million job seekers in their interview preparation.
Rachelle Enns
Rachelle Enns is a job search expert, executive headhunter, career catalyst, and interview coach. Utilized by top talent from Fortune companies like Microsoft, General Electric, and Nestle, she helps professionals position themselves in today's competitive digital marketplace. Rachelle founded Renovate My Resume and Executive Resume Solutions, two companies focused on helping job seekers get their edge back. She helps everyone from new graduates looking for their first placement, to CEO's who want more out of their career. Rachelle coaches students to executives on how to master the toughest interview questions and how to handle the most bizarre interview situations; all with confidence and poise. Rachelle trains other career coaches, recruiters, and resume writers, globally. A big part of her job is also spent coaching HR professionals on how to bring the human touch back into their interview and hiring process.
First written on: 08/11/2014
Last modified on: 10/06/2019

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