Working in Human Resources requires experience in a related field, as well as strong communication and leadership skills. Finding qualified HR professionals can be difficult if you don’t have the right interview questions.
Sending skills tests to the candidates on your list is a great way to improve your hiring process. Human Resources Fundamentals test can help you find top talent with relevant knowledge about hiring, compensation structure, and more. You can then invite high-quality candidates for interviews. Choosing the right questions before conducting interviews is essential. </p>
Table of Contents
Table of Contents
- When should you use HR generalist interview questions and answers in your hiring process?
- Find top talent using our skills tests and interview questions and answers for HR generalists.
- 20 HR Generalist Interview Questions and Answers Related to Personality, Skills, and Experience
Check out these interview questions and answers covering performance management, employee engagement, incorporation, and general compliance with labor laws surrounding Human Resources. You can choose the questions that best suit your open position and your interview techniques.
1. How would you make a new employee feel welcome in our company?
Human Resources generalists are responsible for onboarding and welcoming new employees. They should have a deep understanding of your company’s values and expectations and feel confident communicating them to the new hire.
There are many ways to introduce a new employee to team members, but helping them settle in and get started is key.
Some common ways to welcome employees include:
- Organize a social event outside of work
- Connect with them through text messages and video calls
- Show them the office
- Finding a digital platform to support onboarding
- Create opportunities for collaboration
- Familiarize yourself with the new employee’s needs and values
- Offer online training for the virtual onboarding
2. Tell me about the steps to organize your week.
Human Resources departments can be very busy and overwhelming at times. Those working in this demanding position need excellent time management to stay on top of their tasks. They must support senior management and remain calm in stressful situations, such as when dealing with workplace conflicts or difficult clients.
Professional HR generalists can use digital tools to write weekly to-do lists. For example, writing a list in Microsoft Excel can encourage them to check off each task. Prioritizing tasks by scheduling tight deadlines ensures they don’t miss anything important.
Consider sending candidates a Time Management Test to see how they prioritize demanding projects and plan their weeks to avoid missing deadlines.
3. What do you consider confidential information and how do you protect it?
Human Resources generalists will be privy to sensitive information about employees and your organization, so they must understand its importance and how to protect it.
Many details in employees’ personal files, such as birth dates, religion, Social Security numbers, home addresses, and marital status, require confidentiality. Violation of any of this information can lead to disciplinary action and possible legal action.
Not many companies store sensitive data on paper, but if they do, HR generalists will keep the documents locked in a cabinet or safe. They may also use high-security, password-protected databases that store digital information. A data privacy and security orientation process will also ensure that HR generalists are careful with sensitive documents.
To hire capable and trustworthy HR professionals, send candidates a GDPR and Privacy test This will help you determine if they are familiar with the General Data Protection Regulation (GDPR) policies in Human Resources.
4. How do you monitor state-specific labor laws and national HR regulations?
Human Resources departments have many legal obligations and laws to comply with. Therefore, candidates must understand what they are and how to stay abreast of regulatory changes. Your company may have an employee handbook containing relevant information, but HR generalists should also do their research.
The following resources cover Human Resources legislation:
- U.S. Office of Personnel Management (OPM): This is the primary agency for providing HR policies and professional news. It also offers essential information for understanding the diversity and inclusion in the workplace.
- U.S. Department of Health and Human Services (HHS): Human resources generalists should understand workplace health and safety laws before starting their jobs. This resource covers everything from fall protection to dangerous machinery.
- SHRM Human Resources Magazine: Candidates can read this publication monthly for press releases, trending news, and updates on policy development and implementation.
- Society for Human Resource Management (SHRM): Members of this professional association regularly publish newsletters, updates, and e-books with HR advice.
- Internal Revenue Service (IRS): This resource covers HR aspects such as payroll administration, revenue, compensation structure, and tax reporting.
If candidates mention any of these resources, they likely have a solid understanding of HR requirements. Constant research and a willingness to learn demonstrate strong initiative in those who want to succeed.
5.How would you implement a new Human Resources policy?
Part of a Human Resources generalist’s job description involves implementing new policies. These workplace procedures are vital to keeping employees and management in check. An ideal candidate will know how to develop policies and align them with your company’s existing regulations.
Common steps for policy implementation include:
- Identify the reason for a policy and how it will benefit the company
- Provide written guidelines and compile them in an employee handbook
- Communicate policies to managers and supervisors
- Organize a meeting with employees to discuss the policy and answer their questions
- Review policies periodically to ensure they comply with federal and state laws
6. What steps would you take to fire an employee?
Terminating an employee’s contract isn’t the easiest task. Dismissing someone properly can make it more likely that the organization and the employee will remain on good terms, even after an unexpected dismissal.
HR generalists typically follow these steps when terminating a team member:
- Report the issue in a document: A HR generalist should record the issue to avoid wrongful termination or discrimination claims. This document serves as evidence when terminating an employee.
- Create a performance improvement plan: Employees who haven’t committed serious misconduct in your company should be given a second chance, whether to improve their behavior or communication. Performance improvement plans give employees one last chance to demonstrate their diligence on the job.
- Terminate the contract: If employees aren’t improving, it’s time to terminate their contract. HR generalists should also confirm this termination with senior management.
- Conduct an exit interview: Arrange a meeting, also called exit interview, with the employee, ensures that both parties communicate appropriately. The HR generalist should get straight to the point when discussing salary, benefits, and the reason for termination.
7. Tell me how you would improve our employer brand.
The employer branding It is the overall message and mission of a company. Customers, potential customers, and stakeholders can determine whether they want to invest in an organization by looking at its brand strategy.
HR generalists will contribute to your employer brand, which means candidates should understand how to share positive messages through social media, employee wellness programs, and recruiting.
For example, you could create an employee referral program to encourage team members to spread positive feedback about your work culture and hiring rate.
8. How do you ensure that employees are happy and satisfied with their jobs?
Research has shown that the happiest people are12% more productive.
HR generalists should be role models for team members, reinforcing a positive work environment through events, meetings, and one-on-one conversations. Employee assistance programs that offer short-term counseling and confidential assessments can help employees express their thoughts and feelings.
9. Describe the different types of performance evaluations.
A performance appraisal is a formal assessment of an employee’s work, as well as their strengths, weaknesses, and abilities. This review determines whether the employee is improving or experiencing low levels of productivity.
HR generalists typically conduct performance reviews by scheduling meetings with each employee and asking questions about their performance. personal development goals, improvements and concerns.
Common types of performance evaluations include:
- Self-assessment: This type of assessment requires employees to complete a questionnaire to reflect on their strengths and weaknesses. The HR generalist will then conduct an in-depth job analysis to determine potential improvements.
- Graphic Rating Scale: When conducting this simple, traditional evaluation, HR generalists create a table that includes factors such as productivity, teamwork, behavior, and punctuality. These factors are accompanied by a scale from zero to five, with five being excellent.
- Team Assessment: Evaluating individual employees is essential, but assessing the entire team can boost collaboration. This review encourages all team members to attend a meeting and discuss their personal strengths.
- 360-Degree Assessment: The 360-degree performance assessment is popular among potential leaders. Everyone, including managers, stakeholders, and customers, can participate in the assessment.
10. How are conflicts managed in the workplace?
Conflict resolution is the process of resolving conflicts professionally. A good understanding of workplace disputes and how to end them is crucial, as36% of employees They experience conflict regularly. Therefore, interviewees should explain their process for ending arguments between team members.
One way to do this is to invite both parties to a meeting to discuss their issues privately and identify points of agreement and disagreement.
To determine if candidates know how to manage conflict, send them a Problem Solving Test The best candidates will be able to use their analytical and problem-solving skills to solve problems without becoming stressed or overwhelmed.
11. What HR software or tools do you have the most experience with?
Online tools and software programs can help HR generalists perform specific tasks. Most programs allow these professionals to store confidential information or organize their weekly tasks. More experienced candidates should mention some useful tools that improve their workflow.
The following are some examples of such software programs and tools:
- Bamboo
- Microsoft Excel
- Paycom
- ADP
- Zenefits
- Rippling
- SAP SuccessFactors
- Workday, Inc.
12.How are accurate records kept?
Consistency and organization are vital to effective record keeping. Human resources generalists must know how to maintain accurate employee records to verify and evaluate critical information.
The candidate can discuss data storage in a Human Resources Information System (HRIS). This tool ensures that all files and documents have accurate names across all types of records. Most companies are required to maintain records such as employment contracts, payroll, and medical needs.
To ensure that candidates can accurately maintain employee information, send them a Attention to Detail test They will be asked to examine small details and identify inconsistencies in the textual information.
13. What methods do you follow in the recruitment process?
The recruitment process has well-defined steps that many HR generalists follow. An ideal candidate will understand how hiring works, especially if they plan to perform recruitment tasks for your company.
Everyone has their own way of navigating the hiring process, but candidates should follow a similar approach when hiring professionals.
Common steps in the recruitment process include:
- Plan the job description for each position
- Define a recruitment strategy, whether through job advertisements or recruitment agencies
- Search for active candidates on your chosen recruiting platforms
- Evaluate resumes or use skills testing or selection software
- Interview and select high-quality candidates
- Make a job offer to move on to the onboarding process
14. Have you ever interviewed someone for a job?
Human resources generalists may be required to interview candidates to select a suitable professional for the organization. This process involves reviewing resumes or sending skills assessments to each job applicant before conducting interviews.
Human Resources departments typically conduct the initial round of interviews before managers handle the next phase of recruiting. Candidates should understand the core responsibilities of an HR generalist, including initial screening and interviews.
15. How would you motivate employees?
It’s easy for employee motivation to decline throughout the year, especially during busy times. Low productivity levels are common, but poor mental health is another issue that affects employee morale. A HR generalist should know what causes low motivation and how to address it.
Here are some ways to motivate employees:
- Share positive feedback regularly
- Offer flexible or remote work every month
- Bring surprises, such as food or drinks, to the office
- Give employees room to improve
- Offer more rewards to employees, such as discounts
- Be respectful and understanding
Send candidates a Motivation test to better understand their inner passions and how they can use their motivators to inspire other employees.
16. Do you think it is important to collect data and report on staff performance?
Asking this question will help you learn more about the interviewee’s understanding of staff performance and evaluations. Since these reports are essential for improving a company’s operations and work environment, candidates should emphasize their importance to employees.
Collecting data through performance evaluations or progress reports can help HR allocate resources toward staff planning and organizational development.
17. What is your biggest challenge in Human Resources?
This question can help you better understand the candidate’s personality and their professional challenges in HR. Everyone has specific struggles, especially in new positions that involve demanding tasks. However, how candidates handle personal challenges should be your primary focus.
For example, a common challenge is change management. This is the process of implementing changes in external and internal operations.
Those who lack adaptive skills may be left behind during major company developments. An ideal candidate will express potential concerns and how they would overcome them, either by communicating with management or being open with employees.
To learn more about a candidate’s personality, send them the16 Factor Personality Test (16 PF)This personality assessment gives you insight into your passions, skills, career goals, dislikes, and fears.
18. What would you do if a staff member suddenly left our company?
Your company won’t always be able to anticipate sudden departures. Employees can leave suddenly without warning, which can cause problems for other team members and the HR department. Therefore, HR generalists must be prepared to handle similar situations professionally.
The first step is to contact the staff member and request a meeting. If they don’t want to attend a formal meeting, the last option is to talk over the phone. It’s crucial to discuss the reasons for their departure, final salary, and remaining benefits. HR can then draft a termination notice and send it to the individual in question.
19. What is your process for handling employee complaints?
HR generalists must handle employee complaints professionally. One way to do this is to practice active listening giving the other person space to discuss their issues. Asking questions also ensures that the employee and the HR generalist are on the same page.
Candidates should also explain the process for receiving and handling a complaint within Human Resources. This typically includes noting the issue in a formal document and investigating the complaint. Cases of workplace harassment or other serious issues should be addressed directly to senior management.
20. Our company wants to improve employee retention rates. What strategies would you use to achieve this goal?
Candidates must understand the importance of high employee retention rates. Employees who want to stay with a company are typically satisfied with their progress, future career goals, and work-life balance. Therefore, maintaining this positive engagement is necessary to improve your organization’s environment.
An ideal candidate will focus on employee recognition. For example, they can offer team members ongoing feedback and coaching sessions to ensure they feel appreciated. Conducting a performance review to highlight their strengths in an interview or over the phone can also help your company retain talent.
Here are some other ways to improve employee retention rates:
- Create mentoring programs to support employees
- Communicate company updates regularly
- Offer more benefits, such as discounts or free food
- Promote the development of skills
- Organize social events inside and outside of work
- Offer training and development programs
When should you use HR generalist interview questions and answers in your hiring process?
Using skills tests before asking HR generalist interview questions ensures you select the right candidates. Searching through a talent pool can be time-consuming and challenging, so it’s worth sending job seekers a skills assessment to determine if they have sufficient experience and skills.
Incorporating relevant skills assessments into your hiring process will also reduce unconscious bias and will close the talent gaps. Since87% of companies have skills gaps or expect to have them in the next few years, getting ahead of this problem is essential.
If you’re unsure about switching to competency-based screening, we’ll give you a quick rundown. All you need to do is send candidates HR-related skills tests. Once they’ve completed the tests, you can compare their results to decide which candidates to interview for the HR generalist position.
