Why Do You Feel 360
Be familiar with the key components of common assessments if you never heard about 360-degree assessment.
Tip #1: State why employee assessment is important
Tip #2: Be concise and confident
360-degree is a great development tool. It provides a broad perspective from all directions about employees. A 360-degree tool allows an employee to be assessed individually from certain particulars that could be set to fit his or her position in the company. It is also feasible and easily conducted compared to any other lengthy assessments that may take a long time and budget.
Top 20 Human Resources Generalist Interview Questions with Sample Answers:
Other Questions You May Get In Your Hr Generalist Job Interview
- What factors do you consider before drafting any new HR policy?
- How would you motivate an employee to work harder?
- An employee asks you for a raise, but you do not think they deserve one. What would you do?
- Here are two resumes of applicants for managerial position. Please, have a look at them and tell us which one would you prioritize, and why.
- How would you recruit the best talent?
- Have a look at this working contract. What would you improve on it, trying to make it better from the perspective of the employer?
- Do you have any experience with payroll?
- An employee submits a sexual harassment complaint. What steps would you take to look into it?
- Describe a situation when you had a conflict with one of your colleagues.
- How do you handle criticism?
- Describe a situation when you struggled to communicate something to your colleague. How did you manage to get your message over?
- Why should we hire you, and not one of the other applicants?
How Do You Imagine A Typical Day In Work
Staffing, employment processing, welfare benefits, records management, succession planing, employee retention, EEO compliance. Even if the companies wanted, they could hardly advertise the job of an HR Generalist in a worse way. In a less realistic one. In reality you will simply work with people, and in most cases you will respond for only two or three things from the job description.
You will either help with hiring new staff, conducting interviews, or training new people. Or you may be responsible for keeping records, and leading exit interviews. Several people will work in the HR team , and each of you will take care of some HR duties.
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How Do You Keep Accurate Records
The aim of this question is to assess the candidate’s awareness of the importance of accurate record keeping. What to look for in an answer:
- Ability to create and maintain accurate records
- Strong organizational skills
- Experience with record keeping
“I keep accurate records by using HR software, such as BambooHR, as it allows me to write detailed notes and track employees’ performance. I double-check all the information I input to ensure I’m not assigning it to the wrong employee. Using this software also helps me keep employee information private.”
What Do You Look For When Hiring Potential Employees
The aim of this question is to assess the candidate’s experience and ability to hire successful employees for your company. What to look for in an answer:
- Experience with interviewing employees
- Strong communication and interpersonal skills
- Good judge of character and skills
“I thoroughly look through every applicants’ resume to ensure they have the qualifications we’re looking for. If they do, I will call them for an interview and discuss their experience and skills. I ask a variety of technical, behavioural, and situational questions to get to know the candidate. I look for confidence in candidates as it shows that they have experience and are knowledgeable about the position.”
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How Do You Manage Harassment Claims
The aim of this question is to assess the candidate’s ability to follow company policies and contribute to a safe, welcoming work environment. What to look for in an answer:
- Experience managing harassment claims
- Ability to enforce company policies
- Willingness to protect employees and the company
“When someone reports harassment, I set a meeting with them and thoroughly discuss the situation. I take detailed notes to look over later and explain the employee’s rights to them. I will then follow the company’s protocol for reporting the harassment to management to ensure the necessary disciplinary actions take place.”
How Do You Ensure Employees Are Happy With Their Work
The aim of this question is to assess the candidate’s interpersonal skills and ability to meet the needs of your employees. What to look for in an answer:
- Strong interpersonal skills
- Ability to keep employees satisfied at work
- Willingness to prioritize employee well-being
“To ensure employees are as happy as they can be with their work, I implement an open-door policy. This ensures that employees feel comfortable approaching me with any concerns. If they do have concerns, I try to address them immediately so employees know I have their best interests in mind. I also create policies that focus on safety and inclusivity for all employees.”
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What Are Your Weaknesses
The best weaknesses are disguised as strengths, such as I dislike not being challenged at work. Another good approach is to mention a weakness that is irrelevent for the job or one that can be overcome with training. Try to keep these to one weakness, explaining why you think it is a weakness and what you are doing to overcome the problem a well thought out strategy you have developed to deal with the issue will turn this potentially tricky question into a positive.
One common variation on this question is to ask about any problems or failures youve encountered in previous positions. In describing problems, pick ones youve solved and describe how you overcame it. Show yourself to be a good team player by crediting co-workers for all their contributions. To distance yourself from failure, pick one that occurred earlier in your career when you were still learning. Dont blame others simply explain how you analysed your mistake and learned from it.
Tips For The Interview Day
There is not much to be discussed in this section but still, precaution is always better so we will discuss a few points that are needed to be taken care of during an interview.
interactive with the HR manager
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What Methods Do You Use For Recruiting Employees
This question helps employers determine what you look for in new employees, to see if your priorities align with that of the company. They want to know how you collect and evaluate candidate materials, analyze their skills, and choose the right person for the job. Your answer should explain your tactics and the reasoning behind your selections. You can also inspire confidence by including anecdotes about past successes.
Example:”I have successfully hired over 40 employees, including recruitment, interviewing, and onboarding. I usually start with major job search sites, which I have used before. I prefer to do some preliminary searching before I advertise the position to eliminate irrelevant applications. I also post on industry-specific websites and job boards to reach more informed potential recruits.
Then, I use a keyword scanner to find resumes that align with the position’s top required skills. From there, I read the cover letters to find out more about each candidate, looking for specific skills and qualifications that align with the job’s needs. I select five top choices to present to management for consideration. Over half of the employees that I hired received promotions within the company.”
Question #: What Are Some Of The Hr Responsibilities You’ve Handled In Your Hr Career
How to answer: Answer this question by evaluating your work experience before the interview, identifying relevant occupational achievements and proof of skills, and summarizing them. For example, you can say you have managed employee benefits and absence administration, performed recruiting, managed employee relations, and communicated with HR business partners during your HR career.
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How Do You Handle Conflict Between Two Employees
The aim of this question is to assess the candidate’s problem-solving and conflict resolution skills. What to look for in an answer:
- Ability to resolve conflict professionally
- Strong problem-solving skills
- Experience with mediation
“As an HR Generalist, I stay as neutral as possible when handling conflict between two employees. I do so by taking each employee aside and listening to their side of the story. I will then bring them together to discuss their conflict while I act as a mediator to ensure the conversation is productive. Discussing the problem with a neutral third party often helps employees come to a solution. If they can’t, I will offer one.”
Have You Ever Interviewed Anyone For A Job What Questions Did You Use In The Interview
This is a behavioral questionthey ask about a situation from the past. If you apply for your first job, however, you should not simply say that you do not have an experience with the situation. Say instead what you would do in an interview. I suggest you to pick a position , and talk how youd lead the interview for that particular job.
You do not need to come up with a perfect answer at this point . They understand this is an entry level job, and simply try to find out whether you have an idea, whether youre capable of leading an interview. Show some courage and present three or four questions you will use
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What Do You Do To Improve Company Culture
The aim of this question is to assess the candidate’s understanding of the role and their ability to contribute to positive company culture. What to look for in an answer:
- Established ways to improve company culture
- Strong interpersonal skills
- Understanding of company culture and its importance
“To improve company culture, I strive to create a welcoming work environment. This includes listening to employees and encouraging them to share their thoughts or concerns. This shows staff that we value their opinion. I also implement an open-door policy to encourage employees to communicate their needs with me. Every few months, I will conduct a culture audit and adjust my strategies as necessary.”
Tips On Nailing The Interview Like A Professional:
In order to nail the interview like a professional, you need to keep a few things in mind. First of all, when your name is called out for the interview, make sure you are calm and composed. Dont get over excited or hyperventilated. Second, make it a point to carefully listen to all the questions that are asked before you answer them. Keep your ears wide open.
Finally, If you feel like you cannot answer a particular question, dont worry! Just ask them again in order to get a clarification.
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Why Are You Leaving Your Current Job / Why Did You Leave Your Previous Job
The best candidates will cite good reasons for moving on from their previous role. Being negative or badmouthing their employer is a red flag. Of course, theres a balance honest candidates will often give an honest answer, and sometimes, their previous employer really is at fault for the end of their employment relationship. Attitude is what matters in these HR interview questions. For example, itd be reasonable if a candidate mentioned they left their previous job because their employer wasnt paying their workers the fair market rate. But, itd be a red flag if they launched a tirade on what a fraud their previous employer was.
I really liked my previous job and team. I started as a junior and worked my way up to a team lead in marketing. However, I think that my time in this company has come full circle Im actually the one who coaches others while I dont learn anything myself anymore. Learning is important to me, so I want a new job that will challenge me and help me develop further.
Tell Me About Your Experience In
While similar to the previous question, this question proactively asks about the most important aspects of the role. For example, if a company is hiring for a copywriter, theyll certainly ask about the candidates experience in different types of writing or editing.
During my time as a marketing specialist in Acme Inc., I got to write a lot of marketing copy. I was solely responsible for writing emails we sent to prospects and customers, including newsletters. I also wrote short copy for social media and, occasionally, articles for our blog.
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What Is The Biggest Challenge That You Foresee In This Job
Interviewers are interested to see what candidates have anticipated for the position.
Tip #1: Name one challenge you think would happen
Tip #2: State how to handle it
One of the biggest challenges of a human resources is complying with laws and regulations. There are labour laws that must be abode whether at local, state, or even federal levels. These regulations are applied to all aspects of the workplace. Aside from knowing themselves, they should also be able to convey the information on laws to employees to prevent any misunderstanding and dissatisfaction from their behalf.
List Of Hr Generalist Interview Questions
When youre interviewing for positions in your human resources department like HR Generalist, its particularly important to be able to assess all.
Based on the qualifications youre looking for, your HR Generalist interview questions should be open-ended but also structured so that candidates may provide specific information that will distinguish them from the other candidates youre interviewing for the position. Asking the right questions during the interview is crucial to selecting the right candidates to hire.
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In Your Past Position What Attributes Did You Look For In A Potential Employee While Interviewing
Provide what attributes you seek for in employees.
Tip #1: Name several traits important for employees
Tip #2: Try to be specific in the example of job
I will first learn about the particular position offered and identify what skills or qualities needed to be effective in the work field. Next, I will meticulously conduct screening to evaluate the candidates in terms of their education, qualities, as well as experience in the related field. However, I will often remind myself to provide equal chances for fresh graduates with zero working experience.
Tips Before Interview Preparation
All you need is the plan, the road map, and the courage to press on to your destination.
An efficient plan always comes out to be helpful to reach a destination. Below are some of the tips that you should keep in mind if you are preparing for an HR interview:
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How Do You Ensure You Make No Mistakes In Your Work
Frankly speaking, it is impossible to eliminate all mistakes in HR. Doesnt matter how hard we try and how many rounds of interviews we conduct, we can eventually make a wrong hire, because some things become obvious only once an employee starts in the company.
However, you wont decide about new hires, and your role will be mostly administrative. You can say that first and foremost you try to stay in the present moment, and focus on the task at hand only. When you make a phone call you do not think about something else. Filling some form with a new employee, you give them your utmost attention. Basically you try to limit all distractions.
You can also say that you double check all important documents, and whenever you arent sure what to do, you ask your manager. You know that this is an entry level job and there is no shame in asking
Sample From The Ebook
Question: How would you motivate an employee to work harder?
Hint: Individual approach is the key in this case. Tell them that you would analyze each problem of motivation, trying to understand what motivates the particular employee, and would act accordingly.
I do not suggest you to speak about offering a raise as a way of motivating someone. This is an obvious solution, plus it never works in long run.
What is more, you most likely wont have an authorization to raise someones salary as an HR Generalist. Try to go for more creative ways, and holistic approach. See sample answers for your inspiration.
I think that we should try to build a positive and motivating atmosphere in the workplace. People should feel as a part of a team, they should feel responsible for one another, and they should also feel that we care, and try out best for them in HR, and in management. We should also have a clear system of benefits in place, so people know that once they work harder, they will be rewarded. This is the key in my opinion. When a problem of motivation arises in such a climate, Id approach it individually, will have a one-on-one meeting with the employee, and see what we can do for them.
Question: How important do you consider collecting data and creating reports on staff performance?
End of the sample
These are just two questions. You will find 25 in the eBook, including personal, behavioral, and technical questions. But thats not all.
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