How Inclusive Is Our Company
A 2021 Fortune/Deloitte CEO survey found, “94% of CEOs agreed that DEI was a personal strategic priority, 90% of CEOs agreed that their organization aspired to be an industry leader in DEI, and 72% of CEOs planned to disclose DEI metrics to the public.” In other words, today’s CEOs are asking how do I build a more diverse and more inclusive organization? Right now, there is an incredible amount of pressure coming from both society and boards for organizations to get this right.
When it comes to diversity and inclusion, CEOs sit in one of two camps. One group of CEOs is purely reactionary – they’re worried about bad behaviour and reputational consequences. The other group of CEOs wants meaningful change. They’ve seen enough data to understand that it makes good business sense and know there’s no way they’re going to have a diverse company without first building an inclusive environment. So, they turn to their People and Culture leader to create that environment.
One of the questions in Culture Amp’s diversity and inclusion survey is, “What is one thing our company could do to create a more inclusive culture?” In addition to the full diversity and inclusion survey results, the qualitative responses to this question can provide invaluable context for you and your CHRO.
What Field Experience Do You Have For A Chief Human Resources Officer Position
Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.
If you are being asked this question from your employer then you can explain your experience. Tell the employer what responsibilities you were performing during your job. You can tell what programs you developed and what modules you worked on. What were your achievements regarding different programs.
I have been working with computers since 2001. I also have a degree in network support/computer repair. I have built my last 3 computers, have work with Dell as an employee. So I have around 15 years experience working with computers.
How To Write A Chief Human Resources Officer Job Description
Once youve determined the skills required for the role, you can write the job description to advertise for your position. Heres what to include in your Chief Human Resources Officer job description:
Job Title: What position are you hiring for?
Summary: What makes your company unique? What would it be like to work for you?
Responsibilities: An overview of the roles day-to-day activities, and how the position contributes to the organization
Requirements: Skills a candidate must have to perform the job successfully
Benefits: Details of compensation, benefits, and any perks on offer
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What Is The Experience Of Our People At Every Point In Their Journey
The fourth thing people ask when they’re building amazing companies is: What experiences are people having at every point in their journey? Great companies are looking at the moments that matter and how they can manage and measure people’s journeys. They want to design people’s experiences at every stage.
This is a concept that people and culture have borrowed from marketing. On the consumer side, businesses have seen the power of journey mapping and understanding the experience that customers have. We now realize that there are pivotal points in the customer experience where you can create a wonderful experience. So we’re borrowing that idea and starting to apply it to the employee journey. The result is a crafted employee experience from the moment an employee applies for a job to the time they decide to leave.
What Are You Most Excited About In This Company’s Future
Want to inject a little positivity into your phone call with HR? Ask them what has them pumped up right now.
What motivates them to get up in the morning? Put yourself in HR’s shoes: Wouldn’t you love to answer this question, especially if you love the company you work for?
Asking the HR rep what they’re most excited about shows them that you, too, thrive on enthusiasm. It also brings the best out in your interviewer a good headspace for HR to be in as they hand you off to the hiring manager.
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What Are Some Of The Challenges Or Roadblocks I Might Come Up Against In This Role
A question like this indicates that you’re already envisioning yourself in the role and thinking through a plan of attack, should you land the gig.
It’s also a sign that you’re well aware that no job comes free of roadblocks. It signals that not only are you not afraid to deal with those challenges, but you’re also prepared for them.
How It Helps You
The response you receive should help you better understand some of the less-than-ideal aspects of the job bureaucratic processes, internal politics, and so on.
You can use that information to decide if you’re up for the challenge.
Go Beyond Question Lists Using Interview Simulators
With interview simulators, you can take realistic mock interviews on your own, from anywhere.
My Interview Practice offers a simulator that generates unique questions each time you practice, so youll never see whats coming. There are questions for over 120 job titles, and each question is curated by actual industry professionals. You can take as many interviews as you need to, in order to build confidence.
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How Does This Role Contribute To Larger Company Goals
It’s not terribly difficult to find a candidate who can execute in a role. It is, however, terribly difficult to find a candidate who can also understand how it fits into larger goals.
This includes being able to self-manage, prioritize high-value activities, and grow their role in a direction that aligns with the company’s growth.
How It Helps You
This information can be hard to come by if your company isn’t very communicative or transparent, so this is a good chance to get that information to use it to guide your decisions if you land the role.
How Do You Deliver Negative Feedback
If you would be working with the person interviewing you, this is another tough question that can give you some insight into how the team works.
It pushes the hiring manager to think about how they would handle an uneasy situation, while at the same time highlighting your self-awareness.
How It Helps You
Everything gives and receives feedback differently. Does this person tailor their feedback approach depending on whom they’re giving it to? Do they make feedback a two-way street?
Their feedback style especially when it comes to negative feedback will help you understand how well you would be able to work with them.
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Compensation And Benefits Analyst Interview Questions
A compensation and benefits manager/analyst determines appropriate pay levels for employees based on the role and level of experience. They may also manage benefits packages, including vacation time and insurance options. If you choose the role of a benefits-focused HR professional, your primary focus is on employee benefits like insurance plans, retirement plans, and wellness programs.
Here are some HR interview questions to help you to prepare:
What do you know about our company’s compensation structure?
How do you build relationships with coworkers and managers?
What do you think is most important when you implement a new compensation plan for employees?
What benefits have you administered in the past?
How will you stay up-to-date with the newest laws and regulations regarding employee benefits?
What experience do you have in auditing employee benefits records?
What software packages are you familiar with for administering employee benefits? What is your preferred software package, and why?
What do you think are the most important benefits offered to employees today? Why?
What is the most challenging benefits issue you have ever faced in your career? How did you handle it?
Diary Of A Chief People Officer: You Cant Solve All The Worlds Problems But You Can Support Employees So They Can Thrive
Mural, a collaboration software company, has employees outside HR conduct culture interviews to make sure prospective candidates are the right fit.
As an entirely remote company, its vital for Mural to get hiring right. The collaboration software company has employees spread throughout the world. Without people who fit the companys culture and share its values, the organization wont succeed, said Adriana Roche, Murals chief people officer.
Roche recently spoke to WorkLife about Murals system for finding the right employees as part of our Diary of a Chief People Officer series, where we ask the professionals tasked with managing workforces and the return to the office to speak candidly about all their challenges and priorities.
This interview has been edited for clarity and length.
Since Mural has always been remote, how do you share the companys values and ensure youre hiring someone who is the right fit?
Every person that interviews at Mural goes through a culture interview to make sure theyre aligned with our values. The people who conduct the interviews are not in the recruiting department theyre individual contributors and managers. Weve crafted two or three questions for each of the companys values that get to the heart of whether a candidate exemplifies them in past behavior. Every candidate gets the same question.
How do you determine if the answer is a good one?
Can you give examples of what specifically happens during that first week?
Hros Are Expected To Have Their Finger On The Pulse Of The Company To Be Able To Effectively Train Manage And Enforce Policy A Good Hro Will Need To Be Able To:
- Establish effective working relationships with employees in all departments
- Communicate company procedures and policies clearly
- Have an eye for detail
- Be able to maintain professionalism at all times
- Conduct research and analyze data
- Inspire confidence within management in order to implement personnel policies
- Build trust within the company so employees feel comfortable talking to you about confidential matters
- Effectively manage and lead a team
How Much Does It Cost To Hire A Chief Human Resources Officer
The US average for a Chief Human Resource Officer is $256,400 according to Salary.com, while the reported average salary on Payscale.com amounts to $151,200. Ninety percent of talent acquisition managers earn up to $382,100, with 75 percent receiving less than $322,200. The lowest paid ten percent is paid up to $158,600.
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Hr Generalist Interview Questions
As an HR generalist, you may work in many areas of human resources, from recruitment to benefits. You may also be called an HR coordinator. In this job role, you’ll typically report to an HR manager. The interviewer may be looking at your ability to demonstrate commitment, understand different business areas, take a detail-focused approach to work, and your experience in a team setting.
Questions you might encounter in an interview for this role include:
Why did you decide to pursue a career in human resources?
Describe your ideal company, location, and job.
What interests you about this opportunity?
What do you think it takes to be successful in an HR career?
Tell me about your most significant HR accomplishment.
Tell me about the least successful or challenging HR initiative you’ve worked on. What did you learn from it?
Responsibilities Include But Are Not Limited To:
- Think strategically and outside of the box to create programs that help the company gain a competitive advantage while also fostering the professional development of their people
- Participate in strategic planning by partnering with the leadership team to ensure HR initiatives are aligned with business objectives
- Advising, as a true confidante to the CEO and executive peers, on topics such as organizational design, critical hiring, workforce planning, employee engagement, performance coaching, talent assessment, change management, org communications, etc.
- Help the company mobilize their values to build a positive company culture that will allow employees to thrive and the business to scale
- Oversee the further development of our DEI initiatives, ensuring that the company is educated, engaged and actively building a culture of inclusion & belonging
- Create and launch or evolve several key people programs, including TA strategy, the development of the companys people managers, and a recruiting strategy with a world-class candidate experience
- Improve processes and systems to ensure every aspect of the employee lifecycle is optimized
- Develop an employee communications strategy, forum and cadence to ensure alignment with the vision, mission and evolving culture to ensure employees feel a strong sense of connection
The Chief Hr Officer Role
Human capital is the most challenging area for senior executives in organizations. However, dedicating the HR responsibilities to a senior position such as the CHRO has multiple benefits. First, such an executive is the HR leader and a fellow strategic decision-maker. Additionally, selecting the right CHRO means ensuring a robust HR leadership that helps achieve long-term success for the organization in the modern era.
For bigger organizations with more complex human resources needs and complicated structures, HR suffers without the presence of a CHRO. After all, chief human resource officers provide the momentum such organizations need to stay in sync with their business goals along with cultural aims.
Effective talent acquisition and maintaining a robust hiring pipeline of talented candidates is where CHROs need to be the most effective. They also guide human resources managers with talent management, help with training and development programs, and advise other HR leadership roles.
Some of the primary organizational and executive duties a chief human resources office oversees are given below:
CHROs need to have multiple technical and interpersonal skills with such diverse duties. You should check out our top-quality human resources certifications at HR university to learn such diverse skills crucial for you to become a successful senior HR executive.
Why Do You Want To Work In The Hr Department
This question is investigating your commitment and your approach to human resources.
Example response: Human resources play an important role in any company because the department manages and promotes the most vital assetâpeople. As an HR professional, I enjoy being able to help people fulfill their potential by hiring the right people and then helping them thrive in their jobs. HR allows me to express my personality every day. I love the day-to-day tasks we engage in and helping to solve the problems that may arise.
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Chief Human Resources Officer Interview Questions And Answers
Learn what skills and qualities interviewers are looking for from a chief human resources officer, what questions you can expect, and how you should go about answering them.
The role of the chief human resources officer is to oversee all aspects of an organizations human resources function. This includes developing and implementing policies and procedures related to employee recruitment, retention, training, and development. CHROs also work with senior management to ensure that the companys strategic goals are aligned with its human resources goals.
If youre interviewing for a CHRO position, you can expect to be asked questions about your experience and knowledge of human resources management. You may also be asked about your ability to develop and implement policies and procedures, and to align human resources goals with strategic goals. To help you prepare for your interview, weve compiled a list of sample questions and answers.
Are you familiar with the Fair Labor Standards Act?
The Fair Labor Standards Act is a federal law that regulates the minimum wage, overtime pay and child labor standards. Employers ask this question to make sure you understand how the FLSA affects their companys HR policies. In your answer, explain that you know what the FLSA is and how it applies to human resources. If you have experience with the FLSA, share an example of how you applied it in your previous role.
What is your experience with employee training programs?
Chief People Officer Interview Questions
Questions will vary dramatically in a Chief People Officer interview. They will depend on the reason you are hiring a chief people officer. When you use Executive Recruit, we will help you with questions suited to your individual circumstances.
However, if you are recruiting directly, below are a few stock questions that you may choose to use in your Chief People Officer interview.
1. Tell us what keeps you motivated working as a Chief People Officer.
2. Explain how you would build cohesion in offices of the same organisation across the world.
3. Share with us a time when you interviewed and recruited people to be part of a team. What was your process and what was the result?
4. What is your biggest professional accTO BE CONTINUED. CLICK BELOW FOR THE FULL TEMPLATE
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What Behaviors Do The Most Successful Members Of The Team Exhibit
Asking a question like this shows you’re interested in getting a practical example of what success looks like to the manager of the team you’d be joining.
Plus, when you phrase the question in this way, “you leave no room for a hypothetical answer,” says Dave Fernandez, a former recruiting team lead at HubSpot. Instead, you’re pushing the hiring manager to think about their top performer.
How It Helps You
Because this question forces an example, the answer to this question will give you a strong idea of what success actually looks like. That way, you’ll learn what it takes to impress your colleagues and be a star candidate.
What Are Some Of The Less Tangible Traits Of Successful People On This Team
Ever work with people who just get it? That’s who hiring managers are looking for.
This question demonstrates that you understand a job is about more than just going through the motions. Successful people have a specific frame of mind, approach, attitude, work ethic, communication style, and so on and you want to know what that mix looks like at this company.
How It Helps You
Because these characteristics are often hard to pin down, this question forces a hiring manager to articulate that “it” factor they’re really looking for even if it wasn’t written in the job description.
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