Interview Questions To Ask When Recruiting Human Resource Managers

Searching for a qualified human resource manager requires careful consideration of a candidate’s professional experience, expertise, credentials, and education. For large organizations, the hiring process for a human resource manager may involve supervisors from various departments. For smaller employers, the selection time period may be shorter and involve fewer people. Whatever your organization, you can find the most suitable candidate for your business with a thorough interview process.

The Qualified Human Resource Manager

A suitably qualified human resource manager has professional experience in all human resource disciplines: compensation, benefits, safety, recruiting, human resource development, and employee relations. Candidates with formal human resource training, education, or certification may also be a good choice.

Interview Purpose

During the interview process interviewers can glean the information they need, such as how a potential candidate interacts with employees and management, to make the best selection. Responses to interview questions also shed light on how a candidate handles challenges within the human resource department and throughout the organization. Asking behavioral and situational interview questions should elicit a well-rounded perspective of the candidate's interpersonal skills and capabilities.

Behavioral Interview Questions

1. You discover that a human resource department employee is discussing confidential information with employees outside the department. Explain the steps you would take to address this issue.

2. Describe the system you use for prioritizing human resource projects. What human resource discipline do you believe drives the department focus?

3. Explain how you motivate your human resource department employees, and how you assist them with reaching their professional development goals.

4. An employee from another department is dissatisfied with her performance appraisal. She has appealed to her supervisor to no avail and is now asking for your assistance. Explain how you would handle the employee’s concern.

5. You have been selected to deliver a presentation to executive leadership on behalf of human resources playing more of an integral role in the business operations. Name three points you would use to convince your audience to allow human resource at the board table.

Situational Interview Questions

1. Recall a time when you had to make a difficult decision that involved either a disciplinary action or a termination. Tell us how you handled the matter, and any follow-up issues.

2. Describe the sexual harassment training you deliver to employees, including how you capture the attention of employees who do not understand the seriousness of sexual harassment or other unfair employment practices.

3. Explain how you would handle a notice of audit from the Office of Federal Contract Compliance Programs, and, if necessary, how you would negotiate the terms of a conciliation agreement.

4. You recently made an unpopular decision that can potentially impact a large segment of the workforce. What steps do you take to explain your decision and rephrase the decision in a way that has a more positive tone for employees.

5. Provide your method for administering an employee opinion survey and how to interpret the results. What would be the goal of your employee opinion survey, with your knowledge of this company?