👀 What Are Interviewers Looking For?
Beyond your HR knowledge, interviewers will be on the lookout for:
✅ Your personal story
Connect your personal journey to Human Resources, showcasing your passion for developing people and organizations
Highlight key aspects of your work history that reflect empathy, communication skills, and a commitment to fairness– even in non-HR roles
✅ Communication
Demonstrate the ability to explain ideas clearly and concisely; use examples from past roles to show how you’ve effectively conveyed information to different audiences
Share examples of situations where you had to communicate with empathy and tact, especially when dealing with sensitive work issues or workplace conflict
Demonstrate active listening skills, showing your capacity to understand others’ perspectives and concerns
✅ Interpersonal skills
Share specific examples of how you have built positive relationships with colleagues, managers, or clients in previous roles
Describe situations where you had to work effectively with people who had different personalities or viewpoints
Showcase experience you have in mediating disagreements, facilitating collaboration, or fostering a positive and inclusive work environment
✅ Problem-solving
Describe situations where you identified a challenge, analyzed the situation, and implemented a solution
Illustrate your capacity to use data or information to understand a problem and make informed decisions
Highlight your ability to think critically and creatively to find solutions, even when faced with limited resources or information
✅ Ethics & integrity
Express your commitment to creating a workplace where everyone is treated with respect and dignity
Share examples of situations from previous roles where you demonstrated honesty, fairness, and ethical decision-making
✅ Continuous improvement
Discuss your eagerness to learn new skills and your ability to grasp new concepts
Showcase instances where you proactively sought out information or feedback to improve your performance
Share examples of how you have taken initiative to expand your knowledge or skills in previous roles
Provide examples of situations where you had to adjust to new processes, technologies, or changes in your work environment
✅ Organization & time management
Provide examples from previous roles of how you have effectively managed your time and prioritized tasks, even while juggling multiple responsibilities
Describe your approach to staying organized and managing your workload, especially when faced with deadlines or unexpected challenges
Highlight any experience you have with using tools or techniques to improve efficiency and productivity
✅ Resilience
Highlight your ability to maintain a positive attitude the persevere through setbacks or challenges
Demonstrate your ability to learn from mistakes and bounce back from adversity
✅ Company-specific knowledge
Demonstrate a comprehensive understanding of the company's mission, values, and business operations, showcasing your genuine interest in the organization
Align your experiences with the specific needs and challenges of the company, illustrating how you can contribute to their human resource goals and company culture
Highlight specific achievements or initiatives of the company that resonate with you, showing that you've done your homework and are enthusiastic about the prospect of contributing to their success
🪜 What is the interview process like?
➡️ Pre-interview research
Essential for HR! Go beyond the basics. Research the company's values, their commitment to employee well-being, their HR team (if possible), and any recent initiatives or challenges they face. Look for clues about their culture and how they prioritize their employees.
➡️ Introductory call or phone screen
This is often your first contact. A recruiter or HR representative will likely ask about your resume, your interest in HR, and your basic qualifications. The purpose of this call is to verify whether you meet the minimum set of requirements for the role. Be prepared to concisely explain your career transitions and highlight your transferable skills. You can find tips to prepare you for phone screenings here.
➡️ First round of interviews
After the introductory call, you will enter the formal interview process. This might take place over Zoom or via phone, and it may include one or more interviewers. During this round, you’ll face a variety of questions, like:
Behavioral Questions: These questions assess your past experiences and how you’ve handled situations relevant to HR (e.g., conflict, communication, problem-solving), e.g “Tell me about a time when you…” Be prepared to use STAR stories in your responses!
HR Knowledge Questions: These might cover basic HR principles and common HR practices.
Personality and Fit Questions: These questions gauge your interpersonal skills, communication style, and alignment with company culture.
We’ll show you some examples in the Common Interview Questions section below!
➡️ Take home assessment
Depending on the company you’re interviewing with, you might be asked to complete a take home assessment before your next round of interviews. In Human Resources, take home assessments are rare. If you do encounter a take home assignment, you might be asked to complete a writing sample or answer a scenario-based question. Though fairly uncommon for entry-level positions, assessments of this nature are designed to assess your communication and problem-solving skills.
➡️ Panel interview
Some companies may filter entry-level candidates through a final round of interviews commonly known as a panel interview. This interview format involves meeting with a group of interviewers simultaneously, and it may include higher-level HR managers, team members, and sometimes even members of leadership.
🎯 Panel Interview Goals
Assess your understanding of HR principles through targeted questions about recruitment, employee relations, performance management, total rewards, and employment law.
Evaluate your interpersonal and communication skills, observing how you interact with multiple people, how clearly you articulate your ideas, and how effectively you listen and respond to questions.
Test your problem-solving skills by presenting you with hypothetical scenarios (e.g., employee conflicts, performance issues, or policy implementation) and evaluating how you analyze the situation, consider different perspectives, and propose solutions.
Gauge your understanding of ethical considerations, using questions that explore your knowledge of confidentiality, fairness, and legal compliance in HR.
Assess your compatibility with the organizational culture and values, with panel members asking questions to understand your approach to teamwork, collaboration, and your commitment to diversity and inclusion.
➡️ Job offer
The final step of the interview process is the job offer. This is when the hiring manager asks you to join the team!
💬 Common Interview Questions for HR Professionals
🫵 All About You
“What sparked your interest in a Human Resources career, and how does your background connect to this field?”
“How do you define Human Resources and its importance in today’s professional landscape?”
“What are the three most important characteristics of a successful Human Resources professional?”
“Why are you passionate about contributing to a positive and productive work environment?”
“What are your career aspirations in the HR field? Where do you see yourself in 5 years?”
“How do you stay informed about current trends and changes in HR practices?”
“Describe a situation where you had to deal with a challenging interpersonal conflict. What was your approach, and what was the outcome?”
“How do you handle stress and pressure in the workplace?”
“What are your greatest strengths that would make you successful in an HR role?”
“What is an area you’re actively working to improve in relation to your HR skills?”
📈 Company-Focused
“Tell me how you came across this company.”
“Why do you want to join this team?”
“What can you offer? What can you bring to this team?”
“How do our company values resonate with your own?”
“What skills and experiences do you bring that could benefit our HR team and the company as a whole?”
“What do you perceive as the biggest HR challenges facing our industry/company today?
“How do you see yourself contributing to a positive and inclusive environment at [Company Name]?”
“What are your salary expectations for this role?”
“What questions do you have for me about the company or the role?”
🖥️ All About Your Work
“What Human Resources certifications, certificates, or training programs have you pursued, and how have they contributed to your skillset?”
“Tell me about a challenging situation you faced at work and how you handled it. What did you learn from the experience?”
“Give an example of how you’ve used your communication skills to resolve a conflict or misunderstanding. How did you approach the issue, what tactics did you use, and what was the outcome of your interventions?”
“Share an experience where you had to adapt to a significant change in your work environment.”
“Tell me about a time when you had to make a difficult decision that impacted others. How did you approach the decision-making process?”
“Discuss a project where you had to balance competing priorities. How did you manage conflicting demands, and what steps did you take to ensure that all priorities were addressed effectively?”
“Tell me about a time when you disagreed with your team’s recommendation. What did you do, and what was the resolution?”
“Describe a situation where you had to make a decision with incomplete information. What was the situation, what process did you follow, and what was the outcome?”
“Share an experience where you had to learn a new skill or system quickly. How did you approach the learning process?”
“Tell me about a time when you had to take initiative and solve a problem without being asked.”
“Tell me about a time when you collaborated with stakeholders on a project or initiative. What strategies did you use to ensure a common understanding?”
“Tell me about a time when you had to diffuse a conflict between two coworkers. How did you help resolve the situation?”
“Discuss a situation where you had to make a rapid decision in response to a serious risk or incident. How did you assess the situation, and what steps did you take to contain and resolve the incident quickly?”
“Discuss a situation where you had to convey the urgency of an issue to a senior stakeholder. How did you communicate the severity of the situation, and what measures did you propose to address it?”
🧠 Subject-Matter Expertise
"What are some ways that HR can contribute to creating a more efficient and productive workplace?"
“Why is it important for HR to maintain accurate employee records? What are some potential consequences of inaccurate record-keeping?"
"How can HR help to ensure compliance with labor laws and regulations?"
"What are some key metrics that HR can use to track its own performance and effectiveness?"
"How can HR help to resolve conflicts between employees?"
"What are some strategies for fostering a positive, inclusive work environment?"
"What are some ways to improve employee morale and motivation?"
"How can HR contribute to building a strong company culture?"
"What are some effective recruitment strategies that can help us attract top talent?"
"What are some important considerations when designing a job description?"
"How can you ensure that the hiring process is fair and unbiased?"
"What are some key steps in the onboarding process for new hires?"
"What are some factors that should be considered when determining employee compensation?"
“What are some legal requirements related to payroll?”
"How can HR data be used to make better decisions about HR strategy?"
"What are some important considerations for ensuring data privacy and security in an HRIS?"
"Which employee benefits would help us attract and retain top talent?"
"Once onboarded, how would you go about identifying employee training and development needs?"
"What are your go-to/preferred methods for delivering impactful, engaging employee training?"
"How would you measure the effectiveness of the training programs you implement?"
“What role do you think career development has in employee retention? How could we improve this for our team?”
"How would you handle an employee complaint about a coworker's behavior?"
"How would you approach designing an employee onboarding program for a remote team?"
“How would you handle a situation where an employee is consistently underperforming?"
"You notice that a particular department has a significantly higher turnover rate than others in the company. How would you investigate the cause of this issue and propose potential solutions?"
"A new employee expresses discomfort with a company policy that they believe is discriminatory. How would you handle their concern?"
"You are responsible for organizing a company-wide training on a new safety regulation. How would you plan and deliver this training to ensure all employees understand and comply with the new regulation?"
"During a performance review, an employee becomes defensive and upset about the feedback they are receiving. How would you manage this situation and ensure the conversation remains constructive and focused on improvement?"
"You're tasked with creating a training program on diversity and inclusion. What key topics would you include, and how would you deliver the training to be engaging and impactful?"
"During an interview, a candidate asks about salary and benefits information that you're not authorized to disclose. How would you respond while maintaining a positive candidate experience?"
"The company is implementing a new HRIS system. How would you help employees adapt to the change and ensure a smooth transition?"
… and others! If you want to see possible answers to these subject-matter expertise questions, check out THIS doc: HR Interview Questions & Answers.
➕ Human Resources Interview Resources
Check out the resources to help you brush up on key project management topics!
🔑 Key Concepts from the aPHR Training Curriculum - with Explanations
Note: these questions are based off of the aPHR training curriculum on Coursera, but the language used to describe concepts or solidify answers may differ slightly from what you encountered in your coursework. Developing your own style and fluidity– and the flexibility to speak about project management in a range of ways– will only help you soar!
Also, please be advised: the content covered here is pretty dense, and it’s unlikely that you will need to nail all of it before stepping into an interview to land a job; however, getting a firm grasp on these concepts can help you enrich your understanding and build more confidence with discussing your familiarity with Human Resources concepts and tools. 💪 |
🏁 Quizlet Flashcards on Key Concepts from the aPHR Training Curriculum
Create a free Quizlet account to study/review concepts from your aPHR training curriculum.
🔑 Role-Specific Technical Practice Questions & Answers
Note: While you may not have encountered all of this information in completing your Google certificate, these questions can give you an idea of what to expect when you head into interviews for specific opportunities. 💪 |
🏁 Quizlet Flashcards on Role-Specific Interview Questions
Create a free Quizlet account to study/review role-specific questions
HR Operations & Administration Roles:
Employee Relations & Engagement Roles:
Recruitment & Talent Acquisition Roles:
Compensation, Benefits, and Payroll Roles:
Learning & Development Roles:
HRIS & HR Data Management Roles:
🚀 Additional Resources
🏆 Interview Tips
In addition feeling comfortable and flexible about your STAR stories, equip yourself for success by acting on these tips:
💡Do your research
Company Culture is Key: Research the company's values, their commitment to employee well-being, their HR team (if possible), and any recent initiatives or challenges they face. Look for clues about their culture and how they prioritize their employees.
Ask Insightful Questions: Prepare questions about the company's HR initiatives, their approach to employee engagement, or specific challenges they might be facing in talent acquisition or retention.
💡 Define your strengths and career goals
Highlight Transferable Skills: Identify how your past experiences, even in non-HR roles, demonstrate skills relevant to HR, such as communication, problem-solving, empathy, and a commitment to fairness.
Articulate Your HR Aspirations: Clearly express your career goals within the HR field and how this entry-level role aligns with your long-term vision.
💡 Show you’ve got the goods
Showcase Your aPHR Knowledge: Demonstrate your understanding of core HR concepts, such as recruitment, employee relations, performance management, compensation and benefits, and employment law.
Stay Current: Show awareness of current trends in HR, such as changes in employment law, technology, or best practices.
💡Be ready to showcase your experience
STAR Method is Your Friend: Use the STAR method to share experiences from your past roles that highlight transferable skills relevant to HR, such as communication, problem-solving, conflict resolution, and teamwork.
Prepare for HR Scenarios: Anticipate scenario-based questions that require you to think like an HR professional, such as handling employee conflicts, addressing performance issues, or promoting diversity and inclusion.
💡 Prepare for contingencies
Be Prepared: Ensure you have a copy of your resume, a list of references, and any relevant certifications or training documents.
Professionalism Matters: Always have a pen and paper for note-taking, dress professionally, and be punctual for your interview.
💡 Be prepared to discuss salary
Research salary ranges: Research typical salary ranges for the HR roles you're interested in, considering factors like location, experience level, and industry.
Know your worth: Be prepared to discuss your salary expectations confidently and justify your value based on your skills and experience.
💡 Follow up after the interview
Send a thank-you note: Send a personalized thank-you note to each interviewer, expressing your gratitude for their time and reiterating your interest in the position.
Stay in touch: If you haven't heard back within the expected timeframe, follow up with the recruiter or hiring manager to inquire about the status of your application.