Q1: How would you improve upon our product/ company?
Ans: Since I’d be coming from an altogether new environment, I am bound to possess a new perspective on everything here including the company, product, customers, environment, strategy etc. This will enable me to constructively question things which anyone else here might not do. This will help in improving things and making the product & company better.
Having worked closely with the product development team I understand how the research for product development is carried out and how is customer requirements analyzed; I’d be able to provide a value addition there too.
Q2: Don’t you think, you are overqualified for this position?
Ans: You might feel that I possess more degrees than you require for this position. But, I believe that I grow every day when I talk to my staff, customers and superiors. So, the learning process continues throughout my life – I don’t think I am over-qualified.
Q3: If you are allowed to change one thing about your last job, what would it be?
Ans: I have been working at a senior level for the last many years. These roles have always needed me to make real-time decisions. Sometimes the facts, figures and other information in real time cases are not complete & still, we have to make a decision. In such cases, there exists a probability of making inaccurate decisions.
Knowing this, I usually run down my old decisions to see the outcome. It makes sure that I don’t repeat a mistake ever again in future. While carrying out one such exercise, I realized that the product promotion strategy that I recommended would have been different, if I had had the complete data and figures but there was no way to get them in real-time.
Q4: How long can you commit to working with us?
Ans: I like new challenges and a chance to grow. As long I keep getting these, I don’t think I’ll need to switch over. I’d like to believe that this relationship lasts for many years. However, I haven’t set a time limit as such.
Q5: Would you like to ask us anything?
Ans: I would like to know about the career growth I can expect from being with this company. I am quite an ambitious person and this information will be helpful.
Q6: Why do you want to leave your present job or company?
Ans: You may want to leave your present job for any reason but make sure that you do not talk bad about your manager, company or job. It reflects your complaining attitude.
Provide a sincere reason e.g. “I think, I have grown up with my last employer as much as I could. I want to grow further and I believe that is possible with a new employer.”
Q7: What is your experience with cost reduction efforts?
Ans: I have extensive experience with cost reduction. In my current position as an HR manager, I was appointed as head of the new training program. The previous program was becoming out of date, and it was found that it was not very efficient for its set price. Through extensive research, I discovered a new software program that would provide training for various employees at their then-current levels. I presented this information to the supervisor, and once the software was implemented, it helped to increase employee productivity by 25 per cent.
Q8: How would you address function within a team you are leading?
Ans: In my experience, I have found that it is essential to address an issue at its source. Therefore, my first step is to review how the team is supposed to function to pinpoint where the issue lies. Depending upon whether it is directly related to an employee’s character or performance, or if it is related to a program that is not functioning properly, I move forward. I make sure to approach each situation with tact, but I also make sure I am clear and to the point.
Q9: How well do you handle leading groups of individuals with diverse backgrounds?
Ans: I work very well with individuals from diverse backgrounds. I appreciate different cultures and backgrounds and understand that it has a strong impact on how individuals interact with one another. Also, I have studied different learning and personality styles to understand how they impact individuals at work. I utilize all of this knowledge to lead and encourage individuals in the way that they best receive it. I believe this helps to enhance communication and to make me an effective leader.
Q10: Describe your hiring strategy.
Ans: In my opinion, the right candidate is not just the one with the greatest education and skill set. The individual must be able to work in a team and support the company culture. Therefore, as the HR manager, I take the time to tailor my questions to the information provided in the resume. I watch for body language and consistency of information throughout the interview. I also ask about the knowledge of the company to gauge whether the applicant is looking for a job or a career.
Q11: Why have you applied for this particular job?
Ans: Through this HR interview question the employer is looking for evidence that the job suits you, fits in with your general aptitudes, coincides with your long-term goals and involves doing things you enjoy. Make sure you have a good understanding of the role and the organization and describe the attributes of the organization that interest you most.
Q12: What is the most difficult situation you have had to face and how did you tackle it?
Ans: The purpose of this HR interview question is to find out what your definition of difficult is and whether you can show a logical approach to problem-solving. To show yourself in a positive light, select a difficult work situation which was not caused by you and which can be quickly explained in a few sentences. Explain how you defined the problem, what the options were, why you selected the one you did and what the outcome was. Always end on a positive note.
Q13: Are you happy with your career to date?
Ans: This HR interview question is really about your self-esteem, confidence and career aspirations. The answer must be ‘yes’, followed by a brief explanation as to what it is about your career so far that’s made you happy. If you have hit a career plateau, or you feel you are moving too slowly, then you must qualify your answer.
Q14: What questions would you ask me if you were the interviewer?
Ans: This is another good opportunity for you to show off the ideas you have for the company you’re interviewing with. Ask questions that demonstrate an understanding of the type of candidates they need and their current pain points. If the company strives to become more data-driven, for example, you may want to ask what experience the candidate has with reporting and analytics. Still, drawing blanks? Try asking one of these oddball questions for response recruiters won’t soon forget — just make sure to justify why you think it’s valuable!
Q15: How do you deal with the unethical situation? Any examples?
Ans: It’s not always easy to stand up for the right thing, but if you’re in HR, it’s expected of you. You can’t answer this question simply by commenting on unethical practices that you’ve witnessed — you need to talk about a time when you saw something going wrong and took concrete action against it. If you don’t have a relevant, first-hand experience to share, make sure to brainstorm a hypothetical scenario beforehand and think of how you would remedy the situation.
Q16: Describe a difficult experience you had with an manager and how you handled it.
Ans: This question is frequently asked in interviews regardless of the role, but as a soon-to-be HR Manager, it’s especially important to demonstrate effective conflict resolution. Nail this question by describing the specific action you took to overcome a difficult situation, how you showed level-headness, and what the results were.
Q17: Draft questions to ask during your interview.
Ans: One of the worst things an interviewee can do is not ask a single question of the interviewers, regardless of how thorough their explanations are during the interview. Your questions could include, “What are the company’s long-term goals concerning human resources and its presence in C-level leadership?” or “What was your background with the organization, or before joining the company?” Asking questions about the interviewers’ experiences with the organization demonstrates an interest in why they joined the company, which can shed light on why you might be interested in joining their executive ranks.
Q18: Rehearse your interview questions with a mentor or someone who understands the expectations of an HR executive.
Ans: Enlisting the support of someone familiar with high-level HR roles will be much more helpful than simply going over your responses to practice interview questions with someone who doesn’t understand the expectations of executive leadership.
Q19: Construct a professional statement about the role of HR strategic development in the organization’s overall profitability.
Ans: Human resources executives who are invited to C-level leadership may have a greater impact on the company’s direction regarding its human capital. Therefore, preparing a statement of your philosophy of how workforce initiatives support the company’s ability to operate in the black, is a wise move for would-be HR executives. In addition, be prepared to speak extensively and eloquently about your management style; you will be called upon to talk about your successes and how you intend to bring those contributions to the organization.
Q20: What are the responsibilities of a personnel manager?
Ans: Some of the responsibilities of a personnel manager include coordinating benefit programs and employee training, managing the recruiting process, conducting exit interviews and salary surveys, coordinating record keeping and payroll, and administering personnel policies.
Q21: What do you mean by Management? Describe the essential functions of management.
Ans: Management in simple terms can be understood as the process of bringing people together to achieve the desired goals. The essential functions of management include Planning, Organizing, Budgeting, Resourcing, Directing, Controlling and Reviewing.
Q22: What is the difference between salary and incentive?
Ans: Salary can be termed as the fixed remuneration you are offered for your services while incentive means some extra benefits that you are offered based on your performance. The incentive can be in cash or kind.
Q23: What is ‘Span of Management?
Ans: Span of Management or Control in easy terms means, the number of subordinates a manager manages.
Q24: What are the different factors that determine the ‘Span of Management?
Ans: Following factors determine the Span of Management:
1. Size of the organization
2. Different tasks that are performed to keep the work going
3. Complexity of the production process
4. Extent to which IT can help in the process.
Q25: What do you mean by Fringe Benefits?
Ans: Fringe benefit can be defined as the benefits provided by the employer to its employees in addition to the regular salary. These include health plans, paid holidays, cafeteria, company transport etc.
