How Flourish in Your Human Resources Interview?

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Good human resources interviewWhen we analyze all the stories of successful companies, we can find one thing they have in common. All of the time, people stand behind the success story. People, not products, not brands. After all, company consists of people. Without right employees, it would be only a brand, it would be nothing… Therefor, a human resources department belongs to the most important sections of every business. HR managers choose the staff, motivate them, reward them and lead the people towards the accomplishment of company goals. It is an important task and it is not easy at all. Therefor, if you want to get this job, you need to get ready for a very difficult and lengthy interview. Prepare for a set of behavioral, technical and personal questions. Let’s have a look at it in detail.

Personal questions- start of every interview

At first, they will give you several typical interview questions, such as:


These questions are typical for first interview, the screening phase. Recruitment process for many HR positions consists typically of two or three rounds. So this is the first one. Interviewers ask you simple questions, in order to find out more about the following:

  • Your communication skills
  • Motivation to do the job
  • Your IQ and emotional intelligence
  • Listening skills and ability to talk to the point


There is one important thing to remember at this point. Typically, dozens of applicants apply for every single position in human resources sector. This field is extremely popular, especially amongst young graduates. Therefor, they typically need to conduct several levels of interviews and screen out a certain number of applicants in each stage. You should learn to control your non-verbal communication, present motivation, show enthusiasm and clear understanding for the role and its importance, in order to advance to the second round of interviews. Please do not forget that good HR worker is a good listener at first place


Behavioral interview – second part of interview process

They are going to ask you about your behavior in various work-related situations from the past. The main goal of this practice is to forecast how you would act in various job related situations in the future, in case they hire you. It reveals also a lot about your personality, formulas of thinking, points of view and actions you may take as an HR employee. Let’s check some of the typically used questions:

  • Candidate answering behavioral questions in an interviewDescribe a situation when you had to meet a tight deadline. What was the situation? What steps did you take to ensure you would meet it?
  • What do you consider your biggest success and biggest failure in life. What did you do to achieve the biggest success?
  • Describe a time when you were under heavy stress, either in work or in school. How did it influence your performance and what did you do to handle it.
  • Describe a conflict situation you had with another person. What caused a conflict? How did you try to solve it?
  • When in your last job/study did you go above and beyond of what was expected of you?
  • Describe a disagreement you had with your boss in the past. What was it about? What was the solution?


When answering these questions, there are few things you need to remember:

  1. Say something. Some people claim to don’t have such an experience and not being able to tell anything. However, this is a big mistake. If you do not answer the question, how can you expect to get some positive points for your answers?
  2. To choose a situation with positive outcome. For example, when the interviewer asks you to speak about the conflict situation from the past, it is advisable to choose a situation when the conflict was effectively resolved. This presents you as someone with right behavior in conflict situations. I hope you got the point…

Technical questions – last part of an interview

In most of the companies, you will get a training. They will show you how to perform all your duties, including leading the interviews. However, as someone who can bring some added value to the company, you should have your own opinions and knowledge about HR. You should be somebody. That’s why they ask you technical questions, to see what you know and can do, how you approach HR. Actually, it goes about the most important part of your interview. If you can impress the interviewers at this point, your chances of being hired are very high. Let’s have a look at the questions.

Women handing a hand in an interview for human resources position

  • How would you estimate the following abilities of candidates: emotional intelligence, communication skills, listening skills, ability to duplicate, attention to detail?
  • Can you describe the difference between behavioral interviewing and STAR interviewing. Which one do you consider better and why?
  • Here is an interview question (interviewer tells you some question). What do you think we try to find out when asking this question?
  • What do you think are the three primary factors job seekers use to decide upon when choosing a new job?
  • Do you have any experience with assessment center? Have you used any form of personality testing before?
  • Here are two resumes of applicants for managerial positions. Please, have a look at it and tell me which applicant would you prioritize and why.
  • There are many “boring” positions in our company, that consists of repetitive tasks. How would you ensure that the motivation of employees doing these jobs stays on a high level?


As you can see, this interview is not easy. After all, interviewers have to choose one or two winners from dozens or even hundreds job applicants and it goes about an important role in every company. Therefor, it makes sense that the interview is difficult. The best thing you can do is to prepare well for it, practice answers to interview questions and use our website to help you.


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