Operations Management
Job ad/description for human resource worker
From the Job Ad, indicate which duty you are creating a question for, and the skill that relates to that duty.
5 Behavioural Interview Questions you believe the organization will ask and your Answers to the questions. Identify the task/skill that the behaviour the question reflects.
2 questions you will ask the organization and why these questions – how will these questions help you determine if this is an organization you want to work for.
A. Summary on how you will prepare for the interview.
B. 3 organizational “facts” from company web page
Behavioural Example:
Use the following example format to set up your Behavioural Interview Questions & Answers (stories).
Skill/competence this story demonstrates (eg. Teamwork, Customer Service).
Situation - Set up the background of the story. Briefly describe the situation that called for you to use the skill. Where were you? What led to the situation?
Behaviour - Describe the action that was taken or the response that was given. Based on the situation above, what happened? What did you do? How and why did you do it? This description should contain action verbs that help create a powerful story.
Outcome - Reveal the results that occurred due to the action taken. What was the end result? Try to quantify results whenever possible or measure what happened against a standard. Don’t hesitate to brag about the results achieve: that is the purpose of the story.
Answers
Answer:
In-depth HR manager interview questions
Here are some common in-depth interview questions that you are likely to encounter during your next HR manager interview:
What can you tell us about job elimination based on your work experience in HR?
Have you ever deviated from the company's policy while carrying out your duties as an HR employee?
Have you dealt with an unethical situation in your previous roles? If you have, share an example.
How have you handled cost reduction efforts as an HR employee?
As an HR employee, how do you deal effectively with challenges within a team you are leading?
Have you handled or led a team comprised of workers from different backgrounds? If you have, can you share your experience with us?
How do you win the cooperation of members of a team you are leading?
What is your recruiting strategy as an HR employee
Explanation:
General HR manager interview questions
The following are examples of general questions you can expect during a job interview for an HR manager position:
What do you like most about working in human resources?
Can you give a short description of an ideal HR workplace for you?
What are your future goals as an HR employee?
What made you consider HR as a profession?
What questions would you ask me if you were the interviewer?
What do you see as a major event, trend or change that will change human resources in the next five years?
Who is your mentor in the human resources field?
What human resources subjects interested you the most during your college days?
Why do you want to work for our company?
Can you describe the reasons you think you are the best fit for the HR manager position in our company?
HR manager interview questions about experience and background
The following are examples of HR manager interview questions that may be asked about your work experience and background:
Can you describe your management style?
As an HR manager, what qualities do you possess that will help you drive results in our company?
Describe a tough experience you had with a colleague or a manager and how you handled it.
What educational background do you have that qualifies you for this HR position in our company?
How many years of experience do you have in HR?
What experience do you have leading a project team as an HR manager?
How versatile are you working with software systems in HR?
What experience do you have handling conflict in an organization?
HR manager interview questions with sample answers
The following are examples of answers to common HR manager interview questions:
How would your current and previous managers describe you?
What is the difference between a group and a team? Do you consider yourself a team player?
What experience do you have with cost reduction efforts?
Have you ever led a project team, and have you ever addressed a dysfunction within a team?
How do you ensure members of a team you are leading work together as a unit and also cooperate with you on the project?
What is your recruiting approach, and how do you find gifted job applicants?
How have you handled conflicts within a project team you are leading?
How would your current and previous managers describe you?
With this question, your interviewer is testing how honest you are in giving an explanation of what your employers think about you and your performance.
Example: “During my last performance appraisal, my manager gave me an exceptional rating. However, if I were to think of one area my boss would say I could improve on, it has to be that I need to relate more closely and effectively with colleagues—especially members of a project team I am part of. I am a naturally shy person, but I have improved significantly on this aspect of my work over the years.”
What is the difference between a group and a team? Do you consider yourself a team player?
This is an important question because you're letting the interviewer know you are comfortable working or leading a team to accomplish projects. As an HR manager, you will have to lead teams and groups to deliver projects.
Example: “Yes I am a team player, and I have worked in a team several times to accomplish projects. The difference between a team and a group is in how they work together to accomplish projects. When two or more people working on a project with a common goal and work together to accomplish the project, they are a team. Several people together not working on a project is a group."
What experience do you have with cost reduction efforts?
With this question, the interviewer wants to see how experienced you are in reducing cost while increasing efficiency and output.
Example: "I have wide-ranging experience with cost reduction with my current and previous employers. On one occasion, I had to carry out adequate market research to discover a training software program for employees at a price that was far lower than the one we were using. This saved the company thousands of dollars and increased employee productivity by 45 percent."
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