15 Human Resources Interview Questions (With Example Answers)
It's important to prepare for an interview in order to improve your chances of getting the job. Researching questions beforehand can help you give better answers during the interview. Most interviews will include questions about your personality, qualifications, experience and how well you would fit the job. In this article, we review examples of various human resources interview questions and sample answers to some of the most common questions.
Common Human Resources Interview Questions
- How do you ensure that all employees are treated fairly and equally?
- What policies do you have in place to prevent discrimination or harassment in the workplace?
- How do you handle employee complaints?
- What are your procedures for investigating potential misconduct?
- How do you discipline employees who violate company policy?
- What are your policies on overtime and working hours?
- How do you ensure that employees are paid fairly and timely?
- What benefits do you offer employees?
- How do you handle employee absences?
- What are your policies on vacation and leave time?
- How do you handle employee performance reviews?
- What are your procedures for promoting or demoting employees?
- What are your policies on job satisfaction and career development?
- How do you handle employee terminations?
- What are your procedures for handling unemployment claims?
How do you ensure that all employees are treated fairly and equally?
There are a few reasons why an interviewer would ask this question to a human resources professional. First, it is important for employers to ensure that all employees are treated fairly and equally in order to avoid legal issues. Second, treating all employees fairly and equally helps to create a positive work environment and can improve employee morale. Finally, when all employees are treated fairly and equally, it can help to improve productivity and efficiency.
Example: “There are a few key ways to ensure that all employees are treated fairly and equally in the workplace. First, it’s important to have clear policies and procedures in place that outline expectations for employee behavior and provide guidance on how to address potential issues. Second, regular training for managers and employees on topics like diversity, inclusion, and unconscious bias can help create a more equitable environment. Finally, encouraging open communication and feedback from employees can help identify areas where improvements need to be made.”
What policies do you have in place to prevent discrimination or harassment in the workplace?
This question is important because discrimination and harassment can have a negative impact on employee morale and productivity. Additionally, these types of behavior can create a hostile work environment which can lead to legal action against the company. By having policies in place to prevent discrimination and harassment, the company can show that it is committed to creating a fair and respectful workplace.
Example: “Our policies are designed to ensure a workplace that is free from discrimination and harassment. All employees are expected to comply with these policies.
The policies include:
- A clear statement that discrimination and harassment are not tolerated in the workplace
- Defining what constitutes discrimination and harassment
- Outlining the procedures for reporting incidents of discrimination or harassment
- Providing employees with information on how to access support and resources if they experience or witness discrimination or harassment”
How do you handle employee complaints?
There are a few reasons an interviewer might ask this question to a human resources professional. First, it can gauge the person's ability to handle conflict. Second, it can give the interviewer insight into the person's management style. Finally, it can reveal whether or not the person is familiar with handling employee complaints, which is an important part of the human resources job.
Example: “If an employee comes to me with a complaint, I would first want to try to resolve the issue informally. I would sit down with the employee and try to get to the root of the problem. If the problem cannot be resolved informally, I would then follow the company's formal complaint procedure.”
What are your procedures for investigating potential misconduct?
The interviewer is asking this question to gain insight into the Human Resources department's procedures for investigating potential misconduct. This is important because it can help the interviewer understand how the department handles complaints and investigates them. Additionally, this question can help the interviewer gauge the department's level of professionalism and diligence.
Example: “When an employee reports potential misconduct, we take the report seriously and investigate immediately. We will interview the complainant, any witnesses, and the accused. We may also review relevant documentation and records. We will take whatever steps are necessary to ensure a fair and thorough investigation. Depending on the outcome of the investigation, we may take disciplinary action up to and including termination.”
How do you discipline employees who violate company policy?
Asking how the interviewee would discipline employees who violate company policy is important because it allows the interviewer to gauge the interviewee's understanding of company policy and their ability to enforce it. Additionally, this question allows the interviewer to determine if the interviewee would be able to handle difficult situations with employees.
Example: “The first step is to identify the company policy that has been violated. Once you have done that, you will need to decide what the appropriate disciplinary action is. This will vary depending on the severity of the violation and the company's policies. Some common disciplinary actions include verbal warnings, written warnings, suspensions, and terminations.”
What are your policies on overtime and working hours?
There are a few reasons why an interviewer might ask this question to a human resources representative. First, it can give the interviewer some insight into the company's policies on overtime and working hours. This can be important because it can help the interviewer determine if the company is fair and flexible when it comes to these issues. Second, the question can also help the interviewer understand how the human resources department handles these types of issues. This can be important because it can give the interviewer a better understanding of the company's overall culture and how they handle employee issues.
Example: “Our overtime and working hours policy is designed to ensure that employees are fairly compensated for any extra work they may be required to do, and that they are not working excessive hours that could impact their health and wellbeing.
Overtime should only be worked with prior approval from a manager, and employees should not exceed 48 hours of work per week (including overtime). Where possible, overtime should be shared equally among employees in the same team or department.
Employees will be compensated at 1.5 times their regular hourly rate for any overtime worked.
If an employee is required to work on a public holiday, they will receive double pay.”
How do you ensure that employees are paid fairly and timely?
An interviewer would ask "How do you ensure that employees are paid fairly and timely?" to a/an Human Resources because it is an important part of the HR department's responsibilities. Ensuring that employees are paid fairly means making sure that they are paid the same amount for doing the same job, regardless of their race, gender, or other factors. Timely payment is also important, because if employees are not paid on time, they may miss rent or other bills.
Example: “There are a few key things that need to be done in order to ensure that employees are paid fairly and timely. First, it is important to have a clear and concise pay policy in place. This policy should outline how often employees will be paid, what types of deductions may be taken from their pay, and how any disputes will be handled. Second, it is important to have a reliable payroll system in place that can accurately calculate employee wages. Finally, it is important to have a dedicated team of HR professionals who can answer any questions or concerns that employees may have about their pay.”
What benefits do you offer employees?
There are many reasons why an interviewer would ask this question to a human resources representative. It is important to know what benefits are available to employees because they can impact job satisfaction and turnover rates. Additionally, benefits can be used as a recruitment and retention tool. By understanding the benefits that are offered, the interviewer can get a better sense of the overall compensation package and how it compares to other organizations.
Example: “We offer a comprehensive benefits package that includes medical, dental, and vision coverage, as well as life insurance, disability insurance, and a 401(k) plan. We also offer a generous vacation and sick leave policy, and employees can take advantage of our on-site child care center and fitness center.”
How do you handle employee absences?
An interviewer would ask "How do you handle employee absences?" to a/an Human Resources in order to gain insight into the company's policies and procedures regarding employee absences. This is important because it can help the interviewer determine whether the company is fair and consistent in its treatment of absences, and whether the company is able to accommodate employees who need to take time off for personal reasons.
Example: “There are a few different ways that HR can handle employee absences, depending on the company policy and the severity of the absences. For less severe absences, HR may simply issue a warning to the employee or require them to make up the time they missed. For more severe absences, HR may take disciplinary action, up to and including termination.”
What are your policies on vacation and leave time?
The interviewer is likely asking this question to gauge whether the company's policies on vacation and leave time are in line with the industry average. This information is important because it can help the company determine whether it is offering competitive benefits to its employees. Additionally, this question can help the interviewer understand the company's philosophy on work-life balance, which is an important factor for many workers.
Example: “Our company policy on vacation and leave time is as follows:
Employees are entitled to a maximum of 3 weeks (15 days) of paid vacation per year. Unused vacation days may be carried over to the following year, but only up to a maximum of 2 weeks (10 days).
Employees are also entitled to up to 6 weeks (30 days) of unpaid leave per year for personal or family reasons. This includes maternity/paternity leave, sick leave, and other types of leave.
We understand that sometimes life happens and you may need to take more time off than what is allotted in our policy. In these cases, we are open to working with employees on a case-by-case basis to find an agreeable solution.”
How do you handle employee performance reviews?
This question is important because it allows the interviewer to gauge the interviewee's ability to handle difficult conversations with employees. Additionally, it allows the interviewer to see if the interviewee has a system in place for handling performance reviews, and if they are familiar with the process.
Example: “The first step is to sit down with the employee and discuss their performance. This can be done annually or more frequently, depending on the company's policy. During this meeting, the manager will go over the employee's strengths and weaknesses and set goals for the coming year. The manager will also provide feedback on the employee's performance over the past year.
After the meeting, the manager will write up a performance review and submit it to HR. The HR department will then review the performance review and may make changes or approve it as is. Once approved, the performance review will be placed in the employee's file.”
What are your procedures for promoting or demoting employees?
There are a few reasons why an interviewer might ask this question to a human resources professional. First, it can give the interviewer insight into how the HR professional would handle a situation if an employee needed to be promoted or demoted. Second, it can help the interviewer understand the HR professional's philosophy on employee development and what kind of procedures are in place to ensure that employees are being treated fairly. Finally, this question can also help the interviewer gauge the HR professional's level of experience and knowledge in this area.
Example: “We have a few different procedures for promoting or demoting employees, depending on the situation. If an employee is being promoted, we typically give them a raise and a new title. If an employee is being demoted, we usually just change their title. Sometimes, we may also give them a pay cut if their new position is lower than their previous one.”
What are your policies on job satisfaction and career development?
There are a few reasons why an interviewer would ask this question to a Human Resources representative. First, it allows the interviewer to gauge how the company feels about employee satisfaction and career development. This is important because it can give insight into how the company treats its employees and whether or not they are supportive of employee growth. Additionally, this question can reveal what kind of policies and procedures the company has in place to ensure employee satisfaction and career development. This is important because it can show whether or not the company is committed to investing in its employees and helping them reach their full potential.
Example: “We believe that happy employees are productive employees. We also believe that employees who feel like they are growing and developing in their careers are more likely to be satisfied with their jobs. As such, we have a number of policies and programs in place to help our employees be satisfied and grow in their careers.
Some of the things we do to promote job satisfaction include offering competitive salaries and benefits, providing opportunities for training and development, and offering flexible work arrangements. We also have an Employee Assistance Program that provides confidential counseling and support for employees who may be experiencing personal or work-related problems.
To help our employees develop in their careers, we offer a variety of career development programs. These include formal mentoring programs, educational assistance, and opportunities to take on new challenges and responsibilities. We also encourage our employees to stay up-to-date on industry trends and developments by providing access to online resources and reimbursement for professional memberships and conferences.”
How do you handle employee terminations?
The interviewer is asking how the Human Resources department handles employee terminations in order to gauge how well they handle difficult situations. This is important because it can give insight into how the department deals with conflict and how they handle difficult conversations. Additionally, it can help the interviewer understand what kind of support the department provides to employees who are facing termination.
Example: “When an employee needs to be terminated, it is important to handle the situation carefully and thoughtfully. The first step is to meet with the employee to discuss the situation and explain why their employment is being terminated. It is important to be clear and concise in your explanation, and avoid using any language that could be interpreted as hostile or threatening. Once you have explained the situation, you will need to collect any personal belongings the employee has at the office, and escort them from the premises. If possible, it is always best to allow the employee to save face by giving them a chance to say goodbye to their colleagues. Finally, you will need to follow up with any remaining employees to ensure that they are doing okay and answer any questions they may have.”
What are your procedures for handling unemployment claims?
The interviewer is likely asking this question to gauge the Human Resources department's level of preparedness and organization. It is important for the department to have procedures in place for handling unemployment claims so that they can be processed quickly and efficiently. By having procedures in place, it shows that the department is proactive and organized, which are qualities that are important in a successful Human Resources department.
Example: “Our procedures for handling unemployment claims are as follows:
1. We first review the claim to determine if it is valid and if the claimant is eligible for benefits.
2. If the claim is valid, we then calculate the amount of benefits the claimant is entitled to receive.
3. Once the benefit amount is determined, we issue a payment to the claimant.
4. We then monitor the claimant's continued eligibility for benefits and make any necessary adjustments to the benefit amount as circumstances change.”