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HR Interview
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HR Interview
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I have a job interview coming up and am a little nervous about it. I'm not good at being interviewed. I know what I'm capable of, but it comes to being interviewed, i'm not very good. This is an HR po
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HR Interview
posted at 12/22/2006 6:05 PM EST
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Posts: 10
First: 12/22/2006 Last: 1/25/2007 |
I have a job interview coming up and am a little nervous about it. I'm not good at being interviewed. I know what I'm capable of, but it comes to being interviewed, i'm not very good. This is an HR position, could you tell me what type of person or candidate is ideal? |
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HR Interview
posted at 12/23/2006 2:02 PM EST
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
There's no way anyone can help you with this one. No info on the company, type of position, your own background, etc. And even if we did know that, we still wouldn't know what the unwritten requirements might be.
There's a pretty old but still good volume called "Sweaty Palms: The Art of Being Interviewed". I would suggest trying to find that or some similar title. Also try researching some interview questions that you might well be asked. Have an acquaintance "interview" you using them. Being interviewed is like giving a stage performance - the more you practice it, the better your performance becomes. |
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HR Interview
posted at 12/26/2006 3:58 AM EST
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Posts: 10
First: 12/22/2006 Last: 1/25/2007 |
Thanks for your reply. I really appreciate it. Actually, I went to an interview and I don't think it went to well. The recruiter asked me some situational questions, for example, if the manager doesn't listen to you, he has a support of a CEO, and went term the employee without having enough documentation, what would you do? I said to do investigation first. But I think my answer was not what she was looking for. She wanted to see if I would be on the employee's side or management's side. She even told me, "you're still at the stage where you want to be an employee advocate." I didn't think that was a good thing after hearing that. Anyhow, it's a good experience. I just don't know how to prepare for the interview. I don't know what the interviewer is looking for in a generalist. This is a generalist position. And I've had generalist experience before for a small company. The company I went for an interview is very big. |
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HR Interview
posted at 12/26/2006 7:10 AM EST
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
Lets get something straight. HR is not employee advocacy. HR is another management support function.If you think it is advocacy, you have a long way to go if you wish to progress in this field. In the situation you described your role is as an advisor. Once you have described the risks involved in proceeding (assuming you really understand them)you carry out the termination. Legally these are very minor risks. If the CEO is aware of the situation assume he/she is smart enough to make the call. If the facts tell you that the company is acting unethically ................... your move. |
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HR Interview
posted at 12/27/2006 3:24 AM EST
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
Interview Questions
1. What is the most difficult decision you have ever made or been involved in? 2. Describe a time where you had a conflict with a coworker or manager and tell me how you resolved it. 3. What areas of development came up in your last performance appraisal? |
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HR Interview
posted at 12/27/2006 11:54 AM EST
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Posts: 80
First: 12/4/2006 Last: 3/12/2007 |
To add to Howards list i ask questions regarding business know how, if they understand how my company makes money, etc.
Anytime I hear "I am a people person" I move on to the next candidate. Anytime someone tries to impress me with buzzword bingo (strategic partner, value added, impact to the bottom line, seat at the table) I give strong consideration to moving on to the next candidate. I hire business people for my HR roles regardless of the level. I get them too. |
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HR Interview
posted at 12/28/2006 5:07 AM EST
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
To elaborate a bit more on howard and HRPro's excellent advice, keep in mind that the name on the paycheck you might be getting will be the name of the company. In corporate HR roles, you support management and assist management in getting HR things done. Nowhere on that paycheck stub is the name of any employee!
So when you're asked some of the questions noted above, think about it from the management perspective. If it's a "whats the most difficult decision" you've ever made, think about a time when you've had to make a decision that supported company goals. Did you have to make a decision to lay off people? Did you have to advise clerical employees that they really weren't exempt employees after all? Did you go through a top grading exercise? And, of course, be prepared for the inevitable "so what were the results of that decision?" |
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