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HR Interview Questions/Methods
Recruiting & Staffing
HR Interview Questions/Methods
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
What interview methods are being used to interview individuals who are applying for HR professional positions? I am only used to interviewing hourly manufacturing applicants and am now switching to in
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Forums » Topic Forums » Recruiting & Staffing » HR Interview Questions/Methods
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HR Interview Questions/Methods
posted at 10/7/2005 11:20 AM EDT
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Posts: 1
First: 10/7/2005 Last: 10/7/2005 |
What interview methods are being used to interview individuals who are applying for HR professional positions? I am only used to interviewing hourly manufacturing applicants and am now switching to interviewing exempt professionals in HR.
Thanks! |
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HR Interview Questions/Methods
posted at 11/1/2005 5:21 AM EDT
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Posts: 7
First: 9/20/2005 Last: 1/17/2006 |
I have also begun using behavioral interviewing for all levels of recruiting. Questions are phrased so that the applicant must give you a specific example of how they have handled a certain situation in the past. A sample question may be: "Give me an example of a difficult co-worker you've worked with and how you handled the situation."
You can find more information on behavioral interviewing on the web just do a search on behavioral interviewing. |
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HR Interview Questions/Methods
posted at 2/8/2006 3:19 AM EST
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Posts: 4
First: 2/8/2006 Last: 9/28/2006 |
I encourage HR to think beyond behavioral based interview questions. I recommend an assessment on the front end of the interview that tells you "can the applicant be successful in this role". Don't even begin to think about "how" they do the job (which is behavior based) until after you determine if someone has the natural talent to be successful in a particular role. Their are talent assessments available by a few companies out there. Make sure they are CUSTOM to your specific company and role.
Behavior based questions should only be used once it has been determined that someone as the natural talent to be successful in the role. If you would like to learn more about talent based interviewing, feel free to email me: suzanne_broadway@gallup.com |
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HR Interview Questions/Methods
posted at 2/9/2006 10:52 AM EST
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Posts: 18
First: 2/9/2006 Last: 4/28/2006 |
The US Labor Dept.'s Uniform Employee Selection Guidelines and SIOP's Principles for Personnel Selection may have a problem with "Natural Talent" assessment. Indeed, many workers are hired based on certifications, experience, and specialized training which are learned skills.
The best practice, legally compliant model of personnel selection continues to be job and competency analysis to identify level of knowledge, skills, abilities, and/or work behaviors which are then integrated into a validated selection system including pre-screens and testing followed by scored, structured behavior based interview and job preview. For more info email: wwilliams1212@hotmail.com |
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HR Interview Questions/Methods
posted at 9/28/2006 9:33 AM EDT
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Posts: 3
First: 6/28/2005 Last: 9/28/2006 |
I find questioning the interviewee on their first job, gives fantastic insight to their personality. I ask questions about why they took their first job, their boss, what they liked most about their boss, what they liked least, and also one major thing that they learned at that job that has stayed with them and helped them in their future careers. This information really helps create a true picture of the person and how they relate to others and what they find valuable in managers. It also helps open up the communication during an interview, I find most interviewees become more relaxed and open with this approach. Then the other questions can be asked about current situations. |
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HR Interview Questions/Methods
posted at 9/28/2006 10:39 AM EDT
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Posts: 4
First: 2/8/2006 Last: 9/28/2006 |
Competency and behavior assessment models are NOT predictive of success in role. Wanting your employees to be "competent" is HR lingo from the 90s. You can acquire skills and knowledge but talent is how an individual is hard wired and cannot be taught.
The only way to understand and replicate top performance is to study top performance. Top performers in all jobs think, talk, and act differently than average and poor performers. Understanding the talents that contribute to outstanding performance is key to developing an effective talent-based hiring strategy. |
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HR Interview Questions/Methods
posted at 9/28/2006 3:10 PM EDT
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Posts: 2
First: 5/30/2005 Last: 9/28/2006 |
I am in the healthcare field and our company is hiring for talent for all positions including HR. We conduct structured interviews to find out if these applicants have the personality traits to be a top performer in their role/job. Tools like talent interviews already know what top performers in that role look like and we can compare new applicants to this benchmark. Once we know we have a talented top performer we can then worry about their knowledge and skills. Hope this helps! |
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HR Interview Questions/Methods
posted at 9/28/2006 6:34 PM EDT
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Posts: 1
First: 9/28/2006 Last: 9/28/2006 |
When hiring HR professionals I find it best to ask situational questions such as, "tell me about a time..." or "give me a scenario when you encountered...". I also use Lominger tools to access which competencies are necessary for the position and include them in the JD. When interviewing I ask questions targeting the competencies that I have selected for the position, e.g. Sizing U People is considered an important attribute for an HR professional. During the interview I would ask a question or ask for an example where they had to weigh and measure employees/applicants in a certain situation. I also quiz HR candidates on regs and state laws to see how well versed they are. I grade of body language, appearance, ability to think on their feet, diplomacy, and KSA's. Panel interviews with representatives including future peers, members of management, employees, and HR is also a great way to go. |
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HR Interview Questions/Methods
posted at 9/29/2006 8:03 AM EDT
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Posts: 6
First: 9/29/2006 Last: 1/10/2008 |
I use a situational interview with a twist.
First, I ask the person how they would handle a particular situation, and I probe with many technical questions to ensure that they really know their stuff. Then, I ask them to roleplay with me how they would handle the situation with a client, to see if they can "translate" their technical expertise into language that would motivate another person to take action. - Steve Torkel, Ph.D. Torkel Research www.torkelresearch.com |
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