Human Resource Coordinator Skills Interview
Author:
Haya Bakour, MSc I/OAn HR Coordinator interview assessing key skills required for success. We've also included a few motivation and values questions to help you make the best decisions about your candidates.
Focus area:
Question
1
Why are you interested in making a career move to our company as HR Coordinator? How do you see this opportunity within the context of your career?
What does this question reveal?
Candidate exhibits fit and motivation to join the company
Explore tips
- Is seeking an opportunity to grow by applying and developing multiple skills
- Wants to make a defined impact on others and the organization’s success
- Is motivated to add value to the company's culture and work environment
- Is passionate when discussing how this connects with their strengths/interests
- Exhibits awareness of the role expectations and the organizational context
Question
2
Communication skills are really important to this role. When it comes to that skill set, what aspect are you best at, and can you share an example of how you've done this in a previous role?
What does this question reveal?
Candidate has the ability to understand their strengths and how communication is critical to success
Explore tips
- Clearly highlights their specific strengths in communicating
- Shares key communication tactics (e.g. active listening, tailoring to audience)
- Uses evidence from past experience to justify their strengths
- Tailors response with examples relevant to the position and organization
Question
3
Tell me about the last time you had to deny a request or say no to an employee. Why did you say no, and how did you communicate this to them?
What does this question reveal?
Candidate has the ability to engage in perspective taking and connects with others in difficult situations
Explore tips
- Clearly explains the situation and justifies their response
- Understands and explains the effect their decision had on employees
- Is transparent with employee and explains to them the reason for their decision
- Communicates response in a respectful manner (e.g., privately)
- Offers any alternative resources/solutions that might help
Question
4
If you were to join our company, how would you determine whether our current performance management approach was effective and in line with best practices?
What does this question reveal?
Candidate has the ability to analyze performance management systems
Explore tips
- Exhibits a comprehensive understanding of performance management and evaluation
- Identifies key factors needed to gain a clear understanding of current approach
- Researches relevant sources and benchmarks best practices
- Discusses how to analyze findings and plan next steps
- Takes action on results; involves other departments or managers
Question
5
Imagine you take charge of the performance management system. Employees start coming to you to complain that the performance targets set by managers are unrealistic due to a change in the business. What would you do?
What does this question reveal?
Candidate has the ability to manage and adapt performance expectations
Explore tips
- Exhibits a comprehensive understanding of performance management systems
- Outlines a communication strategy for how to handle those complaints
- Assesses the complaints, revisits targets and consults with managers
- Collaborates with managers to set new goals in line with the business strategy
- Discusses how to avoid similar issues in the future (e.g. new processes)
Question
6
Imagine you join the company as HR Specialist and we ask you to review our methods for keeping information confidential within the company. Which government regulations or laws would you consider when doing so?
What does this question reveal?
Candidate has the ability to review confidentiality policies and methods
Explore tips
- Emphasizes the impact of government regulations on confidentiality
- Identifies regulations (e.g. for employee versus business information)
- Discusses specific impacts and their consequences for the business/employees
- Discusses common issues and how to avoid them, based on real-life examples
- Discusses staying up to date with government regulations and laws
Question
7
Tell me about a time you ran into a confidentiality issue. What was it and what did you do? What was the outcome?
What does this question reveal?
Candidate has the ability to handle breach of confidentiality issues in the workplace
Explore tips
- Clearly explains the issue and how confidentiality was violated
- Discusses balancing employee confidentiality with doing a thorough investigation
- Identified and disclosed all important information to investigate the complaint
- Ensured that information was only shared with relevant stakeholders
- Acknowledges that confidentiality cannot always be guaranteed (e.g. in lawsuits)
Question
8
As a HR Specialist, you juggle a variety of duties, including meetings with leadership, fixing employee relations issues and designing HR strategies. How do you organize your work and deal with competing demands?
What does this question reveal?
Candidate has the ability to prioritize multiple tasks
Explore tips
- Elaborates on their time management and prioritization techniques
- Discusses planning and using calendars, time management tactics, apps, etc.
- Prioritizes tasks based on business objectives and what is urgent/important
- Discusses breaking down big tasks and delegating accordingly
- Discusses blocking out time slots for tasks that require deep focus
Question
9
Tell me about a time you had to recruit for numerous roles at the same time. What was your recruitment strategy?
What does this question reveal?
Candidate has the ability to manage recruitment for multiple roles simultaneously
Explore tips
- Exhibits a comprehensive understanding of the structure of roles in the company
- Identifies targets and sets up a project plan (e.g. budget, timeline, etc.)
- Breaks down the plan into smaller deliverable tasks (acknowledging dependencies)
- Talks about priorities and competing demands, and delegating tasks if needed
- Discusses how to improve retention and build an internal talent pipeline
Question
10
Imagine that one of our long-standing employees is upset. They correctly suspect that a newer team member will be promoted, while their role will remain the same. How would you handle the situation?
What does this question reveal?
Candidate has the ability to deescalate sensitive situations to manage expectations
Explore tips
- Investigates the situation to understand the perspective of the employee
- Is sensitive and empathetic when discussing with the employee
- Frames the conversation as an opportunity for the employee to grow and develop
- Suggests how to avoid similar cases in the future (coaching, mentoring)
- Notes the importance of setting clear expectations or development frameworks
Question
11
Tell me about a time you resolved a disagreement between the leadership team and the HR department. What was the outcome?
What does this question reveal?
Candidate has the ability to resolve conflict
Explore tips
- Describes the context (business goals, circumstances, viewpoints, results, etc.)
- Successfully identified the root cause of the disagreement
- Has a solution-oriented mindset; elaborates on the action they took
- Suggested alternative options to both parties to reach a compromise
- Explains the outcome of their actions; highlights key learnings and takeaways
Question
12
If you were to join our team here at our company, what strategies would you use to help us attract top talent in our industry?
What does this question reveal?
Candidate has the ability to use creative strategies to attract high performers
Explore tips
- Discusses current market trends and the major challenges of sourcing
- Exhibits an understanding of candidates' needs/expectations in your industry
- Suggests various approaches for both active and passive candidates
- Discusses why specific approaches are ideal for particular talent segments
- Exhibits creative ways to brand the organization as an attractive place to work
Question
13
Imagine your organization is being acquired by a larger company. You know the culture will change; however, it is not clear exactly what the change will look like. How would you manage and respond to the change in your role?
What does this question reveal?
Candidate has the ability to effectively respond to changing circumstances
Explore tips
- Is comfortable not having a full picture of the implications of the change
- Views the change as a learning experience for themselves and the organization
- Is willing and eager to take on the challenges that the change might bring
- Focuses on how the change can be successful
Question
14
Based on your past work history and professional experience, in what type of work environment were you the happiest and most productive?
What does this question reveal?
Candidate shares preferences for organizational culture and workstyle aligned with your company
Explore tips
- Discusses attributes that align with your organization
- References different organizational factors (people, place, work, etc.)
- Highlights the values that shaped the environment/culture
- Shares a story from past experience to support their claims
- Justifies why it made them happy and productive
Question
15
What is one thing you wish I had asked you in our conversation today?
What does this question reveal?
Candidate displays self-awareness of unique strengths and value-add
Explore tips
- Gives a response that is relevant to the role in question
- Justifies their suggestion by explaining their value-add
- Exhibits strengths that were not previously covered
- Further demonstrates their value-add and competitiveness as a candidate
