It’s no secret that we at PhilPay place a high degree of importance on effective HR management, as you will be aware of from our previous editorial releases, but what exactly does it take to find the perfect fit for the position?
There are, of course, some relatively standard interview questions – such as those pertaining to general professional competency, recent career achievements or milestones, why the candidate in question considers themselves suitable for your organization, cost cutting and budgetary sustainability, etc. – all of which must be given ample consideration in the search for the perfect fit.
Likewise, when vetting a candidate for such a key position within your company, there are also fundamental personal attributes that must be considered (including integrity, experience, personability, communication, diplomacy, efficiency, motivational abilities, problem solving, innovation, and so on). Without a combination of these factors, as well as satisfactory answers to the standard interview questions, the eventual choice will no doubt fall short and leave you not only in a position whereby problems may have been caused, but you will also have to begin your search over from square one.
To provide you with as much assistance as possible, while presuming that you are almost certainly aware of the importance of the points raised here up to now, let’s take a closer look at a few of the key questions – both behavioural and situational – that any potential candidate for your HR department will have to navigate in order to qualify for further examination.
1 – What attributes do you consider key when it comes to the overall focus of the HR department?
2 – A member of (for example) the marketing department has expressed dissatisfaction with their appraisal and is seeking your assistance in raising the issue with their supervisor; what measures do you take to remedy the situation?
3 – How would you motivate your coworkers in the HR department were you appointed to the HR manager position?
4 – It’s been brought to your attention that a member of your department is openly discussing sensitive information with those outside of your department; what measures do you take to remedy this situation?
5 – Why do you think it is important to allow an HR presence (and equal consideration) during company board meetings?
6 – Describe how you handled the most recent situation in which you had to issue disciplinary or terminal actions against a fellow member of staff.
7 – Were you to receive notice of a legal action or governmental warning against the company for whatever reason, what course of action would you take first?
8 – A recent (necessary) initiative that you have chosen to implement is proving unpopular with a notable portion of the workforce within the company; how do you pacify the situation?
9 – What value do you place on employee satisfaction surveys and, if you decided to conduct one, what method(s) would you use to interpret the findings?
10 – With regards to the possibility of conducting an employee satisfaction survey, and given your current knowledge of this company, what exactly would be the ultimate purpose/goal of the survey?
While some of these questions may seem almost rudimentary, it’s surprisingly common for them not to come up during the interview process, and the answers offered will provide an extremely valuable insight into the potential candidate, while essentially guaranteeing in the minds of the best candidates that your company is the one for which they should be working.
If you have any comments or questions on the above, please contact one of our certified payroll geniuses on firstname.lastname@example.org for more information and, as always, we’ll be more than happy to help.