10 questions to ask HR manager candidates

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Not long ago we shared some of the most challenging questions to ask candidates so you can understand their real personality. But a specific job like an HR manager requires more curated questions to make sure the prospective employee actually fits in with the rest of the team.

Glassdoor recently shared a list of interview questions that are useful when you are considering hiring an HR manager or promoting one. These questions help identify the strongest candidate who possesses the necessary skills and attributes to excel in the position.

Prepare some of these before you go on meeting the next candidate.

1. What is your management style?

Every person has their individual management style. That said, depending on how flexible your company allows, the perfect candidate should be able to communicate openness to the established style in your company. After all, the last thing you need is someone who bucks the system without proper justification.

2. As an HR manager, how will you drive results?

More and more leaders are expecting HR to come up with initiatives to drive business results. This question allows you to better understand the value the candidate could bring to your company.

3. What do you like least about the world of human resources?

This question allows you to get to know more about the candidate’s preference. It is a red flag if the candidate flat out says they hate certain part of the job and gives no explanation.

4. Describe an ideal workplace for you.

This question serves two purposes. First, you get to see if the candidate will be a good fit with your company’s culture. Second, the candidate’s answer may bring some insights on how to shape the company to be a better workplace.

5. As an HR person, what is your view on job eliminations?

Layoffs and firing are difficult but also inevitable parts in the HR field. By asking this question, you can see what aspects and factors the candidate would consider before resorting to eliminations. For example, a performance improvement plan could be an alternative as suggested in the article. The question will also reveal whether the candidate has the essential communication skills when breaking bad news or making difficult decisions.

6. Describe a difficult experience you had with an employer/manager/coworker and how you handled it.

While you may think this is just another common interview question, this one is especially important for the role in HR as it illustrates how well the candidate handles conflicts, which is one of the most important parts of the job.

7. Tell me about a time when you didn’t follow policy or had to deviate from policy.

While rules and policies are extremely important in any company, there are times that management needs to be flexible. This question sheds lights on their values, judgement and agility, but of course, it needs to be supported with sound reasons.

8. How do you deal with an unethical situation? Any examples?

HR plays a crucial part in safeguarding ethical practices. This question allows you to know if the candidate has what it takes to be a component HR manager. If you have time, prepare a scenario in case the candidate doesn’t have a relevant, first-hand experience to share, which is possible.

9. What questions would you ask me if you were the interviewer?

By asking this question, you will see if the candidate has the technical knowhow in recruiting. Also, the answer given shows how well the candidate understands the specific needs of your company. For example, if your company has been making effort in going more data-driven, well prepared candidates will be able to ask questions like what experience the candidate has with reporting and analytics.

10. What trends will shape Human Resource departments over the next five years?

An experienced HR practitioner should be ready to talk about the low-down on the industry. The candidate’s answer will give you an idea how well they know about these trends, and whether they have been keeping up with the latest development by citing information from HR newsletters, trade magazines or conferences. A few important trends in 2018 according to Glassdoor’s chief economist Dr. Andrew Chamberlain include artificial intelligence, transparency and lateral movements.

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