HR Administrator Interview Questions
During your interview, your potential employer may question your experience in HR administration, your knowledge of HR legislation and employment law, and your communication and interpersonal skills. They may also ask about your proficiency in using HR software and any experience with additional administrative tasks such as computer-based competency assessments, data management, and report-writing. Finally, they may ask about your experience in recruitment, assisting in hiring procedures, managing applications, and coordinating the candidate screening process.
Interviewer: Good afternoon! Thank you for coming in for your interview. Can you please introduce yourself and tell me a little bit about your HR experience?
Candidate: Sure, my name is Sarah and I have been working in HR for the past 4 years. I have experience in recruitment, onboarding, and employee relations.
Interviewer: Can you tell me about a time when you had to handle an employee grievance?
Candidate: Absolutely, there was a time when an employee felt they were unfairly passed over for a promotion. I met with the employee to gather information and then spoke to the manager to understand their perspective. I worked to come up with a resolution that both parties agreed upon.
Interviewer: How do you ensure that you keep confidential information confidential?
Candidate: I take confidentiality very seriously and ensure that only those who need to know are aware of the information. I also document who has accessed the information to keep track of who has seen it.
Interviewer: What systems have you used to manage HR data?
Candidate: I have experience using HRIS, applicant tracking systems, and Microsoft Excel.
Interviewer: Tell me about a time when you had to handle a difficult employee situation and how you resolved it.
Candidate: There was a time when an employee was constantly complaining about their workload and was not producing quality work. I had a one-on-one meeting with the employee to discuss their concerns and work with them on a plan to prioritize their workload. We also discussed ways to improve the quality of their work.
Interviewer: Can you explain your understanding of ADA and FMLA?
Candidate: ADA stands for Americans with Disabilities Act and requires employers to provide reasonable accommodations for employees with disabilities. FMLA stands for Family and Medical Leave Act and allows eligible employees to take time off for certain family and medical reasons.
Interviewer: How do you ensure that your hiring practices are fair and unbiased?
Candidate: I ensure that all job postings have a clear outline of the qualifications and requirements needed for the job. I also ensure that all candidates are asked the same set of interview questions and have their qualifications evaluated equally.
Interviewer: How do you approach onboarding new employees?
Candidate: I approach onboarding by first ensuring that all necessary paperwork is completed, followed by introducing the new employee to the team and the company culture. I also make sure to provide training on the job responsibilities and expectations.
Interviewer: Describe a time when you had to deliver bad news to an employee.
Candidate: There was a time when an employee was not meeting the expectations of the job and had to be let go. I scheduled a meeting with the employee and clearly explained the reason for the termination. I also worked to provide support to the employee during the transition.
Interviewer: How do you stay current with changes in HR laws and regulations?
Candidate: I regularly attend conferences and webinars focused on HR updates and changes. I also stay current by reading industry publications and participating in HR groups.
Interviewer: What motivates you to work in HR?
Candidate: I am motivated by the opportunity to positively impact employee experiences and company culture. I enjoy being able to help employees reach their potential while also helping the company succeed.
Interviewer: Can you describe your approach to employee relations?
Candidate: I approach employee relations by first listening to the employee's concern and gathering information from all parties involved. I work to find a solution that is fair and benefits everyone involved.
Interviewer: What software programs are you proficient in?
Candidate: I am proficient in Microsoft Office Suite, HRIS software, and applicant tracking systems.
Interviewer: Can you explain your experience with payroll?
Candidate: I have experience with payroll processing, including entering employee data, ensuring accuracy, and resolving discrepancies.
Interviewer: Can you explain the purpose of a performance review?
Candidate: The purpose of a performance review is to evaluate an employee's job performance and provide feedback to help them improve. It also allows for setting goals and creating development plans for the employee.
Interviewer: Great answers, thank you for your time today! We will be in touch with a decision soon.
Candidate: Thanks for having me! It was a pleasure meeting you.
Scenario Questions
1. Scenario: As an HR Administrator, you received a complaint from an employee stating that they were not paid for overtime work. How would you handle this situation?
Candidate Answer: I would first verify the complaint by checking their time records and comparing it with the payroll records. If there is an error, I would communicate with the payroll team to ensure the employee receives their compensation for the overtime work. If there is a discrepancy, I would investigate the issue further and determine the best course of action.
2. Scenario: A new employee has joined your company, and they are unfamiliar with the company policies and procedures. How would you ensure that the employee is familiar with the policies?
Candidate Answer: I would schedule an orientation session for the new employee and go through the company policies and procedures in detail. I would provide them with a handbook containing all the policies and make sure they understand the policies. I would also encourage them to ask any questions or clarification needed.
3. Scenario: An employee has been absent frequently for the last 3 months. How would you approach the employee and handle the situation?
Candidate Answer: I would schedule a meeting with the employee and discuss the reasons for their frequent absences. I would try to understand the underlying problems that may be causing the absences and offer support or resources if needed. If the absences continue to be a concern, I would follow up with the employee and discuss any actions that could be taken to resolve the issue.
4. Scenario: There is a rumor spreading among employees about possible layoffs in the company. How would you address this issue with the employees?
Candidate Answer: I would communicate with the employees promptly and transparently to address the issue. I would provide accurate information about any changes that may occur in the company and how it may affect them. I would also reassure them of the company's commitment to its employees and try to alleviate any concerns or fears they may have.
5. Scenario: As an HR Administrator, you need to report the number of employees in the company who received a promotion last year. What data would you need to gather, and how would you present the information?
Candidate Answer: To gather this information, I would need to go through the employee records and identify those who received a promotion last year. I would then need to collect information on their previous job title, new job title, and the date of promotion. I would present the information in a clear and concise format, such as a chart or graph, showing the number of promotions by department or job function.