Human Resources Intern Interview Questions
The interviewer may ask behavioral questions to assess the applicant's communication skills and ability to work in a team. They may also ask about the interviewee's experience with specific software, data analysis, and record-keeping.
The interviewer may then provide information about the company's HR department, provide insight into what the day-to-day work of an HR intern looks like, and answer any questions the applicant may have about the position, company culture, or opportunities for growth. The interview will conclude with the interviewer asking if the applicant has any further questions, letting them know the next steps, and thanking them for their time.
Interviewer: Hello and welcome, can you please introduce yourself?
Candidate: Hi, my name is Rachel Smith, and I am excited to be here today.
Interviewer: What made you interested in a position as a Human Resources Intern?
Candidate: I have always been interested in HR and I am studying Human Resource Management in college. I want to gain practical experience in the field and use my skills to contribute to the company's success.
Interviewer: Can you describe a challenge you faced in a group project and how you overcame it?
Candidate: One challenge I faced in a group project was when our team was behind schedule. I initiated a conversation with the team, identified barriers to progress, and developed a plan to catch up. We worked together, delegated tasks, and ultimately completed the project on time.
Interviewer: In your opinion, what is the most important quality an HR professional should possess?
Candidate: I believe the most important quality for an HR professional is empathy. Being able to listen, understand, and relate to employee concerns is critical to building trust, fostering a positive workplace culture, and ultimately driving employee success.
Interviewer: How do you handle confidential information in the workplace?
Candidate: Handling confidential information is a top priority. I would ensure that it's only communicated on a need-to-know basis, encrypted, and stored in a secure location.
Interviewer: How do you ensure that you stay organized and prioritize your tasks when there are multiple competing deadlines?
Candidate: Time management is important, and I ensure that I prioritize my tasks based on their importance and deadline. I use a to-do list and a calendar to stay organized.
Interviewer: Can you tell me about a time when you exceeded a supervisor's expectations?
Candidate: During my last internship, I was given the responsibility of managing a company event. I developed a successful marketing campaign, negotiated with vendors, and coordinated the logistics of the event. My supervisor was impressed with my ability to take initiative and work independently.
Interviewer: How do you give feedback to peers or colleagues without coming across as critical or negative?
Candidate: I use a constructive feedback approach. I would start by expressing what I noticed, but instead of criticizing, I would suggest a specific approach that can be taken to improve.
Interviewer: Can you discuss your experience with HR software or tools?
Candidate: I have experience working with tools such as ADP, LinkedIn, and BambooHR. I am familiar with their core functionalities such as HR Analytics, Performance Management, and Recruitment & Retention.
Interviewer: What kind of HR related project would you be interested in working on as an intern?
Candidate: I am interested in working on the employee engagement program. I would like to support the development of initiatives that can improve employee satisfaction, productivity, and retention.
Interviewer: What motivates you to perform well in your work?
Candidate: I am motivated by the opportunity to make a difference and contribute to the company's goals. I also enjoy learning and growing as an HR professional, which is why I am excited about the chance to intern with your company.
Interviewer: How do you handle conflicts in the workplace?
Candidate: When handling conflicts, I use active listening to identify the root cause of the issue. I would try to remain calm, neutral and professional in my intervention, fostering a resolution that benefits all parties involved.
Interviewer: Can you describe a time when you had to step up and take charge of a situation?
Candidate: During my volunteer experience, a team member didn't show up, and I had to step into the role to keep things going. I was able to delegate tasks, keep the team motivated, and complete the project successfully.
Interviewer: What are your greatest strengths that you believe will add value to our HR team?
Candidate: I believe my strengths include the ability to prioritize tasks, communicate empathetically, and work within a team. I am passionate about what I do, and I believe that my energy and enthusiasm will also add value.
Interviewer: What is your long-term career goal?
Candidate: My long-term career goal is to become an HR director or manager. I aspire to contribute to my employer's growth and success while ensuring employee engagement, retention, and success.
Scenario Questions
1. Scenario: Imagine an employee comes to you with an issue regarding inappropriate behavior from a coworker. How would you handle this situation?
Candidate Answer: First, I would listen to the employee and gather all necessary information about the inappropriate behavior. Then, I would review our company's policies and procedures regarding workplace harassment and take appropriate action to address the situation. This may include conducting an investigation, providing resources and support for the affected employee, and taking disciplinary action against the coworker if necessary.
2. Scenario: A manager approaches you with a request to terminate an employee for poor performance. However, you have noticed that this employee has a disability and may require accommodations. How would you handle this situation?
Candidate Answer: I would first review the employee's performance records and gather more information about their disability and any accommodations that have already been provided. I would then consult with our legal and HR teams to ensure that we are meeting both our obligations under disability laws and our company's policies and procedures. Depending on the situation, we may need to explore alternative accommodations or performance improvement plans before considering termination.
3. Scenario: You receive a report of a workplace accident that resulted in an injury to an employee. What steps would you take to ensure that the employee receives proper care and that the incident is properly documented?
Candidate Answer: My first priority would be to ensure that the injured employee receives immediate medical attention as needed. Once the employee's care is secured, I would work with our safety and operations teams to investigate the incident and document all relevant details. This may include interviewing witnesses, reviewing security footage, and completing accident reports. I would also ensure that our workers' compensation insurance carrier is notified and that the injured employee is provided with any necessary benefits.
4. Scenario: A job candidate discloses during an interview that they will require a religious accommodation in order to perform certain job duties. What steps would you take to ensure that the accommodation is provided?
Candidate Answer: I would first thank the candidate for disclosing their need for a religious accommodation and assure them that we are committed to providing a workplace that is inclusive and respectful of all religious beliefs. I would then review our company's policies and procedures regarding religious accommodations and work with the hiring manager to determine whether the requested accommodation is reasonable and can be provided without undue hardship. If necessary, I would consult with outside experts or legal counsel to ensure that our actions are in accordance with all applicable laws and regulations.
5. Scenario: You receive a complaint from an employee that they have not received their full pay for the last pay period. What steps would you take to investigate and resolve the issue?
Candidate Answer: I would first review the employee's time records and pay statements to verify the accuracy of their claim. If there is an error or discrepancy, I would work with our payroll and accounting teams to identify the cause and ensure that the employee is promptly paid any missing wages. I would also review our company's policies and procedures regarding pay and work with our HR team to determine whether any additional corrective action is necessary to prevent similar issues in the future.