Looking to know the secret questions that recruiters generally ask in an HRIS analyst’s interview? You’re at the right place.
According to Deloitte, almost 35% of organizations are currently working to develop teams with good data analysis capabilities, while only less than 9% of the organizations committed that they have already a strong analyst team working in their place. Thus, the demand for human resource information systems analysts inclines, which is why human resources information systems analysts are always valued for their quality analytical work.
HRIS analysts have a technical role and are mainly responsible for collecting, managing, gathering, and analyzing the data and contributing insights for business development and departmental growth. When you submit a job application for an HRIS analyst position, you will have to attend technical and non-technical interviews to testify to your knowledge and skills.
If you’re looking to get to know some HRIS analyst interview questions, then keep on reading. This article provides a detailed guide on various types of questions that can be asked in an HRIS analyst interview questions. Here’s what we will cover in this article related to an HRIS analyst interview:
- Insight into an HRIS analyst’s interview process
- Brief HRIS analyst interview questions
- Contexts for each category of questions
- Some tips to successfully answer the questions and pitch to the interviewer
What Does the Interview Process for an HRIS Analyst’s Role Look Like?
The interview generally comes after the application screening process. The following steps reflect how a typical HRIS analyst’s job application and interview process goes like:
Step 1 - Candidates submit the job application including your resume, cover letter, and mandatory documents
Step 2 - Recruiters scan the job applications and select the ones that fit the job criteria the most
Step 3 - Selected applicants receive an invite for a short initial introductory interview that assesses their nature. It is generally an online interview
Step 4 - After conducting several interviews, recruiters again screen the applications and select the ones that were more responsive and impressive
Step 5 - Selected candidates receive an invite for an on-site/online technical interview in which recruiters truly assess their skills and technical knowledge
Step 6 - After interviewing HRIS analysts, a meeting with the HR executives and interim HR consulting team is set to finalize the suitable candidate after a proper discussion on the candidate’s personality, skills, attitude, business ethics, and behavior
Step 7 - Selected candidates finally receive the offer through a phone call later followed by email upon final selection.
Take a look at our top-rated HR diversity and inclusion certification to learn about the role with excellent tips to prepare for the interview:
HRIS Analyst Interview Questions
The HRIS analyst’s role is much technical and analytically driven, thus recruiters are likely to ask technical and analytical questions to assess your skills.
There are multiple websites like Glassdoor that allow you to scroll through some genuine questions put by the actual former candidates. Our experts have researched multiple sights and gathered the list of most effective and authentic questions you might be asked in an HRIS analyst’s interview. We have divided the questions into various general categories so you can make the most out of these:
1. Analytical Questions
As an HRIS analyst has to be analytically driven, you can expect such analytical questions that test your data analysis knowledge in the interview.
In an HRIS interview, analytical questions test your abilities to handle challenges analytically. For an HRIS analyst’s seat, analytical skills are the most crucial ones. Thus make sure that you develop a sound grip on your data-driven analytical skills to rock the questions from this section. Here’s an insight into some analytical questions recruiters might ask you for an HRIS analyst’s role:
- How do you analyze the employee and HR department's own performance data to calculate the metrics?
- How you do evaluate an HR operation and extract the metrics out of it?
- What steps do you adapt to analyze the performance of HR?
- How do you handle data analysis and validation?
- How would you benefit an HR process or department through your analysis?
- Tell us about a time when your analysis contributed hugely to anticipating and solving a complex challenge. How do you feel about your contribution to the challenge?
While answering such questions, keep in mind that they are attesting to how you analytically assess a challenge. Know that, your extraordinary contributing analytical skills are going to make you win the job, thus focus on enhancing your analytical skills to enhance your chances to rock the interview.
2. Strategical Questions
Apart from analytical skills, an HRIS analyst must have good strategical skills. The HRIS analyst’s role requires skills to extract the trends and information from the employee and departmental evaluation data, and develop strategies that boost a department’s growth keeping in view the organization’s long-term and short-term goals.
In addition to that, HRIS analysts are responsible for strategically troubleshooting the tickets opened by the business stakeholders. Apart from that, strategical thinking weighs more than hardworking and smart thinking. Thus, make sure you prepare well to answer strategic questions for the HRIS analyst’s position with such a strategy that it puts you in a winning situation.
Although the questions can be vast, here we have mentioned some strategic questions you can expect in an HRIS analyst’s interview:
- How do you develop strategies out of evaluation reports for departmental and organizational growth?
- How would you troubleshoot an issue ticket created by the business stakeholders?
- What methodology would you adapt in learning a new HR system?
- What methods do you use to streamline payroll and HR administration processes?
- Tell us about a daunting time when you had to adapt strategic moves to resolve a challenge
- How do your strategic skills contribute to increasing the revenue, reducing costs, and saving time?
To make sure you rock the HRIS analyst’s interview, take the above-mentioned questions and do your research to best answer them based on the job application. Practice these questions in mock interviews for better preparation.
3. Technical Questions
If you have sound knowledge about the responsibilities and duties of an HRIS analyst, you must have developed the idea that the HRIS analyst’s role is technical. All the data analysis and strategical tasking are technical tasks an HRIS analyst is responsible for.
The hiring manager may ask about your coding and development skills. In addition to that, you may be asked about the formulas and performance evaluation chart associated with technical questions.
Here’s an insight into how the technical questions in an HRIS interview might appear:
- How strong you are at coding?
- How do you extract the performance coefficient out of an HR campaign?
- What is your technique to resolve issues through an HCM system?
- How would you add a formula to a pivot chart?
- How do you implement a change in the system?
Prepare well keeping in mind the technical skills for the role. You can take inspiration from the above-mentioned questions to understand what sort of technical questions can be asked and looked like in an interview.
4. HR Related Questions
After all, HRIS analysts operate in a human resource department, you must have sound knowledge of how HR operations take place. Familiarize yourself with how a talent acquisition scheme works, how employees are recruited, and how to analyze the candidate’s job applications to recruit the right talent based on the organization’s long-term and short-term goals.
Have a look at some of the HR associated questions that might be asked in an HRIS analyst’s interview:
- How do you interpret a talent acquisition campaign?
- Do you understand the confidentiality of employee records and the organization’s data?
- What method do you use to gather and analyze the HR statistics?
- How do you train staff on a new human resource system?
- What do you know about employee benefit and satisfaction?
- How do you interpret employee retention and payroll operations?
Although questions might vary based on the job description and organizational preferences, however, you can develop a clear idea of what sort of HR questions can be asked that are most relevant to the HRIS analyst’s role.
5. Management Questions
A professional HRIS analyst will know how important data management is for the HRIS analyst’s role. As they are responsible to manage, collect, interpret, and analyzing the data, they must have good management skills to effectively perform their job duties.
Recruiters can ask questions from the potential candidates about the methodology with which you will collect and handle the employee data, and manage your work in extreme workload situations. Here’s an insight into what the questions relevant to your management skills will look like in an HRIS analyst’s interview:
- How do you handle the analytical and performance data from each department?
- How do you manage and collect the data?
- If you have a situation where you have multiple tickets or projects open, how do you manage the workload and handle such situations?
- Do you have any prior experience in handling HR data?
- Did you provide any HR solutions before through your management skills?
You can research on your own to further dive into more details, but know that the context for management relevant questions will be the same. You must depict good management skills to be able to rock these questions.
6. Behavioral or Non-Technical Questions
No doubt, technical and analytical skills are mandatory for an HRIS analyst’s role, but keep in mind that whenever an organization prefers a candidate, it is not just because of their technical skills. Behavioral skills are mandatory too, and only such traits lead the employees to build a healthy work environment.
Thus, when you’re preparing for your interview, make sure to prepare some behavioral questions relevant to the job description of the HRIS analysis position you’re applying to. Here’s a look into what sort of behavioral questions you might be asked for this analytical role:
- How do you handle unhappy employees?
- Will you be happy in a non-management role?
- Why do you believe you’re a good fit for this HRIS analyst’s role?
- How would you deal with unhappy employees?
- How would you manage to perform your duties in a tough work environment?
- Where do you expect to see yourself in the next five years?
- What kind of employees do you prefer not to work with?
These questions are just an inspiration for you to understand what the context of questions in the interviews might look like. Research well about personable working relationships and conduct the required extensive communication studies. You can practice these questions in your mock interview, but make sure you answer them with a strategy to pitch to the recruiter.
7. Intellectual Questions
Last but not the least, expect such questions from recruiters that assess your knowledge. Such questions enable the employers to understand how much technical/non-technical knowledge do you hold for the position. Thus, we recommend you enhance your knowledge of the tools, and other necessary job requirements and processes relevant to your field.
Here’s an insight into some knowledge-based questions that will allow a recruiter to assess your knowledge about the role:
- Have you ever worked with an HRIS system?
- Describe your SAP experience
- What workday modules have you previously worked with?
- Describe your experience with using digital tools for analysis
- If you ever see an employee doing a job in an unethical manner, how do you address it?
- How would you describe a human resource information system?
These are some genuine questions above that a recruiter can ask for an HRIS analyst’s job. Know that the phrasing might not be exact but can be typically related. Thus you must prepare to answer the questions logically and strategically.
Prepare for the interview well, and make sure that your knowledge about the technical and non-technical HRIS operations is complete. Practice by giving mock interviews to your friends, so you can boost your confidence in answering the questions in the best possible way to pitch to the recruiter.
Keep upskilling and learning the latest market trends. Practice and learn extensive communication studies, as a majority of interviews are won based on the developed communication skills of candidates.
If you are new to Human Resources and are looking to break into an HR Analyst position, we recommend taking our HR Certification Courses, where you will learn how to build your skillset in human resources, build your human resources network, craft an excellent HR resume, and create a successful job search strategy that lands you a sought-after Human Resources Analyst job.
Josh Fechter is the founder of HR.University. He’s a certified HR professional and has managed global teams across 5 different continents including their benefits and payroll. You can connect with him on LinkedIn here.