HR Generalist Behavioral Interview Questions
Due to fierce competition in the HR field, you can't overlook behavioral HR generalist interview questions for getting an HR generalist post in an organization.
Employers want to hire a competent HR professional who has a strong grip over various aspects of HR management. They need someone who knows everything from recruitment to employee retention. HR generalist behavioral interview questions are an excellent tool for employers to gauge the candidate's knowledge and skills.
HR generalist interview process allows employers to better understand how the candidate would behave in certain situations. Though various companies have unique HR requirements, there are some common HR generalist behavioral interview questions every employer asks candidates.
This guide compiles some of the typical HR generalist behavioral interview questions you can expect in your job interview. It will help you ace your HR generalist behavioral interview by preparing you for the most common questions asked in such interviews. Let's ump into the article.
List of HR Generalist Behavioral Interview Questions: Human Resource Management
Here are some behavioral interview questions related to HR management that you can expect in your HR interview:
Tell me about a time when you had clashes with a coworker?
It is an interesting question that interviewers often ask to know how you react under pressure. They want to know if you can manage conflict and handle difficult situations. It offers employers insight into your negotiation and problem-solving skills.
Clashes and disagreements are quite common in the workplace. The candidates for the HR generalist position must be capable of managing such situations. Therefore, it is vital to have a strong answer to this question.
When answering this question, you should talk about a time when you had a difference in opinion with a coworker. Explain how you handled the situation and what the outcome was. You should mention the steps you took to resolve the conflict. You can say that you talked to your coworker and came to a mutually agreeable solution.
How would you handle an underperforming employee?
It is another crucial question that employers ask. The recruiters understand that evaluating a candidate's ability to assess employees' performance and give feedback is crucial for the role of HR generalist. An organization needs someone who can work with employees and improve their performance. This question lets them know how you identify the problem and work on a solution.
When answering this question, you can share a situation when you had to deal with an employee with performance issues. Tell them how you identified the problem and what steps you took to help that employee improve.
A candidate should know how to speak to the underperforming employees and help them understand where they are lacking. You can also review their work and offer suggestions on how they can improve. It is also essential to set expectations with the employees and help them create a plan to reach their goals.
How would you create and implement new HR policies?
Employers ask this question to learn about your experience with creating and implementing company policies. It also shows if you are familiar with the process of developing policies. It enables interviewers to evaluate a candidate's competency in policy development.
The role of HR generalist requires a candidate to be well-versed in company policies. You should know how to create policies that are in line with the company's goals. You should also be able to implement these policies effectively.
When answering this question, you should talk about your experience with creating human resources policies. You can give a specific example of an HR policy you have developed and implemented. Explain the process that you followed and the outcome of the policy.
You should also mention the challenges you faced while developing and implementing the policy. It will show the interviewer that you are aware of the difficulties encountered while developing and implementing policies.
How would you improve the recruitment process of an organization?
This question focuses on the recruitment process. It enables interviewers to know if you are familiar with the hiring process and if you can suggest ways to improve it.
The role of a human resources generalist requires a candidate to know the recruitment process. You should have a comprehensive understanding of the recruitment process, its challenges, and ways to improve it.
When answering this question, you should talk about your experience in recruitment. You can give a specific example of how you improved the recruitment process. Explain the steps that you took to improve the process. Also, explain how they have helped in improving the quality of candidates.
You can also talk about the use of technology in recruitment. You can suggest using applicant tracking systems (ATS) to help in the recruitment process. You can also talk about using social media and job boards for recruitment. It will show that you are familiar with the latest trends in recruitment.
Talk about a time when you had to keep accurate records in your previous job?
This question offers the recruiters insight into your accurate record-keeping ability which is one of the key duties of an HR generalist. By asking about a specific time, the interviewer can gauge your level of experience with this task and get a sense of how you handle it.
This question is important for HR generalists because it helps employers to identify if the candidate has the organizational and administrative skills required for the role. To answer it, you can describe a situation where you had to keep accurate records and detail the steps you took to ensure that everything was done correctly. You can also mention any challenges you faced and how you overcame them.
How would you manage harassment claims?
This question enables interviewers to know if you have experience in dealing with harassment claims. It also shows if you are familiar with investigating and resolving such claims.
A candidate for an HR generalist position requires to know the process of investigating and resolving harassment claims. You should be able to handle such claims sensitively and confidentially.
When answering this question, you can give an example of how you handled sexual harassment complaint. Explain how the employee approached you and the steps you took to investigate the claim. Also, mention the investigation's outcome and your action against the perpetrator.
Some additional questions recruiters ask to assess HR generalist behavior are:
- Tell me about your experience in using HR management software?
- How would you handle discipline in the workplace?
- Talk about any performance review program that you have initiated?
- Talk about the biggest challenge you faced in your previous position?
- How would you advertise a job offer for a position in your company?
List of HR Generalist Behavioral Interview Questions: HR Analytics
Let's move on to behavioral questions related to HR analytics that recruiters might ask during an HR generalist interview.
How would you collect data and create reports on employee performance?
This question helps interviewers assess a candidate's experience in collecting data and creating reports on employee performance. It offers employers insight into a candidate's ability to use HR data to improve staff performance.
When answering this question, you should talk about your experience in collecting data and creating reports on employee performance. You can give an example of a report you have made and how it helped improve employee performance. You should also mention the tools you use to collect data and create reports as advanced analytical tools ensure accuracy. It will show that you are familiar with the latest trends in HR analytics.
Data collection and reporting are crucial for the HR department to measure the performance of employees. The HR team uses this data to identify the areas where employees need improvement. It enables them to develop strategies to improve employee productivity and create a positive company culture.
How would you use analytical skills for making decisions?
This question aims to assess a candidate's ability to use HR data to make decisions. It lets employers know how you use HR analytics to improve the department's efficiency.
When answering this question, focus on the decisions you have made using HR data. You can give an example of your decision to improve employee productivity. Also, mention the data that you used to make the decision.
HR analytics is a vital part of the HR department. It helps in making data-driven decisions that improve the efficiency of the department. HR data is used to identify the areas where employees need improvement. It also helps in developing HR policies to enhance employee productivity.
Following are some additional questions that interviewers ask to assess a candidate's ability to use HR data:
- Talk about your experience with HR data to improve employee engagement?
- How would you use data analytics to identify the training and development needs of employees?
- What are your thoughts on using data to assess employee retention risk?
- How would you use HR data to improve the recruiting process?
HR Generalist Behavioral Interview Questions: Cross-Functional Teamwork
Let's turn to questions related to cross-functional teamwork that interviewers might ask in an HR generalist interview.
Talk about your experience of working with a cross-functional team.
It is one of the favorite questions of interviewers during a job interview. It helps interviewers assess whether a candidate is a team player and can work with people from different departments or not. The answer to this question will also give employers an insight into your ability to handle conflict.
When answering this question, you can talk about how you handle a cross-functional. Share a relevant example from your previous work experience. Highlight the key takeaway from that particular project.
You can also talk about the challenges you faced while working with the team and how you resolved them. It will show that you can handle conflict and find creative solutions to problems.
Some additional questions related to teamwork that recruiters ask are:
- How would you handle disputes while working with employees of various departments?
- How would you promote team building within the organization?
- How would you motivate a team that is not performing up to the expectations?
HR Generalist Behavioral Interview Questions: Interpersonal Skills
Let's move on to the interpersonal skills of HR generalists' interview questions and answers.
How would you encourage communication among your team members?
This question gauges a candidate's ability to build relationships and promote communication within the team. Employers want to assess the candidates' communication skills, and this question enables them to do so.
When answering this question, you can talk about the importance of strong interpersonal skills in the workplace. You can give an example of when you promoted communication among your team members. You should describe various ways to encourage communication among employees.
Communication among team members is crucial for the success of any organization. It helps flow information and enables employees to work together towards a common goal. Communication skills help in building relationships and fostering a positive work environment.
Some additional questions related to interpersonal skills that interviewers ask are:
- How would you handle a conflict between two employees?
- How do you build relationships with your team members?
- Tell me about a time when you had to communicate a change in policy to your team members?
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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.