Hr Generalist Interview Questions in Minneapolis-St. Paul, MN
"As a human resources generalist, it's your job to help your company run smoothly by managing HR issues related to employment, compensation, and employee relations. In an interview, you can expect to answer questions about your interpersonal and organizational skills as well as your experience executing clerical tasks. You may be asked a few scenario questions that will test your ability to handle different kinds of employee questions."
Top HR Generalist Interview Questions & How To Answer
Here are three top HR generalist interview questions and how to answer them:
Question #1: What are some of the HR responsibilities you've handled in your HR career?
How to answer: Answer this question by evaluating your work experience before the interview, identifying relevant occupational achievements and proof of skills, and summarizing them. For example, you can say you have managed employee benefits and absence administration, performed recruiting, managed employee relations, and communicated with HR business partners during your HR career.
Question #2: How do you resolve conflicts between individuals that can arise in a professional setting?
How to answer: Using interpersonal, communication, conflict resolution, and teamwork skills to manage professional relationships effectively is essential for an HR generalist. Demonstrate your experience by articulating a solid conflict resolution technique that details these skills. For example, you can talk about using active listening, holding a group meeting, addressing the conflict immediately, being impartial, promoting teamwork, and motivating people.
Question #3: Can you describe a time when you implemented a change in HR policy for a company?
How to answer: An interviewer asks this question to gauge your leadership, strategy, and communication skills, which are essential to succeed in an HR generalist job. Use the STAR method to express these skills by describing the situation or what led to the HR policy change, your task for implementing the change, your action concerning implementation, and the positive result you achieved. If you have no change management experience in HR, tell the interviewer what you would do in this scenario.
How did you design a performance management system? And was it successful? Why or why not?
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Explain reasonable accommodation in regards to the ADA.
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How experienced are you in Excel?
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I have medium experience with excel.. I would say intermediate. I’ve used it for class assignment purposes and created medium spreadsheets. Less
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I would consider my experience intermediate, however I always open to expanding my knowledge. Less
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I have alot of experience with Excel. I currently use excel to make various spreadsheets for archiving data for the firm I work at now. Less
I'm going to give you a scenario just to see how you think. If you had an employee approach you after not being promoted, although they said they were promised the promotion, what would you do?
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The first thing I have to ask is why didn’t they get it and what did I know about it? Was there training or preparation that they missed and why? I would also find out when the next opportunity would be and how the employee can best prepare for the role and then help them so they can be considered. Less
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I’ll sympathize with that person and after, tell them “it shouldn’t put you down” . It just means to work harder and you have room for improvements and far as promises go remember promises were meant to be broken.” Less
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Take some time to think about your answer. I had never been in a situation like this before, so I just had to think about what would be appropriate and logical. Ask the employee to tell you what happened, ask if it's still possible for the employee to get the promotion, request to speak to the manger, find out if the manager had the authority to give the promotion, etc. Less
Can you process payroll?
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Yes
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Yes, I can. I do process payroll in my current job for over 100 employees.
If a team member is struggling to reach goal (there are monthly sales quotas), would you stay late on a shift day to help? How would you do it?
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Of course I'd love to help. I'd look at what his weaknesses were, suggest they ask to shadow a team member with the trait they lack and try to emulate it when the time arrives. Less
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Interested
Tell me about a time when you were faced with politics in the office that threatened to derail a project.
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Give a real life example.
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Two colleagues got in a heated argument and refused to work with each other. They both had skills that were essential to completing a group project we were working on, so we couldn’t continue without their cooperation. I brought them into HR one at a time to speak to them one-on-one. I was able to resolve the issue between both of them by finding a middle ground. Less
Describe how you handled a difficult employee relations issue
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I once encountered an issue with an employee who had too many absences. I found that the best way to handle the situation was to communicate with the employee in order to try to correct the issue before simply recommending to management to think about terminating employment. Less
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I had to speak with an employee about personal hygiene due to complaints from other staff members. The meeting was very difficult because the employee became emotional. I had to calm the employee down first then get to the heart of the issue. I had to gover the basics of hygiene with an adult. Less
How I would handle managers or employees who went against company policy.
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I stated an example of to many absences. Communicate with the employee and find out what's going on and if different days or hours would help correct their attendance problem before just simply recommending to management to think about terminating employment. Less