Business hr interview questions

Here are some questions we recommend. But remember - as obvious as it might seem - the important and challenging aspect of interviewing is evaluating the candidates' answers based on needs of the position - not just asking the questions themselves.

1. Have you ever built a talent strategy to support an organization's business strategy? [If so, describe how you went about doing it. What was your approach? What stakeholders did you work most closely with? What was the outcome? How did you measure success?] If not, describe how you'd go about doing it. Which stakeholders would be most important to work with? What outcomes would you want to achieve? How would you evaluate the effectiveness of your strategy?
Answers to look for:

• A cogent approach to understanding the near-term business strategy (plan for growth, new products or services, infrastructure requirements, etc. - and how those map to specific talent needs.)
• A practical method for assessing the existing talent in the organization and identifying where gaps exist and the criticality of those gaps.
• A plan for closing the gap using a multi-pronged approach such as build, borrow, buy, etc.
• A partnership mindset in which close ties to - and input from - the business leaders is leveraged throughout the process.
• An objective way to measure results through decreased vacancy rates for mission critical roles, higher rates of successful internal promotions, reduced attrition in key parts of the business, higher customer service ratings, etc.

2. Tell me about a situation in which you took an unpopular stand on what you believed represented an important strategy for your business, and you were able to convince others who initially disagreed with you. What was the situation, what did you do, and what was the outcome?
Answers to look for:

• A strategic situation that impacts talent in the organization (e.g., candidate pipeline, employees' access to social media, driving support for new technology, etc.) - versus a tactical, old-school HR issue. 
• A knowledge of economic, industry and business trends.
• A willingness to take risks and an ability to influence others.
• A sense of confidence, smarts and initiative.
• The ability to make data-based decisions and recommendations, and assess the ROI of business outcomes.

3. Describe your approach to managing the range of work an HRBP faces - from strategic to tactical. What process do you use? What resources do you leverage? How do you know you're focusing on the things and driving the right results?
Answers to look for:

• A structured approach to prioritizing work, managing time, following up, and staging deadlines.
• A creative method for managing resources, delegating tactical issues, using web-based (even free) tools for task and project management, regular updates with peers, business leaders or direct reports to manage the right priorities, a process for managing expectations of business leaders regarding their role and responsibilities.
• A business-based approach for working proactively vs. reactively - e.g., attending business updates, field visits with leaders, keeping up the financials of the business, etc.
• An openness to feedback in which their input, deliverables and value to the business is assessed through surveys, interviews, objective measures, etc.