Facing Tough HR Interview Questions as a Fresher: How Did You Handle the Pressure?

Hi All,

CiteHR has always been useful in interview tactics. I had taken a lot of notes from here to give a flawless interview. But probably I didn't take it quite seriously. I was asked the following questions: (since I am a fresher)

1. Tell me about yourself (I answered this well).
2. What do you think you are good at in HR and what do you need to be trained for? (Here I mentioned performance appraisal).
3. Then I was asked how many types of performance appraisals are there. Give advantages and disadvantages of each.
4. What is attitude/competency?
5. What are the subjects of HR specialization? Tell me all of them.
6. What are statutory compliances in HR?
7. Why are you switching to the HR field?
8. What is a job description?
9. Tell me the process of recruitment.
10. Is the boss always right? If yes, why, and if no, why?

It was a stressful interview! I almost fainted giving definitions from the book and what I assumed.

I am answering the questions in the same order.

Ans 1: I introduced myself, my current job profile, and what I am looking for in the company that I am interviewing myself. This is because currently my portfolio is business development, and since I have completed my MBA in HR, now I am shifting to this field.

Ans 2: I said I can be good in headhunting, I can use my contacts, and all will be good at screening the CVs. I am good at my basic bookish knowledge, and the rest is what I look upon to learn from experience.

Ans 3: 90/180/360/520/720 are all that I know of. 90 degrees were followed earlier (Mere HOD appraisal); hence the disadvantage is appraiser bias and no self-appraisal. 180 degrees evolved because of all the shortcomings of the 90-degree appraisals and is the commonly followed one nowadays. It breaks the concept of "the boss is always right." Here there is self-appraisal and HOD appraisal. The advantage is that you know where you stand by self-appraisal, and bias is corrected to a certain extent since if there is a huge difference in the measurement of self and HOD, there is a question arising, and a counter-check will happen on the defaulting party.

360 degrees have peer, subordinates, HOD, and self-appraisals. The advantage is getting feedback from everyone, more improvement, and knowing where you stand. The disadvantage is bias and competition can make you have lesser ratings, and groupism can exist.

540: This is 360 + customers/suppliers and clients.

720: This is a 360-degree twice. It means there is feedback provided twice; once when the appraisal is done and once after it has been done. The disadvantage is it's long and mundane, with lots of paperwork.

Ans 4: Attitude is how you think and act in a definite way. Competency is fundamental knowledge, ability, or expertise in a specific subject area or skill set.

Ans 5: I gave all subjects I am having - research methodology, legal aspects of business, manpower planning and resourcing, management, and organizational development, employee relations management, HR audit.

Ans 6: Here, I didn't know the exact details of every law (that I need learning), but yes, the laws are Maternity Benefits Act, PF, ESI, professional tax, Minimum Wages Act, Payment of Bonus Act, Payment of Wages Act, etc.

Ans 7: Human resources is the only field that is working on a concept of handling people with a human perspective, and this is what inclines me towards HR.

Ans 8: is a list of the general tasks, functions, and responsibilities of a position.

Ans 9: Identify vacancy, Prepare job description and person specification, Advertising the vacancy, Managing the response, Short-listing, Arrange interviews, Conducting interviews, and decision-making.

Ans 10: This question arose because in the performance appraisal phase I happened to utter this concept, and so I was asked that every employee should agree saying the boss is always right. If I recruit you, I am supposed to be your HOD, and you will still be adamant and say that you don't agree with this concept. I said not always is a boss wrong, and if there is something that makes your decision/viewpoint wrong, I will be happy to point it out and offer suggestions. If the boss is right, I am open to constructive criticism as well.

Phew! Here we go, guys. I am done with the lecture.

Looks like I should get the job, right?

But I am hoping they take me, especially after the last answer... hehe

Hey, I have a few queries for an interview:

1. How do you justify a gap taken for appearing for competitive MBA entrance exams?
2. How do you justify a low percentage? i.e. my SSC and HSC percentage is above 85, but engineering and MBA are both 63.

Dear,

The selection of a candidate should be decided by parameters. You should provide some paperwork and assess their knowledge about HR functions, related legal acts, behavior, communication skills, response time, etc. The above question is pre-prepared by the candidates.

Best Regards,

Sajid Ansari
Delhi

Nothing should be left out. You should score 10 out of 10. Here is the list of statutory compliances falling under labor laws as follows: and also study other methods of Performance Appraisal e.g. MBO and BARS, whereas nowadays online appraisal is very popular among companies since it reduces loads of paperwork and unnecessary manual coordination.

Air Prevention & Control of Pollution Union Territories Rules 1983

Air Prevention & Control of Pollution Act 1981

Air Prevention & Control of Pollution Rules 1982

Apprentices Act 1961

Contract Labour Regulation & Abolition Act 1970

Contract Labour Regulation & Abolition Central Rules 1971

Employees' Deposit Linked Insurance Scheme 1976

Employees Pension Scheme 1995

Employees' Provident Fund & Miscellaneous Provisions Act 1952

Employees' Provident Fund Appellate Tribunal Procedure Rules 1997

Employees' Provident Fund Scheme 1952

Employees' State Insurance Act 1948

Employees' State Insurance Central Rules 1950

Employees' State Insurance General Regulations 1950

Employers' Liability Act 1938

Employment Exchanges Compulsory Notification of Vacancies Act 1959

Environment Protection Act 1986

Equal Remuneration Act 1976

ESI General PF Rules 1995

Evolution of Industrial Relations in India

Factories Act 1948

Indian Fatal Accidents Act 1855

Industrial Disputes Act 1947

Industrial Disputes Central Rules 1957

Industrial Employment Standing Orders Central Rules 1946

Industrial Employment Standing Orders Act 1946

Labour Laws Exemption Act 1988

Labour Laws for IT Industries

List of Statutory Compliances

Maternity Benefit Rules 1965

Maternity Benefit Act 1961

Minimum Wages Act 1948

Minimum Wages Central Rules 1950

Payment of Bonus Act 1965

Payment of Bonus Rules 1975

Payment of Gratuity Act 1972

Payment of Gratuity Central Rules 1972

Payment of Wages Act 1936

Payment of Wages Manner of Recovery Rules 1966

Payment of Wages Procedure Rules 1937

Personal Injuries Compensation & Insurance Act 1963

Personal Injuries Compensation Insurance Rules 1972

Personal Injuries Compensation Insurance Scheme 1972

Public Liability Insurance Act 1991

Public Liability Insurance Rules 1991

Sales Promotion Employees Conditions of Service Act 1976

Sales Promotion Employees Conditions of Service Rules 1976

Trade Unions Act 1926

Water Prevention & Control of Pollution Act 1974

Weekly Holidays Act 1942

Workmen Compensation Venue of Proceedings Rules 1996

Workmen Compensation Transfer of Money Rules 1935

Workmen's Compensation Act 1923

Workmen's Compensation Rules 1924

Hi,

I had a justified reason for a gap. I completed graduation in 2004, and thereafter, from 2005 to 2007, I pursued my MBA. Following that, I got married and had a baby, so I couldn't focus on career progression as no one would hire you just to go on maternity leave immediately. However, interviewers often ask, "Why the gap?"

You can explain that you chose to fund your course independently, so you had to work to support yourself, resulting in the gap in your resume.

Additionally, you might not be questioned about a lower percentage, but if you are working, it's understandable that you have less time to study, hence, a lower percentage is justifiable.

Thank you.

Thanks, ukmitra. I also share the same opinion. I guess I was getting proactive. There were certain obvious answers, but still, you have to answer them because you are not the judge. For example, what are you best at in HR? The answer is, I don't know anything except bookish knowledge, so I can't guess what I will be best at. But still, I have to say, the purpose of my interviewer was to extract words from my mouth, and the moment I uttered them, I was counter-questioned. So, guys, know what you speak. It's been over 5-6 years since I haven't been interviewed, and this is a new field altogether. I guess the excitement made me speak too much.

Yes, sir,

I guess you are right. In my case, a case study, communication skills, and behavioral tests would have given more insights than asking me for definitions. Of course, the interviewer knows what he wants from me when I work under him, so probably this is the way he decides. I have never anticipated these questions, especially what is the advantage/disadvantage, what is attitude, etc.

"Dear,

The selection of a candidate should be decided by parameters, and you should provide some paperwork to assess their knowledge about HR functions, related legal acts, behavior, communication skills, response time, etc.

The above questions are usually pre-prepared by the candidates.

Best Regards,
Sajid Ansari - Delhi"

Hi Friends

Very good discussion. Very nice.

Here, I think it also depends on the type of industry, the post available, the suitability, and the interviewer has to take into consideration one point, i.e., how much the candidate is flexible in learning and acquiring new things. Because each type of industry has specific requirements. For example, if it's a seasonal industry or if it is a retail industry, the profile of an HR differs from that of a regular industry. The designation remains the same; it may be HR executive or HR manager and so on. But the statutory compliances also differ a bit, if I am not wrong. That way, the interview is required to be taken.

More discussion is expected.

Regards,

Rajeev Dixit

Oops, Deepak, you have provided an exhaustive list of legislations that need to be taken care of in the industry. Really good! I will also note a few that have been omitted by me for my future reference.

Jayakumar D. P.
9884813302

I doubt the answers that have been given are absolutely alright. Could you please check whether 360 degrees is applicable only for peers, subordinates, HOD, and self-appraisals or if it also includes customers and suppliers? The next question is, can anyone who is directly or indirectly interrelated to you come as an appraiser? Am I right? I believe you missed explaining 270 degrees, which is essentially what you have explained for 360 degrees, isn't it?

Hi,

You have done excellently in the interview. I'm sure you will get the job. All the best!

Prerana

Hi friends,

I have 1.8 years of experience in a recruitment firm as an HR executive, and now I am looking for a corporate opening in a generalist profile. The problem is, wherever I went for interviews, they informed me that they do not want to consider consultancy experience for a generalist profile. Now, what should I do? Please give me advice.

Thanks & regards,
Ruchi Sinha
ruchii.sinha@gmail.com

Well, I can help you with one of the questions, i.e., Specialization subjects in HR. The correct answer is:
(1) Counseling Skills
(2) Labour Laws
(3) Training & Development
(4) Organization Change & Interventions strategies
(5) International Human Resource Management
(6) Human Resource and Personnel Management

Hope anybody can add to this, but as far as I know, these are the subjects covered in HR.

Hi Rajeev,

Statutory compliances differ from company to company, but generally, there are a few important ones that at least a fresher needs to know: ESI, PF, professional tax, payment of Bonus, Maternity benefit, minimum wages, and payment of wages act. There are attachments in this regard posted by our fellow friends of this group.

But yes, we at least need to know the basics of every law for added knowledge. Thank you for your comments.

Hi Urvi,

I am doing PGDHRM, and the subjects I mentioned are there in the first semester. I guess, in the end, we get to know the same basic knowledge. I think it differs based on the courses and universities you are attending. But yes, I agree it provides good insight to know the subjects.

Urvi Sompura mentioned, "Well, I can help you with one of the questions, i.e., Specialization subjects in HR. The correct answers are:
(1) Counseling Skills
(2) Labour Laws
(3) Training & Development
(4) Organization Change & Interventions Strategies
(5) International Human Resource Management
(6) Human Resource and Personnel Management
Hope anybody can add to this, but as far as I know, these are the subjects covered in HR."

Hi Bhawana,

Thank you. I went for this interview and found that I will be doing very well. The interviewers looked quite simple to me, but when the questions poured in, I was zapped. I didn't expect the interviewer to be so perfect with every word. I guess experience speaks. Being in this field isn't an easy task. The most important things are knowledge, convincing power, and presence of mind.

"Hi, you have given an excellent interview. I hope you will be selected for this position." - Bhawana9.bhasin

Deepak, my interviewer told me 360 degrees includes clients and suppliers, but I have researched extensively and found that 520 degrees includes this aspect. However, some companies may refer to a 360-degree appraisal as one that involves everyone. I did mention this to the interviewer, and he was convinced after verifying it himself. You mentioned 270 degrees to me, and upon researching, I found the following information: if subordinates are added to 270 degrees, it becomes a 360-degree evaluation.

Definition of Performance Appraisal:
90 degrees = one-person review (self or another, the boss)
180 degrees = two-person review (self and boss/manager)
270 degrees = three-person review (self, boss, and peers or direct reports)
360 degrees = four-person review (self, boss, peers, and direct reports, and subordinates)
There are other variations like 540 degrees (360 + clients/suppliers), 720 degrees (540 + double feedback process), and so on.

Deepak_dwivedi9 asked: "Could you please confirm if 360 degrees only involves peer, subordinates, HOD, and self appraisals, or does it also include customers and suppliers, where anyone directly or indirectly related to you can act as an appraiser? Am I correct? Also, I believe you missed explaining 270 degrees, which is actually what you described for 360 degrees, isn't it?"

Hi Svish,

I believe you provided the interviewer with the best answers possible, and I am confident that you secured the job. Please keep us updated.

Regards,
Svish

Hi hrguide,

I'll rate you 8.5/10, grade A, and will definitely select you. The way few members replied, if the person is a senior person, he/she can evaluate very well from your theoretical knowledge. You have the good stuff they need to know actually how to exploit it, or else they are a loser.

In case you are dropped out, take it in a positive way that they don't deserve you.

Whatever you said is very good as a fresher, maybe sometimes experienced people lack all theoretical knowledge, but it is highly required to excel in any field. Just like without a foundation, one building can't stand, the same way without any theoretical knowledge, nobody can excel in any field.

So don't worry about what you replied. There are many appraisal procedures like being explained by other members: Pair comparison method, Critical incident method, rating scale method.

Nobody can be an expert; everybody is a learner, even at the age of 60. So tell next time, "I am a learner and definitely like to learn and excel in my area if given proper exposure." 😊

Thanks,
Suchitra

Nice Discussion.

In my recent interview, the interviewer's questions are:
1. What is a creative way to attract candidates apart from advertisement, references, portals, headhunting, etc.?
2. What is the highest designation in an HR career?

Kindly share your views. Thanks.

Dear Sonia,

I don't know how much I am correct, but I hope this can be a creative way. Say, for example, you are in the retail sector and need to hire a retail showroom manager or sales executive. Target your competitor, walk into their showroom in person as a customer, and then see whomever you like as a manager or sales executive there. Notice how they deal with you and how much product knowledge and description they provide while showing the products to you. Take their contact number or card.

Come back, call them for an interview, and appoint. This is one way of outshining your competitor and even finding a good candidate.

Thanks,
Suchitra

Good interview. Lots of information we have got. Thanks to everybody who shared their knowledge with us.

But will anybody help me? I have done DHR. I have taken a break from the last 1.5 years. I worked as an HR Executive for 1 year. Now I want to join again to my work. Can I get the job as an HR Executive or to get the job, do I have to do another short-term course? Will anybody please tell me which type of course is available or what I have to do in this regard?

Thanks and regards,
Niyati

Hi Niyati,

I don't think you need to do another course just to get a job. Just brush up on the current HR basics and apply for jobs through various channels. I am sure you will get a job. Also, find an adequate reason to justify your break from work.

Regards,
DM

Hi Suchitra,

Thank you for all your valuable comments. This is indeed a valuable idea and is definitely practiced by most HR personnel.

In the media industry where I work, I have many times helped HR by providing them with names of associate producers from good competitor shows. They obtained their contact numbers through industry sources, called them for interviews, and successfully enticed them with offers to join us, leaving their previous employers.

Additionally, we are opening a new business now, and we have extensively utilized an employee referral scheme for hiring. The rewards for employees are quite enticing. For instance, if the offer letter is accepted, they receive 2500/- per candidate, and upon completing a probation period of 3 months, they receive an additional 5000/-. Isn't it cool?

Dear Sonia,

Don't know how correct I am, but I believe this could be a creative approach. For instance, in a retail sector where you need to hire a showroom manager or sales executive, consider targeting your competitors. Visit their showroom as a customer and observe the candidates' performance in dealing with you, their product knowledge, and presentation skills. Obtain their contact information or business card.

Upon returning, invite them for an interview and make an offer. This strategy not only helps in attracting quality candidates but also disrupts your competitor's workforce.

Thanks,
Suchitra.

Hi Suchitra,

I also gave a similar answer. Instead of Sales Manager, I answered Salesperson with the same example you gave. Anyway, thanks for your quick reply.

Hi all,

I am working in an HR firm and I have just shifted into a new team. My teammates from my old team are really giving me a tough time by backstabbing me and claiming that I lost documents, although I have given them everything. As this is my first job, I am unable to handle such situations. Please guide me on this.

Dear Vaish,

You need to play real smart politics here, and you will be surprised that this is true in all offices and in all departments.

1. Ensure that whatever you do henceforth should be only on instructions from your Sr.
2. Even if you have better ideas, please save this to your memory and keep it aside for the future until you win the confidence of your colleagues.
3. Jo Dikhta hai woh bikta hai, follow this politics and show them as if you are there for their help. Take up all the work they give, even if it means taking additional responsibility or doing petty jobs. Do not be ashamed to say "I don't know" if you really don't know how to do certain things.
4. Confirm one thing at least three times before you take action, even if you know it is correct. You are trying to win their confidence, and sometimes they may call you a slow learner. Let it be so for their satisfaction because only you know what is right as you are playing the game, and that is exactly what you want them to think.
5. You need to build your image now as a learner and helper. So be your best at this.
6. Later going ahead, when you win their confidence, the same people will help you even if you fail at times.

Cheers and WELCOME TO THE WORLD OF OFFICE POLITICS....

by ukmitra

Dear Vaish,

You need to play real smart politics here, and you will be surprised that this is true in all offices and in all departments.

1. Ensure that whatever you do henceforth should be only on instructions from your Sr.

2. Even if you have better ideas, please save this to your memory and keep it aside for the future until you win the confidence of your colleagues.

3. Jo Dikhta hai woh bikta hai; follow this politics and show them as if you are there to help them. Take up all the work that they give, even if it means taking additional responsibility or doing petty jobs. Do not be ashamed to say "I don't know" if you really don't know how to do certain things.

4. Confirm one thing at least three times before you take the action, even if you know it is correct. You are trying to win their confidence, and sometimes they may call you a slow learner. Let it be so for their satisfaction because only you know what is right as you are playing the game, and that is exactly what you want them to think.

5. You need to build your image now as a learner and helper. So be your best at this.

6. Later going ahead, when you win their confidence, the same people will help you even if you fail at times.

Cheer and WELCOME TO THE WORLD OF OFFICE POLITICS....

by ukmitra

Hi HR guide,

You have given an excellent interview. I'm a management student. Could you please give me some tips to crack an interview? I mean some good answers for FAQs.

Deepak Bharti

Thank you, ukmitra. But the problem is not with my new team but with my old team. They were supportive when I was with them, but now they have begun backstabbing me ruthlessly. I am unable to tackle this situation and tend to break down quite often because of which I am unable to concentrate on work in my new team. Can you guide me to handle this situation?

Kool out kido, and chill out. If you have any vacation balance, take it now... this is the right time. Relax and have a fun time and then join again with fresh air.

Suggestion: Check out places in Ooty and Kashmir... :)

Ukmitra

Hi all,

Thank you, Deepak, for posting the list of statutory compliances under labor law. I am new to the statutory compliance field and am willing to learn all the laws. Could you provide us with some study material or guidance on each law and any new amendments on these?

How many apprentices should I appoint if my strength is 100 as per the Apprentice Act 1961? Is there any bifurcation between managers and employees?

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In order to comply with the Apprentice Act 1961, the number of apprentices you should appoint will depend on the total employee strength of your organization. The act sets guidelines for the ratio of apprentices to regular employees, and it is important to ensure compliance with these regulations to avoid any legal issues.

Regarding the bifurcation between managers and employees, it is essential to understand the specific requirements outlined in the act. Different rules may apply to managers compared to regular employees when it comes to apprenticeship programs. It is advisable to review the act thoroughly or consult with legal experts to ensure full compliance with the regulations.