Facing Tough HR Interview Questions: How Would You Handle These Real-World Scenarios?

Dear friends,

I attended an interview for the IT DIVISION (Middle level org.) for the post of HR post recruitment executive. Kindly, answer me:

1. What grievances have you handled?

2. Why should we hire you? (Do not reply simply based on matching experience with our requirements; respond in a way that satisfies the recruiter.)

3. Would you like to work under the VP? If yes, why?

4. What is Training Needs Analysis? Can you explain a situation? (I responded that I do not have exposure.)

5. If an employee is resigning from their job due to different reasons:

a. Due to salary (if the employee's demanded salary cannot be provided by management, explain how you would handle the situation to retain the employee within the organization).

b. Seeking a working place near their native residence.

c. Dissatisfaction with their job profile.

d. Issues related to the environment and colleagues.

6. The standard working hours are 8 hours a day. If an employee works beyond the standard hours, what will be their pay? Will overtime payment be provided?

a. Would the employee be required to arrive at the office by 9:30 AM, or would a grace period be given? (If a grace period is given, other employees may delay their work - how would you manage this situation?)

b. If overtime payment is provided to employees, could it lead to other employees delaying their work? (If so, how would you manage this situation?)

Kindly, reply to these questions.

Looking forward to your answers.

Dear Gayathri,

To the best of my knowledge, I will answer as if I had attended the interview.

1. Grievance handling: It is a kind of written statement compliant by an employee in the organization. Analyze the situation, coordinate with the employee who raised the grievance, implement the solution, analyze the solution after implementation, and finalize according to the grievance problem.

2. If you hired me, your company would gain a valuable resource.

3. Reporting to the VP is very challenging and makes me enthusiastic to work in your organization. I am proud to be a part of it.

4. Training needs analysis: Training is crucial for every department. We can identify the level of training required, such as Skilled, Semi-Skilled, and Unskilled, and evaluate employee performance in the training program through feedback from the training manager.

5. I will consider the employee's previous performance in the organization. It helps me coordinate to prevent employees from leaving the organization.

6a. Grace time will be provided in every organization, 5-15 minutes. If employees are continuously late, appropriate actions will be taken, such as deduction of salary or issuing a memo, ensuring minimal impact on the employee.

6b. For IT companies, time is not a constraint as they work based on task programs. They may work late, even until midnight, depending on the project. Overtime will not be paid in IT companies.

Regards,

Vinoth.R

Hi Vinoth,

Thank you for your immediate reply. This is the question that was asked to me during the interview. I still require some clarification.

1. How will you maintain the employee grievance database?

2. (If you hired me, your company would gain a valuable resource).

I answered the same way, but the manager expressed dissatisfaction and asked me to provide a different response that would satisfy him.

3. In what way does working under the VP make you enthusiastic and find it challenging? Please explain.

4. If an employee decides to resign due to salary issues, how would you handle the exit interview? The management can only pay according to industry norms, let's say 15000 per month. The employee is highly skilled and capable of handling any project-related tasks but requests a salary of 18000 per month. How would you handle this situation and persuade them to continue working in your organization? Please explain.

Looking forward to your reply!

2. Why should we hire you?

a. Because I'm a good fit for the position.

b. I have what it takes to solve problems and do the job.

c. From our conversations, it sounds as if you're looking for someone to come in and take charge immediately. It also sounds like you are experiencing problems with some of your systems and with some experience in that particular field would save thousands of Rupees for the company. My high energy and quick learning style enable me to hit the ground and size up problems rapidly. My colleagues would tell you I'm a team player who maintains a positive attitude and outlook. I have

2. Why should we hire you?

a. Because I'm a good fit for the position.

b. I have what it takes to solve problems and do the job.

c. From our conversations, it sounds as if you're looking for someone to come in and take charge immediately. It also sounds like you are experiencing problems with some of your systems, and with some experience in that particular field, I could save thousands of Rupees for the company. My high energy and quick learning style enable me to hit the ground and size up problems rapidly. My colleagues would tell you I'm a team player who maintains a

Hello, everyone, I have a few questions:

1. What are the challenges in your profile, especially when you are working in a small company like _________?
2. What is the career growth opportunity?
3. Why would people like to work in a small company? What are the career growth prospects for them?
4. When a company is small, do employees stay together like a family? Is that right or wrong?
5. How do you handle people in a small company?
6. How do you create policies?
7. What about compensation? How do you determine compensation?
8. What are the core HR key result areas?
9. How do you handle and manage employees' grievances?
10. How do you balance between management and employees?
11. If there is no career growth for employees in a small company, why should employees choose to work with your company?
12. As an HR professional, where do you see yourself in life? How would you rate yourself out of 10?
13. If there are no challenges in your company, why did it take you so long to change companies?

Thank you.