The Top 10 HR Policy Interview Questions and How to Answer Them

Interviewing for a human resources (HR) position can be intimidating. You know you’ll have to answer questions about your skills and experience, but you also need to prepare for HR-specific interview questions that dive into your knowledge of key HR policies, procedures, and best practices.

In this article, we’ll look at 10 common HR policy interview questions, why employers ask them, and how to craft strong responses With some preparation and practice, you’ll be ready to impress hiring managers and land the HR job of your dreams

1. Tell Me About Yourself

This open-ended question is frequently used to kick off an interview. When asked in an HR context, interviewers want a quick yet thoughtful summary of your background and qualifications.

Focus your answer on highlights from your resume that are most relevant to the role Provide details on your education, HR-related work experience, knowledge of employment laws, and any HR certifications you hold Share one or two of your strongest skills or accomplishments.

Keep your answer to 2-3 minutes. You want to pique interest for more in-depth conversation later. Avoid rambling or reciting your whole resume. The interviewer will guide you through sections in more detail.

2. What is Your Understanding of the Role of an HR Department?

HR departments have many critical functions. With this question, interviewers want to assess your breadth and depth of HR knowledge.

In your response, touch on key HR responsibilities like:

• Recruiting, hiring, onboarding, and retaining top talent
• Administering payroll, benefits, and compensation programs
• Ensuring compliance with labor laws and regulations
• Promoting diversity, equity, and inclusion initiatives
• Facilitating employee relations and engagement
• Identifying talent gaps and executing training programs
• Maintaining personnel files and HR information systems
• Performing HR analytics for data-driven decision making

You don’t need to list every HR function, but hit on the major categories to display your understanding. Use examples from your own experience when possible.

3. Why Do You Want to Work in HR?

With this common question, the interviewer wants to understand your interest in and passion for the field of human resources.

To stand out, tie your answer back to the position and company you’re interviewing with. For example:

• You’re excited by the opportunity to manage talent acquisition for a rapidly growing tech firm
• You’re drawn to the culture of excellence and innovation when it comes to HR policies and programs
• You want to spearhead diversity and inclusion efforts for an industry leader

Avoid generic answers like “I want to help people” or “I heard HR jobs pay well.” Make your answer meaningful. Discuss how your skills directly match the open role.

4. Why Do You Want to Work For Our Company?

Employers want to know you’ve done your homework and are excited by their specific mission and values.

Start by showing enthusiasm for the company and highlighting one or two details that attracted you to the opportunity. For example:

• You’re impressed by the company’s status as a top employer in the region and excited by leadership’s commitment to employee satisfaction.
• You admire the organization’s diversity and inclusion efforts, especially the employee resource groups and mentoring programs.
• You’re drawn to the company’s culture of work/life balance and appreciate the generous PTO and remote work policies.

Then, explain how your background and skills make you an excellent culture and values fit who will thrive in the company environment.

5. What Are Your Greatest Strengths?

Hiring managers want assurances you have the top strengths and skills needed to excel in the role. Avoid generic answers like “hard worker” or “team player.”

Pick 2-3 strengths directly tied to the position requirements. For example:

• If it’s a compliance role, highlight your deep knowledge of employment laws and attention to detail when administering policies. Provide an example of spotting and resolving a compliance issue.
• For a recruiting role, discuss your networking abilities and talent for sourcing strong candidates. Quantify your success, such as partnerships with colleges that increased intern hiring.
• For a labor relations role, share your conflict resolution skills and success retaining top talent. Discuss a specific labor dispute you helped resolve.

Back up strengths with specific stories and metrics that prove you’re exceptional in key areas.

6. What HR Certifications Do You Hold?

Many HR roles require certain certifications like a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR).

List any relevant certifications you hold, especially those mentioned in the job description. If you’re currently pursuing or planning to attain a certification, demonstrate your commitment by providing expected completion timeframes.

Highlight why you pursued certifications and how they’ve expanded your HR acumen. For instance, share how a Society for Human Resource Management (SHRM) certification strengthened your knowledge of behavioral interviewing techniques.

7. How Do You Stay Current on Employment Laws and HR Best Practices?

HR is a field requiring constant learning. Interviewers will assess your commitment to continuing education.

In your answer, discuss:

• HR newsletters, magazines, blogs, and online communities you follow
• Attending conferences and seminars like those offered by your local SHRM chapter
• Taking HR certification courses annually for continuing education credits
• Reading updates published by governing bodies like the Equal Employment Opportunity Commission (EEOC)
• Following labor lawyers, thought leaders, and top companies on social media

Convey your excitement about learning and your multifaceted approach to staying up-to-date. Provide an example of a recent policy or law change you researched.

8. How Would You Handle an Employee Complaint About Unfair Treatment?

Many HR roles involve investigating and resolving employee relations issues. Hiring managers want to know you’ll handle complaints impartially and effectively.

In your answer, outline the steps you would take:

• Thank the employee for bringing the issue to your attention and assure them you’ll address it promptly.
• Ask clarifying questions about the exact nature of the complaint and perceived unfair treatment. Take detailed notes.
• Inform the employee you’ll be gathering further information from all involved parties and witnesses before determining next steps.
• Interview the other parties in an open and objective manner, focusing just on the facts.
• Determine if company policies were violated or if the employee handbook lacks guidance in this area.
• Maintain confidentiality and discretion as you reach a fair conclusion on necessary actions.
• Keep the employee who raised the complaint updated on resolution plans and timeline.

Convey how you would remain unbiased, investigate thoroughly, and focus on a resolution that ensures equitable treatment for all going forward.

9. How Do You Prioritize When Handling Multiple Urgent Requests?

HR roles often require excellent time management skills and handling competing priorities. This question assesses that capability.

A strong answer demonstrates your organized approach:

• Ask clarifying questions on deadlines and importance when receiving multiple urgent requests.
• Make a list of all tasks and determine those directly correlated to core job functions. Identify any flexible deadlines.
• Determine dependencies, such as tasks blocking progress on other initiatives if delayed.
• Consult your manager if you need assistance setting priorities and managing expectations.
• Schedule time and batch similar tasks when possible to work efficiently.
• Provide status updates to relevant parties throughout completion of urgent requests.
• Ask for feedback on prioritization decisions once urgent requests are resolved.

Convey you have strong systems, communicate well, and are always working to improve prioritization practices.

10. Where Do You See Yourself in Five Years?

Employers want reassurance you’re interested in growing your HR career long-term with their organization.

Express enthusiasm for expanded responsibility and learning. Share goals aligned with the company’s needs and advancement opportunities. For instance:

• You hope to manage an entire function like benefits administration and seek additional benefits certifications to excel in the role.
• You aim to lead a local office and want to develop stronger leadership and management capabilities.
• You aspire to join the corporate strategic HR planning team to enact company-wide initiatives.

Keep your goals realistic but ambitious. Avoid saying you want the interviewer’s job, as that can come across negatively. Demonstrate commitment to their organization while advancing your career.

With preparation and practice responding to these common questions, you’ll be ready to put your HR knowledge on display during the interview process. Showcase your passion for the field while positioning yourself as the ideal candidate to help the organization meet its talent management and HR goals. You’ll be well on your way to landing a rewarding HR role.