Sunday, December 15, 2019

100 Plus HR Interview Questions & Answers For Top MNC

Are you attending a job interview and  you are worried on how to give a good answer to an HR Interview question. This is the definitive guide to HR interview questions and answers for top MNC’s, with 200 plus HR Interview questions with detailed answers by HR Heads who have worked in top global MNC’s. This interview guide is based on competency based HR Interview questions with answers using STAR model of HR interview.

Here are the different categories of questions that you may encounter in the HR Interview round, you can read the whole article ( it’s pretty exhaustive and it will take you at least one week to prepare) or directly jump to the section. This is the only guide you may ever need to prepare for the HR Interview round. Click on these links to go to the section directly or scroll down to read more.

    1. HR interview questions and answers on Business Acumen
    2. HR interview questions and answers to asses Functional/Technical Skills
    3. HR interview question and answers on Technical Learning
    4. HR interview question and answers on Decision Quality
    5. HR interview questions and answers on Intellectual Horsepower
    6. HR interview questions and answers on Learning on the fly/ quick learner
    7. HR interview questions and answers on Problem Solving.
    8. HR interview questions & answers on Dealing with Ambiguity
    9. HR interview questions & answers on Creativity
    10. HR interview questions & answers on Innovation Management
    11. HR interview questions and answers on Perspective
    12. HR interview questions and answers on Strategic Agility
    13. HR interview questions and answers on Timely Decision Making
    14. HR interview questions and answers on Priority Setting
    15. HR interview questions and answers on Organizing
    16. HR interview questions and answers on Planning
    17. HR interview questions and answers on Time Management
    18. HR interview questions and answers on Delegation
    19. HR interview questions and answers on Developing Direct Reports
    20. HR interview questions and answers on Directing Others
    21. HR interview questions and answers on Informing
    22. HR interview questions and answers on Managing Through Systems
    23. HR interview questions and answers on Total Work Systems
    24. HR interview questions and answers on Command Skills
    25. HR interview questions and answers on Conflict Management
    26. HR interview questions and answers on Confronting Direct Reports
    27. HR interview questions and answers on Managerial Courage
HR Interview questions and answers on Business Acumen
What is Business Acumen?

 

Business Acumen is the ability to know how businesses work. It is a common HR Interview question that a recruiter/ employer may ask you during an interview. Anyone who has been involved with or deals with particular commerce would be knowledgeable in the current and possible future policies, practices, trends, technology, and information affecting his/her business and organization. He/ she would also be well-versed with the upcoming market trends. Another essential component of business acumen is being alert and knowing the competition. One should always ensure that they are aware of how strategies and tactics work in the marketplace. Not doing so would affect their judgement and thus, their ability to see potential market threats.

 

HR Interview question and answer number 1

 

Describe a time when you effectively integrated financial, enterprise, and industry data and indicators into a strategic plan or initiative. 

 

Business acumen requires the ability to integrate financial data or analysis along with other potential indicators into a strategic plan by driving the company’s goal and vision. It is not a particular time when such an incident can be related to, but for someone who has business acumen, this would be a part of their everyday KRAs. Strategic data is the foundation of any analytical theory or prediction. This data should be combined with current/ existing knowledge, and the predictable future to devise viable solutions based on experience, intuition and of course, provided resources.

 

HR Interview question and answer number 2

 

Give me an example of a time where your understanding of your organization enabled you to get something you needed that, had you lacked the understanding, you probably would not have gotten. 

 

In this situation, your HR Interview answer should be based on a personal experience that you had at work. Take a minute to think of an incident. For example, it could have been a simple regulation that is listed in your company books but is often overlooked. Or it can also be a company policy that is not listed or mentioned in the rules but is usually followed. Citing such incidents reflects that you have an in-depth knowledge of the company’s way of working and it’s policies. It also shows that you like to explore beyond your work and brings forth your core skills like attention to detail. For someone who’s interviewing you, this is a reassuring attribute and highlights that you can take ownership of products and ensure its completion from start to finish.

 

HR Interview question and answer number 3

 

Describe a time when politics at work affected your job. How did you deal with it? 

 

Office politics are a part of every workspace. Some elements are always ready to instigate others and make a mountain out of a molehill. When the HR or the interviewer asks you such a question in your HR Interview, make sure that you abstain from taking names and badmouthing your colleagues. The incident should be narrated neutrally. You have to explain what kind of politics you experienced in your earlier tenures. It can be something related to interdepartmental issues or even a senior colleague who’s trying to get a promotion. Being tactical is very important while answering this HR Interview question— else your character would come across negatively. Talk about how you will handle the situation in a diplomatic way. It could be by resolving the feud without being biased or trying to be neutral without taking sides.

 

HR Interview question and answer number 4

 

Tell me what steps you took to go about learning how your current organization works.

 

An ideal way to answer this HR Interview question would be by mentioning that learning is a continuous process. Since you are going to join a new organization with similar norms and regulations, the working style and practicality of things are different. Let the employer know that you are keen on focusing on learning more in the initial few weeks while focusing on the tasks at hand. You can also try to take notes or maintain a file. One must try to take initiatives to suggest changes, but also remember that a newbie making too many changes is not always welcome in a conventional company. You should mention that you should wait for the right time — gaining their trust and improving productivity in the meanwhile. With a combination of these steps, you can learn and absorb more about the company.

 

HR Interview questions and answers to asses Functional/Technical Skills 

 

HR Interview question and answer number 5

 

Can you define/ highlight your functional/technical skills?

 

During the HR Interview, most of the employers would like to know your technical and functional skills. Depending on the nature of your work, they would like to know how you can add to the company. One should mention that they have and are willing to learn functional and technical skills to do the job at a high level of accomplishment. For instance, while excel may be considered as a basic level for some jobs, knowing advanced forms of excel might be mandatory for the others. There’s also a standard process of taking the new employees through orientation or asking them to learn new skills as part of the job responsibilities. You should answer HR Interview questions related to these skills with a willingness to learn more.

 

HR Interview question and answer number 6

 

Please describe a period in which you were fully applying your functional and technical knowledge and skills and were performing at your highest level. What was the situation? Describe your performance or accomplishments and how you achieved them. 

 

This can be a tricky HR interview question to answer. It is expected that you will optimize your skills through the executions of all tasks during the job. When answering this recruiter query, you must let them know that you are always trying to maximize your abilities for tasks assigned or the given KRAs. You can cite particular incidents or projects where you not only had a chance to use your existing skills but also help your colleagues learn them. For example, you may be well-versed with PPT, but a senior colleague isn’t. Since you were working on a project together, you decided to help them learn the same too. Remember that whatever situation you are describing as an answer to this HR interview question, should highlight your broad skill set and the ability to use it for the organization’s benefit and not just personal goals.

 

HR Interview question and answer number 7

 

Describe a situation, task, or project in which you carefully selected the tools, technology, or processes you would apply. Which did you use as is” and which—if any—did you redesign or have to invent? What were the results? Briefly describe several situations in which you shared your technical knowledge or skill with others. What prompted you to share? How did you share it, and what were the results? 

 

Every task or project assigned is a new challenge, and you should answer this HR Interview question with enthusiasm that you welcome the learning curve and finding solutions to problems through your know-hows. You should answer that at the start of every project; you evaluate what skills would be required for solving them. If you feel that you are falling short of any talent or lack the knowledge for the same, you try to update yourself with the latest market trend. For example, you are well-versed with a particular software that would be lucrative during a project. However, you learn that a new and upgraded version for the same has come up, you are willing to take some time out — and improve the technical knowledge.

 

The employers would like to know whether or not the results were successful or beneficial for you. Don’t always go by the praise-yourself approach in such cases. You can say that even though you were able to exercise or implement some skills successfully, you didn’t do so well with one or two. This would show that you are honest about your professional failures or the inability to not perform well in some situations.

Do mention that you went on to improve or get better at that particular skill later on. They would also ask you if something prompted you to share the specific skill or knowledge — in these cases, make sure that you project yourself as a team-player. You must mention that if the team doesn’t perform well together as a unit, this would mean a failure for the entire organization. So knowledge-share is not a one-way process, and you hope your colleagues would also reciprocate. If your colleagues were thankful for you mentoring them or leading the team — cite an example of how they too helped you out in another project. This would show that you are always willing to learn and be a part of a dynamic team.

 

HR Interview question and answers on Technical Learning

 

HR Interview question and answer number 8

 

What do you understand from the term Technical Learning?

 

Technical learning is a vital process for any job. So be prepared that, through this HR interview question, they would like to test your knowledge of the same. So you should be prepared to answer them. 

 

For example, if they are asking what is technical learning, you can answer by saying that it is the ability to pick up technical things quickly. It shows that you have the zeal to acquire new skills and gain knowledge. An individual should be good at learning a new industry, company, product, or technical knowledge – like Internet technology — and this embraces the concept of technical learning. 

 

You should also portray that you are willing to attend seminars and take courses to update yourself with the latest technical skills that your job would require.

 

HR Interview question and answer number 9

 

Describe a situation that required you to learn new technical knowledge and skills. What was it that you needed to learn and how new was it for you? How did you go about learning it, and how much time did you commit to it? How did you apply what you learned and what were the results? 

 

Technical skills may seem like a potential challenge to many candidates. However, remember that most employers would want you to be well-versed with the latest technical skills and also ensure that you are willing to learn. If posed an HR Interview question in this area, you should let the employer or interviewer know that you are ready to upgrade yourself and acquire new skills continually. Situations like this may arise in new projects or when you are working with another department. 

 

Cite an example of such a situation. Do remember that there may be follow-up questions, so don’t lie. In the second part of this HR interview question, the interviewer could ask you about the skill you learnt and how new you were to the same. So, talk about an interview skill that you had to learn from scratch — it would show your ability or passion for keeping learning.

 

The time and commitment you invested in learning the skills is another vital aspect of the question. The interviewer wants to know whether you are willing to go that extra mile or put in extra hours to learn a new skill. Remember that while this is very beneficial for the organization — it also adds value to your resume and would be lucrative for future use too. Then, go on and describe the project for which you learnt the new skill and how you went on to use it. If you have that project listed in your resume, do point it out to the recruiter.

 

HR Interview question and answer number 10

 

Describe the various approaches you have used over the past year to learn about advances in your discipline. Please describe the specific knowledge or skills you needed to build and how you went about doing it. Who initiated the learning? 

 

To this HR Interview question, you must answer from personal experiences, especially if you have climbed up the ladder by acquiring new skills. Describe the approaches or paths that you have undertaken to learn about those advances. These are mostly technical, but often other non-technical skills can also be a part of this. Do keep in mind that you should be explanatory about the advances that you excelled or learnt, but do keep it short because you don’t want to bore the employer with too many details. 

 

You can start by mentioning the skills and knowledge that were required. Then talk about the method or process through which you managed time. So, it could be doing extra hours post-work or learning them over the weekend. Then explain how you were implementing these at work. Also, if it was your manager or your colleague who initiated the learning, then do show gratitude. Sometimes, it can be a younger colleague or even your kid. Mentioning this shows that knowledge has no age barrier and reflects you in a good light too.

 

HR Interview question and answer number 11

 

Please provide some specific examples of how you incorporated new technical knowledge into your job. What were the results? 

 

In this HR Interview question, as an answer, the interviewer wants you to provide specific incidents where you have learnt new technical skills. These examples can be from your previous projects or earlier workplace too. It could also be a freelance gig that you did. However, do remember to you cite or provide examples that reflect on your flexibility and versatility. 

 

As an answer to this HR Interview question, Talk about a multitude of skills that could be something that is used commonly in your role responsibilities or even something that is out of the box. When it comes to the results, do remember to provide credit to team members or your mentors. Then, provide results that reflect positivity even in failure. It could be that you didn’t get a client, but the skill you acquired was very lucrative or helped you to accomplish more in other projects.

 
HR Interview question and answers on Decision Quality

 

HR Interview question and answer number 12

 

Can you tell me what Decision Quality is? 

 

Decision quality is a vital trait that employers check for in potential employees. This is pivotal for making strategic decisions. 

 

If the interviewer asks you about decision quality, you can mention that it is the ability to make good decisions without considering how much time it takes. The decisions that you make should be based upon a mixture of analysis, wisdom, experience, and judgment. 

 

Ideally, as an answer to this interview question, you should also portray that decision quality should reflect that most solutions and suggestions turn out to be correct and accurate when judged over time. In the long run, this quality also determines how sought out you are by others for advice and solutions — in short, do others approach you based on your good decision quality.

 

HR Interview question and answer number 13

 

Think back to a decision you recently made that you knew would have a significant impact on the organization, people, or the future. What was your decision, and what did it impact? How effective was it? What factors did you consider in determining its effectiveness? 

 

Through this HR Interview question, the employer wants to test your decision quality. They want to see if you have what it takes to drive the technical roadmap of their company. You can provide a detailed overview and mention that you have used Decision Analysis for the same. Decision Analysis is beneficial in providing clarity about making sensible choices. Remember to cite an example that would have an impact on your team or even your department. It could be related to a strategic alliance or also making a radical change in the company’s business approach.

 

Then provide them with details about what the decision was and how it helped to frame the future prospects for not only your team but also for the team members. You have to explain a decision to them — it could be adopting a new technology altogether or taking an entirely new approach to problem-solving. Then go on and tell why you made that decision. 

 

The next part of your answer to this HR interview question should explain how effective your solution was. Did it bring in the desired results and help the company gain profits or get more business? If it was a successful one, you could also provide analytical insights and figures to support your answer. Apart from this, you should also evaluate the factors that helped shape your decision. Was it something that you had learnt during graduation or a tip from an old teacher or colleague? It could also be something new that you read in the news or saw on TED. Be honest about the factors that helped shape the decision and don’t shy away from discussing your fear or worries. It shows the human side of making strategic decisions. 

 

HR Interview question and answer number 14

 

Part of coming up with the right decision or solution is gathering and analyzing information. Please share a recent decision you made or a problem you solved that required a high level of skill in this area. How did you determine what information you needed? Where or from whom did you get the information? Why did you select those specific sources? 

 

Decision quality is primarily based on accumulated data. No decisions are based on just intuition alone, especially since there is a lot at stake for your company. 

 

Through this HR Interview question, the HR interviewer may ask you to elaborate upon a recent decision of yours that required high-level skills and the ability to problem-solve. Provide a current instance — basically in the last 6-8 months if possible. Explain that it was a blend of problem-solving and collaborative skills along with emotional intelligence that helped you make an informed decision. Let them know through your answer, that it was a combination of these skills along with putting together facts that helped you to make the same. 

 

Describe how you gathered or put together the information. It could be with help from colleagues or your team members. Your answer can include aspects of logistic reasoning, generating new options, working out approximate faults, etc. 

 

In this HR Interview question, your HR interviewer may also ask you who your sources of information were. Be honest with them about your sources — it could be friends, colleagues or even the internet. Citing multiple sources shows that you like to fact check and are open to suggestions and ideas. It also reflects open-mindedness to newer ideas. Then, describe why you picked those sources. For example, a younger colleague could have some fresh and new ideas, while an experienced one would provide a sure-shot, safer way to channelize these ideas. Mention that you weighed the pros and cons of these ideas before selecting these sources.

 

HR Interview questions and answers on Intellectual Horsepower

 

HR Interview question and answer number 15

 

What is Intellectual Horsepower?

 

In the fast-paced market today, one has to continually be at the top of their game and keep learning and acquiring new skills. This requires deeper, open-minded and creative thinking. The term Intellectual Horsepower is used for defining quality or trait of someone bright and intelligent. They are individuals who can deal with concepts and complexity comfortably. They are individuals who can be described as intellectually sharp, capable, and agile. It is these traits of their profile which makes them capable of grasping newer technologies, skills, etc. thus hastening the process. They also can apply this in the real world, and the process helps them to climb up the corporate ladder.

 

HR Interview question and answer number 16

 

Please share a situation that demonstrates that others regard you as an intelligent and capable individual. What was the situation, and what leads you to your conclusion? 

 

When you are answering this HR interview question, be aware that the HR is not only testing your Intellectual Horsepower but also your modesty. You have to answer this HR interview question with tact to not only prove your intelligence level but also show that while you take some pride in your capabilities, you are not arrogant. 

 

Going on with your answer to this HR interview question, you should talk about an instance at work where you were able to provide an out-of-the-box solution or a completely different angle to a particular situation. It could address a specific project or even help simplify the work process. You should describe the situation or the problem first, and then explain how you came up with a solution. Say, it required a bit of brainstorming, or you also sought help from colleagues, which made it a team effort. Evaluate what helped you reach a conclusion and again, be thankful and show gratitude to the team.

 

HR Interview question and answer number 17

 

Describe a time when you had to use your understanding of complex concepts to enhance your performance or the performance of the organization.
To what extent did you need to communicate those concepts in ways that others would understand? How did you accomplish this, and how did you know they understood? What were your results?

 

Through your career span, you have probably come across many situations where you have had to solve complex concepts and enhance your performance or the performance of the organization. 

 

These are instances that reflect your Intellectual Horsepower and highlight your ability to stand out. HR’s and hiring managers are usually eager to know if you possess the understanding to help drive innovation for their teams when describing or trying to think of a situation like this, try to talk about the performance of the organization. This shows that you are a team player who gives priority to overall growth rather than just your performance. 

 

In this process and as an answer to this domain of HR Interview questions, describe and elaborate on how you communicated these ideas to your team members or seniors and helped them understand. Try to mention the tools or resources you used in this process to underline your technical skills. Remember, it is not easy for others to understand complexities and your ability to simplify the idea reflects on your Intellectual Horsepower. 

 

How you accomplished the above and what resources were used would be asked too. In this reference, you can say that you used innovative technologies and software to come up with the required solutions. It could be through audio-visual modes or using the help of real-life examples. You can further elaborate that you had asked your colleagues questions or cleared their doubts to ensure they understood what you were trying to communicate. 

 

In this HR interview question, do elaborate on the results achieved. If the results were in numbers, provide your interviewer with the approximate figures to give you some credibility. If it was something more non-tangible, provide instances of how it helped your organization overcome a hurdle or obstacle.

 

HR Interview question and answer number 18

 

Describe a situation that demonstrates your ability to apply newly learned concepts to a new situation you faced. I am specifically interested in how you determined what information was significant and useable and what information was not. 

 

Through this HR interview question, the HR, interviewer or hiring manager wants to test your Intellectual Horsepower and ability to keep learning and implementing new ideas. When discussing newly learned concepts and your ability to apply them, make sure you evaluate that you first try to grasp the concept yourself, then simplify it for your colleagues. 

 

Tell them that you are always eager to learn new concepts, and though it can be difficult at times, you are always up for a challenge. Since the recruiter is especially interested in getting valid information, make sure you keep your answer concise. You can discuss a particular skill that you recently acquired or a new technology that you learnt. Then, describe which parts helped boost productivity. Also, do mention that though you may not find some aspects of your newly acquired information useful right now, it could be handy for the future.

 

HR Interview question and answer number 19

 

Share a time when you gained new knowledge or ideas and applied them in the workplace. What was the information, and how did you apply it? What results did you achieve as a result?

 

As mentioned earlier, too, in this set of HR interview questions, your interviewer is looking for an answer to test your Intellectual Horsepower and ability to keep grasping and implementing information and skills. 

 

As an answer to this particular HR interview question, you should mention that learning is a never-ending process. You should describe that you keep learning, often from junior members, and applying new skills and technologies at work. Then share some newly acquired skills of yours and how you have used them in the workplace. It could be to boost efficiency and improve time management. Talk about something very recent — like using social media for marketing the products or using new software to enhance the end-user experience. 

 

As an answer to this HR interview question, you can describe how you turned a business vision into reality by using that particular information. Do be modest about the results you achieved and express your satisfaction on achieving something that would benefit your performance and also help the organization. If possible, provide numbers or valid details about the same.

 

HR Interview questions and answers on Learning on the fly/ quick learner

 

HR Interview question and answer number 20

 

What is Learning on the Fly or quick learner?

 

The term learning on the fly is generally used to define a process where one learns something rather quickly, and in a very short period, and this is usually something that is entirely not known for you. It is the ability to learn quickly when facing new problems. This term is used for defining people who are relentless and versatile learners. Hence, they are open to the idea of learning new technologies and grasping them earlier or somewhat, faster than others. 

 

Some of the essential traits of people who can learn on the fly are the openness to change or the idea to always believe in change. Apart from this, they also have the potential to analyze both successes and failures for clues to improvement. These are individuals who can experiment and will try anything to find solutions. Such individuals also enjoy the challenge of unfamiliar tasks and quickly grasp the essence and the underlying structure of anything.

 

HR Interview question and answer number 21

 

Describe a time when you participated in an activity to learn a new skill or gain knowledge. What did you learn, and how did you apply it on the job? What were the results? 

 

When the HR or the interviewer asks you such an HR interview question, you should try to talk about something new for you. It should be an instance where you learned a new skill from scratch, not something that you upgraded to. You should describe what you learnt during the process and how this applied to the job. 

 

For example, if you were asked to learn a new skill for a particular project, provide details on what skills you learnt and how it was implemented during the project. Again, talk about how you grasped new skills, not only for your overall performance but also to help your company grow. When talking about the results, explain that you learned a lot from the skill, and this also helped you acquire more knowledge that would be beneficial in the long run.

 

HR Interview question and answer number 22

 

Often, we learn from successfully facing challenges or experiencing mistakes or failures. Please share a time when this was the case for you. What did you learn from the experience? How did you apply what you learned, and what was the result? 

 

If the recruiter or your interviewer asks you the above HR interview question, you should try to discuss a challenge or a failure. While you can easily mention about challenges faced, the fact that you are willingly accepting your failures shows your willingness to learn. When you are talking about such an instance, say how you did not succeed the first time, but after a little practice or a few attempts, you were able to overcome the issue. If such an instance was no there, discuss a potential challenge that you may have faced when trying to learn a new skill. 

 

Do elaborate what you learnt from these mistakes. Ideally, you should talk about not only the core competency involved but also how your skill. Like being able to contemplate or how your attention to detail got sharpened as a result of this failure, then go on to discuss how you were able to implement the particular skill or information with success. Do mention what the outcome was, even if it was remotely successfully.

 

HR Interview question and answer number 23

 

Tell me about a time when you took on the challenge of a new or unfamiliar task or responsibility. How did you learn about the opportunity? Who made a choice about whether you took it on or not? What did you learn, and how did you apply it back on the job? 

 

As a part of any job, we tend to keep learning and take on tasks that are entirely new for us. Learning on the fly is something that one should continuously embrace. Try to provide a recent example when you had to learn a new skill and take on new challenges suddenly. 

 

You may be asked how you learnt about the opportunity. It could be a new project that was not familiar, but your seniors trusted that you would be able to take it on, or it was a challenge that you took on willingly. If this was a decision, you took — i.e. accepted the same, then elaborate on it. If you decided to put your name forth for the given project, let the interviewer know that your boss decided that you were capable of taking up the task.

 

Most importantly, in this HR interview question as an answer, do provide details on how you benefited from a particular skill/ information when asked about what you learnt. How you benefited from the specific project and applied these learnings across your job responsibilities can be provided. For example, if you learn a new software skill, then talk about how you used it for new projects.

 

HR Interview question and answer number 24

 

Some tasks or responsibilities that we take on are more unfamiliar, pressure-filled, or riskier than others. Think back to the most challenging task or responsibility that you have recently taken on. Why did you take it on? What made it so challenging and what did you do to handle it? What were your results? 

 

The HR interviewer may ask you to discuss or talk about a particular challenge that seemed riskier than the others. Try to take a minute to think of something that should appear challenging to not only you but also the interviewer. 

 

As an answer to this HR interview question, describe the challenge to them and the potential instances that you faced. It should be something more recent so that the interviewer can identify with the issue. Along with discussing the problem encountered, express what made it so challenging — it could be possible that you lacked the technical expertise or were not familiar with the same. 

 

How you handled, it should be the next part of this HR interview question’s answer. Did you brainstorm solutions and evaluate possible outcomes for the problem. If yes, then provide a step-by-step overview on how you handled it. Then discuss the result with them. Were you able to successfully overcome the challenge, or did it require help from others? If yes, don’t be wary of expressing this gratitude or the fact that you needed help. What the recruiter is looking for is your ability to solve issues and learn on the fly.

 

HR Interview question and answer number 25

 

Think back to a time when you were better able than others to quickly grasp the underlying essence or structure of complex things and figure out how to apply that information. Describe the situation and how your understanding was different from others. How did you apply the information? 

 

During the HR interview, If the recruiter asks you about discussing a time when you grasped something quickly and grasped it faster then your colleagues, don’t go bragging. If there was an instance like this, which is a possibility, then be modest about your answer. 

 

Tell them that there was a situation when you did successfully grasp the underlying essence or structure of complex things. Rather than focusing on the fact that you were able to understand it faster and more precise than your colleagues, talk about how you applied this information. 

 

When answering this HR interview question, tell them why this information was more natural for you to grasp. Is it because you are passionate about specific technologies or love to acquire new skills — or simply because you thought this would benefit your career and help you solve deeper problems in the long run. Then, describe how this information was lucratively used for future projects.

 

HR interview questions and answers on Problem Solving.

 

HR Interview question and answer number 26

 

What is problem-solving?

 

Be it in any sphere of life, problem-solving skills are an asset for the individual and the company too. Problem-solving skills are defined as the ability of an individual to solve problems not only in an effective manner but also in a timely way. It should be done without any impediments. Remember that problem-solving is also the ability to identify and define the problem. One should be able to generate alternative solutions, evaluate and also pick the best alternative and implement the required solutions. You should apply rigorous logic and methods to solve difficult problems with effective solutions. You must also probe all fruitful sources for answers, see hidden problems, and be excellent at honest analysis. Most importantly, try to look beyond the obvious and don’t stop at the first answers.

 

HR Interview question and answer number 27

 

Think back to the most recent complex decision that you had to make or problem that you had to solve. Describe in detail the process you used to make the decision or solve the problem. What sources of information did you use? How much time did you have, and how much time did you take? What was the result? 

 

It is common during the HR interview for most interviewers to ask the interviewee about a recent complex decision they had to face or describe a situation where they had to problem-solve. 

 

The answer to this HR interview question would require a detailed overview on your behalf. You should start by describing the problem and what measures you implemented to sort it out. It can be a crisis at work where one of the key project members was not there, or you suddenly had to face a financial hurdle or something like that.

 

Then elaborate on how you tried to solve problems — it should be a combined effort of research skills, creativity, thinking out of the box, etc. Risk management is critical to problem-solving and keeping in mind that your decision would impact the working of your organization and colleagues.

 

They may ask you how much time you took to sort it out. This should include a precise time. It could be a few hours, day or weeks — depending on the complexity of the problem. Then go on and tell them if you were able to attain success in solving the issue or not. Even if you came close to it, there’s no harm in accepting the fact that you tried. 

 

HR Interview question and answer number 28

 

Part of coming up with a good decision or solution is gathering and analyzing information. Please share a recent decision you made or a problem you solved that required a high level of skill in this area. How did you determine what information you needed? Where or to whom did you go to get the information? Why did you select those specific sources? 

 

Analytical skills are a key attribute of problem-solving. You cannot work or sort out issues without gathering and researching the correct information. Then comes the next level of analysis. When an interviewer is asking you to share or discuss a recent decision you made or a problem you solved that required a high level of skill in this area, you can elaborate on how you problem-solve at work. 

 

As an answer to this HR interview question, you can discuss a core key skill — either soft or hard — that helped you to gain success in the same. For instance, if you have strong analytical skills, then mention that, for you, gathering information was the essential criteria. It helped you decide on what kind of information would be most helpful.

 

Remember, what information you sourced is going to be critical. How you gathered your information and what made you gather that particular information is also essential. It could be either from experience, suggested by colleagues or even your research work. Mention that specific sources were selected based on their appropriateness for problem-solving. For example, did you use software to help overcome the loss of manpower?

 

HR Interview question and answer number 29

 

Please provide some examples of times when others asked you for your input when they were making a decision or solving a problem. What input did you provide? What were the results? 

 

No matter what position you hold in your existing company, there’s a chance that you would be asked to help problem-solve at different levels. You can be asked to elaborate on specific recent experiences where your inputs were required for decision making or even problem-solving. 

 

For this HR interview question, in you answer, explain a particular situation and describe the problem that was being dealt with. Then, explain your perspective and how you came up with a solution that helped to sort out the issue. Again as a response to this HR interview question, do mention your resources and measures implemented to execute the same. They would also ask you about the results. Explain to them how you were able to sort out this issue and problem-solve successfully.

HR interview questions & answers on Dealing with Ambiguity 

Across different levels of your professional career, you will have to deal with ambiguity. It is defined as the ability to cope with change and shift gears comfortably effectively. Those who are not willing to change would not be able to deal with the same. It is the ability to decide and act without looking at the total picture.

An ideal employee for the recruiter would be someone who is not easily upset when things are up in the air – a candidate who doesn’t have to finish things before moving on to the next task. They should also be able to comfortably handle risk and uncertainty as they are vital to dealing with different kind of ambiguous and uncertain situations at work. Those who are not able to attain the same tend to lag and are unable to cope up with unpredictable conditions.

HR Interview question and answer number 30

Tell me about a time when it was important to maintain your productivity and quality in spite of significant changes at work. What were the changes? How did you handle the situation? What were the results? 

In the HR interview round, a lot of recruiters would ask you this question as they want to know about your productivity and quality in spite of significant changes at work. How you deal with ambiguity is a vital competency that helps to evaluate your potential for dealing with complex, fast-changing environments. In particular, it involves the presence of mind, especially those in the logistics and retail, can implement it. You can cite an example of delayed delivery. 

You can then explain how you dealt with the situation, managing it with the logistics division and suppliers while ensuring that the preparation for unloading the shipment and other arrangements were on the mark. Let them know the result, whether or not you were able to sort out the issue successfully. Explain that it was also teamwork along with your efforts that helped to sort out the same.

HR Interview question and answer number 31

Sometimes, we have to make decisions or take action without having all the information or the total picture. Describe a time when you experienced this kind of ambiguity. Why was it necessary to act? How did you cope with it? 

Through this HR interview question, the interviewer wants to check your leadership skills and the ability to use your knowledge during the hours of crisis. Answer this HR interview question, explaining how you handled or took decisions without having all the information or the total picture. It could be that you followed the suggestions of your peers who had faced a similar situation or worked on your experience and knowledge.

While answering this HR interview question, do add that this helped you to get accustomed to making decisions. Make sure that you explain a recent situation to them — preferably something that the interviewers may quickly identify with. Do mention that sometimes enhancing your knowledge also triggers stress, which in turn builds resilience to help you fight various levels of uncertainties — relate this information with reference to your existing situation. Then add that you had adopted a lateral approach to problem-solving and used many other skills in this framework for your decision-making.

On coping with the situation, you should say that while this put you in an uncomfortable zone, it also made you realize that you get accustomed to ambiguous situations with the help of colleagues, trying to keep your calm and working by combining leadership traits and experience.

HR Interview question and answer number 32

Some situations present higher levels of risk and uncertainty than others. Please describe a situation in which you were able to function effectively despite the risk and uncertainty it presented. What made the situation risky or uncertain? What did you do to handle the situation? What results did you achieve? 

There are so many risks involved when it comes to dealing with uncertainties at work — it could be financial, loss of reputation, etc. Hence, you must deal with ambiguity carefully. Uncertain situations do make an individual nervous. However, it is essential to keep your calm because you will not be able to lead by example otherwise. 

As an answer to this HR interview question, explain to the interviewer that you recently faced such a situation. Though there were a lot of risks involved, you ensured that you planned carefully and maximized on your resources to come up with informed decisions. 

What made the situation tricky could be the mere ambiguity of the scenario, or it could be an obstacle caused because of a third party threat or something like weather delaying your flight and holding up your meetings. All of these situations are common, and you should describe something that you experienced personally or something that you can relate to (if you haven’t faced something like that yet). 

To make the answer for this HR interview question robust, the solution or the ability to handle such situations should then be explained. For example, if the weather was bad and your flight got cancelled, then you did connect with clients via a video call or something on similar lines. Remember that the ultimate results you achieved would reflect on your ability to deal with ambiguity and ideally you should mention the positive aspect of it. It can be that you faced major issues achieving the same, but success did come around.

HR interview questions & answers on Creativity 

If there is one trait that helps you to excel or maximize all your other skills and knowledge, it has to be Creativity. In simple terms, Creativity is the ability of an individual to come up with a lot of new and unique ideas. It is a trait that is used in different spheres of life and gives you an added edge. All employers want this inherent trait in their employees because it helps them to see and act differently. 

Creative people also tend to make connections among previously unrelated notions easily. Along with this, with Creativity, one tends to be seen as original and value-added in brainstorming settings. So ideally, it is you who would be a sought after contributor at work meetings. Creativity also gives you a unique perspective to try and be innovative and thus discover one-of-a-kind solutions to everyday problems. 

HR Interview question and answer number 33

Think back to a time when you were brainstorming with others—a time in which you were a particularly creative and valued contributor to the brainstorming session. What was the group brainstorming? How did you contribute? In what ways were you particularly creative? What was the result of the brainstorming? 

In today’s competitive world, employees don’t lack the knowledge or even required resources to maximize their knowledge. However, what they seek is the ability to broaden mental horizons and thinking outside of the box. It is this potential or creative mindset that helps to generate passion and excitement. It is this ability that takes things from blah to wow.

The interviewer may ask you about a time when you were brainstorming with others—a time in which you were a particularly creative and valued contributor to the brainstorming session. Ideally, you should be prepared to answer this question and prep for the same a week before the interview. 

Explain a situation related to your field of work when you took the needful steps. Did you replace or substitute a particular material for another and it worked wonders? Did you find a more straightforward and easier way to reduce costs that didn’t strike your boss earlier? 

When asking about how you contributed to this scenario, mention that coming up with outstanding ideas and solutions came up as a team idea, although it was your brainchild, others helped you in giving shape to it. Then mention how you were creative instead of taking a somewhat generalized or stereotyped approach to solving that issue. When mentioning about the positive result or outcome of your project, do express gratitude towards your colleagues, if they had contributed to the brainstorming too.

HR Interview question and answer number 34

Please describe a job (or a period in your career) in which you exhibited a pattern of generating new and unique ideas. Describe the situations, the ideas you generated, and what happened as a result. 

This is a tricky HR interview question because you don’t want to tell the recruiter that you were only creative through a particular phase of your career. Do mention that while you always try to take a different or creative approach to solve ideas, one of the instances where you exhibited a pattern of generating new and unique ideas was (cite an example). Here, the benefit is that you can provide multiple situations or instances when you choose the creative route. So, do make sure that you pick different scenarios instead of being monotonous. 

In the course of answering this HR interview question, when mentioning the situations, you can elaborate on how you came up with a creative idea. It could be something that you had read earlier or some information that you wanted to try. Since you are discussing being creative, there’s no harm in saying that you didn’t get it right the first time, so you tried another way/ style, and that clicked and helped you get the desired results.

HR Interview question and answer number 35

Think back to a time when you were faced with a problem or challenge that required “outside the box” thinking to come up with a solution. What was the situation? Describe the thought process you went through to come up with the solution or approach. What was the solution, and why do you consider it “outside the box?” 

Being creative is always about thinking outside the box. It can be unique or even a slight deviation from the usual. Now, don’t mention an everyday problem here, like a delay in shipment or a colleague’s backlog being cleared. Instead, suggest a situation that was very tricky and had been around for a bit. It can be resolving a conflict between two of your seniors or some inter-departmental rivalry. When describing the situation, provide the interviewer with a brief overview of the issue.

While answering this HR Interview question, then you can talk about how you handled the entire process and came up with an innovative solution. It could be something random and unexpected or could have required a lengthy process of researching and evaluation. When talking about the solution, the interviewer is likely to ask you why is it “outside the box?” So be prepared to come up with an answer that portrays how you used your skill-set differently and uniquely.

HR interview questions & answers on Innovation Management 

Innovation management is a unique way of accomplishing given tasks and coordination of activities. This applies to candidates who can bring the creative ideas of others to market. Those with innovative management skills should have good judgment about what kind or type of creative ideas and suggestions will work. They should also be able to manage the creative process of others and in this process, facilitate effective brainstorming. One should be able to project how potential ideas may play out in the marketplace as this is especially critical when you are trying to work on a new product that would capture the market. Innovation management is also essential for new business models or situations that make use of new income sources.

HR Interview question and answer number 36

Describe a situation that demonstrates your ability to anticipate future trends accurately. Please include why it was necessary to anticipate the direction or trends accurately. 

In the course of an HR interview, amongst the many questions that the recruiters or interviewers ask you, the ability to predict future trends accurately is perhaps a vital one, it can make or break your selection chances.

It is a commonly asked question, so you should choose the answer wisely. You don’t want to come across as a know-it-all who claims more than what they can deliver. You should mention that Creativity also includes the ability to predict future trends. Future opportunities and risks can be predicted through the same. Do tell the interviewer that you use your available resources and combine them with Creativity to predict future trends.

The next question is probably going to be why it was important or necessary to anticipate the trend. Your answer should include vital facts like the inability to judge future trends can be a hindrance for both production and management. Not only decision-making, but future trends also helps deal with property rights and patents. Do mention that there is a very thin line between innovation and improvement, and often, both go hand in hand. Without accurately anticipating the future trends, new products, models and businesses cannot succeed.

HR Interview question and answer number 36

Sometimes, we are in situations where our role is less about being the one to come up with creative ideas and more about facilitating the creative process or helping others get their ideas implemented. Describe a time when you played this type of role. What did you do to facilitate the process? What were the results? 

There is a chance that the interviewer would ask you about explaining or talking about situations when the role is less about being the one to come up with creative ideas, and more about facilitating the creative process, or helping others get their ideas implemented. 

Here through this HR interview question, they want to test through your answer, if you are a team player or like to take credit alone. When you speak about such a role, mention how you understood the creative process first. It is imperative that one understands the idea before facilitation of the process or getting the same implemented. Talk about how you played this role, or rather what kind of involvement you had. It could be that a junior member suggested a new idea and you implemented it, or a senior suggested and you being a junior, were given the charge of shaping things up. 

You can mention that once you grasped the idea, you brainstormed the same with your team. This is an essential aspect of facilitating the process because you want to keep everyone in the loop. Alongside, mention that you also had to research and analyze your viewpoints to ensure that you minimized the risks of errors. Finally, say that you were able to drive productive and sustainable innovation practices because not only your workplace but colleagues also fostered a culture like this. 

As an answer to this HR interview question, you can also say that you tried to bridge the gap between senior management and employees. Talking of the results, provide them with the outcome. If there were hurdles, you faced during the process, mention how you overcame them. Often interviewers look for successful outcomes, so try to think of such instances. Ideally, you should provide cases in which you had attained the desired results and then also mention a few hurdles or drawbacks that you faced — this makes the scenario seem more real.

HR Interview question and answer number 37

Describe a time when you demonstrated the ability to see the broadest possible view of an issue or challenge or to project scenarios into the future. 

Through this HR interview question’s answer, your interviewer wants to test your ability to predict future trends and how you can overcome challenges. There is a need to adopt a culture of strategic orientation to generate new ideas. Tell them that you believe that it is essential to realize the importance of innovation management so that things are not obsolete, or do not hinder the growth of your company. Innovation must be managed in different situations and times — in both a planned and unplanned way. 

While answering this HR interview question, talk about an instance where you were able to foresee a potential challenge that might not be visible to others. These small challenges in future projects can emerge as significant hurdles for their success.

While answering this HR Interview question, mention that a sense of direction and purpose for innovation is going to be lucrative in the long run. Many leaders don’t focus on innovation but seek results, which in the long term, defies the purpose of any project — foreseeing challenges in a project by combing expectations, scope and investment help to broaden future horizons. 

You can talk about an instance where you were able to view an unforeseen problem as the project started or during it. Then, provide a detailed overview of how you tried to overcome the same. Did you discuss the issue with your seniors or colleagues? How did you brainstorm and finally come up with a solution, is also essential? In most cases, the interviewers want to check your potential not only to identify the problem, but also sort out the issue at hand. 

HR questions and answers on Perspective

Having a perspective is very important at work because it helps you to perceive or rather see things from a different viewpoint. It is the ability to look toward the broadest possible view of an issue/challenge. Having a perspective implies that one has broad-ranging personal and business interests and pursuits. It also enables one to be prepared or ready for future scenarios. One is able to think on a global scale and this also gives them the idea of discussing multiple aspects and impacts
of issues and project them into the future.

As a result of perspective, one is able to combine different skills and then use them together to combat occupational challenges and thus ensure your best performance. It also means that you can merge your economic motivation with intrinsic motivation. This also helps you get or grasp the viewpoints of others.

HR Interview question and answer number 37
Describe a situation that demonstrates your ability to anticipate future trends accurately. Please include why it was necessary to accurately anticipate the trend or trends.

Perspective gives you the inherent ability to analyze and predict trends of the future accurately. How you would handle a situation that demonstrated your ability to anticipate future trends accurately is a common question asked by HR interviewers in the HR interview round. They would want to see how stuck you were in a particular situation. Perspective gives one the vision to be innovative, and most recruiters prefer to have employees who like to think outside the box. So even though the situation may have been something common, you were able to work with an innovative perspective on it, and that would score you brownie points. For example, it could be a solution that not only takes care of your current issue but also prevents the problem from recurring. So, you should mention in your answer that accurately anticipating trends can help to embrace more opportunities and thus enhances the chances of achieving ambitious goals.

HR Interview question and answer number 38
Describe a time when you demonstrated the ability to see the broadest possible view of an issue or challenge or to project scenarios into the future.

The HR interviewer would like to get a broader viewpoint on your ability to maximize perspective. Hence, they usually ask if you have the ability to see the broadest possible view of an issue or challenge or to project scenarios into the future. In this scenario, explain a situation related to your field of work when you took the needful steps. Did you replace or substitute a particular material for another, and it worked wonders? Did you simply find a more straightforward and easier way to reduce costs that didn’t strike your boss earlier?

Talk about an instance where you were able to foresee a potential challenge that might not be visible to others. These small challenges in future projects can emerge as major hurdles for their success. Mention that a sense of direction and purpose for innovation is actually going to be lucrative in the long run. Many leaders don’t actually focus on innovation but just seek results, which in the long run, defies the purpose of any project.

HR Interview question and answer number 39
Give an example of how your company’s vision for the future impacted one or more daily decisions you have made.

The relationship between an employee and the contributions they make are often mutually beneficial. So the employer would also like to know if you were able to benefit drastically from a decision you made. They may ask you if your vision or prediction for the future had an impact on your daily decisions. Answer this question with tact because they would expect something that is not generalized. 

While answering this HR Interview question, ideally, you should provide instances where you had attained the desired results and it was these results that prompted you to adapt or switch your daily decisions. It can be something as simple as using in-house mails for communication instead of printing paper, which is profitable for the company and good for the environment. Other instances could be using software that you know would be redundant in the future and sharing your ideas of updating these so that the daily decisions can provide lucrative results.

HR interview questions and Answers on Strategic Agility

Strategic agility is the ability of an individual to see ahead clearly. Doing so helps them in devising strategies that make products better, faster, cheaper, etc. for existing customers. It is via strategic agility that one can anticipate future consequences and trends accurately. One should have broad knowledge and perspective to ensure that they are able to create new markets with new products so that innovation can be achieved and one is able to work on newer products that are future-oriented. It is the ability of an individual to articulately paint credible pictures
and visions of possibilities and likelihoods.

Using strategic agility, one can create competitive and breakthrough strategies and plans. In the broader context, it implies that a company is able to shift their strategies based on external business conditions in the environment — at the micro or employee level, it is about helping the same business thrive. It entails quick and appropriate response to conditions and making the most of competitive advantages, negate entropy, etc.

HR Interview question and answer number 40
Describe a situation that demonstrates your ability to anticipate future trends accurately. Please include why it was necessary to accurately anticipate the trend or trends.

All recruiters are on the lookout for employees who can see and capitalize on opportunities quickly. Doing so is not only beneficial for the company but also helps them see future trends. Through this question, the interviewer wants to see how your skills are put together to maximize the benefit of this ability.

Considering the fast-paced, disruptive, and innovative market, it is true that unknown challenges and possibilities go hand in hand. Answer this HR interview question by providing a situation where strategic agility helped you to make an informed decision and consider the pros and cons of both these aspects. You can either tell them about a situation where you had to manage small challenges in future projects which could emerge as major hurdles for their success.

Else, it can be overcoming a major obstacle or hindrance for the sake of direction, and purpose for innovation, which is actually going to be lucrative in the long run. Say that for you, innovation is as important as getting results.

Tell them why it was necessary to accurately anticipate the trend or trends and how foreseeing challenges in a project by combing expectations, scope and investment help to broaden future horizons. It is important that you explain the situation to help the interviewer understand the importance of your decision and how you utilized your skills.

HR Interview question and answer number 41
Sometimes, we are in situations where our role is less about being the one to come up with creative ideas and more about facilitating the creative process or helping others get their ideas implemented. Describe a time when you played this type of role. What did you do to facilitate the process? What were the results?

When it comes to strategic agility, the use of multiple skills, especially creativity and innovation, along with analytical thinking comes into play. The interviewer would like to know the same and thus ask you to explain or talk about situations when the role is less about being the one to come up with creative ideas, and more about facilitating the creative process or helping others get their ideas implemented. In your answer, do mention how a colleague or a senior came up with a unique solution or provided a good idea. However, no one was able to drive the roadmap for achieving the same.

In this reference, do mention that it is imperative that one understands the idea before facilitation of the process or getting the same implemented. Then go ahead and talk about the kind of involvement you had. Was it you who provided the roadmap or channelized a pathway to the same? It could be possible that you had some help from others, so do mention it.

Describing the period when you had to deal with a situation like this, say how you brainstormed the same with your team. Remember, being a team player and expressing a note of thanks to colleagues is a trait that they are also looking for. Tell them how you had to research and analyze your viewpoints to ensure that you minimized the risks of errors. And, do say that you were able to undertake the strategic agility path with productive and sustainable innovation practices. Mention about an instance where you tried to facilitate this process and used your skillset to attain desired results. Do mention what hurdles you faced during the process and how you overcame them. If there was a successful outcome, provide instances where you had attained the desired results.

HR Interview question and answer number 42
Describe a time when you demonstrated the ability to see the broadest possible view of an issue or challenge or to project scenarios into the future.

Projecting a scenario or challenge in the future and overcoming it through strategic agility could be a winning answer for you. Remember that a recruiter is looking for candidates who have projected the ability to see the broadest possible view of an issue or challenge or to project scenarios into the future.

While answering this HR Interview question, talk about a time when you were able to foresee a similar issue in the future. It could be a small problem or even challenges that could crop up. Getting a broader view of these situations calls for perspective, innovation and also creativity. Identifying the problem is not the only aspect of the question. They are also trying to understand how you overcame the challenge.

Ideally, you should mention or talk about a time where you were able to view an unforeseen problem. Discussing how you brainstormed and finally came up with a solution, is also important. It is your potential to seek and identify the problem that would give you an added edge.

HR Interview questions and answers on Timely Decision Making

Timely decision making is the ability of an individual to make decisions in a timely manner, sometimes, with incomplete information and under tight deadlines and pressure. It can be the ability to make a quick decision in an informed and thought out way. A quick decision should be based on logical thinking, informative analysis and also the ability to foresee future challenges and identify problems. Doing so can help the team and you to solve problems.

This can be done by examining alternative choices and taking the best route. It is the ability to come to a fast decision but is based on a step-by-step approach. This is regarded as an efficient way to make thoughtful, informed decisions. Doing so would also have a positive impact on your short and long-term goals. Do keep in mind that timely decisions are imperative, but you should be rationale rather than hasty.

HR Interview question and answer number 42

Share an example of when you had to make one or more timely decisions, but information on which to base your decision was difficult to obtain. How did you determine how much information was enough? What decisions did you make and what were the results?

Timely decision making is a part of any human beings professional career span. It can be a small decision at a junior level or a major one that could impact the working of the organization. By trying to know a situation or an instance when you had to make one or more timely decisions, but information on which to base your decision was difficult to obtain. Via this question, the interviewer wants to see if you can come up with informed decisions while taking into consideration the company’s vision and ambition.

When you are giving an answer to this HR interview question, you can provide examples of a situation where you had to make a hasty decision, but had very limited information or knowledge of the subject. It could be a situation where you had to probably check on a supplier or even work an alternate route for delivery. It would require probing into the smaller details, but you don’t have enough manpower or information available. Provide smart answers like, you tried to use your network of suppliers to get more information or asked senior managers to get alternative contacts.

When you are giving an answer to this HR interview question, do explain the problem and how it was tackled on your end. Provide a detailed insight into how you finally tackled the situation or problem. Was it based on analytical thinking and logic? Did you go by a previous example or knew someone who may have faced a similar situation and thus sought their help? Also, if it was a decision that you took on your shoulders — coming up with analytical thinking and an innovative alternative — that could also be a game-changer. The interviewer would be eager to know your results. Often, success is not always the outcome they look for, but they are also eager to know if you had a way of getting the team out of a situation.

HR Interview question and answer number 43
Describe a time when you had to make a quick decision or think on your feet. What was the situation, and why was speed so important? What was your decision? How effective was your decision, and what was the result?

A quick decision and ability to think on the feet is something that is mandatory for managerial positions, but it also holds similar importance at all junior-level roles too. It is important for an interviewer to ask this question because they want employees who can get them out of messy situations.

The employer is eager to have someone on board who can make quick decisions without compromising on long-term goals. Tell them about a situation that required such thinking. Was it during an onsite or offsite project, or was it during your day-to-day working situation? Remember that you should provide an example of a situation that was important from the strategic point of view, and also for your company. Speed could be important because the financial year deadlines were around the corner or the delivery was getting delayed.

When it comes to explaining your decision, you should mention in brief how you came up with the same. Was it during a meeting amongst your senior peers? In either case, do explain how you came up with a quick decision — did you research on the web or try to recall something that was a part of your curriculum? Often at times like these, the interviewers love to see how the candidate comes up with something unique, which is what they seek. They may also ask you if your decision was effective or not and what the results were. However, even if the decision didn’t get the desired results, you can cite that it was able to help solve the problem to a certain extent.

HR interview questions and answers on Priority Setting

Priority setting is the ability to prioritize your work, which is imperative so that you can sort out what tasks need to be done first. This is the ability of an individual to spend time and the time of others on what’s important. It is also their potential to quickly zeros in on the critical few and put the trivial many aside. With priority setting, one can quickly sense what will help or hinder the accomplishment of a goal. The roadmap to priority setting also includes the ability to eliminate roadblocks and create focus.

Other aspects that come into play here include assessing the value of the tasks at hand, ordering the same by estimated efforts, being flexible and adaptable and knowing when to draw the line. All of these help in setting priorities and a lot of HR experts suggest that one do this the previous evening or even right in the morning so that the tasks can be accomplished with time to spare.

HR Interview question and answer number 44
Tell me about a time when you kept yourself or others focused on completing high-payoff, complex tasks instead of getting sidetracked into trivial, lower-priority tasks. How did you zero in on the most critical tasks to accomplish? How did you keep yourself—or others—organized and focused?

Through different times of your career span, you will have to ensure that priority setting is implemented to select tasks with a high pay-off. And while this could apply to your everyday affairs too, there are times when prioritizing tasks becomes imperative.

One such question the HR could ask you is how you kept yourself or others focused on completing high-payoff, complex tasks instead of getting sidetracked into trivial, lower-priority tasks.

Coming to the answer for the tricky HR interview question, you should say that zeroing in on the most critical tasks required quick-thinking for you. This also meant that you used your analytical skills to come together with a list that should be done first. Accomplishing these tasks could be important from various points of view. It may be a financially bigger project, or it could be nearing the deadline and hence needed attention.

When you are answering this HR Interview question, explain to the HR or the interviewer how you zeroed in on the most critical tasks to accomplish. As mentioned earlier, describe the process briefly so that the HR is able to get a clearer understanding of your abilities to implement the required skills.

Another vital aspect of this question is how you kept the others — and yourself too — focussed and organized. This requires strong mentoring and leadership traits along with strict time management and organizational skills. Mention why all of these aspects are important, especially for motivating the team. If the team is not working in sync, there are likely to be delays and hurdles. Hence, getting them focussed and organized is a critical step for priority setting.

HR Interview question and answer number 45
It can be challenging to coordinate the efforts of multiple people and keep them focused. Describe a specific time when you had to do this. What approach did you use to get them coordinated? How did you keep them focused? What challenges—if any—did you overcome? What were the results?

In continuation with the previous question, the HR interviewer could ask you about the challenges you faced to coordinate the efforts of multiple people and keep them focused. They would probably want you to describe a situation where you had to handle multiple teams or work across geographically diverse teams.

Explain that the biggest challenge one faces is to prioritize tasks across various teams. Talk about an instance where you probably had to deal with bigger teams or when multiple departments were involved.

When talking about the approach you took, focus on getting productivity and quality in the shortest time possible. Mention you decided to sort out which takes should be done on a priority basis and how you synched the tasks across multi-faceted teams. In this reference, you should also talk about the approaches you took to keep them targeted on the task at hand and focussed too. This could involve constant motivation, checks on their performance, getting regular updates and maintaining a record of the progress.

There are bound to be challenges, so don’t be wary of mentioning the ones you faced. The interviewer is keen on knowing your problem-solving skills and the ability to overcome challenges rather than the challenge itself. You can talk about a potential delay in the project or how some teams or team-members were unable to deliver. Then discuss the potential solutions you devised. For example, did you allocate the given tasks to other departments? Were you working overtime? Finally, talk about the results you were able to achieve. The positive outcome of the task could be due to a team effort — or it could be thinking on the feet and hiring some extra workers or using software to hasten the process.

HR Interview question and answer number 46

Describe a situation in which you not only set goals or created a plan but also took time to proactively anticipate obstacles and create contingency plans. What challenges or obstacles did you anticipate? What contingencies did you develop? Which did you implement? What was the result?

When looking for potential candidates, the  HR interviewer is always eager to hire people who are able to overcome challenges and anticipate obstacles. They would ask you about a time when you not only set goals or created a plan but also took time to proactively anticipate obstacles and create contingency plans.

Think of a situation where you had to handle the end-to-end of a task, and thus everything from setting the goals and creating plans was on your shoulders. Mention how you proactively sought solutions to overcome the challenges. Also mention how you had anticipated some challenges when formulating the plan. It could be something that you had studied during your college years or a current development in rules and regulations that you remembered. This shows that you have a good memory and know how to apply your knowledge practically and not just in theory.

They are likely to ask you what contingencies you developed. Answer that your contingencies or anything that happens outside the range of normal operations are always a challenge. But there were some things that you had already anticipated, so you had a backup plan, or an alternative sorted out. It should not affect the company’s ability to operate.

While answering this HR Interview question, then discuss the plans you implemented. It could be solutions to minimize loss of labor or trying to continually upgrade software to avoid glitches with any new systems that you are trying to implement. Finally, do share the results honestly — if some steps were successful and others not — you can mention the same. Do discuss the steps because it shows your potential to handle challenges.

HR interview questions and answers on Organizing

Organizing is a critical aspect of any job, and it refers to the ability to stay focused on different tasks. These are tasks that require your time, energy, strength, mental capacity, physical space, etc. It is a combination of these traits that helps you to effectively and efficiently achieve the desired outcome — in an order. It can be the potential to marshal resources (people, funding, material, support) to get things done.

One can also orchestrate multiple activities at once to accomplish a goal and thus minimize the time invested. Along with this, one is able to use these resources effectively and efficiently and able to arrange information and files in a useful manner. On the whole, the idea of organizing in a proper way is to ensure timely deliverables and reduce effort.

HR Interview question and answer number 47
Think back to a situation or project where you had to acquire people and other resources to accomplish a goal. What resources did you need, and how did you get them? What was the result?

In this question, the interviewer is checking your ability to manage teams in an organized and proper way. The main idea is to accomplish the goal and the steps you undertake in the process to achieve the same. When answering this question, you should mention a situation or project where you had to acquire people and other resources to accomplish a goal. In this reference, mention that it is paramount to know where and how to use your resources.

No one likes to get the situation out of hand or allocate tasks to someone who can’t fulfill the objectives. So, you had to ensure that you maximized resources with the given team — both internal and external resources. You knew that you had to reach your goals, and hence you focussed on segregating the average employees from the stellar employees to finish tasks on a priority basis.

You tried to allocate tasks in a way that maximized the ability to properly push a team to its goals and increase productivity. The resources you required could range from manpower to the use of sophisticated software. If it meant going over the budget, you could prepare a chart and show the managers that the extra cost could be worth it. Or did you reduce the budget by making do with the available resources? In either case, it should be your credibility to organize and push the team towards success and lead them by example.

HR Interview question and answer number 48
Describe a period of time when you had to juggle multiple, complex activities or projects simultaneously. How did you stay organized and continually move the projects forward? What challenges did you face, and how did you handle them? What were your results?

There is a period of time in every professional’s career when they have to juggle multiple, complex activities or projects simultaneously. It is at times like this when you have to ensure that you maximize your organizational skills and push towards the success of the project.

Handling multiple tasks while ensuring timely deliverables requires thinking on the feet, having alternate backup plans, and also staying calm. If you had to push the project forward and overcome challenges at the stay time, mention that you combined your analytical, organization and team leader skills. You ensured that the team kept working on tasks while you sorted an issue at hand. For example, if there is a delay from the supplier’s end, you didn’t ask the team to stop the launch preparation — and this saved delays.

Challenges faced in such situations can range from a shortage of funds to extreme delays in deliveries. Pick a situation or time that you feel was the most difficult for your career. Then share that experience with the interviewer.

While answering this HR Interview question, explain the challenges faced and steps that you took for overcoming them. Did you combine your innovative skills and strategic agility to come together with a unique solution? Did you get help from your team members and colleagues? The interviewer is more eager to know how you handled the situation without delaying a project. Finally, mention how successful the implemented steps were.

HR Interview question and answer number 49
Please describe your current system for maintaining files and records. Who are the users of the information you maintain? Please share some feedback you’ve received from others who have accessed your files.

An interviewer is keen to know you organize your files and maintain them to minimize the hassle of not getting relevant information when one needs it most. A simple and often overlooked aspect of being organized is getting files organized. You can talk about your computer files and the way you save them to save unnecessary clicks to access a folder. This also applies to regular data and how you sectionalize them to prevent wasting precious time.

For example, do you arrange your files in alphabetical order? Do you use any special folder to segregate other folders so that you don’t have to waste too much time typing and sorting out the same? If multiple people are sharing the same — then you could mention that you have a security option so that not everyone can read your personal files. This is imperative for shared spaces. If you have files in your cabinet, then the same applies there too.

The interviewer could also ask who shares your files or the information that you maintain. It could be junior members or even seniors. So share the same with your interviewer. They are also likely to ask if you received any feedback from the users. In some cases, the users could praise you for having an almost flawless system of organizing. If they found it easy to use, then you can discuss the same too. You can add that a few colleagues found it difficult to access the digital system and how you guided them.

HR Interview questions and answers on Planning

Having a work plan is a simple way of ensuring that tasks are accomplished on time. Planning your working day determines the necessary activities and potential and sets your priorities and deadlines. One is able to secure themselves against the non-uniformities of the working system. This includes setting objectives and goals and breaking down work into the process steps.

You can also have a harmonious to-do list so that you can set the tone of each working period. Doing so brings clarity and order to the whole workflow and also workout scopes out length and difficulty of tasks and projects. You should be able to develop schedules and task/people assignments. With careful planning, one can anticipate and adjust for problems and roadblocks. This enables one to measure performance against goals and evaluate results.

HR Interview question and answer number 50
Think back to the most complex task or project you’ve had to develop a plan for, and implement. What made the project so complex? Describe your planning process. Who was involved in implementing it, and how did you coordinate efforts? What were the results?

The interviewer asks about the most complex task or project you’ve had to develop a plan for and implement so that they can analyze your planning skills. In this reference, you can discuss a complex situation that required planning and ensure that the execution of activities was done with strategic planning. It could be a complicated situation that required long-term planning and advanced forecasting of approaches to work. It could also be something short-term that required quick-thinking and implementing a plan that would help overcome the hurdle in the shortest time possible.

You should describe the situation and what made the project so complex. Did it involve multiple teams or was coordination difficult due to diverse geographical locations? Explain the scenario to the interviewer and why the project seemed more complex than the others. Then get on to the details of finding the solution and your planning process.

While answering this HR Interview question, talk about priorities like scheduling tasks as per urgency, openness to accepting new solutions, and practices. It could be that the planning required involvement of other team members. Do share your gratitude and let the interviewer know that it was a team effort — it reflects upon you as a team player. Then mention the coordinating efforts and results. It could be a long-term planning process, and thus you should share brief details of the same.

HR Interview question and answer number 51
Think back to the last time you set specific work-related goals. Please share several of those goals with me, including the important details.

This question is focussed on testing your ability to allocate tasks as per the required goals and priorities. If they ask you to share the goals and vital details, make sure that you mention essential aspects. Mention that for this purpose; you try to plan your day the night before. Making plans beforehand helps to prepare you for the tasks that you want to accomplish in the morning.

So you can mention that you planned your files and allocation/ delegation based on the goals of the team members. This could also involve your priority setting skills so that you are more prepared for chaotic or hectic days. Mention that you take into account facts like how long it would take to accomplish your tasks and how the team member would also cope with it. Do mention that understanding and being aware of your team members’ abilities would be an added bonus in understanding the pressures they could face.

HR Interview question and answer number 52
Please describe a situation that demonstrates your ability to effectively plan work by breaking it into process steps and then communicating that plan to those involved.

Effectively having a daily plan in place is probably your best way to handle any problem or unforeseen situation that may crop up. The interviewer wants to know your ability to effectively plan work by breaking it into process steps and then communicating that plan to those involved. Your motto of effective planning and the steps involved should be project objective.

It means that you should be able to implement a newly defined process across multiple teams. Remember, how you communicate with those involved at the various levels of your steps would be a critical component to your success. You can say that the work plan should be planned around your team so that the project will be more successful. Hence, communication automatically becomes a key component of this process.

HR Interview question and answer number 53
In spite of our best planning, unexpected events can throw our plans off track. Describe a time when you established priorities and target dates for yourself and others and also developed contingency plans for potential roadblocks or challenges. What potential roadblocks or challenges did you identify? What contingencies did you put in place? How did the plan ultimately play out?

Be prepared that the interviewer is most likely to ask you about how the best planning, unexpected events can throw our plans off track, and they would want to know about a time when you established priorities and target dates for yourself and others.

Start this answer by saying how you developed contingency plans for potential roadblocks or challenges. Discuss about a particular time when you had to face a situation like this and how your track team’s availability was imperative to stick to your work plan — and ultimately ensuring project success.

While answering this HR Interview question, you can discuss about the various measures you undertook in this process, like aligning your plan with a project goal. You could also have matched your reporting complexity to your project scope so that the challenges could be overcome. Anticipating and identifying the challenges by using analytical skills is also important.

When talking about the contingency plans, make sure you talk about using resource management for team scheduling so that you were able to create a more effective work plan for any project. Also, when mentioning about contingencies, do mention that you didn’t want to hamper the work-life balance as this could lead to potential errors. Finally discuss how the plan ultimately worked out — whether you were able overcome all challenges. How the planning process helped you get more clarity in terms of efficacy, budget, etc. This, in turn, helped you to identify other challenges and minimize the risks from them, thus, overcoming multiple hurdles.

HR interview questions and answers on Time Management

An effective, and probably the most important skill you should have is effective time management. Those who aren’t managing their time well would not be able o reach their goals at work and life outside. Time management is not always an uphill battle if you plan it right. Hence, this a valuable trait for those who appreciate time and how precious it is.

The moment you do that, you will also get the appreciation of your colleagues and seniors. Interviewers are always looking for candidates who focus on time management. Those who concentrate their efforts on the more important priorities can get more done in less time than others. It is the ability to attend to a broader range of activities. This trait is imperative for individuals at all levels of the professional hierarchy — as it helps you to get tasks done on time.

HR Interview question and answer number 54
Please describe how you planned your use of time over the past several weeks. What methods did you use? Please share some decisions you were faced with when allocating your time.

Via this question, the interviewer wants to know how you manage your time and ensure timely deliverables. So they are likely to ask you how you managed your time over the past few weeks or months. They would also want to know the methods that you used. When answering this question, mention that time management is a natural skill that most people are born with, but considering the work pressures and supply-demand, it is vital that you focus more on this skill.

You can start by describing your everyday planning and time management e.g. how do you set your goals before going to bed for next day? You could also get up early and implement a few time management practices. Mention that for being productive at work; one has to understand the importance of goal setting.

They can ask you to share decisions regarding allocating time that you faced at work. When answering the same, mention that achieving goals within the time limit means that you have to get more done in less time and also ensure that the results don’t compromise on quality.

While answering this HR Interview question, you can talk about recent decisions that you took to be more productive and manage time effectively and efficiently. This could involve allocating tasks to your team members in advance, maybe planning an extra weekend ahead. You could also be using software to track the progress of different departments.

HR Interview question and answer number 55
Describe a period of time when you identified priorities and consciously kept non-critical issues and distractions from interfering with your progress. How did you stay focused? What was the result?

Remember that there are often challenges we face at work, and the interviewer is keen to know if such a situation cropped up, and there was a period of time when you identified priorities and consciously kept non-critical issues and distractions from interfering with your progress and the challenges you faced.

When answering the same, mention that balance is key in this scenario. So even though you are describing a very tough or complicated challenge that you faced, you made sure that you didn’t panic. Doing so helped you to juggle your responsibilities effectively. This helps one to reach their breaking point and discuss the system your followed that helped you to get things done. How did you prioritize personal and family time?

While answering this HR Interview question, mention and talk about the measures you took to ensure that you don’t lose focus. For example, for someone it could be taking a walk in the park or sitting and listening to your favorite music on headphones. This helps to manage semblance of balance. Did you follow a particular time management system — for instance, some follow the quadrants system where one breaks their activities into four quadrants based on urgency and importance. Finally, share the result of how effectively you managed to complete tasks.

HR Interview question and answer number 56
All of us have to multitask at times. Please describe a situation or period of time in which you were most challenged with handling multiple tasks simultaneously. What were the tasks, and how did you handle them? What were the results?

The interviewer or the HR wants to understand if you have the ability to multitask to speed up the process. They would want you to describe a situation where you had to undergo the same. Tell them about how often challenges like shortage of time mean that you have to multitask and keep switching between tasks.

And since you believe that multitasking can be productive when done in an organized manner, talk about how you tried being more productive by creating a list of things you need to get done. This can be done by scheduling time to complete tasks. You can also mention that you tried to devote yourself fully to a task and minimize distractions. Do say that you did schedule in some time for interruptions so that you got a break from the task.

Little things like writing down what’s important before switching to a new one helps one to stay on track. This means that you don’t have to let go of the important information from the prior task. When you have a summary of the important info, one is less likely to lose track of their thoughts during the day. Tell them how this helped you to prevent slips or avoid a gap in communication, thus helping you get the desired results.

HR Interview question and answer number 57
Think back to a period of time when you had to complete a broad range of activities. Describe the activities and explain which ones were a normal part of your role and which were unique. Which activities were of a short term nature and which were longer-term? How did you go about attending to multiple activities without “dropping the ball”?

By asking about a period of time in your professional career when you had to complete a broad range of activities, the HR interviewer is eager to know if you have the ability to handle challenges that were not a part of your regular task — and also those which were. Talk about a period that you may have faced. For instance, it could be complications or challenges from two different angles.

This would mean that you needed to balance messages, emails, and to-do lists and thus get more accomplished. Handling so many activities in a limited period of time required more attention. Some of these could be solved or handled immediately, while others required a lot more assessment and follow-ups. Do share how your keeping and maintaining records through the ordeal helped you in the process.

Handling multiple activities could mean restricting a few personal ones for a shorter period. So it could be that you worked through the lunch hour or avoided going to the gym. Again, you can discuss about using modern tools like software programs to help you manage time — or it could be the traditional means of having records on paper and files. Handling too many things does imply that one has to be more alert and exercise caution. It could be that you micro-managed and delegated tasks to your subordinates. Do discuss the steps methodically.

HR Interview questions and answers on Delegation

It’s said that a good leader is one who knows how to delegate the right task to the right person. And this holds true for all kinds of work. Delegation is the ability to clearly and comfortably delegate both routine and important tasks and decisions. It is the potential to broadly share both responsibility and accountability. Delegation is critical when it comes to maximizing your productivity.

It is important so that you are able to keep yourself sane during tight deadlines or large workloads. With delegation, you can trust people to perform and vice versa. It also helps individuals and teams to direct reports, and others to finish their own work. Delegation is a skill that can be learned, improved and even enhanced to suit the needs of the company.

HR Interview question and answer number 58
Tell me about a time when you delegated a project effectively.

This is a broad category question, and the interviewer wants to see your perception of delegation. They want to know how and on what basis you delegate tasks to achieve optimum results. You can talk about a time or a situation when the company is understaffed, or managers have no one reporting to them. Considering such scenarios, it is important to delegate responsibilities with caution. You don’t want to overburden your team members, and yet you cannot take it all on yourself.

Describe the complication or the challenge that you faced and then delegated with the motive to improve operations and develop new strategies. You should also add that you need to devote time for your own development by training and keeping up with technology & innovations. You can also add that you played to the strengths of each employee or team member so that the maximum output could be achieved. On the whole, you should put forth that you can delegate the tasks as per the capabilities of the team members.

HR Interview question and answer number 59
Tell me about a time when you did a poor job of delegating.

There are times when we all go wrong. And the interviewer wants to know if you are actually ready to accept your flaws and move on. Considering there is a limited amount that you can do, it is likely that you might make mistakes, especially if you are working so many hours in a day. So tell the recruiter or the interviewer that with limited people and resources, there is only little that you can do. So you can talk about an instance when you delegated the wrong tasks.

It could be that there was no alternative and you had to assign a task that requires particular skills to someone who had no knowledge of the same. It could be that you delegated tasks to an individual who’s known for delays. So, it is vital that you should say that having a real sense of pressure and work overload is required. It is not possible to do well at everything.

Hence, while you are disappointed with your failure, you would rather try to improve on things and learn from your mistakes. Yes, it was a poor job of delegating that had consequences, but it was also a stepping stone for you — so feeling stressed and unhappy about letting people down should not let your spirit down. Rather, this failure was a tremendous opportunity to help you find a way around this limitation.

HR Interview question and answer number 60
Describe for me a time when you had to delegate to a person with a full workload, and how you went about doing it.

There can be times in your career when you might have to delegate a single task or workload to an individual. And though it may be taxing and really tough for you, there was no option. It is a question that is testing your ability to deal with pressure and lead by example — so your team members are able to deal with pressure too. While answering this HR Interview question, talk about a time when the entire pressure of a project or workload had to be delegated to a team member.

You should first describe the selection process and the experience, knowledge, and skills of the individual. This should be your foundation for allocating or giving the delegated task. Then talk about the knowledge, skills, and attitude of that individual. Post it, you should work out if the individual had the time and resources to get any training needed for that task. Based on the skill-set, their working style, how independent is the person, what does he or she want from his or her job, etc. are other aspects that you considered. It was based on these aspects that you picked the particular candidate.

HR interview questions on Developing Direct Reports

There are a lot of challenges that one faces when working on and developing direct reports and for others, it is all about providing challenging and stretching tasks and assignments. There are rare times when the choices are easy, and one has to find ways to mitigate the risks while protecting the quality of work and the employee. Hence, for these situations there is a need to hold frequent development discussions. Developing direct reports and related tasks make it vital that one is aware of each person’s career goals.

They should try and construct compelling development plans and execute them. One should also push people to accept developmental moves. Such individuals will be able to take on those who need help and further development. They are individuals who cooperate with the developmental system in the organization and are people builders. Often, candidates who have the experience lack the bandwidth, and hence it is vital to direct reports to others too.

HR Interview question and answer number 61
Give me an example of how you’ve provided developmental tasks and assignments that linked directly to a person’s development needs. How did you select the tasks? Which tasks or assignments did you proactively identify for the purpose of development?

There are instances when you have provided or offered developmental tasks and assignments which are associated directly with the development needs of the person. The interviewer wants to see how you tackle such a situation and manage the selection of these tasks. It is very easy for employees to avoid attending after-hours industry seminars and networking opportunities due to conflicting time commitments.

Long commutes, family commitments, or discomfort with the concept of networking. It is important that you provide answers that reflect on your acumen. For example, did you consider using external development sources? There is an option to attend industry-related seminars or networking. Select tasks based on these capabilities so that it would give your team members access to new information and also help them build their confidence — as a result they are able to reach out to their peers for additional guidance and support. You can also add how proactively you identified the purpose of development for the same. It could be based on these, seeing individual talents, or skills they have acquired recently.

HR Interview question and answer number 62
Share an example of how you have identified the career goals of a direct report and then intentionally and proactively encouraged and supported that person’s development. What actions did you take? What was the result of your efforts?

With this question, the interviewer wants to see if you have the potential to identify the career goals of a direct report and then intentionally and proactively encourage and support that person’s development. In this reference, mention the anxious feeling about the risk of putting a less experienced team member on a certain task or project. Tell them how you identified that that particular team member would be right for this task, even though he or she feels an even greater level of anxiety. Tell the interviewer that it is vital to grab every opportunity available for the development in order to learn.

Mention that you want to encourage your peers to push themselves. This can be done through trying new approaches and communication — especially at times when they feel they are failing. Finally, talk about the results you were able to achieve with these efforts, and if the team member was able to execute the task with precision.

HR Interview question and answer number 63
Explain how you have used a formal development-planning process to help one or more direct reports attain their career goals. What specific role did you play in creating the development plan? In what ways did you follow up?

A lot of interviewers would like to know how you have used a formal development-planning process to help one or more direct reports attain their career goals. Their intention is to see your methodological working procedure, analytical skills and your ability to think on the feet. In this reference you can say that conducting a performance diagnostic is you how you help to direct reports and help people attain their career goals.

For example, in some development plans, you might already have the foresight or the awareness about the inefficiency and rush to correct the problem. Hence, it is best to rectify these issues at the planning stage, rather than delaying and not knowing how to perform a task. This could be a possible reason for poor performance. Say that you also try to reinforce good behavior so that the entire development plan is based on potential and ability. You can also say that you regularly communicated with the team or the individual to see how they are progressing and provide regular assistance/ training as required.

HR Interview question and answer number 64
Provide an example of when you proactively motivated someone to accept developmental tasks or projects for the purpose of professional development. How did you do it? What was the result?

When asking about how you proactively motivated someone to accept developmental tasks or projects for the purpose of professional development, the interviewer is checking how involved you are through different stages of the task. You should answer by saying that you take into account not only skills and abilities but also the behavior of the individual. Do they take feedback constructively, are they open to learning, etc. are some vital facts that you consider. You can also try and create an environment of positive feedback. You can also try to encourage others to reach farther and higher and to press on towards their goals.

Also, add that you tried to bring out the best in others who may lack skills or experience. It could also be motivating others by continually being a positive force. This, in particular, applies to negative situations. But also mention that you should know when to stop and when to start trying something and start over again. Say that you even paid attention to self-development and how you helped them through a tough, new, challenging assignment. The important aspect is not the result, but the ability to help convince them to break out of their comfort zone and try something new.

HR interview questions and answers on Directing Others

Leadership traits are imperative for any kind of managerial or mentorship-driven role. Hence, directing others is a skill that requires a tactful balance of guidance and being assertive. A person who is good at establishing clear directions. Someone who can direct others, set stretching objectives, and distribute the workload appropriately. Such individuals also layout work in a well-planned and organized manner and further maintain two-way dialogue with others on work and results. The idea is by directing others, you are able to bring out the best in people. Having strong directing and guidance skills also require one to be a clear communicator — and thus minimize room for error, especially miscommunication.

HR Interview question and answer number 65
Share a time when it was critical that you provide clear instructions, direction, or vision to an individual or group. What was the situation, and with whom were you communicating? How did you ensure that your communications were clear and understood by the individual or group?

Depending on what job you are being interviewed for, the interviewer would like to know and rather examine your directing qualities and traits. They want to check if you are able to provide clear instructions, direction, or vision to an individual or group. They would like to know if you can supervise and also lead, develop, and direct your employees.

This should be done keeping in mind the fact that one has to accomplish organizational goals. If asked to describe a situation where you had to play the critical role of directing others, mention that it is important to understand the essential responsibilities you have when directing others. Based on these, one has to assume different kinds of practices and drive strategies to meet those responsibilities. You can describe the situation and the team or the individual you were communicating with. Mention how you guided them on fulfilling duties and realizing the strength of your entire team.

To ensure that your group was able to understand your ideas and communications, you can try doing an inventory of the strengths and weaknesses of the group. Then communicate the tasks simply and provide detailed overviews via emails or other written modes so that the team can refer to the same. Audio-visual instructions are also helpful. Doing so ensures that the team in grasp what you said and also refer back to the instructions if they have doubts.

HR Interview question and answer number 66
Describe a time when you used formal goals or objectives to inspire others to achieve their best. Which goals related to their normal jobs and which were “stretch” assignments? What additional actions did you take to inspire others to achieve?

When it comes to directing teams, one has to steer the company/ team in a specific direction. Often, the interviewer wants to know if you had used formal goals or objectives to inspire others to achieve their best. In this reference, you should mention that when the management develops a plan of action and assigns you with the task, you have to organize its dispersal.

Along with this, you have to ensure that you oversee the implementation of the tasks, allocate to the right people, etc.  This would ensure that you are handling the tasks as per the individual’s expertise. You can also push them further by saying that the management has faith that the same would be accomplished, and you trust them.

Often there are goals related to everyday tasks that require collaboration inter-departmentally. It would mean that for these stretch assignments, one has to adjust to changes. All of this should be done with the organization’s mission, vision, and goals in mind. Also, do mention that you took additional action to inspire others by taking on some difficult challenges yourself or appreciating the work of those who accomplished new challenges publicly. The idea is that you should be able to provide perspective in the ever-changing business environment filled with uncertainties so that you are able to handle new challenges.

HR Interview question and answer number 67
Sometimes, distributing the workload among multiple people can be challenging. Describe a situation in which you were skillful in crafting a work plan that distributed the workload appropriately. How did you determine the distribution? To what extent did you have to adjust your initial plan? What were the results?

When it comes to distributing the workload amongst multiple people, one does face challenges. To whom should you allocate what, are you familiar with their skill-set, etc. The interviewer wants to know how familiar you are with the teams and individuals who work in the same. You can answer this HR Interview question by saying that directing is focusing the company into a specific direction. Hence, you would want to ensure that people are assigned tasks as per their expertise. So your plan of action would be organizing its dispersal, going briefly through their strengths, and interacting with them before allocating the tasks. You would also like to know how much workload these individuals or teams have and can adjust to changes.

How you determine the distribution of tasks is based on perspective in the ever-changing business environment that is loaded with uncertainties, and there are many unexpected surprises. So you can answer by saying that you adjusted initial plans based on how much bandwidth the team had, considering emergencies — for instance, someone falling sick.

Along with this, you should also state that you would not want to adjust the initial plan too much and hoped that everything went according to it. Finally, mention what you achieved and how much you had to shift from your initial plans to achieve the results.

HR Interview question and answer number 68
Explain how you have communicated with others about their work plans. Please share one or two examples related to a specific person(s).

Communicating with others is the key to directing them with thought leadership. You can mention the approach that you like to take. Most interviewers are looking for candidates who can strike a balance between being authoritarian and friendly. So you can mention that you do try to consider the needs and expectations of your colleagues prior to communication and try to create a mutually beneficial plan.

They would like you to cite a couple of instances where you have effectively communicated your ideas and thoughts and ensured that the work plan was processed smoothly. Try to provide an example where you pushed people into doing something extra or beyond their technical expertise or skills. This shows that you have leadership traits along with strong managerial skills too.

HR Interview questions and answers on Informing

One of the important tasks that you are required to do at work is informing. It is the ability to provide the information people need to have to do their jobs and to feel good about being a member of the team, unit, and/or the organization. Informing is a core skill that you need to possess. Clear communication is all about informing, and hence you need to provide various team members and individuals with information so that they can make accurate decisions. Also, another important aspect is that you should ensure that the information is provided on time. Not providing the correct information on time could lead to hindrances of tasks. It also means delays and miscommunications.

HR Interview question and answer number 68
Please share a time when it was important to communicate responsibilities or expectations to an individual or group in a way that minimized ambiguity. To whom did you communicate responsibilities? What approach did you use to prevent ambiguity and ensure that the person(s) understood what was expected? What was the result?

The interviewer can ask you to describe or discuss a time when it was important to communicate responsibilities or expectations. This could be to an individual or group in a way that minimized ambiguity. The interviewer needs to know that you have the ability to communicate responsibilities in an effective way. Responsibilities have to be delegated and one has to provide them in an effective way to ensure optimal productivity. You can mention that you had to communicate these responsibilities to a group of people or even an individual. Then discuss the methods you implemented to ensure that the individual understood your information clearly.

Start by saying that accurate information and communication go hand in hand. Hence, it is vital that you provide all of this information with precision. To rule out ambiguity, you can again provide written information or send out a memo or email to minimize room for errors. You can also say that you were constantly in touch with the individual or teams, following up with them so that there was minimal scope of error.

HR Interview question and answer number 69
Please provide one or two examples of how you’ve used quantitative and qualitative measures to monitor the achievement of goals and objectives. What measures did you take, and how did you monitor progress? Was there a time when you needed to provide feedback? What was the result?

The interviewer is likely to ask you about the quantitative and qualitative measures you use to monitor the achievement of goals and objectives. This can be a recent example of how you had informed the team members or individuals about certain goals and objectives. Then go on and inform them about the measures you set. To ensure that you monitor progress, mention how you would check on the teams/ individuals on a regular basis. You can also ensure effective communication via email or office chats. Providing precedence of similar projects or even brief training would be helpful here.

Providing feedback is another critical element here. Remember that when informing, you don’t have to delegate tasks alone; it has to also be about providing ample feedback. You need to provide feedback for title tasks and chores too. Doing so is important so that mistakes are not repeated in the future.

HR Interview question and answer number 70
Share some specific examples of how you’ve monitored the performance of people or critical projects. What monitoring and reporting systems or processes did you use? Were they already in place, or did you need to create them? Describe how they impacted results.

How you have monitored the performance of people or critical projects is another crucial question that the HR or the interviewer may also ask you. Through this question they want to know if you have successfully executed and monitored systems and reports. If you had used monitoring and reporting systems or processes, then describe the same.

Answer this HR interview question by providing a situation where giving information has helped you to make an informed decision and consider the pros and cons of both these aspects. You can either tell them about a situation where you had to manage small challenges in future projects, which could emerge as major hurdles for their success. The processes used could be software or even a simple technique of micromanaging.

They would also like to test your creativity levels here. When sorting out the performance of people or critical projects, you should also discuss if the required metrics were in place or not. It is possible that you had to devise unique solutions or methods. You can then discuss the results with the recruiter and tell them about how your creative achievements gave shape to the desired outcome.

HR Interview question and answer number 71
Describe some specific situations in which you used regular feedback loops to help others stay on track. How often was the feedback provided, and in what form? What process did you use to determine the frequency of feedback? What were some specific results of your feedback?

The interviewer would ask you to describe specific situations where you have used regular feedback loops to help others stay on track. In such situations, you have to create a day-to-day solution and provide alternatives and helping your colleagues or team members stay on track.

Explain how the feedback loops have helped you in this process. Describe how, with your feedback loops you were able to minimize errors in workflow and prevent delays down the line. Discuss in detail what you evaluated in the process, like results, documents and various tasks within the workflow. Doing so helped you ensure that everything was in working order before the workflow reaches its conclusion.

Add to this and say that it is mandatory that people become involved in the feedback process whenever possible. You can provide feedback to these individuals on a one-to-one basis. It can also be sent categorically to the individual via emails or even at team meetings. Also, talk about the frequency of the feedback — was it on a daily basis or a weekly basis. Explain that regular feedbacks helped to reduce errors rather than waiting for a prolonged period. Then explain that you were able to get the desired results and how effective the feedback was.

HR Interview questions on Process Management

The way your company manages and improves business processes is all a part of business management. As an employee, you too should align processes with an organization’s strategic goals. You should be good at figuring out the processes necessary to get things done and know how to organize people and activities. They should also have the ability to understand how to separate and combine tasks into an efficient workflow.

Ideally, the candidate should also know what to measure and how to measure it. When it comes to process management, one should also be able to see opportunities for synergy and integration where others can’t. Along with this, one must have the ability to simplify complex processes and get more out of fewer resources. Most importantly, you should be clear about what you are going to implement in the process and get the required structure right.

HR Interview question and answer number 72
Describe a time you had a project to complete. Explain how you developed a process to bring it to completion.

The interviewer would also like to know about a time when you had to complete a project and what kind of processes you ensured to bring it to completion. Through this HR interview question, the interviewer wants to know if you have the ability to manage the project and what kind of procedures you would implement. Explain the process by saying how you would promote consistent working with your ideas. You should explain that your design process or plan was aimed to help break down siloed working and also support continuous improvement. Add to it, that you would want to promote effective quality strategy through the same and provide quality accreditation’s without disruption to the business.

Discuss the hurdles you had faced during the initial implementation. There are core aspects of the project that would require sorting out in the initial stages. For example, the kind of software you would use or the transformation of raw materials into parts and then finally creating a final product or even the proper recording of all financial transactions. At the end of the day, these processes should help accomplish your business goals and contribute to the maintenance of the management system of the company. Also, mention that these required steps help to minimize costs and increase productivity in the process.

HR Interview question and answer number 73
Describe a time you had to involve others in completing a major task.

Often, business process management requires the involvement of other teams or colleagues in the completion. If you are an expert in finance, the software team could help you to minimize the time spent on working out the budget. You can explain to the interviewer that the overall strategy of the organization requires the involvement of different teams to ensure that details are not overlooked.

Also while answering this HR Interview question, lay emphasis on the fact that the business processes should be created, implemented and managed, keeping in mind strategic priorities, objectives and goals of the organization as a whole. You can say that to ensure that there is a direct and identifiable linkage or connection between these priorities, involvement of the different teams or members could be required.

Also while answering this HR Interview question, lay emphasis on the point that both technology and information systems are pretty much useless without the human factor. Hence, often involving other teams or individuals that are exclusively dedicated to carrying out its BPM initiatives helps. It is necessary to implement this knowledge and skill in process management and thus, ensure that these are in alignment with the goals of the organization.

HR interview questions & answers on Managing Through Systems

A core competency that  HR interviewers often seek is the ability to manage through systems. It is the potential to design practices, processes, and procedures which allow managing from a distance. Along with this, the candidate should be comfortable letting things manage themselves without intervening. They should also have the potential to make things work through others without being there and impact people and results remotely.

One should assess what and how to measure and then measure the same. Besides this, it is imperative that the candidate adeptly adjusts measurement of processes and systems so that the room for errors is minimized. During the managing, you would also be expected to organize people and delegate activities while separating and combining tasks into an efficient workflow so that maximum productivity levels can be achieved.

HR Interview question and answer number 74
Please describe the most complex or extensive operation you’ve had to oversee. How large was it? What systems did you use to manage the individuals or groups in the operation? Were those systems already in place, or did you develop them? What were the results of your oversight?

During the course of the HR interview, the HR interviewer would like to know about the complex or extensive operations you’ve had to oversee. In this reference, you should answer the question by describing a major project that you may have handled. It could be a major project that you had undertaken during the company’s expansion. They would also like to know about the systems you used to manage the individuals or groups in the operation. Tell them how you laid out the process and picture things in the form of flows. You can also mention that you had to push or move the process along with a good plan. Doing so helped you in speeding up the entire process and make better use of resources.

Also, talk about if those systems were already in place, or if you developed them. For example, if you were delegating tasks, did you come across or research about a software that could help improve the team’s productivity. It can also be your ability to anticipate problems before they occur.

The HR interviewer would like to know if you had implemented new project methodologies or systems that would not only help to minimize hurdles but also boost workflow. Then mention if you were able to achieve results — it is likely that there was an orientation period, and adapting the new system took a bit of time. Finally, do mention if you were able to get success from the same or not.

HR Interview question and answer number 75
Explain a practice, process, or procedure you’ve used to ensure that things get done as planned without constant oversight from you. What approach(es) did you use? Which were already in place, and which did you need to develop? What resulted from your approach?

An HR interviewer is always keen to have a hands-on team member who is open to new technologies and processes. They might want you to explain about a practice, process, or procedure you’ve used to ensure that things get done as planned without constant oversight from you. Tell the  HR interviewer that learning on the job is always a challenging but informative process.

You can talk about some of the approaches or methods you adapted to ensure that no lapse would have occurred from your end. It could involve others in the creation of the process or system — or this could be something that you totally set up on your own. Monitoring the progress of things could involve new software. You can also prepare flowcharts to share your mission and goals with the team members and enlist their help in designing it. If you did get others involved in implementing the process feedback, do mention the same because it is vital to keep up on timing and progress.

Ideally while answering this HR interview question, talk about the ones that were in place and then mention what processes you suggested. Don’t brag about yourself or criticize the earlier processes, instead mention that a blend of both helped you to reach an innovative solution that helped to achieve desired results.

HR Interview question and answer number 76
Think back to your most challenging example of organizing people and activities into an efficient workflow or process. What was the process? What people and activities were involved? What was especially effective about the way you organized them? What were the results?

Everyone loves a good challenge, and the HR interviewer is always eyeing candidates who have had the chance to overcome some of these. Be prepared that one of the HR interview questions you would be asked is your most challenging example of organizing people and activities into an efficient workflow or process. Here you can mention about a project or a time when you had to handle interdepartmental responsibilities or work with completely new people. Mention that you went about setting the goals and measures along with suitable steps to establish measures to track progress. Along with this, you ensured that you would communicate clearly, verbally, and in writing.

An important aspect to highlight while answering this HR interview question, should be to match people to tasks that would match his or her capabilities. You can also mention that you tried to delegate as much as you can to others. For doing so, you would ask their opinions when they come to you for decisions. Tell that making this an interactive process helped the others to think things through, and trust them to follow the plan. You should also mention that, what made your workflow a success, was the constant interaction and communication that you had established. From informing to feedback, once communication is clear, it helps to reduce the hassles of delays/ obstacles, and this helped you achieve success.

HR Interview question and answer number 77
Think back to a process or system that required measurement. How did you determine what to measure and how to measure it? What were the results of your measures? To what extent did you have to modify them over time, and why was that necessary?

The HR interviewer wants to check if you are familiar with the measurement process and have the ability to allot numbers that re?ect the measure of a quality, article, or occasion. You can answer by saying that you determine what you are measuring and how to do the needful, you made use of a company-wide knowledge management system. This helped you get familiar with or know the areas that are not working as per your expectations.

Then while answering this HR interview question, add that you tried to formulate ways to measure the effectiveness of the program. Along with this, do add that you made efforts to bridge the gaps and make necessary improvements as you came across them. Do provide examples of measures you adapted for the same.

It is possible that some processes required slight tweaking, while others were more extensive. So make sure that you add this to your answer. Also while answering this HR interview question, state that post making the improvements, you also compared the old results with the new ones and measured the difference. This helped you to see how your performance has improved and thus incorporate these improvements for the future. Finally discuss the steps that were necessary and why too.

HR interview questions & answers on Total Work Systems

The ability to manage and handle the total work systems is another vital skill that HR interviewers seek from candidates. They look for people who are dedicated to providing organization or enterprise-wide common systems for designing and measuring work processes. They are also on the lookout for candidates who can seek to reduce variances in organization processes.

For the HR interviewers, the ideal candidate should deliver the highest-quality products and services which meet the needs and requirements of internal and external customers. The candidate should also be committed to continuous improvement through empowerment and management by data. Some of the responsibilities that are expected from a candidate would be the potential to leverage technology to positively impact quality, be willing to re-engineer processes from scratch, and being open to suggestions and experimentation. On the whole, one should create a learning environment leading to the most efficient and effective work processes.

HR Interview question and answer number 78
Describe a time when you had to restructure a process within your organization. What steps did you take?

The task of restructuring processes within the organization is not an easy one, but often it is required to upgrade the system and keep up with advancements in technology. When answering this question, say that the dynamics of revising an existing work system are possible and sometimes required to ensure better productivity. It can be achieved by imposing a set of phases on the work system. For achieving the same, you can focus on the work system life cycle.

Describe these phases and mention how the operation and maintenance (on-going improvements) were implemented. You can also talk about the initiation (new work system) along with development (new requirements) and implementation (installing, training, testing) for the same.

When discussing about the steps that you took, make sure that you provide details on both planned and unplanned revisions and changes. Both of these can occur when using the phases of structural alterations. While planned changes are easier to implement, there are unplanned or unanticipated changes that occur through different phases in the form of adaptations, experimentation, and fixes.

HR Interview question and answer number 79
Describe a time you used technology to improve a work outcome.

There is no doubt that technology is constantly changing the way we work, and in the process, it’s outcome too. The HR interviewer wants to check how familiar or adept you are with new technologies, and if you update yourself with the latest market trends. When answering this question, take into consideration the rapid advances and the increased reliance on technology. Hence, it is vital to use the right technology as part of the total work systems to interpret the progress, direction, and purpose of its impact on work and organizations. There are various kinds of technologies that you may have used like electronic monitoring systems, robots, teleconferencing, and wearable computing devices.

Discuss the one you picked and then provide insights regarding the effects of the same. It is possible that some people were hesitant to use it, while others were more open. Then discuss how the use of these technologies actually helped you to reduce efforts and also ensure improved efficacy at work.

HR Interview question and answer number 80
Explain how you created an environment within the workplace that encouraged continual learning.

Mention that when it comes to creating an environment that supports the continual learning process, you tried using a systematic and strategic approach. Answer this question by saying that a critical part of the management of quality is the strategic and systematic approach to ensure that the organization’s vision, mission, and goals are met. Continual learning is a part of strategic planning or strategic management. It is important to have a strategic plan that integrates quality as a core component and ensures that the team members have hands-on tools for upgrading and updating their skills.

You can add that, ideally all employees should participate in working toward common goals. It is only with complete employee commitment that it is possible for an organization to achieve its goals. With continual learning, the employees also benefit from knowledge empowerment and have helped them to make use of the proper environment. This applies to all kinds of high-performance work systems as they integrate continuous improvement and this helps to enhance the productivity within normal business operations.

HR interview questions & answers on Command Skills

Amongst the many core competencies that the HR interviewer is looking for is command skills. These are slightly different from leadership traits because it requires one to be more authoritarian. The traits of someone who has command skills include relishing the lead role. They like to take unpopular stands if necessary, as long as it serves the good of the organization and the team as a whole. Leading by example is another vital trait that forms a part of the command skills.

Ideally, one should encourage direct and tough debate, but isn’t afraid to end it and move on. Those with command skills are looked at for direction in a crisis. Hence, they form an integral part of any organization. They are individuals who are ready to face adversity head-on and get energized by tough challenges. These skills are a situational tool, which are imperative in various tasks. In particular, they are a proven way to take people out of their comfort zones and often push boundaries to try out new tasks.

HR Interview question and answer number 81
Provide an example of a time when you took on the role of a leader in a committee or group. How did you lead the team, and what were the outcomes?

The HR interviewer will ask you to cite an instance or a time period when you undertook the leadership role for a group. You would have to answer this question by discussing about the role you took and how you led the team. Answer this HR interview question by laying emphasis on knowledge and focus on what needs to be done. There are hurdles like budgetary and temporal constraints that you would want to overcome and hence a plan of action is needed. You would also be putting others under pressuring parameters or limiting conditions. However, you have to implement your knowledge and skills to get the task done. It can be achieved by putting the team into coordinated, cooperative action. It is important that it should be attained through the provided resources available and the limitations imposed.

There are many brilliant and highly successful individuals who have been successful in forming a partnership or a collaboration of their most needed counterparts. Say that you are inspired by such leaders or people with such command skills. Then, you can also add that you assessed your areas of weakness. You did the same for the team and allocated tasks that would test their skills and also push them to achieve the best.

HR Interview question and answer number 82
What is the most important skill of a good leader? Describe a time when you effectively used this leadership skill on the job.

The HR interviewer wants to see how you are able to assess your skills and which ones you value the most. While answering this HR interview question, you should mention that while there are many skills that leaders should possess, it is the ability to be strong and resilient during tough times that is most important. Mention that being a leader in your organization often makes one prone to criticism. It is possible that you hear this every day from your direct reports and from the higher management. Add that while leading is a powerful job, what makes it tough is that you have to be constantly responsible for the team’s performance.

While credit is shared, the blame usually comes on the leader. So taking positive criticism in your stride is one of the most important leadership competencies that one has to face. They have to control emotions and not display their stress and anxiety. Talk about a time when you had to deal with the same during the execution of a project. It is true that after successful completion, you did get a lot of praise, but during the phase of the project, you had to listen to a lot of criticism when the team was pressurized, or the results were not at par with what was expected.

HR Interview question and answer number 82
Tell about a time when a group you led failed or did not meet expectations. What happened? What did you do?

While the HR interviewer appreciates the positive and successful stories of a candidate, they are also on the lookout for tough candidates. Those who have witnessed failure and taken it in their stride as a learning process. You should be honest about a time like this and mention the situation with focus on your attempts to save the day. Answer that as a leader, it is likely that you would be put in a tough spot with a difficult decision to make. Sometimes, these decisions could be wrong and considering that you have limited time and information in hand, there’s always the risk that things could go wrong. Talk about a decision that you made, which may not be the right one. Add that failure is a part of life, and hence your competency as a leader demands you to welcome failure. For you, any failure is a learning situation.

Then add that, despite your best efforts, you did not succeed and you tried to use this as a precedent for your future projects. Say that you gave due credit to the team for their work and dusted yourself off and kept leading on. You do look back at these bad decisions because if you don’t fail at anything while you are on the job, you aren’t doing it right!

HR Interview question and answer number 83
What was the toughest group you had to get cooperation from? Describe how you handled the situation, and what was the outcome?

The HR interviewer would ask you about one of the tougher group decisions that you had to make or rather get cooperation from. The idea is to see if your command and negotiation skills go hand in hand. Convincing is a key, attributed to command skills. At times like these, your leadership competencies are put to the test. Say that several critical situations like these have often come up on the job. Then, share one incident or instance that you feel was the toughest. However, you were the commander in chief, and you had to ensure that the team would cooperate in these tough situations. So state that rather than getting stressed out, you deduced to help or motivate them. This was done via communication and gathering information to support your case.

Then say how you communicated with the team to make sure that a collective decision was made, which ultimately adhered to your requirements. Do mention that you tried to analyze the possible consequences of your decisions too, so that you were prepared for the questions that you would face. Finally share the outcome and how you convinced the team to agree.

HR Interview questions and answers on Conflict Management

Considering that you are mentoring teams or leading by example. Conflicts are bound to happen in the workplace. It could be amongst colleagues or your peers, who don’t want to follow instructions, etc. Hence, conflict management is a skill that is imperative for the smooth functioning of any organization. It is the ability to solve matters that might hinder productivity.

A leader or a mentor should step up to conflicts, seeing them as opportunities for growth, and helping the team evolve. One should first try to read situations quickly and minimize the damage caused by the conflict. They should be skilled at focused listening and hammer out tough agreements and settle disputes equitably. One should also have the ability to find common ground and cooperate with minimum noise. Doing so helps resolve matters in a shorter span of time rather than stretching it.

HR Interview question and answer number 84
Describe for me, a couple of instances in which you were the pivotal person to defuse a volatile situation.
It is likely that you have experienced situations where you had to resolve conflicts. Through this HR interview question, the HR interviewer would like to see how you tackle the situation and may ask you to cite a few instances where you were the main person to defuse a volatile situation.  Think about a couple of instances when you had to do the needful.

Describe how you went about the resolution process. For example, if there had been a conflict regarding time and getting teams together, did you ask the other person to name a time when it would be convenient to meet. How would you ensure that a common time could be worked out? It could be that you decided to take the team out for lunch and discuss matters — this would be a suitable time for all, and yet it would be a nice change from the work environment.

An an answer to this HR interview question, you can also cite a couple of other instances where you had to deal with such situations. It could be regarding budget constraints where two departments are asking for higher allocations. Describe the needed steps you took to resolve the issue. Did you take into consideration means of effective communication, analyzing the workflow and processes to see if an additional budget allocation was required? This would not only exude your conflict resolution capabilities but also reflect that you can think out of the box and highlight other skills too.

HR Interview question and answer number 85
It is difficult to demonstrate the ability to be objective, unbiased, and trustworthy in situations that involve personal conflicts of interest. Describe a situation in which you found this most difficult to do.

By asking you about the perspective of being objective, unbiased, and trustworthy in situations that involve personal conflicts of interest, the HR interviewer wants to know how you judge situations. They want to see your analytical skills along with intuitiveness and rationale reasoning in these situations.

You can answer this HR interview question by describing a rather difficult situation that you were in. It could have been between a colleague who’s a close friend and a senior, who probably stands right. In such cases, you have to put aside emotions and take a judgmental call.

As an answer to this HR interview question, you can mention that opposing positions, performance discrepancies, compensation issues, competitive tensions, power struggles, ego, pride, jealousy are often the root causes of a conflict at work. Say that when resolving such situations, you would like to get to the root of things, because the reality is that most conflicts are born out of poor communication. They can also occur because of the inability to control one’s emotions.

HR Interview question and answer number 86
Think back to a time that showcases your aptitude to engineer a plan to equitably and calmly resolve a difficult dispute.

When talking about your aptitude to decide plans to sort out conflicts without dispute, you should ensure that you describe the situation in a modest way. You can say that the first steps in handling workplace conflict include understanding the situation from the involved parties. You should never just stick to one side of the story. Ideally, one should try to create an organizational culture designed to preclude conflict.

As an answer to this HR interview question, you can start off with communication and how most of the conflicts are the result of a lack of information, poor information, no information, or misinformation. Hence, you would want to ensure that both parties have access to clear, concise, accurate, and timely communication of information.

While answering this HR interview question, you can discuss a particular situation where you sorted a conflict between two colleagues. It could be possible that there was a lack of communication, and this resulted in a misunderstanding. It could also be that you tried to intervene and discuss matters with both parties or spoke to them individually first. Also, mention that in such situations, you don’t play favorites — rather, you try to handle the situation from a neutral perspective and without bias. Often, personal or official interests can make the situation worse, and hence, it is best to sort out matters at an earlier stage. However, it is important that the people involved maintain decorum and protocol adhering to work norms.

HR Interview question and answer number 87
Describe two situations in which you exhibited foresight to identify and defuse conflicts before they occurred.
The employer or the HR interviewer through this HR interview question, would like to know if you have the vision and the perspective to resolve conflicts or sort out matters before they get out of hand. When asked to describe a couple of situations like this, think about instances when a conflict was avoided or finished before it could commence. It could be during an office or work meeting when there was a heated conversation between two colleagues regarding a deadline. Sensing that the matter would get out of hand, you picked a neutral date that was viable for both and would be acceptable. You could have also offered extra manpower if there was a delay just to ensure that the tasks would get completed on time, without offending any parties.

It could be a situation where your manager is bossing your colleague or close friend at work. You can see that the water is going over the head, and this might lead to a heated argument — thus causing loss of job for your friend. In this situation, you can try talking to your friend/ colleague and explain that they should tone down things. Alternatively for this HR interview question, you can suggest methods to lead a neutral agreement so that the manager and your friend are sorted.

HR Interview questions and answers on Confronting Direct Reports

It is said that leaders inspire their direct reports to carry out their organization’s goals enthusiastically. The idea is that with adept leadership, employees are able to share these goals and also try to make them their own. However, emails and third-person communication is not always effective when handling a diversely talented group of people.

One should deal with direct reports firmly and in a timely manner. Doing so helps in the growth of the organization. Also, you should not allow problems to fester and regularly review performance and hold timely discussions. It is important that you are also able to make negative decisions when all other efforts fail and deal effectively with troublemakers. Making confronting, direct reports would require you to put aside emotions and deal with things in a practical way.

HR Interview question and answer number 88
Describe a time you had to confront an employee who was underachieving.

If you have direct reports, your interviewer would ask you if there was a time or a situation when you had to confront or discuss the work status with an underachieving employee. There is no doubt that this question may be tough to answer. However, you should know that what the interviewer really wants to know is how you handle an employee based on performance records.

One can gain a better understanding of past incidences on your reports, which would keep one from getting the job, or on the contrary, situations of outstanding performance that could make you a good fit for the position. Then state that dealing with performance issues is a key responsibility.

As a first step, before confronting an employee, you like to have all the facts right, that includes collecteing ample evidence and having experience handling employee performance issues. Then, you should also take into account the indications that they are comfortable with confrontation, or take steps to make them confortable

Add to this HR interview conversation that, along with this, thoughtfulness regarding appropriate action for underperforming staff is also a fact that you take into consideration. You can discuss about an employee who was underperforming because of time management issues. You can say how you sat him/ her down and designed a plan to set new timeline goals. This was an opportunity that the employee grabbed, and performance improved post it.

HR Interview question and answer number 89
Explain how you developed a process to manage the performance of employees.

By asking you this HR interview question, the HR interviewer wants to understand your role in the company and the ability to help the employees thrive. This also helps them get an understanding of how your role would be contributing to their business. You can answer by saying that it is important to understand the key elements of management and set up a value system that makes them a good fit for your organization.

When discussing this HR interview question’s answer, lay emphasis on the ability to prioritize the tasks of the management. You can say that you would want employees to stay motivated and on track. For this, you would want to devise a plan that helps them optimize performance. This could include providing tools like new software. Alongside this, you would constantly want to provide training to upgrade skills, communicate with them, and provide feedback and help employees stay motivated and equipped to create exciting things.

Your response would show how you were able to successfully ramp up the pressure. This includes making it clear to the employee that some behavior was unsuccessful, and also guiding them through the process. It also makes it amply clear that you are willing to take serious steps, which would include involving other departments, and reform strategies to ensure that performance is optimized.

HR Interview question and answer number 90
Describe a time when an employee was disrupting the work unit. How did you handle the employee?

There is no doubt that you have come across an employee in the past who was disrupting the work unit. The employer is likely to ask you about a past experience with difficult employees. It could be that they did not respond positively to your suggestions.

The HR interviewer would like you to describe how you outlined a reasonable plan for improvement. You can thus share how you dealt with their continued non-compliance. You can talk about the issue without putting too much blame on the employee as it also reflects badly on you.

Say that you tried to sort matters by collaborating with human resources so that you would be able to establish a performance plan with a series of warnings, if the employee does not improve. However, do emphasize on the fact that not everyone is adaptable to change. Hence, in spite of setting clear expectations, if that employee did not alter their behavior, you had to take stern action. You can mention that you suggested what behavior is acceptable and what you will not tolerate. Emphasize by being clearer about your expectations and thus get more control over the situation.

As an answer to this HR interview quesyion, you can add that the intention of doing so was to be helpful and well-received. Other alternative measures that you suggested included working with a coach or counselor to see their behavior of disruption more clearly. If, in spite of this, things didn’t improve, you took the matter to higher management and necessary action was taken.

HR Interview questions and answers on Managerial Courage

Considering the fast-paced world today, there seems to always be an increased level of uncertainty at work. It also extends to the continual need of the employer or the senior managers to make decisions rapidly. Often, the lines of responsibility are unclear. In such cases, it is important that the employee/ manager display courage and be straightforward — hence, they ideally should not hold back anything that needs to be said.

Managerial courage skills or traits include providing current, direct, complete, and “actionable’ positive and corrective feedback to others. They should also let people know where they stand and face up to people’s problems on any person or situation (not including direct reports), quickly and directly. On the whole, such individuals should not be afraid to take negative action when necessary.

HR Interview question and answer number 91
Good leaders deal with corrective feedback in a manner that inspires accountability and behavior change among colleagues and direct reports. Share a situation that demonstrates your capability in this competency.

When discussing this HR interview question’s answer, you should ensure that you talk about corrective feedback in a positive and assertive way. It should not reflect arrogance or a know-it-all attitude. You can tell them that there have been instances in the past where you had to provide current, direct, and complete reinforcing and corrective feedback to others.

As an answer to this HR interview question, mention about a situation where you had to demonstrate this competency. It should reflect that you are being direct and tactful. It is important that you let people know where they stand and also address the problems for the required situation quickly and directly. You should also add that when handling such situations, you try to act tactfully and deal head-on with people problems and prickly situations.

Lay emphasis on the fact that you don’t believe in the blame game. You would like to suggest corrective measures without being toxic or negative. The idea is that you would want to implement behavior change and inspire them. So after discussing or communicating the issue, you can suggest remedial measures like training and providing insights on improving performance.

HR Interview question and answer number 92
Share two examples that demonstrate the fact that you have a commanding presence, yet that presence is not intimidating to others.

Ideally, the HR interviewer through this interview question,  would like to know that you can demonstrate a commanding presence that should display leadership skills but not be intimidating. You can pick any two situations that describe such instances. Say that being in a managerial or a responsible position, you are constantly faced with what you know and what you don’t. These are determining factors that help you to have a commanding presence with certainty. Say that being courageous does not mean being oblivious to the risks. When addressing such colleagues, you would want to get your facts right.

So, you can say that while being straight or direct about issues, you also try to strike a balanced path. For example, it could be asking direct questions to find out what employees really think and feel. You can also listen to their responses and acknowledge them.

The idea is to strive for consistency in your words and behavior and ensure that you have all the information you need about the issue before acting. Faulty information is something that you are always wary of. Suggest that you try to be open-minded when being commanding. You always welcome new information and suggestions and try to think about the same before the decision making. Sharing thoughts is also another way to go about the same.

HR Interview question and answer number 93
Tell me about the time when you found it most difficult to deal head-on with people problems. What was the most important factor(s) in your success (or failure)?

Difficulty or trouble in dealing with people problems is rather natural and common. What you should remember here is that the interviewer would like to know both successes and failures in this reference. They are more eager to know about the methods or procedures you undertake when exuding managerial courage. When you have a difficult message to deliver, don’t go off a tangent during the conversation.

In response to this HR interview question, describe a situation where you had to be direct about things with a colleague who was underperforming and was also a good friend. You can say that you prepped for the same and mentally prepare for what feelings. You also evaluated the questions you may be asked because you don’t want to get caught off-guard and appear unprepared or unsure.

Cite that while you have successfully handeled these issues, there have been times when you have had to accept failure or the employee was unwilling to make amendments and adapt to changes. When attributing success, do cite gratitude for the people who cooperated. Mention that your analytical capabilities, foresightedness, etc. helped you in achieving desired results. Also, say that timing plays a crucial role because the sooner problems are addressed, the quicker they are sorted.

HR Interview question and answer number 94
Sometimes, as leaders, it is necessary to administer negative actions. Share two situations that make obvious, your ability to swiftly and effectively take negative action. Why was it important to do so?

The HR interviewer would want to know how you administer negative actions. They want to know if, at a managerial position, you have the ability to take action swiftly and fix the issue.

As an answer to this HR interview question, reply that timely action is vital because negativity is best dealt with quickly. However, you would not want to make decisions without being able to weigh the consequences in detail. For this, you would want to collect all the desired information, which can be difficult but is essential. You should support your answer by saying that all companies need employees who are able to show initiative. However, negativity in the form of innovation or any other sphere should be handled early on.

Explain or discuss with them a situation that required you to take daring action without receiving prior approval from superiors. Talk about your decision and how it required you to be courageous and be outside your comfort zone. Did you set up some ambitious objectives and pursue this in the face of adversity? If you had imposed rigorous standards that could include discipline and measures. Say that imposing discipline takes real courage and motivation. Explain the relentless measures you took to ensure that these rules are applied, especially since it was regarding the welfare of the team and also the organization. You should discuss two different kinds of situations, ideally — one that required very stern action and another that was more of a remedial measure.

HR interview questions & answers on Standing Alone

Often there are scenarios or instances in the professional tenure where one has to stand up for themselves or maybe even alone. It is especially critical for a leader to possess this trait because they have to take stances that might not be appreciated or supported by all. The skills that an individual should possess to implement the same include the ability to stand up and be counted. Such leaders or mentors are not worried about shrinking their personal responsibility. It also means that you can be counted upon when times are tough, and are willing to be the only champion for an idea or position. Apart from this, one should also be comfortable working alone on a tough assignment. It means that you should trust yourself first and take a stance, even though you may have to prove your capabilities for the same.

HR interview question and answer number 95
Describe a time when you supported an idea that no one else supported.

 
With this HR interview question, the HR interviewer wants to check your abilities to stand alone, without support from your peer or colleagues. For this question, you should mention that standing alone does not mean going it alone. You have faced a situation where you had to take a stance and be alone and it implies trusting yourself and taking the risk to let yourself be seen. Say that you had to face a situation like this where you had to stand firm in your beliefs even when your internal voice challenges you.

As a leader, you had to take on a task that required you to make a decision that would impact the entire team. Say that while it was hard, you were ready to face this fear of creating disruption — rather than making a wrong decision. Add that, you did what was required of you and made the decision alone.  Having a strong connection and solid relationships with team members is important here. In such cases, you want them to see that you had to make a painful decision.

HR interview question and answer number 96
Describe a time when you had to bring a project to completion by yourself.
There could be an instance in your professional career, where you had to complete a project all alone — because others were not supportive or did not have enough assistance. In such situations, mention that standing alone is better than standing with the wrong people. Say that you were willing to take some extra effort because it is better than changing who you are. Often, at the workplace one is surrounded by people who don’t support or understand your strategies, it is likely that you feel alone every time you’re misunderstood.

In such cases, it is better to support yourself and take a tough call — and that’s exactly what you did to complete the project. Mention that you had to use multiple software or hire outside help. Do discuss the obstacles you faced along with how you overcame them. Finally, share the results with your interviewer and how proud you were that you were able to drive the project to its completion.

HR interview questions & answers on Hiring and Staffing

The methods of recruitment and staffing include the different means by which businesses find employees. There is no doubt that recruitment takes place through various times in a company’s life. Even though it happens most intensively when a new business starts or at a time when any existing business undertakes expansion, there are instances when it may happen in between also. Extensive planning is required and hence, one should have a nose for talent.

Often, professional agencies are not able to do the needful. While a methodological procedure is not bad, sometimes intuitiveness works best when it comes to hiring people. One should hire the best people available from inside or outside. You should not be afraid of selecting strong people and assembling talented staff. However, one should remember that a dedicated staffing strategy is crucial so that you are able to understand how to bring on board your future colleagues. The employees are the biggest asset of a company and can give your business a competitive edge.

HR interview question and answer number 97
Explain your hiring process.

The HR interviewer through this interview question, would like to know the kind of procedures or strategies you implement to hire new people. This is a tricky question because while they expect the regular protocol of recruitment, they also want to test your ability to analyze people on their face value. When answering this HR interview question, you can say that prior to commencing the actual recruitment and hiring, you try to identify the employee needs. This can include a lot of aspects like the types of employees you want to hire, and what you can afford. So the first thing you try to work out is the employee budget, benefits packages, and experienced vs. inexperienced employees pay-scale. State that the initial process of hiring calls for a pragmatic assessment of business needs along with the kind of employees you would be able to attract.

Post this, you can say that you decide the recruitment channel — it could be that you outsource your hiring process or prefer doing it yourself via newspaper ads or even online. Next comes vetting and selecting staff where you review resumes, conduct interviews, meet with job candidates, etc. Then, you compare the qualities and abilities of vetted staff as compared to what your company needs, or your expectations. Finally, you shortlist and hire individuals.

HR interview question and answer number 98
Describe a time you had to make a hiring decision from among several well-qualified applicants. How did you make your final decision?

The HR interviewer would be interested in seeing how you make the hiring decision — especially if you have to choose between a bunch of similarly talented or well-qualified people. In this reference, you can say that you go by instinct along with reviewing their professional qualifications. Often, there is a natural ebb and flow of staffing levels — so you go back a step to see if their movements offer an added edge. You like to have a clear view and analyze your workforce to identify potential movements well in advance. You would want to consider reviewing their skills, experience and resources required and most importantly — if they can help achieve your business goals. You’d also like to see if they have an out of the box or innovative approach, and can help boost productivity in more ways than one.

HR interview questions & answers on Sizing Up People

Sizing up people or rather, the ability to judge them is a trait that often proves lucrative. It shows that you are a good judge of talent. Once you have reasonable exposure or have spent a little time with a particular individual, you can articulate the strengths and limitations of people inside or outside the organization. Along with this, you can also accurately project what people are likely to do across a variety of situations.

The ability to recognize high-potential talent builds an organization’s competitive advantage for the future and allows an organization to fill mission-critical roles. On the whole, there are often problems with the effectiveness of organizations to identify high-potential employees. And having this trait helps one to identify the right talent. Because many organizations lack formal, high-potential development programs, this intuitiveness to size up people helps in identifying and retaining these valuable employees. To forge successful personal and professional relationships, one should be able to accurately infer the feelings of others.

HR interview question and answer number 99 
Think back to a period of time in which it was vital, to your success, for you to demonstrate your ability to quickly identify good talent with limited exposure to the individuals.

Via this HR interview question, the interviewer wants to know if you possess the ability to identify talent within a short period of time, and how vital has this been to the success of the company. You can start by saying that the first impression is not always a good indicator to sizing up people. So the “don’t judge a book by its cover” is very much true here. Say that you prefer to take a systematic thinking approach, which is effortful. Yes, it does take more time and requires individuals to evaluate the various aspects of this situation before making a decision.

While answering this HR interview question, say that when identifying high-potential employees, it is important that you keep the future in mind. For this, one should have a strong grasp of the future needs of an organization. Say that you consider the anticipated roles and positions and then go for a criteria-based approach. Through this approach, you assess the traits and qualities of the individual via their performance, experience and even attitude at work. You can determine their value and attributes required via the tasks that are being executed at work. Then there are some people who are more self-aware, and try to constantly learn and improve. These little traits help you identify those with talent and high potential.

HR interview question and answer number 100
Share with me your methodology for assessing the strengths and limitations of people for the purpose of matching the talent to the task. Tell me how you applied your methodology to a specific situation.

The HR interviewer is not only interested in your methodology for assessing the strengths and limitations of people for the purpose of matching the talent to the task — they also want to know if you have the potential to apply this to your everyday chores. Discuss the approach that you take to assess their potential. Do you check for their aspiration and critical career management behavior so that you can evaluate if they are keen or interested in rising to a senior and more challenging position and turn that motivation into career success? Another aspect to this question would be the ability to analyze their future managerial and leadership ability in terms of their core competencies. Are they willing to learn new technologies and skills? Do they have a passion for upgrading their skills? Along with this, you should also evaluate engagement and see if the employee is committed to the organization, and sees it as a place to realize their career goals.

Then, you can discuss a situation where you had to apply this to a potential situation. It could be a time when you had to find potential matches for a future senior role. If you had shortlisted a candidate based on these attributes, how did you go ahead with the same? Did you communicate or establish your future plans for them?

HR interview question and answer number 101
Most people agree with the adage that “people are the most valuable part of an organization.” Share a period of time that demonstrates your ability to act upon that truth, and bring out the best in people, and provide them with ample training and enrichment opportunities.

When it comes to “people are the most valuable part of an organization” you should say that you agree to the same. And the interviewer is keen to know if you had demonstrated the ability to act upon that truth. In this reference you can say that you try to bring out the best in people and provide them with ample training and enrichment opportunities.

While answering this HR interview question, say that in this world of unlimited resources, one should surely try and invest in everyone. Henry Ford once said that “the only thing worse than training your employees and having them leave is not training them and having them stay.” But the problem here is that there are limited budgets and this forces organizations to be much more selective. In short, the more potential they have the quicker and more economical it is to help them get training and enhance their skills.

When you are sharing a period or an instance where you helped people get more training and enhance their skills, mention that talent development should be designed in a way to build knowledge, skills, and abilities. Doing so helps the employees to achieve their potential. This can help the organizations to excel and grow. Even in the traditional approach on talent development, measuring key competencies still remains the best way to assess their talent. However, if you do like to try some unique approaches or adopt a growth mindset, do share the same with your interviewer.

HR interview question and answer number 102
Describe two situations that exhibit your skill to consider the overall organizational culture when assessing individual talent.

Not having the right set of employees can lead to skills gaps, which is a hindrance to the performance of the organization. So, to ensure that the best of the skills can be identified and used for the overall organizational culture when assessing individual talent, you take a multifaceted approach. The interviewer would like to see your intuitive skills along with your ability to judge people or size them up. One should also identify the gaps that may exist in the training process because it is critical in the identification of the training needs of employees. Often, people tend to see the wrong side of data and this hinders the training, development, and operational processes and interventions. Describe the kind of data gathering methodologies you use when it comes to identifying gaps for essential skills for the workplace.

While answering this HR interview question, you can explain another situation where you decided to identify skills through feedback. Did you try using something like the 360-Degree Review? The idea is that often giving feedback on an employee’s performance via communication or direct reports helps the employee to push their upper limits. You can also say that you often club this method with the data gathering method, so that you are able to help these individual optimize their performance. Then there are other measures like focus-group discussions and interviews. Some require face-to-face interaction, which is needed so that follow-up questions can be sorted.

HR interview question and answer number 103
Share with me a situation that demonstrates your skill to accurately assess the strengths and limitations of people, and then leverage their strengths, and mitigate their limitations.

The HR interviewer is likely to ask you about a time or a situation in your professional career when you had to assess the strengths and limitations of people, and then leverage their strengths and mitigate their limitations.

This HR interview question should be answered by saying that such accurate judgement requires both analytical tools along with a combination of intuition. Methods that one can try here include benchmarking the performance of the individual. It usually refers to what the needed skills are for success of the organization. One can try the observation approach for benchmarking top performers. It helps to work out the best practices and helps to get a knack of their ideal competencies at work. You can mention that you also try to compare the skills of employees. Describe the procedures you implemented to assess these strengths or limitations.

Then you can continue with the answer by providing measures you undertook to help them leverage their skills or overcome their limitations. For example, there could be an employee who was talented and hardworking, but had issues with time management. This could lead to potential shortfalls or even rushed work, which resulted in mistakes. Tell them how you helped the particular employee — was it a training or workshop in time management, or did you help them get equipped with better tools to speed up this process.

HR interview questions and answers on Perseverance

Perseverance is an important skill that the interviewer expects the candidate to possess. It is the persistence to work towards your goal despite facing many obstacles. It is an act of still trying hard to reach your goal, even though it could mean there has been delayed success.

It is the zeal to pursue everything with enthusiasm, and having the drive and need to finish. Such individuals rarely or seldom give up before finishing, especially in the face of resistance or setbacks. These are individuals who are persistent and enthusiastic about the things they do. This is a vital trait for leaders and mentors because it also helps them to motivate their team members. With perseverance, it is possible to inspire people and help create a more positive work environment.

HR interview question and answer number 104

Describe a situation when you had to see a project/task through to completion even though you faced several setbacks.

The HR interviewer would be eager to know if you had to see a project/task through to completion even though you faced several setbacks. This would not only reflect your traits of perseverance, but it also shows that you don’t give up easily. Mention that you don’t believe that there are no options. Say that you don’t believe that options always persevere — and thinking that you have no place to fall back when things get tough is not something that you believe.

While answering this HR interview question, describe to them a situation when you had to motivate the team and yourself to push through various kinds of setbacks. It could be a major project that suffered too many hurdles, leaving colleagues disheartened. But instead of feeling let down, you decided to continue working on specific goals.

It could be that you decided to go a different route or change plans. Alternatively, you may have also altered the goal a bit to ensure that it was achievable to a great extent — rather than not being done at all. Mention that your focus has always been on the outcome and so, you execute your decisions with analytical thinking and patience.

Jappreet Sethihttp://humanresourcesblog.in/
I am a HR & Business Strategy professional with experience of leading HR & People Consulting practice of multinational professional services firms. I specialize in designing & delivering dynamic learning experiences in service of human development. I have over a decade of experience across various facets of HR and Process Consulting. I am a Six-Sigma Black Belt along with a certification in using Lean for process improvement. I am also a certified user for psychometric instruments like MBTI, FIRO, CPI & Saville Consulting Suite; I am among the few in India who specialize in using Art and Drama for Leadership Development and Personal Counseling. I have been rated twice as one of the Top 100 employee engagement experts in the world by a New York Times bestselling author.

Related posts

HR Interview Questions and Answers on Being Proactive at Work

Being proactive or action oriented at work is one of the most appreciated skills by...

HR Interview Questions and Answers on Drive for Results

Having a drive for results means that you have the traits and attributes to be...

You Have Been Given Three Months To Improve, What To Do?

First of all, be glad that you have been given a chance to improve. Most...

100 Plus HR Interview Questions & Answers For Top MNC

Are you attending a job interview and  you are worried on how to give a...

Share this post

Most popular

What?s your next gig?

Whilst the numbers move northwards, the resources are at best constant or get shaved off by a few percentage points. The front line managers are expected to identify areas of improvement and get the plan delivered. Here are few pointers, which will guide you in selecting action projects.

How To Switch Jobs In A Market Slowdown

All things considered, this is not the best of times for switching jobs . This...

Indispensable Email Skills For Job Seekers And Employees

If you are about to apply for a job via email, the quality of your...

How to Find An Awesome Mentor

Whether you are a newbie or a pro in your profession, having a mentor will definitely help you to propel your career trajectory. A mentor is someone who ?shows you the ropes ? and helps you in navigating the corporate maze without getting bruised or disheartened. Oprah Winfrey says, ? A mentor is someone who allows you to see the light inside yourself.?

Career Tips For Aspiring Women Achievers

We are finally seeing the entry of women in board-level positions at leading multinational companies....