HR Generalist Interview Preparation Guide
Elevate your HR Generalist interview readiness with our detailed compilation of 40 questions. Our questions cover a wide range of topics in HR Generalist to ensure youre well-prepared. Whether youre new to the field or have years of experience, these questions are designed to help you succeed. Download the free PDF now to get all 40 questions and ensure youre well-prepared for your HR Generalist interview. This resource is perfect for in-depth preparation and boosting your confidence.40 HR Generalist Questions and Answers:
1 :: Explain me how do you rate your communication skills?
Again, IT is about dealing with people within and out of the company. So, it is important to have good communication skills. By good communication skills we mean, ability to understand and explain in a common language. So, if you believe that your communication skills are weaker, you need to work on them.
Anything less than average or good is not acceptable here.
Anything less than average or good is not acceptable here.
2 :: Explain me have you ever fired anyone? How would you go about firing a person, if required?
The basic purpose of asking this question is to check your EQ and see if you have the guts to make tough decisions. If you have fired anyone in the past, discuss your experience and approach. If you have never done so in the past, discuss the approach you would take to make and implement such a decision. Keep the focus of your answer on the fact that you would try to do your best to ensure that your team performs to its best but if a particular member is not able to perform even after you taking all the steps to help him, you would make the tough decision to ensure that the project doesn’t suffer.
3 :: Tell us will you be happy to work in night shifts or over the weekends?
You need to answer this question taking into consideration what is suitable for you. Say that you can work in the night shifts, only if you can really do it.
4 :: Tell us how can the HR role contribute to our business success?
This interview question assesses general management ability. It tells you whether your HR manager candidate can become an asset to your business or whether they are someone who just manages their daily tasks.
A candidate that has an appreciation and understanding of how HR can contribute to achieving business goals is one that can impact the business in a positive way.
You will want to find a candidate that knows the expectations of their role and who can establish their business priorities within that role. You will want them to be capable of making the business case for the people-related initiatives they want to pursue. And you will want them to know how their day-to-day work contributes to the overall goals of the business.
A candidate that has an appreciation and understanding of how HR can contribute to achieving business goals is one that can impact the business in a positive way.
You will want to find a candidate that knows the expectations of their role and who can establish their business priorities within that role. You will want them to be capable of making the business case for the people-related initiatives they want to pursue. And you will want them to know how their day-to-day work contributes to the overall goals of the business.
5 :: Explain some of the processes you’ve implemented/improved at other jobs. What impact did it have?
Reveals more about work history.
6 :: Tell us what Are Some Of The Forms Of Sexual Harassment?
☛ Visual,
☛ verbal,
☛ physical,
☛ hostile work environment.
☛ verbal,
☛ physical,
☛ hostile work environment.
7 :: Tell us what Is The Relationship Between Motivation And Reward?
Motivation in simple words may be understood as the set of forces that cause people to behave in certain ways. It is a process that starts with a physiological deficiency or need that activities behaviour or a drive that is aimed at a goal or an incentive.
The concept of motivation occupies a central place in the discipline of Organizational Behaviour. It is a concept, which has received the maximum attention from the academicians and researchers alike. Since a motivated employee is highly productive and highly quality oriented, the managers are also interested the concept of motivation.
Most people understand the concept of intrinsic satisfaction or intrinsic motivation, i.e. when an activity is satisfying or pleasurable in and of itself. Naturally, these activities are things we like and want to do. For most of us, intrinsically enjoyable activities are things like eating, resting, laughing, playing games, winning, creating, seeing and hearing beautiful things and people, being held lovingly, having sex, and so on. To do these things we don't need to be paid, applauded, cheered, thanked, respected, or anything--commonly we do them for the good feelings we automatically and naturally get from the activity. Intrinsic rewards also involve pleasurable internal feelings or thoughts, like feeling proud or having a sense of mastery following studying hard and succeeding in a class.
Many, maybe most, activities are not intrinsically satisfying enough to get most of us to do them consistently, so extrinsic motivation needs to be applied in the form of rewards (positive reinforcements), incentives, or as a way to avoid some unpleasant condition ("negative reinforcement" or punishment). Examples: You work doing an ordinary job for pay. You study for good grades or to avoid failing or to prepare for a good future. You do housework to get a clean, organized house and/or a spouse's appreciation or to avoid her/his disapproval. A teenager comes home from a date on time in order to avoid being grounded. These are all activities that are commonly sustained by external pay offs, not because you love working, studying, cleaning, and coming home early.
The concept of motivation occupies a central place in the discipline of Organizational Behaviour. It is a concept, which has received the maximum attention from the academicians and researchers alike. Since a motivated employee is highly productive and highly quality oriented, the managers are also interested the concept of motivation.
Most people understand the concept of intrinsic satisfaction or intrinsic motivation, i.e. when an activity is satisfying or pleasurable in and of itself. Naturally, these activities are things we like and want to do. For most of us, intrinsically enjoyable activities are things like eating, resting, laughing, playing games, winning, creating, seeing and hearing beautiful things and people, being held lovingly, having sex, and so on. To do these things we don't need to be paid, applauded, cheered, thanked, respected, or anything--commonly we do them for the good feelings we automatically and naturally get from the activity. Intrinsic rewards also involve pleasurable internal feelings or thoughts, like feeling proud or having a sense of mastery following studying hard and succeeding in a class.
Many, maybe most, activities are not intrinsically satisfying enough to get most of us to do them consistently, so extrinsic motivation needs to be applied in the form of rewards (positive reinforcements), incentives, or as a way to avoid some unpleasant condition ("negative reinforcement" or punishment). Examples: You work doing an ordinary job for pay. You study for good grades or to avoid failing or to prepare for a good future. You do housework to get a clean, organized house and/or a spouse's appreciation or to avoid her/his disapproval. A teenager comes home from a date on time in order to avoid being grounded. These are all activities that are commonly sustained by external pay offs, not because you love working, studying, cleaning, and coming home early.
8 :: Explain me how would you compensate for the lack of experience you have for this position?
As we discussed in the last question, your ability to understand and pick up new things quickly should be able to compensate for the lack of work experience you have.
9 :: Tell us what is your style of management?
In today’s scenario, everything needs customization, so here also, one size can’t fit all i.e. one management style won’t work in all situations. So, offer “situational” as your style of management.
10 :: Explain me what are the most important things for you as a manager?
The two things which should be most important for a manager to succeed in his role are:
☛ His team should be happy and keep performing
☛ The project he is working on with his team is successfully finished with minimum problems.
☛ His team should be happy and keep performing
☛ The project he is working on with his team is successfully finished with minimum problems.