1. Tell me why do you want to leave your current company?
Try, "I have put in a number of years in my current organization, performed well and risen through the ranks, but I would now like something more challenging. I believe this job will provide me with exactly such an opportunity."
2. Explain me what do you like least about the world of human resources?
This question allows you to get to know more about the candidate's preference. It is a red flag if the candidate flat out says they hate certain part of the job and gives no explanation.
3. Tell us what can you offer us that someone else cannot?
You could say, "I have already mentioned my strengths, but if you were to ask me about something unique which I bring, I would say it's my attention to detail. Though it can be annoying for others, this trait of mine has saved several situations from turning into disasters in the past."
4. What are your strengths as HR Business Partner?
If you are interviewing for a marketing job, say something like, "One of my strengths is persuasion. I am a keen observer of people and quick to discern personalities. It helps me understand people and those insights help me convert them to my point of view."
5. Tell us what questions would you ask me if you were the interviewer?
By asking this question, you will see if the candidate has the technical knowhow in recruiting. Also, the answer given shows how well the candidate understands the specific needs of your company. For example, if your company has been making effort in going more data-driven, well prepared candidates will be able to ask questions like what experience the candidate has with reporting and analytics.
6. Explain what are your salary expectations as HR Business Partner?
Don't blurt out a number; you may get locked into a salary when there is more money to be had. Instead, ask an open-ended question such as “What range do you have in mind?”
7. Explain me where do you see yourself in five years as HR Business Partner?
"I see myself having grown both with regard to expertise in my field as well as within the company set-up. I picture myself in a leadership role contributing more to the growth of the organization. At the same time, I also see a tremendous growth in my own skills and capabilities," is a good way to go.
8. Can you tell us what is your management style?
Every person has their individual management style. That said, depending on how flexible your company allows, the perfect candidate should be able to communicate openness to the established style in your company. After all, the last thing you need is someone who bucks the system without proper justification.
9. Tell us what will give you a sense of fulfilment in your professional life?
Chief human resources officer at ABC said his experience of meeting youngsters is that many of them are not sure whether they understand themselves as individuals and whether they are doing a job that resonates with their inherent strengths. “During our interview process, when I ask candidates about what will give them a sense of fulfilment in their professional life, some of them find it difficult to respond to this question,”.
10. Please explain as an HR person, what is your view on job eliminations?
Layoffs and firing are difficult but also inevitable parts in the HR field. By asking this question, you can see what aspects and factors the candidate would consider before resorting to eliminations. For example, a performance improvement plan could be an alternative as suggested in the article. The question will also reveal whether the candidate has the essential communication skills when breaking bad news or making difficult decisions.
