Why is the HR interview important?

The purpose of an HR interview is either to screen you, or to negotiate your salary. HR interviews may happen at the beginning or at the end of the hiring process and this depends on the company. At the beginning, it may come in the form of a 15–30-minute screening call. At the end, it may come in the form of salary and perk negotiation, when to start, and other related information. Also, both may happen. 

Why does a screening interview either a phone call or video conferencing happen?

First, HR figures out whether the candidate meets the requirements of the position. Second, identify if the candidate’s compensation expectation falls within the company’s salary range. Third, it allows the interviewer to share information about the company with the candidate. Finally, it provides candidates with the opportunity to ask questions about the organization and position.

Common HR Questions and how to approach them: 

Job:

• Why this position?

• Why Should We Hire You? Or what relevant experience for this position do you have?

Company:

• Why our company?

• What do you know about our company?

Candidate:

• Can you tell me about yourself?

• Can you please walk me through your resume?

• Why do you want to leave your current position? (For employed candidates)

• What is your greatest strength?

• What is your greatest weakness?

• Are you interviewing with other companies?

• When can you start?

• What is your salary expectation?

• What are your biggest accomplishments related to your current job?

• Can you walk us through a failure and how you dealt with it?

• What was the most difficult class that you took in school?

• Describe your ideal working situation? Or, an ideal job?

• What is your availability for an interview this week or next week?

Your turn of asking questions:

At the end of the call, the HR person may give you the chance to ask questions. If this happens, always ask questions; one question to ask is not enough. The more questions you have, the more interest you show; however, this does not mean to ask 10 questions. But three to four questions are a good range. Here are a few questions that you can ask:

• Did I answer all your questions? 

• What is the toughest challenge you currently have and how would my position help in solving that? 

• Can you describe the ideal candidate for this position?

• Can you tell a little bit about the culture of the company?

• Where do you see the organization heading in the future? Or, what goals are the company trying to accomplish now and in the future? (Some HR people may not be able to answer this question)

• Why is this job open? Is the company expanding or is it because someone left?

• Can you talk more about the department that I will be working with? 

• Can you describe what a typical day is for someone working in this position? (Some HR people may not be able to answer this question)

• Do you offer professional development programs for employees?

• Are there formal or informal mentorship programs offered by the organization?

• Would you say this position has multiple career paths?

• Who is the person that I will be directly reporting to?

• Can you explain the next steps in the hiring process?