HR questions to ask in an interview
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HR questions to ask in an interview

Every organization goes through a set of processes in order to hire an employee or candidate. There are multiple steps which include: Group discussion (GD) round, Assessments, technical round, and lastly the HR interview. The main purpose of these questions is to gauge the candidate’s skills, knowledge, roles & responsibilities, clarifications about resumes, and interest in their jobs, along with trying to get an idea whether the candidate is suitable for their job and fit the company’s culture or not. The HR interview will be the final deciding factor to confirm or check whether the candidate selected by technical interview will suit the team and company as a whole.  

So, In order to help you, an HR prepare, we have curated this post which covers some of the most frequently asked HR interview questions. Make sure to include some, if not most of the questions in your interview so that you can gauge employee-role-company fit. 

HR questions to ask in an interview  

Why did you decide to apply for this job role?

The main purpose of this question is to evaluate the candidate’s interest in the role and jobs. That is done based on the CV and their experience with how best suitable for this present job role. 

– Tell me about yourself

It is the first & most frequently asked question in every interview. HR or the interviewer checks the candidate’s goals and how candidates talk or introduce themselves in a way that discloses enough information within a given time to mark down yes or no.

– Why should we hire you?

As an HR, it’s important to understand if the candidate’s well fit for this position or not. Because it is a risk to not hire the right candidate for any given position.

– What experience do you have that would be related to this role?

Through this question, you can understand whether candidates have correctly understood the roles & responsibilities or whether they think they can do the job. So, the best candidate can readily explain how their previous jobs or experience can relate to this job.

– Tell me about your experience in… or (if any)

As we all know, experience is important for a position. So, this is the proactively asked question about the essential aspects of roles. For example – If a company is hiring a content writer, then they can definitely ask about the candidate’s experience in writing.  

 – What did you like most about the job description?

It is one of the best HR interview questions to ask or to start the conversation on roles and responsibilities with the candidate. Also, it is the best way to know how much the candidate understands the roles and responsibilities.

– Why did you leave your previous job?/ Why are you leaving your current job?

It is a question where you can understand the thoughts of the candidate. The best candidate will always point to the motivational and good reason for moving on from their previous job role. Being negative and criticizing their employer is a red flag. 

Generally, some honest candidates will give you honest answers only, and sometimes their previous employer really is at fault at the end of their service. But attitude is what matters for HR interviews and others also.

– What do you know about our company’s products and services?

The perspective to ask this question is clear: you can learn about the candidate and how the candidate is researched, knowing and understanding the company’s products and services and what they are applying to.

– Tell me something about this gap in your resume.

In this question, HR needs to clarify some points of the candidates and ensure that there are no red flags. Because, some candidates have something interesting in their resumes, such as the educational gap of the candidate, the unrelated educational background of the candidate, the gap in the candidate’s employment, and others.

– Explain the workplace where you will be most happy and productive.

The following important aspect of the question is to focus on how the best candidate fits into the company’s culture from the cultural point of view. And with that, you have to understand that if the candidate is selected by the technical panel but is unable to fit into the company’s culture, then they need not be chosen.

– What are your salary expectations?

Another aspect of the question is to discuss the salary expectation with the candidate, based on the technical aspects of the job, such as travelling point of view, relocation, different shifts, and others. With that, you have to ensure that the candidate is able to meet the demand of the job role. And make sure that the candidate is not expressing high salary expectations.

– Do you have any questions?

Through this question, you can ensure that the candidates are truly curious and willing to know more about the role and others. 

Explain the difference between group and team. Are you a team player?

The next aspect of this question is to make sure that the candidate is friendly and can work with a group as well as in a team. With that, you can analyze the candidate’s leadership quality and ability to handle the work pressure in any environment. 

– What are your future goals? Tell me about your short-term and long-term goals.

This question will help you to understand whether the candidate has the potential to move upward in the career over a while in the direct or indirect function. It will help you to find out the mapping details of the candidate.

Find the HR questions to ask in an interview here.

This is the end of our discussion on HR questions. Let’s know your other questions and opinions on this topic. Mention below the comment box.

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