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Human Resources Case Study Interview

These HR Consultantinterview questions can assist you in designing an effective interview process. Ask questions that will help you assess your candidates for a human resources consultant. Similar titles include HR Business Partner, Employee Relations Consultant, Staffing Consultant, or Recruitment Consultant.

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HR Consultant Interview Questions

Human resources consultants plan and implement initiatives to solve human capital problems and promote a better workplace. They can work independently or in consultancy firms where they offer services on a project basis.

A bachelor’s degree is always required for this role. Master’s/ MBA and certification can give applicants a head start in the screening process. Most human resources candidates will have worked in-house before moving into HR consulting. They may specialize in particular functions such as recruitment, legal compliance etc.

Direct the interview towards case questions or actual case studies. Great human resources candidates can employ a structured and critical thought process and explain how they reach conclusions. They should demonstrate deep theoretical knowledge and strategic acumen. Ask about past jobs too. Unless hiring for junior positions, you’ll want someone with hands-on experience on solving HR issues as well as coaching clients in various topics. Project management, excellent communication and relationship building skills are all critical.

Operational and Situational questions

  • Here’s a short case study about a client. How would you advise them?
  • If you disagreed with a team member about something and the deadline was getting close, what would you do?
  • Imagine a client is reluctant to accept your proposed solutions. How do you handle this?
  • A client is going through a merger with another company. What would you advise them to pay attention to concerning the workforce? How would you help them in shaping/maintaining company culture?
  • If a client asked you to propose some IT solutions for HR operations, how would you decide on your suggestions?
  • Imagine a client asks for your advice in a subject you aren’t familiar with. How do you handle it?

Role-specific questions

  • How do you stay current with changes in labor regulations?
  • What metrics do you use to evaluate a problematic situation?
  • What do you need to know before starting an investigation for a client?
  • What can be done in your experience to deal with low employee morale?

Behavioral questions

  • Describe a time when you had to solve a problem with a tight deadline
  • Tell me about a time you produced a solution for a client that saved them money
  • Have you ever made a mistake during a project? What did that teach you?
  • Talk about a time you provided an innovative solution when conventional approach failed
  • Describe a time you had to handle various projects at once. How did you prioritize tasks?
  • Have you ever had to face an ethical dilemma while working on a project for a client? How did you resolve it?
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We redesigned a recruiting and interviewing system of this fast growing school and shortened the open position “Time to Fill” benchmark by almost 40%.

Our methodology required the Recruiter to quickly sort the top 15 to 20 resumes received within the first 5 days of the placement of an advertisement for a position.  The Recruiter would email a worksheet/exercise to be completed and returned by the applicants, which often resulted in a response rate of seriously interested candidates of about 80%.

A 20-minute phone interview would then be scheduled with the candidates to (A) review all the potential “deal-breakers” such as salary, benefits, hours of work, etc. and (B) ask 5 structured interview questions about prior employment.

The top 5 to 8 candidates would be scheduled for a 30 to 40 minute soft-skill phone interview with the Recruiter to assess their soft skills in relation to the top 10 soft skills that we identified for each position.

Finally, the top 3 to 5 candidates would be invited for in-person interviews at the school, with the Recruiter getting permission to check certain references of the top candidates before they arrived for the interview.

We also worked with the managers to create structured interview questions for each position so that all applicants would be measured by the same benchmarks.

Finally, we trained the managers to score the responses to interview questions as a method for weighing the quality of candidate responses.

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