Prepare for your Human Resource Generalist interview. Understand the required skills and qualifications, anticipate the questions you may be asked, and study well-prepared answers using our sample responses.
The Fair Labor Standards Act is a federal law that outlines the requirements for minimum wage, overtime pay and child labor. Employers ask this question to make sure you have experience with this law and how it affects their company. In your answer, explain that you are familiar with the FLSA and its requirements. Explain what steps you take to ensure your company follows the law.
Answer Example: "I am very familiar with the Fair Labor Standards Act. In my current role as a human resource generalist, I am responsible for ensuring our company follows all of the regulations outlined in the FLSA. I make sure our employees are paid properly and on time every week. I also make sure we are not requiring our employees to work more than 40 hours per week."
This question can help the interviewer determine if you have the skills and abilities they’re looking for in a human resource generalist. Use your answer to highlight some of your most important qualities, such as communication skills, problem-solving ability and attention to detail.
Answer Example: "I believe the most important qualities for a successful human resource generalist are communication skills, problem-solving ability and attention to detail. As a human resource generalist, I would need to communicate with many different people, including employees, managers and executives. I would also need to solve problems quickly and efficiently, which requires me to be able to think critically and analytically. Finally, I would need to be detail-oriented in order to ensure that all aspects of HR are handled properly."
Employers ask this question to see if you have experience with disciplinary action and how you would apply it in the workplace. When answering, it can be helpful to mention a specific situation where you applied disciplinary action to an employee who was late to work.
Answer Example: "In my last role as a human resource generalist, I had an employee who was consistently late to work. After speaking with him about his tardiness and giving him several chances to improve, I decided to give him a written warning. This helped him realize the importance of being on time and allowed him to change his behavior."
Employers ask this question to learn more about your recruitment experience. They want to know how you have helped companies find new employees and fill open positions. Use your answer to highlight any skills or abilities that helped you succeed in this role.
Answer Example: "I have extensive experience with employee recruitment, having successfully hired hundreds of new employees over the course of my career. My approach to recruitment is to first identify the position requirements and then create a targeted recruitment strategy that focuses on reaching the right candidates. This involves creating compelling job ads, developing effective sourcing strategies, and conducting thorough background checks."
This question can help the interviewer understand how you handle conflict and whether you have experience with disciplinary actions. Use examples from previous jobs where you helped employees improve their behavior or performance, and highlight your communication skills as a way to solve problems.
Answer Example: "In my last role as a human resource generalist, I had to discipline an employee who was late to work on several occasions. The employee argued that they were late because of traffic, but I explained that we had a tardiness policy in place and they needed to arrive at work on time. After several conversations, the employee agreed to arrive at work earlier and apologized for their behavior."
This question can help the interviewer understand how you would handle a challenging situation. Use your answer to highlight your problem-solving skills and ability to collaborate with others.
Answer Example: "I would first make sure that the employee felt comfortable talking to me about their concerns. Then, I would speak with the manager about the complaint in private. I would encourage them to do the same so we could work together to find a solution. If the issue was serious enough, I would refer it to HR for further investigation."
High turnover rates can be a sign of employee dissatisfaction, which is important for human resources professionals to notice. This question is a way for employers to see how you would handle a situation that could be potentially problematic for their company. In your answer, explain what steps you would take to investigate why this employee department has such a high turnover rate and what you plan to do about it.
Answer Example: "If I noticed a high turnover rate among one of my employees departments, I would first try to find out why so many people were leaving. I would talk to each person who recently left the company and ask them what they felt could be improved. If there were common themes among their answers, I would work with my manager to find solutions. For example, if many people said they didn’t like their supervisor, we could replace them or provide training on how to be a better leader."
Human resource generalists often have a lot on their plates. They may be responsible for hiring new employees, managing employee benefits and ensuring compliance with company policies. Employers ask this question to make sure you have the skills and experience needed to handle stress in the workplace. In your answer, explain how you manage stress in a positive way. Share a specific strategy that has helped you in the past.
Answer Example: "I find that taking breaks throughout the day helps me manage stress. I also try to stay organized so I know what tasks I have left to complete. This helps me stay focused on the most important things and avoid feeling overwhelmed. When I feel like I’m starting to get stressed out, I take a walk around the building or go to the break room for some alone time."
Human resource generalists often need to use payroll software to process employee paychecks. Employers ask this question to make sure you have experience using the specific software they use in their company. In your answer, explain what type of payroll software you’ve used in the past and why you feel confident using it.
Answer Example: "I have experience using several different types of payroll software. I recently worked as a human resource generalist for a small business where we used an online payroll system. The company didn’t have many employees, so the software was easy to use and understand. However, I also have experience using more complex payroll software for larger companies."
This question can help the interviewer understand your interviewing process and how you evaluate candidates. You can answer this question by listing some of the most important questions you ask during an interview and explaining why they’re important.
Answer Example: "I believe the most important questions to ask during an interview are about a candidate’s past experience and skills. I like to ask about their most recent job and what they enjoyed about it, as well as what they disliked. This helps me get an idea of their personality and whether they would fit in well with our team. I also ask about their skills and any training they’ve completed."
This question is an opportunity to show your creativity and problem-solving skills. You can use examples from previous roles or personal experiences to explain how you would improve an employee wellness program.
Answer Example: "I would start by conducting a survey of all employees to find out what they want out of their wellness program. I would then use this information to create a plan that meets the needs of most employees. I would also create a series of educational seminars on topics like healthy eating, exercise and stress management. This will help employees learn more about these topics and start making changes in their lives."
Human resource generalists need to be familiar with various human resource software. Employers ask this question to make sure you have experience using the software they use in their company. In your answer, explain which human resource software you’ve used in the past and what your experience with it was like. Share any tips or advice you have for using the software.
Answer Example: "I’ve used several different human resource software programs in my previous roles as a human resource generalist. My favorite is HR Cloud because it’s so easy to use and has so many helpful features. For example, I love that I can create employee records and manage all of their information in one place. It also makes it easy to track employee attendance, manage payroll and more."
Employers ask this question to learn more about your qualifications and how you feel you are qualified for their open human resources generalist position. Before your interview, make a list of all of your skills, experiences and education that relate to this job. Focus on highlighting your most relevant skills and how they can benefit the company.
Answer Example: "I am qualified for this position because I have a Bachelor’s degree in Human Resources, five years of experience as a human resources generalist and I am certified in HR management. During my time as a human resources generalist, I have developed strong relationships with employees and managers, which has helped me create effective policies and procedures for the company. I also have experience creating training programs for new hires and managing payroll."
This question is a great way for the interviewer to learn more about your background and experience. It’s important to show that you have relevant experience for the role, but it’s also beneficial to mention any other industries you’ve worked in. This can show that you’re willing to learn new things and adapt to different environments.
Answer Example: "I have extensive experience working in both corporate and nonprofit environments. I have worked as a Human Resource Generalist for a large corporation for five years, where I learned how to manage employee benefits and payroll processes. I also previously worked at a nonprofit organization where I learned how to manage a smaller team of employees while still providing them with the same level of support as a larger company."
The Fair Labor Standards Act is a federal law that governs how employers should pay their employees. Employers ask this question to make sure you are familiar with the FLSA and can apply its principles in your work as a human resource generalist. Before your interview, look up the FLSA online and read through the basics of what it entails. Try to remember any specific details about the law that you learned in school or through previous jobs.
Answer Example: "Yes, I am very familiar with the Fair Labor Standards Act. I took a class in college about employment law, and the FLSA was one of the topics we covered. I remember learning about how the FLSA changed the way employers could pay their employees. Before the FLSA was enacted, employers could pay workers whatever they wanted as long as they gave them enough work to make a full day’s worth of wages. The FLSA established minimum wage and overtime rules that changed how employers paid their employees."
Human resource generalists often have to recruit new employees for their organization. Employers ask this question to learn more about your recruiting skills and how you can help their company grow. In your answer, explain two or three strategies you use to find qualified candidates. Explain why these strategies are effective.
Answer Example: "I find that social media is one of the most effective ways to recruit candidates. I use platforms like LinkedIn and Facebook to find professionals who are looking for new opportunities. I also create targeted ads on these platforms to reach people who may be interested in our open positions. Another strategy I use is reaching out to professional organizations in my area. I know many people who belong to these groups, so I reach out to them to see if they know anyone who would be a good fit for our company."
This question can help the interviewer determine how you would handle a challenging situation. Use your answer to highlight your problem-solving skills and ability to collaborate with others.
Answer Example: "I would first talk with the employee about their performance, explaining what they are doing well and what areas need improvement. I would then create a plan with them to help them improve in areas where they need improvement. This could include additional training or mentoring opportunities. Finally, I would meet with my manager to discuss the situation and determine if any additional action is needed."
Employers ask this question to learn more about your experience with employee training programs. They want to know how you’ve helped companies develop their employees’ skills and knowledge. Use your answer to highlight any previous successes you’ve had with employee training programs. You can also mention any specific training programs that you’ve used in the past.
Answer Example: "In my last role, I was responsible for creating and implementing all employee training programs. I would start by researching different training methods and techniques. Then, I would choose the ones that best suited the company’s needs. After that, I would create the actual training modules and deliver them to employees. My efforts led to a decrease in customer complaints and an increase in sales."
This question can help the interviewer understand how you conduct your work and evaluate performance. Use examples from previous jobs that highlight your skills in conducting performance evaluations, such as communicating with employees about their progress and providing feedback on their performance.
Answer Example: "In my last role as a human resource generalist, I had to conduct performance evaluations for all of our employees every six months. For each employee, I would meet with them separately to discuss their progress and goals for the next six months. I would then compare their goals with their actual performance to see if they were meeting expectations. If they weren’t, I would discuss ways they could improve their performance."
This question can help the interviewer understand how you plan to use your leadership skills in your new role. Use examples from previous experiences where you helped manage a team of employees, whether it was a small group or an entire department.
Answer Example: "I believe that communication is key when it comes to managing a team of employees. I always make sure to have regular meetings with my teams so they know exactly what is expected of them and can ask any questions they have. I also encourage open communication between employees so they feel comfortable sharing any concerns or ideas they may have. This has helped me create a positive work environment where employees feel supported and motivated to do their best."
