Prepare for your People Operations interview. Understand the required skills and qualifications, anticipate the questions you may be asked, and study well-prepared answers using our sample responses.
The I-9 is a document that employers are required to complete when hiring new employees. It’s a way for employers to ensure that their employees are eligible to work in the United States. Employers must verify the identity and employment eligibility of all new employees by completing the I-9 within three days of hire.
Answer Example: "Yes, I am familiar with the I-9 form. I have completed many of these forms while working in my previous role as a human resources professional. I am familiar with the steps needed to complete the form correctly, including verifying documents and recording information."
This question can help the interviewer understand your hiring process and how you evaluate candidates. Use this opportunity to explain what skills and traits are most important to you, and why.
Answer Example: "I look for three main qualities in a new hire: 1) They must be motivated and driven, 2) They need to be able to work well with others and 3) They need to have a positive attitude. I find that these qualities are essential in any employee because they help them succeed in their role and develop relationships with their coworkers."
This question can help the interviewer understand how you approach performance management and employee development. Your answer should include a specific example of when you helped an employee improve their skills or performance, as well as the results of that action.
Answer Example: "In my last role, I had an employee who was not meeting expectations in their role. After discussing their performance with them, I realized that they needed more training on certain aspects of their job. So, I offered them additional training opportunities through our company’s learning management system or external resources. They took advantage of these opportunities and improved their performance."
The interviewer may ask you this question to learn more about your process for conducting performance reviews. This can be an important part of people operations, as it helps employees understand how they’re doing and what they need to do to improve. In your answer, explain what steps you take when conducting a performance review and why you take those steps.
Answer Example: "I start by reviewing the employee’s goals and objectives for the year. I then compare their progress against those goals and determine if there are any areas where they need improvement. Next, I discuss the results with the employee and come up with actionable steps they can take to improve their performance. Finally, I document the review in our HR system so that we have a record of our conversation."
This question can help the interviewer understand how you use your negotiation skills and what your previous success looks like. Use examples from previous roles to highlight your negotiation abilities, but be sure to also highlight the results of these negotiations.
Answer Example: "In my last role as a people operations manager, I had an employee who was looking for a raise after working with us for six months. They were an excellent employee and had met all of their goals, so I knew giving them a raise would be beneficial for both of us. However, we were also in the middle of planning our annual budget, so I had to make sure we had enough money to give them the raise they wanted without affecting other departments. After talking with my team members, we decided to give them the raise but wait until after our budgeting process to do so."
This question can help the interviewer understand your organizational skills and how you would implement a new employee handbook. Use examples from previous experiences to explain what you would include in the handbook, such as policies, procedures and benefits.
Answer Example: "I would start by creating an outline of what I want the handbook to include. I would then research other company handbooks to see what they include and if there are any similarities between them. After that, I would create a draft of the handbook and ask coworkers and managers for feedback. I would also make sure to include any state-specific requirements or laws that we need to follow."
This question can help the interviewer determine how you would handle a challenging situation. Your answer should show that you are willing to take action when necessary, but it’s also important to highlight your problem-solving skills and ability to collaborate with others.
Answer Example: "If I discovered that one of my employees was stealing company supplies, my first step would be to have a private conversation with them about my concerns. If they denied the allegations, I would ask them to sign an agreement stating that they would not take any company supplies without permission. If they signed the agreement, I would monitor their behavior closely for any further signs of theft."
Communication is an important skill for any person operations role. Employers ask this question to see if you have the ability to communicate effectively with your team and ensure everyone is on the same page. In your answer, explain how you plan ahead for meetings and other events that require collaboration between team members. Explain that you prefer to use technology like email, messaging apps or collaboration software to communicate with your team.
Answer Example: "I believe that communication is one of the most important parts of people operations. I make sure to communicate with my team members regularly, whether it’s through face-to-face meetings or via email. I find that having regular check-ins with my team members helps me stay up-to-date on their progress and goals. It also gives us an opportunity to discuss any issues or concerns they may have."
This question can help the interviewer determine your experience level with HR software and how you might fit into their company’s current system. If you have previous experience using the same software as their company, share what you liked about it and how it helped you in your role.
Answer Example: "I’ve used several different HR software programs throughout my career, but I find that the best one is the one that meets my needs the most. For example, I used one program that had an excellent onboarding module that helped me get started with my new role quickly. Another program had great reporting features that allowed me to track employee progress and performance. I think it’s important to find a HR software that offers a variety of features so you can choose which ones are most beneficial for your team."
This question can help the interviewer understand how you approach new hires and their onboarding process. Your answer should show that you are organized, detail-oriented and have a strong understanding of what is important for new employees to learn during their first days with the company.
Answer Example: "I always start by going over the company’s mission statement, values and expectations. I want new hires to understand why we do what we do and how they can contribute to our organization. Next, I cover the basics like where they can find supplies, where they should go if they have questions and who to contact if they need anything. Finally, I give them time to ask me questions about the company or their role."
Employee retention is an important part of people operations. Employers ask this question to see if you have experience improving employee retention rates and how you would do it in their company. In your answer, explain what steps you would take to help employees stay with the company longer.
Answer Example: "I would start by conducting surveys with all employees to find out what they like about working here and what they would like to change. I would use this information to create an action plan for improving employee satisfaction. Then, I would implement the changes that would make employees more comfortable at work. For example, if they want more flexible hours, I would work with management to create a flexible scheduling policy."
