Interviewing a Sr. H.R. Director...what to ask?
 

Have interviewed hundreds of candidates over the years, but never an H.R. Candidate. This is a high level role and a well educated and tenured candidate. I'm on the interview team and have an hour scheduled for a one on one discussion.

So, what do you ask an HR candidate? "Please describe a time when" kind of crap or ?

I can't help, but I can ask my sister, who was one

What do you see your role here as?

Do you see your job as protecting management or protecting employees from management? (follow up when they say neither)

Have you ever fired or laid off an employee who you felt didn't deserve it? Have you ever seen that happen? What did you do about it?

If the VP or your boss told you to get rid of someone because he or she didn't like them, what would you do?

If you were a tree - what kind of tree would you be?

I am interested in reading the responses. A glaring weakness in my small company is HR, which I need to fix.

We are very close to needing HR 3/4 to full time.

Cairns questions are on point. Some issues I am having that may be a factor for you:

- Do you have experience with consultants and 1099 personnel? What policies and protections did you put in place?

- Have you interacted with Interns, college summer hires, etc...what did that program look like?

- Have you ever audited another companies HR program in a merger or acquisition? What did you feel were the most critical component(s) of the audit.

That is the sum of my issues and I made some mistakes last year in all three areas.

Lastly, I would ask if they have contract bid and proposal experience, especially if your company bids on government contracts. HR is often the critical path on government proposals.

Good luck!

Vendor Managment?
Experience with HRIS systems?
What ATS do they have experience with?
Experience with 401k and ERISA?
Recruiting Experience as well as 3rd party recruiting solutions?
Any PEO or ADP Experience?
Performance Management/review process?
Compensation ? Ways to insure we are competitive in the market?

and of course the tree question...

Oh Man! - beat me to the punch!.

BTW - the correct answer: Tall and strong like an oak, but flexible and beautiful like a willow......

Make it as long, boring, and uncomfortable as possible .... payback ;)

After you check all the technical qualifications and experience, check if there is any H in H.R.!!!

We used have have an H.R. director that got all the paperwork done but actually made you feel at home in our company. A great compassionate person and they actually had a sense of humor! They created all kinds of fun events (not necessarily big or expensive) that made it fun to come to work.
The new person is very efficient but nothing more. We lost the sense of family and as such employees don't seem to have a sense of belonging or commitment to the firm. The phrase "Its nothing personal, just business" cuts both ways and can hurt employee retention.

I don't know what you should ask to find this out but look for it.

Thanks for the feedback. Of course, the tree question...of course.

We're about 1000 employees nationwide, capital equipment sales and service. I've seen some bad decisions and loose processes in a number of areas where HR remained mute or didn't provide the confidence needed by employees to engage them. Not quite sure how to test this candidate especially regarding people above their level and the complexities, political and otherwise of action by HR.

What's your zodiac sign?
Favorite color?
Does the carpet match the drapes?

rjp

What do you think are the best ways to enhance:
- commitment
- loyalty
- teamwork
- enthusiasm?

If an employee were accused of (xxxxxxxx), how would you handle it?

Was your department at your previous company ever audited? What were the concerns and outcomes?

In what ways do you see that HR can partner with and contribute to the executive team?

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I like this one if the audit had some genuine penetration vs. were PAF's signed off properly.

Question for a senior H.R. Director? How old are you?
Question for Sr. H.R. Director? Que paso, Sr. Director, como esta?
Question for Sr. H.R. Director" Are you willing to leave the church to work in our company, Sister Director?

These are spot-on....Cairnes, Seahawk too. Part of my responsibility is M&A's so the audit questions are perfect and helpful to me in my own work. Much appreciated!

Will all the new employees you hire come from you church?

How big is the church?

Ask him how old he is and how long before he plans to retire.

what could go wrong? ;)

I would only add to this list experience in managing process for firing for both cause or convenience. how has the candidate managed these processes in the past? experience in coordinating with in house council as well as opposing council.

Are you able to completely disconnect yourself from the realities of doing business?

Do you feel confident in your ability to create checklists and if so can you reliably link those checklist items to arbitrary timelines?

Tell me about your experience with reading PowerPoint presentations to large groups.

Start there anyway :)

How about:

I waste a s**t ton of company time surfing the internet, insulting people on a politics and religion forum, and defending a crappy president.

How do you like that?

Yep, will definitely open with this one!

"Do you use buzzwords?"

"What do buzzwords mean to you?"

"What does the buzzword 'engaged' mean to you?"

"Have you ever been fired for something you did not agree with? Tell me about that."

"Are you ok with lying to employees either overtly or by omission?"

Kick his ass in PARF. Not here.