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Interview Tips: Crack Your Next Hiring Manager Interview

As a Human Resources Manager, you have been an interviewer too many times. Maybe you’ve also run workshops on interviewing skills for your line managers. You would also have received praise for your art of conducting interviews. Recruiting candidates is a routine job for the Human Resources Manager, and interviewing candidates should be second nature. Line managers seeking your expertise to assess a candidate’s potential can also be a frequent occurrence in your typical workday.

What happens when you are taking and interviewing? When you cross over and sit across the table, watching your next career move, facing the interviewer?

Do you feel the same comfort as conducting interviews? If you do, you must be an experienced interviewee and must have had a lot of experience giving interviews. You do not need to read more in this article.

HR interviews can be quite tricky and there is a reason I make this statement. When HR people interview, they are both aware of the experience that HR professionals possess. All those “interview skills manuals,” interview tips, both sets of people are probably aware of. So the interview process for HR candidates is an interesting story.

I recently interviewed a woman for an HR position and was very impressed with her communication skills, articulation of thoughts, meticulous company preparation, and fantastic portfolio representation of her work. Her interview etiquette was amazing. She impressed me and how! I almost felt like I had found the candidate and was calculating the next steps in my mind.

Thanks to one of my previous employers, who had nominated me for the Behavioral Events Interview Skills Workshop, I decided to sound out the candidate who had terribly impressed me within the first fifteen minutes of the interview.

I am still deliberating whether it was a good decision to do the probing exercise.

Was he responsible for not being able to carry the selection process further?

Was it the candidate’s inability to substantiate the portfolio of work she outlined while she was presenting?

Is it how “well prepared” most candidates are for their HR interview and actually not that “effective” at their jobs?

That led me to look again at my specifications and what I was looking for in the candidate. In my opinion, the following qualities are critical for any HR manager to crack the HR interview

Employers are looking for a real “job portfolio” and not an “ideal job portfolio”

You may not be the one in a ‘glamorous PR role. their work in your organization and how it has impacted the HR team as a whole.

The three things every employer will look for in an HR manager during the interview:

1. Your current HR job chart:

Employers want to know what you have been doing in the last year. This is essential to establish the suitability of your application to what your potential employer has to offer. Bragging about your HR role in the distant past will get you nowhere. You should be adequately prepared to make links to what you have been doing and how that might benefit your future employer’s requirements. Communicating success stories from your previous roles is a real waste of time here. Once you have communicated your current situation and feel comfortable with the interview panel, you can share your past laurels to add the necessary stars to your profile.

What your current role is in your organization and how effective you are in that role is the basis for further progressing your interview discussion.

2. Credibility as Human Resources Manager:

One of the most critical attributes of the HR Manager is being a credible HR resource. Every employer or hiring manager would look for an HR candidate who has established credibility in their current organization. During the HR interview, it is absolutely mandatory for a candidate to make this point during the interview discussion. While it may seem like a simple competency, communicating how credible you are as a human resources manager can be tricky. It is advisable to cite examples and incidents where you have championed causes, reasons and principles as Human Resources Manager to support your organization and stakeholders.

The work you do in your current organization is the foundation for establishing yourself as an eligible candidate for an HR Manager position, the way you do your job will help you create an advantage over other HR Candidates for the prospective job.

3. Stakeholder Management or Customer Delight:

During the course of regular work, HR managers often tend to overlook the core delivery of the HR function. HR is a service function and one of the must deliverables of HR is to create customer satisfaction through HR Services and HR Interactions. Communicating that HR orientation is critical. service during the interview and substantiate this behavior through recounting specific incidents and how they have been handled. For example, HR managers working on the design side of the HR function (L&D PMS, talent management, etc.) must strive to correlate their job profile, the effectiveness of their work with the requirements of your customers (employees, organization, business managers, etc.). ) during the discussion of the human resources interview. Hiring managers or interview panelists while interviewing HR candidates. H H. are more likely to be impressed by HR candidates. H H. who understand and value the critical link of HR work. H H. with the overall impact on the organization.

While the above three attributes will give you an edge over other candidates, it is in your best interest to lead interview discussions in such a way that you become the only choice as a candidate for the HR job on offer. So, brush up on your HR competencies and build a compelling HR job portfolio to land your next dream HR job. Get your HR career off the ground!

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