Hello all:)
I’m a practicing professional, studying to move into the HR field in my industry. I work in the energy services group for an American company Halliburton.
If someone has 5minutes to spare I would like some real world input to questions I should be asking potential hires in regards to filling a managerial position in HR, preferably a HR position with a strategic overview.
What is the consensus in regards to key competencies I should be looking to identify? What questions should I be asking to draw out this information, and what are the ideal responses I should be looking for from the applicant?
As noted, real world experience in this regard would be greatly illuminating
Thanks in advance
Jason McMullan
From Bahrain, Manama
Acknowledge(0)
Amend(0)
I’m a practicing professional, studying to move into the HR field in my industry. I work in the energy services group for an American company Halliburton.
If someone has 5minutes to spare I would like some real world input to questions I should be asking potential hires in regards to filling a managerial position in HR, preferably a HR position with a strategic overview.
What is the consensus in regards to key competencies I should be looking to identify? What questions should I be asking to draw out this information, and what are the ideal responses I should be looking for from the applicant?
As noted, real world experience in this regard would be greatly illuminating
Thanks in advance
Jason McMullan
From Bahrain, Manama
Acknowledge(0)Amend(0)
Hi,
Welcome abroad, Jason.
That's an in-depth strategic HR question. Here are some suggestions to start in a direction. You may refer to some other posts for more detail. You may need to list down the area or position you are filling for objectively and meet these objectives with qualities of prospective candidates.
What is the consensus regarding key competencies I should be looking to identify?
You may like to divide key competencies as soft and hard competencies: HR-behavior and HR-technical. Depending on the HR area/position, you may designate a higher level corresponding task/activity as one competency. For example,
HR-technical
- Recruitment cycle candidate assessment
- Performance appraisal evaluation
- Candidate behavior selection
- Personal conflict handling
- Ball-in-court game quotation playing
- Orienting new employees
and more.
HR-behavioral
- Candidate personal commitment
- Handling critical situation experience
- Strategic role played
- Career achievement
and more.
What questions should I be asking to draw out this information?
The questions should be logical and analytical to get maximum relevant information to match the key competency and check how articulately the applicant answers the question or if they have hidden ability to genuinely handle the situation.
What are the ideal responses I should be looking for from the applicant?
Responses should align to improve competency score. Here, you may add all competency scores to see the gaps and select the best match yourself.
In terms of standard key competencies, you may search the download area to find some useful presentations, HR manager competencies, and web resources.
Hope this helps.
From India, Delhi
Acknowledge(0)Amend(0)
12Welcome abroad, Jason.
That's an in-depth strategic HR question. Here are some suggestions to start in a direction. You may refer to some other posts for more detail. You may need to list down the area or position you are filling for objectively and meet these objectives with qualities of prospective candidates.
What is the consensus regarding key competencies I should be looking to identify?
You may like to divide key competencies as soft and hard competencies: HR-behavior and HR-technical. Depending on the HR area/position, you may designate a higher level corresponding task/activity as one competency. For example,
HR-technical
- Recruitment cycle candidate assessment
- Performance appraisal evaluation
- Candidate behavior selection
- Personal conflict handling
- Ball-in-court game quotation playing
- Orienting new employees
and more.
HR-behavioral
- Candidate personal commitment
- Handling critical situation experience
- Strategic role played
- Career achievement
and more.
What questions should I be asking to draw out this information?
The questions should be logical and analytical to get maximum relevant information to match the key competency and check how articulately the applicant answers the question or if they have hidden ability to genuinely handle the situation.
What are the ideal responses I should be looking for from the applicant?
Responses should align to improve competency score. Here, you may add all competency scores to see the gaps and select the best match yourself.
In terms of standard key competencies, you may search the download area to find some useful presentations, HR manager competencies, and web resources.
Hope this helps.
From India, Delhi
Acknowledge(0)Amend(0)
Hi,
A very good question indeed. I wish a lot of people would objectively search their souls if they are indeed suited to HR work.
Apart from the knowledge presumed on the basis of your qualifications and your command over the "facts" of the function - which you develop as you get along in the function, what I feel is inevitable for EVERY HR professional is a "potent mind". Since no two situations are the same, every time you are on trial as the response you offer to any situation and the success your response achieves.
As a good HR person is a perpetual "learner", you need to have or develop "a mind that can see what is not shown, read between the lines, comprehend what is not explained". Yes, it is possible to develop such a mind. Your choice of reading, ability to anticipate, commitment to continue to strive regardless of setbacks matter most will show you the way. Above all, you must GENUINELY like to deal with people and not have any biases about human beings. If you get exhausted and exasperated with difficult individuals and groups, you may like to reconsider if the choice of HR career is indeed suitable for you!
A student of human behavior - collective and individual, with the above few prerequisites will, undoubtedly, make a good HR professional over the years and enjoy a rich life of accomplishments, happiness, and contentment! The dynamics of human behavior form the core of all HR activity. In the final analysis, HR is expected to create an atmosphere conducive to a positive response and become the conscience keeper of the organization. Any person who finds all this alien or unnecessary will do well to stay away from HR as a career!!!
Tell me if you see the point!!
Samvedan
November 18, 2005
From India, Pune
Acknowledge(0)Amend(0)
A very good question indeed. I wish a lot of people would objectively search their souls if they are indeed suited to HR work.
Apart from the knowledge presumed on the basis of your qualifications and your command over the "facts" of the function - which you develop as you get along in the function, what I feel is inevitable for EVERY HR professional is a "potent mind". Since no two situations are the same, every time you are on trial as the response you offer to any situation and the success your response achieves.
As a good HR person is a perpetual "learner", you need to have or develop "a mind that can see what is not shown, read between the lines, comprehend what is not explained". Yes, it is possible to develop such a mind. Your choice of reading, ability to anticipate, commitment to continue to strive regardless of setbacks matter most will show you the way. Above all, you must GENUINELY like to deal with people and not have any biases about human beings. If you get exhausted and exasperated with difficult individuals and groups, you may like to reconsider if the choice of HR career is indeed suitable for you!
A student of human behavior - collective and individual, with the above few prerequisites will, undoubtedly, make a good HR professional over the years and enjoy a rich life of accomplishments, happiness, and contentment! The dynamics of human behavior form the core of all HR activity. In the final analysis, HR is expected to create an atmosphere conducive to a positive response and become the conscience keeper of the organization. Any person who finds all this alien or unnecessary will do well to stay away from HR as a career!!!
Tell me if you see the point!!
Samvedan
November 18, 2005
From India, Pune
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Interview questions and best responses.doc
Ebook-HR Interview Questions.pdf