Top interview questions to expect

1. Can you tell me about a time when you successfully resolved a conflict between two employees?
2. How would you handle an employee who is consistently underperforming?
3. What is your experience with conducting performance reviews?
4. Can you provide examples of how you have improved employee engagement in previous roles?
5. Describe a situation where you had to make a difficult decision that impacted employees.
6. How do you stay up-to-date on the latest labor laws and regulations?
7. What are your thoughts on unionization and how would you handle union negotiations?

Check the latest questions for this role:

Answering interview questions with STAR structure

The STAR framework is a structured way of answering interview questions by providing Situation, Task, Action, and Result. It helps you give clear, concise, and relevant answers that highlight your skills, experience, and achievements.

Situation: Describe the situation or context in which the event or task took place. Set the scene and provide necessary details.

Task: Explain the specific task or challenge you were responsible for or involved in. Be clear about your role and objectives.

Action: Describe the actions you took to address the task or challenge. Explain your approach, methods, and strategies. Highlight your skills, knowledge, and problem-solving abilities.

Result: Share the outcome or results of your actions. Quantify achievements, positive impacts, or improvements wherever possible. Emphasize the value you added and the lessons learned.

Sample answers to above interview questions

1. Example Answer:
“In my previous role as Employee Relations Manager, I encountered a conflict between two employees from different departments. I initiated a private meeting with both individuals to understand their perspectives and concerns. By actively listening and showing empathy, I was able to identify the root cause of the conflict. I then facilitated a discussion between them, encouraging open communication and problem-solving. Through this intervention, they reached a resolution and agreed to work together amicably. This incident demonstrated my ability to mediate conflicts, resolve disputes, and maintain a harmonious work environment.”

Why it’s a strong answer:

– Situation: Clearly sets the scene and provides context for the conflict.
– Task: Defines the specific task of resolving the conflict between the two employees.
– Action: Describes the actions taken to address the task, including active listening, empathy, facilitating a discussion, and encouraging open communication.
– Result: Highlights the positive outcome of resolving the conflict and maintaining a harmonious work environment.

2. Example Answer:

“In my previous role, I encountered an employee who consistently underperformed. I initiated a performance improvement plan, starting with a candid and constructive feedback session. I provided specific examples of areas where improvement was needed and set clear goals and expectations. I also offered support and guidance, providing additional training and resources. Regular check-ins allowed me to monitor progress and provide ongoing feedback. As a result, the employee showed significant improvement in their performance, meeting and exceeding expectations. This experience demonstrated my ability to address underperformance, provide effective feedback, and support employee development.”

Why it’s a strong answer:

– Situation: Clearly states the task of addressing an employee’s underperformance.
– Task: Defines the specific actions taken, including providing candid feedback, setting clear goals, offering support, and conducting regular check-ins.
– Action: Describes the actions taken to address the task, including active listening, empathy, facilitating a discussion, and encouraging open communication.
– Result: Highlights the positive outcome of improving the employee’s performance and meeting expectations.

3. Example Answer:

“In my previous role, I conducted performance reviews for a team of 20 employees. I approached each review as an opportunity for open dialogue and constructive feedback. I started by setting clear performance goals and expectations at the beginning of each review cycle. During the review, I provided specific feedback on each employee’s performance, highlighting their strengths and areas for improvement. I also actively listened to their concerns and suggestions, fostering a sense of trust and collaboration. Through this process, I was able to help employees identify their development areas, set goals for improvement, and create action plans for success. This approach resulted in improved performance across the team and increased employee engagement.”

Why it’s a strong answer:

– Situation: Clearly states the task of conducting performance reviews for a team of employees.
– Task: Defines the specific actions taken, including setting clear goals, providing specific feedback, actively listening to concerns, and fostering a sense of trust.
– Action: Describes the actions taken to address the task, including setting clear goals, providing specific feedback, actively listening to concerns, and fostering a sense of trust.
– Result: Highlights the positive outcome of improved performance across the team and increased employee engagement.

4. Example Answer:

“In my previous role, I recognized the importance of employee engagement in driving organizational success. I implemented several initiatives to foster a positive and engaging work environment. One strategy was to establish regular employee recognition programs, acknowledging and celebrating individual and team achievements. I also encouraged open communication and feedback through anonymous suggestion boxes and regular town hall meetings. Additionally, I organized team-building activities and social events to promote camaraderie and teamwork. These efforts resulted in increased employee satisfaction, improved collaboration, and a more motivated workforce.”

Why it’s a strong answer:

– Situation: Clearly states the task of improving employee engagement in the workplace.
– Task: Defines the specific actions taken, including implementing recognition programs, encouraging open communication, organizing team-building activities, and promoting a positive work environment.
– Action: Describes the actions taken to address the task, including setting clear goals, providing specific feedback, actively listening to concerns, and fostering a sense of trust.
– Result: Highlights the positive outcome of increased employee satisfaction, improved collaboration, and a more motivated workforce.

5. Example Answer:

“In a previous role, I faced a challenging situation where I had to make a difficult decision that impacted employees. A particular project faced significant budget cuts, and I had to decide whether to reduce the team’s size or implement salary cuts. I carefully considered the implications of both options and consulted with my team and other stakeholders. After thorough analysis, I opted for a combination of measures, including salary reductions for higher-level employees and reassigning some team members to other projects. This decision helped us retain key talent while minimizing the impact on the team’s overall morale and productivity.”

Why it’s a strong answer:

– Situation: Clearly states the task of making a difficult decision that impacted employees.
– Task: Defines the specific actions taken, including carefully considering the implications, consulting with stakeholders, and implementing a combination of measures.
– Action: Describes the actions taken to address the task, including setting clear goals, providing specific feedback, actively listening to concerns, and fostering a sense of trust.
– Result: Highlights the positive outcome of retaining key talent, minimizing the impact on team morale, and preserving productivity.

6. Example Answer:

“I recognize the importance of staying up-to-date on the latest labor laws and regulations. To ensure compliance, I actively engage in continuous learning and professional development. I regularly attend industry conferences, webinars, and seminars to stay informed about legal updates, emerging trends, and best practices in employee relations. Additionally, I subscribe to relevant publications and newsletters to keep abreast of changes in labor laws and regulations. This commitment to ongoing learning allows me to provide expert advice to my clients and help them navigate the complexities of employment law.”

Why it’s a strong answer:

– Situation: Clearly states the task of staying up-to-date on the latest labor laws and regulations.
– Task: Defines the specific actions taken, including attending conferences, webinars, and seminars, subscribing to publications, and engaging in continuous learning.
– Action: Describes the actions taken to address the task, including setting clear goals, providing specific feedback, actively listening to concerns, and fostering a sense of trust.
– Result: Highlights the positive outcome of providing expert advice to clients and helping them navigate the complexities of employment law.

7. Example Answer:

“I believe that unionization and collective bargaining can be valuable tools for ensuring fair treatment and protecting employee rights. However, I also recognize that unions may not always be the best fit for every organization. In my previous role, I worked with both unionized and non-unionized workforces, and I have experience in conducting union negotiations. I approach union negotiations with a collaborative mindset, seeking common ground and mutually beneficial solutions. I believe that open communication, transparency, and a willingness to compromise are essential for successful negotiations. My goal is to create a work environment where employees feel valued, respected, and have a voice in their workplace, regardless of their union status.”

Why it’s a strong answer:

– Situation: Clearly states the task of discussing thoughts on unionization and handling union negotiations.
– Task: Defines the specific actions taken, including approaching union negotiations with a collaborative mindset, seeking common ground, and fostering open communication.
– Action: Describes the actions taken to address the task, including setting clear goals, providing specific feedback, actively listening to concerns, and fostering a sense of trust.
– Result: Highlights the positive outcome of creating a work environment where employees feel valued, respected, and have a voice.