Top interview questions to expect

1. Tell me about a time you had to deal with a difficult employee.
2. Describe a situation where you had to negotiate with a union representative.
3. How do you stay up-to-date on labor laws and regulations?
4. What is your experience with conflict resolution?
5. Give an example of a time you had to implement a new policy or procedure.
6. How would you handle a situation where employees are unhappy with their working conditions?
7. What are your salary expectations?

Check the latest questions for this role:

Answering interview questions with STAR structure

The STAR method is a powerful tool for answering behavioral interview questions. It stands for Situation, Task, Action, and Result. When using this method, you will first describe the situation you were in, then the task you had to complete, the action you took, and finally the result of your actions. This helps you provide a clear and concise answer that demonstrates your skills and experience.

Sample answers to above interview questions

1. Tell me about a time you had to deal with a difficult employee.

Example Answer:
“In my previous role at [Company Name], I was responsible for managing a team of 10 employees. One team member, let’s call him John, consistently missed deadlines and had a negative attitude. I noticed his behavior was affecting team morale, so I decided to address it.

I met with John privately and expressed my concerns about his performance. I listened to his perspective, which revealed he was struggling with personal issues that were impacting his work. I then worked with him to create a personalized action plan, including setting clear expectations and providing additional support. We agreed on a weekly check-in schedule to monitor his progress.

Within a few weeks, John’s performance improved significantly. He became more engaged and positive, and his contributions to the team became valuable again. This experience showed me the importance of understanding the root cause of employee issues and tailoring solutions accordingly.”

Why this answer is strong: This answer effectively uses the STAR method to demonstrate the candidate’s ability to handle difficult employees. It shows initiative, empathy, and problem-solving skills.

2. Describe a situation where you had to negotiate with a union representative.

Example Answer:
“At my previous company, we were negotiating a new union contract. The union was demanding a significant wage increase, which the company was hesitant to agree to. I was tasked with representing the company in these negotiations.

I carefully prepared for the negotiations by researching industry standards and analyzing the company’s financial situation. During the negotiations, I listened carefully to the union’s concerns and presented a counterproposal that addressed their needs while remaining within the company’s budget. I used my knowledge of labor laws and negotiation techniques to build a strong case for our position.

After several rounds of negotiations, we reached a compromise that was acceptable to both parties. This experience taught me the importance of preparation, active listening, and finding creative solutions in negotiations.”

Why this answer is strong: This answer demonstrates the candidate’s negotiation skills, knowledge of labor laws, and ability to find compromises.

3. How do you stay up-to-date on labor laws and regulations?

Example Answer:
“Staying current on labor laws is crucial in my role. I subscribe to industry publications like [Name specific publications], attend relevant webinars and conferences, and network with other labor relations professionals. I also regularly check the websites of the [Name relevant government agencies] for updates and new regulations. This proactive approach ensures I have the most current knowledge to advise the company and ensure compliance.”

Why this answer is strong: This answer demonstrates the candidate’s commitment to professional development and staying informed about industry trends.

4. What is your experience with conflict resolution?

Example Answer:
“I have a strong background in conflict resolution. In a previous role, I was involved in resolving a dispute between two departments over resource allocation. I brought the parties together, actively listened to their concerns, and facilitated a discussion to identify common ground. We ultimately reached an agreement that satisfied both departments and allowed them to work together more effectively.

I believe in using a collaborative approach to conflict resolution, focusing on finding mutually beneficial solutions. I also understand the importance of remaining impartial and objective during the process.”

Why this answer is strong: This answer demonstrates the candidate’s experience and skills in conflict resolution, highlighting their ability to facilitate communication and find solutions.

5. Give an example of a time you had to implement a new policy or procedure.

Example Answer:
“At my previous company, we implemented a new attendance policy to address concerns about employee absenteeism. I was tasked with communicating the policy to employees, answering their questions, and addressing any concerns.

I developed a clear and concise communication plan that included email, meetings, and FAQs. I also provided training sessions to ensure employees understood the policy and its implications. During the implementation process, I actively sought feedback from employees and made adjustments as needed to ensure the policy was effective and fair.

The new policy successfully reduced absenteeism and improved overall productivity. This experience taught me the importance of clear communication, employee engagement, and flexibility during policy implementation.”

Why this answer is strong: This answer demonstrates the candidate’s ability to implement new policies and procedures effectively, showing their communication, problem-solving, and adaptability skills.

6. How would you handle a situation where employees are unhappy with their working conditions?

Example Answer:
“I would first take steps to understand the root cause of the employees’ dissatisfaction. I would gather feedback through surveys, focus groups, or individual conversations. Once I had a clear understanding of the issues, I would work with management to develop solutions that address the concerns.

It’s important to involve employees in the process and consider their perspectives. This could involve making changes to work schedules, providing additional resources, or implementing new policies. I would also prioritize open communication and transparency throughout the process to ensure employees feel heard and valued.”

Why this answer is strong: This answer demonstrates the candidate’s ability to address employee concerns, showing their empathy, communication, and problem-solving skills.

7. What are your salary expectations?

Example Answer:
“Based on my research and my experience in this field, I am seeking a salary range of [State your salary range]. However, I am flexible and open to discussing this further based on the specific details of the position and the company’s compensation structure.”

Why this answer is strong: This answer is concise and professional, demonstrating the candidate’s understanding of their value and their willingness to negotiate.