17 Human Resources Advisor Interview Questions and Answers

Human resources advisors are responsible for ensuring that employees are treated fairly and in accordance with the law. They also work to resolve any employee relations issues that may arise. If you’re looking for a job in human resources, you’ll need to be prepared to answer some tough questions in an interview.

In this guide, you’ll find human resources advisor interview questions and answers that will help you figure out what you want to say during an interview. You’ll also learn what employers are looking for in candidates, so you can highlight your skills and experience in the best possible light.

Are you familiar with the Fair Labor Standards Act?

The Fair Labor Standards Act is a federal law that governs the employment of workers in the United States. Employers ask this question to make sure you understand your responsibilities as an HR professional and how they relate to laws governing labor practices. In your answer, explain what the Fair Labor Standards Act is and why it’s important for human resources professionals to know about it.

Example: “The Fair Labor Standards Act is a federal law that regulates the payment of wages to employees. It requires employers to pay their employees at least the minimum wage for all hours worked. The FLSA also mandates that employers provide overtime compensation to employees who work more than 40 hours per week. I am familiar with the Fair Labor Standards Act because I took a course on labor law during my undergraduate studies. Understanding these types of regulations helps me ensure our company follows them.”

What are some of the most important qualities that an HR advisor should have?

This question can help the interviewer determine if you have the qualities they’re looking for in an HR advisor. When answering this question, it can be helpful to mention a few of your own personal traits that make you a good fit for the role and highlight how those traits are beneficial to the company.

Example: “I think one of the most important qualities an HR advisor should have is empathy. I understand that sometimes employees may feel frustrated or upset when they come to me with questions about their benefits or other HR-related issues. Having empathy allows me to listen carefully to what they’re saying and respond in a way that makes them feel comfortable and understood.”

How would you handle an employee who is not meeting your expectations?

This question can help the interviewer determine how you would handle a challenging situation. In your answer, try to highlight your problem-solving skills and ability to work with others.

Example: “If I had an employee who was not meeting my expectations, I would first meet with them one-on-one to discuss their performance. If they were having trouble performing certain tasks or following company policies, I would offer training opportunities or resources that could help them improve. If they were simply not doing their job well, I would let them know that they need to improve within a specific time frame or face termination.”

What is your experience with employee training and development?

Human resources professionals often have to train new employees and help existing ones improve their skills. Employers ask this question to see if you have experience with employee training and development programs. Use your answer to explain what kind of training you’ve done in the past and how it helped your organization.

Example: “In my last role, I was responsible for creating a company-wide training program. We started by identifying which departments needed more training on specific topics. Then, we created customized training sessions that addressed those needs. For example, we had one session where we taught all customer service representatives how to handle difficult calls. Another session focused on teaching salespeople how to use our online ordering system.”

Provide an example of a time when you had to manage an employee conflict.

Human resources professionals often have to resolve conflicts between employees. Employers ask this question to see if you can use your conflict resolution skills in the workplace. Use your answer to show that you are a strong communicator and problem solver. Explain how you helped both parties come to an agreement or compromise.

Example: “In my previous role, I had two employees who disagreed on which software program they should use for their daily tasks. One employee preferred one software program while the other preferred another. They were at an impasse and unable to work together until I stepped in. I met with each employee separately to hear their concerns. Then, I worked with them to find a solution where they could both be happy. The company purchased a new software program that satisfied both employees.”

If hired, what would be your approach to handling confidential employee information?

Human resources professionals often handle sensitive information about employees, such as their salaries and performance reviews. This question helps employers understand how you would protect this information from being shared inappropriately. In your answer, explain that you would take all necessary precautions to ensure the privacy of employee information.

Example: “I am very aware of the importance of protecting confidential information. I would never share any employee information with anyone outside of human resources without getting permission from the employee first. I also have a background in data security, so I know how to keep electronic records safe. I would make sure to use strong passwords on my computer and other devices at work.”

What would you do if an employee came to you with a complaint about their manager?

This question can give the interviewer insight into how you would handle a challenging situation. Your answer should show that you are willing to help employees with their concerns and want to create an environment where people feel comfortable coming to you for support.

Example: “I would first make sure I understood exactly what the employee’s complaint was, then I would speak with my manager about it privately. If the employee wanted me to be present during the conversation, I would do so. After speaking with both parties, I would try to come up with a solution that satisfied everyone involved. If no compromise could be reached, I would refer the issue to human resources management.”

How well do you handle stress?

Human resources professionals often have to deal with challenging situations, such as employee conflicts and complaints. Employers ask this question to make sure you can handle stress well. In your answer, explain how you manage stress in your personal life or professional experience. Explain that you are able to stay calm under pressure.

Example: “I am a very organized person, so I find it easy to keep track of all the details when dealing with stressful situations. When working with employees who are experiencing conflict, I try to remain calm and listen carefully to both sides of the story. This helps me understand what is going on and figure out the best way to resolve the situation. I also like to think through my actions before making any decisions.”

Do you have any experience working with payroll?

This question can help the interviewer understand your experience with payroll and how you might handle this responsibility in your role as a human resources advisor. If you have previous experience working with payroll, share what you did and how it helped your organization. If you don’t have any experience, you can explain that you are willing to learn about payroll systems if needed.

Example: “I haven’t worked directly with payroll before, but I am familiar with some of the common payroll software programs. In my last position, we used ADP for our payroll system, so I know how to navigate through the program and enter data into the system. I also learned how to calculate overtime pay and other important payroll tasks.”

When performing employee evaluations, how do you determine an employee’s strengths and weaknesses?

This question can help the interviewer understand how you use your critical thinking skills to evaluate employees and make recommendations for improvement. Use examples from past experiences where you used your critical thinking skills to analyze employee performance and develop strategies for improvement.

Example: “I find that it’s important to perform an initial evaluation of an employee before making any suggestions for improvement. I ask questions about their strengths, weaknesses and goals in order to get a better understanding of what they want to achieve within the company. After this initial conversation, I review their performance metrics and compare them to industry standards. This helps me determine which areas they need to improve on and provides me with ideas for how to support them in reaching their goals.”

We want to improve our employee engagement levels. Give me an example of a strategy you would use to do this.

This question is a great way to show your human resources advisor that you have experience with employee engagement and how you would improve it. When answering this question, think of an example of a strategy you used in the past or one you plan on using in the future.

Example: “I recently worked for a company where we wanted to increase our employee engagement levels. I started by surveying employees about what they liked and disliked about their jobs. From there, I created a list of ways we could make improvements. We implemented some changes based on the survey results and saw a significant improvement in employee engagement.”

Describe your experience working with HR software.

This question can help the interviewer understand your experience with HR software and how you use it in your daily work. If you have previous experience using HR software, describe what type of software you used and how you benefited from it. If you haven’t worked with HR software before, explain that you are willing to learn new software if hired for this role.

Example: “I’ve worked with several types of HR software throughout my career. I started out working at a small company where we didn’t have an HR department or any HR software. Instead, I learned how to use Microsoft Excel to track employee information like their vacation time and sick days. When I moved to a larger company, they had an HR system that helped me keep track of all employees’ information.”

What makes you the best candidate for this job?

Employers ask this question to learn more about your qualifications and how you feel you can contribute to their company. Before your interview, make a list of all the skills and experiences that make you an ideal candidate for this role. Focus on highlighting your soft skills like communication, teamwork and problem-solving abilities.

Example: “I believe I am the best candidate for this position because of my experience working in human resources. In my previous job, I helped develop training programs for new employees and created employee handbooks. I also have experience managing payroll and benefits administration. These skills are directly relevant to this role, and I think they will help me succeed here.”

Which industries do you have the most experience working in?

This question can help the interviewer understand your experience level and how it relates to the role you’re interviewing for. When answering this question, it can be helpful to mention industries that are similar to the one you’re applying to work in.

Example: “I have worked primarily in education, however I also have some experience working with small businesses. In my current position as a human resources advisor at an elementary school, I am responsible for helping teachers find new positions when they leave their job or need to transfer schools. This has helped me develop relationships with local businesses who hire our teachers.”

What do you think is the most important role that an HR advisor plays within an organization?

This question is your opportunity to show the interviewer that you understand what an HR advisor does and how it benefits a company. Your answer should include examples of how you’ve helped organizations in the past with this role.

Example: “I believe the most important role an HR advisor plays within an organization is helping employees navigate their way through the human resources department. I have experience working with companies who are implementing new policies or procedures, and my job was to help them understand these changes and provide support when they needed it. For example, I worked for a large corporation where they were changing their maternity leave policy. I met with each employee individually to discuss the change and answer any questions they had.”

How often do you recommend employees for promotion?

This question can help the interviewer understand your experience with employee development. It can also show how often you recommend employees for promotion, which is an important part of human resources work. When answering this question, it can be helpful to mention a specific example of when you recommended someone for promotion and what their reaction was.

Example: “I have helped several employees apply for promotions in my previous role as a human resources advisor. I always make sure that they are ready for the next step in their career before recommending them for promotion. In one instance, I noticed that an employee had been working at the company for five years and had consistently received positive reviews from their managers. I encouraged them to apply for a management position, and they were promoted within two weeks.”

There is a new law that impacts how you do your job. How do you react?

This question is a great way to see how you react to change and adapt your job responsibilities. It also shows the interviewer that you are willing to learn new things and apply them to your work.

Example: “I would first research the law, then I would talk with my manager about what it means for our company. If there were any changes we needed to make, I would help implement those changes as quickly as possible so we could continue doing business in an efficient manner. I would also ensure all employees knew about the changes.”