25 Human Resources Intern Interview Questions and Answers

The human resources department is responsible for a wide range of functions in an organization, from recruiting and hiring to benefits and payroll. As a result, the job market for human resources positions is expected to grow by 7% from 2019 to 2029, according to the U.S. Bureau of Labor Statistics.

If you’re looking to start your career in human resources, you may be wondering what kind of questions you’ll be asked in an interview. The truth is, the questions you’ll be asked will depend on the specific position you’re applying for. For example, if you’re interviewing for a human resources intern position, the interviewer will likely ask questions about your educational background, your career goals, and your skills.

To help you prepare for your interview, we’ve compiled a list of common human resources intern interview questions and answers.

1. Are you familiar with the basic functions of human resources?

This question is a great way for the interviewer to assess your knowledge of human resources and how you apply it in your work. Use examples from your experience to highlight your skills, such as communication, organization and problem-solving.

Example: “Yes, I am familiar with the basic functions of human resources. During my time as an intern in a previous role, I was responsible for assisting with recruitment and onboarding processes, conducting employee orientation sessions, and helping to maintain employee records. I also had experience with payroll processing, benefits administration, and performance management. In addition, I have a strong understanding of labor laws and regulations, which is essential for any successful HR professional. Finally, I’m well-versed in conflict resolution techniques and understand the importance of maintaining a positive work environment. All these skills combined make me an ideal candidate for this Human Resources Intern position.”

2. What are some of the most important qualities for an effective human resources professional?

This question can help the interviewer determine if you have the skills and abilities to succeed in a human resources role. When answering this question, it can be helpful to mention some of your own personal qualities that make you an effective professional.

Example: “The most important qualities for an effective human resources professional are strong communication and interpersonal skills, the ability to think strategically, a commitment to continuous learning, and excellent organizational skills.

Strong communication and interpersonal skills are essential in order to effectively interact with employees and other stakeholders. This includes being able to listen carefully, understand different perspectives, and communicate clearly. It also involves having empathy and understanding of people’s needs and concerns.

Thinking strategically is also key in order to develop initiatives that align with the organization’s goals and objectives. This requires being able to analyze data, identify trends, and make informed decisions.

A commitment to continuous learning is necessary in order to stay up-to-date on best practices and regulations related to human resources. This can include attending conferences, taking classes, or reading industry publications.

Organizational skills are also critical in order to manage multiple tasks and prioritize work efficiently. This includes being able to plan ahead, set deadlines, and track progress towards goals.”

3. How would you handle an employee who was consistently late to work?

Employers ask this question to see how you would handle a challenging situation. They want to know that you can use your problem-solving skills and apply them to real-life situations. In your answer, explain the steps you would take to address the issue with the employee. Show that you value punctuality in the workplace by emphasizing the importance of arriving on time.

Example: “If an employee was consistently late to work, I would first take the time to speak with them one-on-one. During this conversation, I would express my concern about their punctuality and ask if there is anything that can be done to help them get to work on time. If they are unable to provide a satisfactory explanation for their tardiness, then I would explain the company policy regarding attendance and discuss potential consequences of continued lateness.

I believe in providing employees with clear expectations and holding them accountable for meeting those expectations. Therefore, if the employee continues to be late after our initial discussion, I would document each instance of tardiness and follow up with progressive disciplinary action as outlined in the company’s policies. This could include verbal warnings, written warnings, suspension or even termination depending on the severity of the situation.”

4. What is your experience with employee training and development?

Human resources interns often have to develop training programs for employees. This question helps employers understand your experience with employee training and development, as well as how you might approach this task in their organization. In your answer, describe a time when you developed an employee training program or helped facilitate one.

Example: “I have extensive experience with employee training and development. During my previous internship, I was responsible for creating a comprehensive onboarding program that included both in-person and online trainings. I also developed an ongoing professional development program to ensure employees had the opportunity to grow their skillsets. This involved researching new topics, designing engaging activities, and coordinating logistics. In addition, I created a library of resources such as job aids, cheat sheets, and tutorials to help employees quickly access information they need.”

5. Provide an example of a time when you utilized your critical thinking skills to solve an issue at work.

This question can help employers determine how you approach problems and use your critical thinking skills to solve them. When answering this question, it can be helpful to describe a time when you used your problem-solving skills to find an innovative solution to a challenge.

Example: “At my previous internship, I was tasked with developing a new onboarding process for the Human Resources department. This required me to think critically about how best to streamline the process and make it more efficient.

To tackle this issue, I first identified the key steps in the existing onboarding process and then brainstormed ways that each step could be improved. After researching industry best practices, I developed a comprehensive plan that included automated processes, streamlined paperwork, and an updated training program.

The result of my efforts was a successful implementation of the new onboarding process which resulted in a much smoother experience for both new hires and HR staff. My critical thinking skills enabled me to identify areas of improvement, develop a plan of action, and execute the changes successfully.”

6. If hired, what areas of the human resources department would you like to explore?

This question helps employers understand your interest in the human resources field and how you plan to grow professionally. When answering this question, it can be helpful to mention a specific role or department that interests you. You can also explain why you are interested in exploring that area of the company.

Example: “If hired, I would like to explore all areas of the human resources department. As an experienced Human Resources Intern, I have a strong understanding of the fundamentals of HR and am eager to learn more about its various functions. In particular, I am interested in exploring recruitment and selection processes, employee relations, performance management, training and development, and compensation and benefits.

I believe that having a thorough knowledge of all aspects of HR will help me become a better professional and contribute to the success of the organization. Furthermore, I am keen on learning how to use technology to streamline HR processes and create efficiencies within the department. Finally, I am passionate about creating a positive work environment for employees and helping them reach their full potential.”

7. 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 conflict and use your problem-solving skills to find solutions. Your answer should show that you value employees’ opinions, encourage them to voice their concerns and take action if necessary.

Example: “If an employee came to me with a complaint about their manager, I would take the time to listen and understand their concerns. I believe it is important to be empathetic and provide a safe space for employees to express their grievances. After listening to the employee’s complaint, I would then assess the situation by gathering more information from other sources such as coworkers or supervisors. This would help me gain a better understanding of the issue and determine if further action needs to be taken. Once I have all the necessary information, I would work with the employee and their manager to come up with a solution that best meets everyone’s needs. Finally, I would ensure that the problem has been resolved and follow-up with both parties to make sure they are satisfied with the outcome.”

8. How well do you understand federal and state laws regarding employment?

Human resources professionals need to understand employment laws in their state and the federal government. This question helps employers determine if you have a basic understanding of these laws. Use your answer to show that you know how to apply them to human resources practices.

Example: “I have a thorough understanding of federal and state laws regarding employment. During my undergraduate studies, I took courses in labor law and human resources management that gave me an in-depth knowledge of the legal aspects of hiring and managing employees. I also completed an internship with a local law firm where I gained hands-on experience researching and interpreting relevant legislation.

In addition to my academic background, I stay up-to-date on changes in employment regulations by regularly reading industry publications and attending seminars. This helps me ensure that I am aware of any new or revised laws that may affect our organization. Finally, I am confident in my ability to effectively communicate these laws to other members of the HR team and provide guidance when needed.”

9. Do you have any experience using HR software?

This question can help the interviewer determine your level of experience with HR software and how you might use it in this role. If you have no prior experience, you can talk about what you would do if you needed to learn a new system quickly.

Example: “Yes, I do have experience using HR software. During my time as an intern at ABC Company, I was responsible for managing the company’s employee database and payroll system. This included entering new hires into the system, updating existing employee information, and running reports. I also had to troubleshoot any technical issues that arose with the software. In addition, I worked closely with the HR team to ensure compliance with all applicable laws and regulations. My familiarity with the software gave me a great understanding of how it works and how to use it effectively.”

10. When reviewing job applications, what criteria do you use to determine whether or not someone is a good fit for the company?

This question helps employers understand how you use your judgment to make decisions that impact the company’s hiring process. Use examples from previous experience to explain what steps you take when reviewing job applications and making recommendations to managers or HR professionals.

Example: “When reviewing job applications, I use a variety of criteria to determine whether or not someone is a good fit for the company. First and foremost, I look at the applicant’s qualifications and experience. It is important that they have the necessary skills and knowledge required for the role. Secondly, I consider their attitude and enthusiasm towards the position. A positive attitude can go a long way in making an employee successful. Finally, I evaluate the candidate’s cultural fit. It is essential that the individual fits into the existing team dynamic and understands the values and goals of the organization.”

11. We want to increase employee engagement. What would you do to help achieve this goal?

Human resources interns often work with managers to help them create a more positive workplace. Employers ask this question to see if you have any ideas for improving employee engagement and morale. In your answer, explain how you would use your human resources skills to improve the company’s culture.

Example: “I believe that increasing employee engagement is essential to any successful organization. To help achieve this goal, I would focus on creating a positive work environment and fostering strong relationships between employees and management.

To create a positive work environment, I would encourage open communication among all staff members and ensure everyone feels heard. This could be done through regular team meetings or one-on-one conversations with managers. Furthermore, I would also strive to provide meaningful recognition for employees who go above and beyond in their roles. By recognizing hard work, it will motivate others to do the same and increase overall morale.

Additionally, I would prioritize building strong relationships between employees and management. I think it’s important for employees to feel comfortable coming to their manager with questions or concerns. I would suggest implementing mentorship programs or other initiatives to foster these relationships. Finally, I would make sure that employees have access to resources they need to succeed, such as training opportunities, career development tools, and feedback from supervisors.”

12. Describe your process for conducting a performance review.

Human resources interns often conduct performance reviews for employees. This question helps employers understand how you will handle this responsibility and the steps you take to ensure it’s done accurately. In your answer, describe a process you use when conducting a review. Explain that you plan to follow the company’s guidelines for conducting a review and include any additional information about your approach.

Example: “My process for conducting a performance review is centered around providing employees with the feedback they need to be successful. I begin by gathering relevant information such as past performance reviews, job descriptions, and any other documents that may be pertinent to the employee’s role. Then, I schedule a meeting with the employee to discuss their performance in detail. During this conversation, I provide constructive feedback on areas of improvement and praise for accomplishments. Finally, I document our discussion and create an action plan to ensure that the employee has the resources needed to reach their goals.”

13. What makes you stand out from other candidates who may be applying for this internship?

Employers ask this question to learn more about your personality and how you can contribute to their company. When answering this question, it can be helpful to highlight a unique skill or experience that makes you an ideal candidate for the internship.

Example: “I believe my experience and qualifications make me an ideal candidate for this Human Resources Intern position. I have a Bachelor’s degree in Business Administration with a concentration in Human Resources Management, as well as two years of professional HR experience working in both corporate and nonprofit settings. This has given me the opportunity to develop strong interpersonal skills, understand complex organizational structures, and gain knowledge of relevant laws and regulations.

In addition to my education and work experience, I am also highly organized and detail-oriented. I take pride in being able to juggle multiple tasks at once while maintaining accuracy and efficiency. I am also passionate about helping others and providing excellent customer service. Finally, I am a quick learner and always eager to learn new things.”

14. Which industries do you hope to gain experience in during this internship?

This question can help the interviewer understand your career goals and how you plan to achieve them. Your answer should include a list of industries that interest you, along with reasons why you’re passionate about working in those fields.

Example: “I am excited to gain experience in the Human Resources field during this internship. I have a strong interest in learning more about how HR functions within different industries, and I believe that gaining exposure to multiple industries would be beneficial for my growth as an intern. Specifically, I am interested in exploring the technology industry, as well as the healthcare and finance sectors.

I think that each of these industries has unique challenges when it comes to HR, which will allow me to develop my skillset and expand my knowledge base. Moreover, understanding how HR works across various industries can help me better understand the needs of employers and employees alike, allowing me to provide more effective solutions. Finally, I am eager to learn from experienced professionals in each sector, so I can apply their best practices to any future positions I may hold.”

15. What do you think is the most important aspect of a positive work environment?

Employers want to know that you understand the importance of a positive work environment. They also want to see if you have any ideas for improving their current workplace culture. In your answer, explain what makes a good work environment and how you would implement those elements in this role.

Example: “I believe the most important aspect of a positive work environment is fostering an atmosphere of trust and respect. When employees feel that their opinions are valued, they are more likely to be engaged in their work and collaborate with others. This creates a culture of collaboration and open communication which can lead to increased productivity and job satisfaction. Furthermore, when there is mutual respect between coworkers, it allows for better problem-solving and creative thinking.

As a Human Resources Intern, I understand the importance of creating a positive work environment. My experience has taught me how to build relationships with colleagues, listen to different perspectives, and create an inclusive workplace where everyone feels comfortable expressing themselves. I am confident that my skillset and knowledge will help foster a productive and positive work environment at your company.”

16. How often do you think employees should be given performance reviews?

Human resources professionals often have to decide when employees should receive performance reviews. This question helps employers understand how you make these decisions and whether your opinions align with their company’s policies. In your answer, explain the factors that influence your decision-making process and give an example of a time you implemented this policy in your previous role.

Example: “I believe that performance reviews should be conducted on a regular basis. This allows for employees to receive feedback and guidance on how they can improve their work, as well as providing an opportunity for employers to recognize the successes of their team members. I think it is important to have a consistent timeline for reviews so that everyone knows when to expect them. Depending on the size of the organization and the complexity of the roles, this could range from quarterly or semi-annual reviews to annual reviews. It is also important to ensure that there is sufficient time between reviews to allow employees to make meaningful changes based on the feedback they receive.”

17. There is a discrepancy between the number of employees on a roster compared to the number of people who showed up to work. What would you do?

This question is a great way to test your problem-solving skills and ability to think critically. When answering this question, it can be helpful to describe the steps you would take to investigate the discrepancy and find out why there are more people on the roster than in attendance.

Example: “If I were presented with this situation, my first step would be to investigate the discrepancy. I would look into any potential issues that could have caused the difference in numbers such as employees calling out sick or taking a vacation day without notifying HR. Once I had identified the cause of the discrepancy, I would work on resolving it.

I believe communication is key when dealing with employee attendance and roster discrepancies. Therefore, I would reach out to all affected parties to ensure everyone was aware of the issue and what steps needed to be taken to resolve it. This could include speaking directly with the employees who are unaccounted for, their supervisors, and other relevant stakeholders.

Once I had gathered all the necessary information, I would create an action plan to address the issue. This might involve creating new policies and procedures to prevent similar occurrences in the future. Finally, I would document the process and provide regular updates to management so they can stay informed about the progress being made.”

18. What would you do if an employee asked for a raise?

This question can help the interviewer understand how you would handle a challenging situation. Use your answer to highlight your problem-solving skills and ability to collaborate with others.

Example: “If an employee asked for a raise, I would first take the time to understand their request. I would ask questions about why they feel they deserve a raise and what kind of value they have brought to the organization. After gathering this information, I would consult with my supervisor or other HR personnel to determine if the request is reasonable and in line with company policies. If so, I would work with the employee to create a plan that outlines how they can reach their goals and receive a salary increase. This could include setting clear performance objectives and providing feedback on progress towards those objectives. Finally, I would ensure that all paperwork related to the raise is completed correctly and filed away appropriately.”

19. Describe your experience with conflict resolution between employees.

Human resources professionals often need to resolve conflicts between employees. Employers ask this question to see if you have experience with conflict resolution and how you handled it in the past. In your answer, describe a situation where you helped two or more people work through their differences. Explain what steps you took to help them find common ground.

Example: “I have had experience resolving conflicts between employees in my previous role as a Human Resources Intern. I was able to successfully mediate disputes and help both parties come to an agreement that worked for everyone.

My approach to conflict resolution is to first listen to each side of the story and identify any underlying issues or concerns. Then, I work with the individuals involved to find common ground and create a solution that meets their needs. I also ensure that all parties are aware of the company policies and procedures, so they can understand how to best resolve the issue. Finally, I follow up with the individuals after the resolution has been reached to make sure it’s still working.”

20. How do you stay organized when dealing with multiple tasks at once?

Human resources professionals often have to manage multiple projects at once. Employers ask this question to make sure you can stay organized and prioritize your tasks effectively. In your answer, explain how you plan out your day and organize your work. Explain that you use a planner or other organizational tools to keep track of your daily activities.

Example: “I am a highly organized individual and I have developed several strategies to ensure that I stay on top of multiple tasks at once. Firstly, I prioritize my tasks based on their importance and urgency. This helps me focus on the most important tasks first and ensures that nothing is neglected. Secondly, I use various tools such as task lists, calendars, and reminders to keep track of deadlines and progress. Finally, I make sure to take regular breaks throughout the day in order to avoid burnout. These strategies help me stay focused and organized when dealing with multiple tasks simultaneously.”

21. Are you familiar with the various types of compensation and benefits available to employees?

Human resources interns need to understand the various types of compensation and benefits available to employees. This question helps employers determine if you have experience with these processes. In your answer, explain which types of compensation and benefits you’re familiar with and how they apply to human resources work.

Example: “Yes, I am familiar with the various types of compensation and benefits available to employees. During my time as a Human Resources Intern, I have gained experience in researching and understanding the different types of compensation and benefits that employers offer. I understand the importance of providing competitive salaries and benefits packages to attract and retain top talent.

I am also knowledgeable about the legal requirements for employee compensation and benefits, such as minimum wage laws, overtime rules, and health insurance regulations. I can help ensure that an organization is compliant with all applicable laws and regulations when it comes to compensating its employees.”

22. If hired, what strategies would you use to recruit new talent to our company?

Human resources professionals are responsible for attracting new talent to their company. Employers ask this question to see if you have any strategies that you’ve used in the past or plan on using in the future. In your answer, share two or three methods you would use to attract top talent to their organization.

Example: “If hired, I would use a variety of strategies to recruit new talent to the company. First, I would focus on building relationships with local colleges and universities. This would allow me to tap into a large pool of potential candidates who are eager to gain experience in their field. I would also leverage my network of contacts to spread the word about open positions within the company. Finally, I would utilize social media platforms such as LinkedIn and Twitter to reach out to qualified professionals and advertise job openings. By using these methods, I believe I can effectively bring in talented individuals who will be an asset to the organization.”

23. What steps would you take to create a more diverse workplace?

Employers may ask this question to see if you have experience with diversity and inclusion initiatives. They want to know that you can help their company create a more inclusive environment for employees of all backgrounds. In your answer, explain how you would implement programs or practices that support diversity in the workplace.

Example: “Creating a more diverse workplace is an important goal for any organization. To ensure success, I believe it’s essential to take a comprehensive approach that includes both recruitment and retention efforts.

To begin with, I would review the current hiring practices to identify any potential areas of improvement. This could include diversifying job postings, expanding recruiting sources, and developing targeted outreach strategies. I would also look into creating mentorship programs or other initiatives to support underrepresented groups in the workplace.

In addition, I would focus on retaining existing employees by promoting a culture of inclusion and respect. This could involve implementing diversity training, providing resources for career development, and encouraging open dialogue about diversity issues. Finally, I would work closely with management to ensure that all policies are implemented fairly and consistently across the organization.”

24. Can you provide examples of how you have improved processes in past positions?

Human resources professionals often have to improve processes within their organizations. This question helps employers understand how you’ve done this in the past and if you can apply those same skills to their company. When answering, think of a time when you helped change or implement a new process at your previous job.

Example: “Absolutely. In my previous role as a Human Resources Intern, I was able to identify and implement several process improvements that had an immediate impact on the organization. For example, I developed a new onboarding system for new hires which streamlined the process from start to finish. This allowed us to reduce the amount of time it took to get new employees up to speed and enabled us to focus more resources on other areas of the business.

I also worked with our HR team to create a comprehensive employee handbook that provided clear guidelines and expectations for all staff members. This improved communication between departments and helped ensure everyone was working towards the same goals. Finally, I created a database of job descriptions and performance metrics that made it easier to track progress and measure success. All of these initiatives resulted in increased efficiency and productivity across the board.”

25. Do you think it is important to maintain open communication between management and staff?

This question can help the interviewer determine how you feel about human resources and employee relations. It is important to show that you value communication in the workplace, especially when it comes to sensitive topics like compensation or performance reviews.

Example: “Absolutely. I believe that open communication between management and staff is essential for a successful workplace. Open communication allows employees to feel comfortable voicing their opinions, concerns, and ideas. It also helps create an environment of trust and respect between both parties. Moreover, it can help foster collaboration and innovation in the workplace. As an HR intern, I understand the importance of maintaining open communication and would strive to ensure that all lines of communication remain open at all times.”