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As a Human Resources Manager, you have been an interviewer too many times. Perhaps you’ve also conducted workshops on interview skills for your line managers. You would have also received praise for your art of conducting interviews. Recruiting candidates is a routine job for the Human Resources Manager, and interviewing candidates should be second nature. Line managers seeking your expertise to assess a candidate’s potential can also be a frequent occurrence in your typical workday.

What happens when you are drinking and interviewing? When you walk across and sit across the table, looking at your next career leap, facing the interviewer?

Do you feel the same comfort as conducting interviews? If you do, you must be an experienced interviewee and must have had a lot of experience giving interviews. You don’t need to read any further in this article.

HR interviews can be quite tricky and there is a reason I make this statement. When HR people interview, both are aware of the experience that HR professionals possess. All those “interview skills manuals”, interview tips, both sets of people are probably aware of. Therefore, the interview process for HR candidates is an interesting story.

I recently interviewed a woman for a human resources position and was very impressed with her communication skills, articulation of thoughts, meticulous preparation about the company, and fantastic representation of her portfolio of work. Her interview etiquette was amazing. She impressed me and how! I almost felt like I had found the candidate and was calculating the next steps in my mind.

Thanks to one of my previous employers, who had nominated me for the Behavioral Event Interview Skills Workshop, I decided to probe the candidate who had made a terrific impression on me in the first fifteen minutes of the interview.

I am still deliberating whether it was a good decision to do the probing exercise.

Was it responsible for not being able to carry out the selection process further?

Was it the candidate’s inability to substantiate the portfolio of work she described while presenting herself?

Is it how “well prepared” most candidates are for their HR interview that they’re not really that “effective” at their jobs?

That led me to look again at my specs and what I was looking for in the candidate. In my opinion, the following qualities are critical for any HR manager to crack the HR interview

Employers are looking for a real “job portfolio” and not an “ideal job portfolio”

You may not be the one in a ‘glamorous HR role’. your work in your organization and how it has impacted the HR team as a whole.

The three things every employer will look for in a hiring manager during the interview:

1. Your current HR job chart:

Employers want to know what you have been doing for the last year. This is critical to establishing your candidacy’s suitability for what your potential employer has to offer. Bragging about your HR role in the distant past will get you nowhere. You should be adequately prepared to make links to what you have been doing and how that might benefit your future employer’s requirements. Communicating success stories from your previous roles is a real waste of time here. Once you have communicated your current situation and have become comfortable with the interview panel, you can share your past laurels to add the necessary stars to your profile.

What your current role is in your organization and how effective you are in that role is the foundation for your interview discussion to progress further.

2. Credibility as a Human Resources Manager:

One of the HR Manager’s most critical attributes is being a credible HR resource. Every employer or hiring manager would look for an HR candidate who has established credibility in their current organization. During the HR interview, it is absolutely mandatory for a candidate to make this point during the interview discussion. While it may seem like a simple competency, communicating how credible you are as a hiring manager can be tricky. It is advisable to cite examples and incidents in which you have defended causes, reasons and principles as Human Resources Manager to support your organization and stakeholders.

The work you do in your current organization is the foundation for establishing yourself as an eligible candidate for a Human Resources Manager position, the way you do your job will help you create an advantage over other Human Resources Candidates for the possible job.

3. Stakeholder Management or Customer Delight:

During the course of regular work, HR managers often tend to overlook the core deliverable of the HR function. HR is a service function and one of HR’s mandatory deliverables is to create customer satisfaction through HR Services and HR Interactions. Communicating such customer orientation is critical. service during the interview and substantiate this behavior through the narrative of specific incidents and the way in which they have been handled. For example, HR managers who work on the design side of the HR function (L&D PMS, talent management, etc.) should strive to match their job profile, the effectiveness of their work with the requirements of your customers (employees, organization, business managers, etc.). ) during the HR interview discussion. Hiring managers or interview panelists while interviewing HR candidates. H H. they are more likely to be impressed by HR candidates. H H. who understand and value the critical link of HR work. H H. with the overall impact on the organization.

While the above three attributes will give you an advantage over other candidates, it is in your best interest to steer interview discussions in such a way that you become the only candidate for the HR job on offer. So, brush up on your HR competencies and build a compelling HR job portfolio to land your next dream HR job. Get your HR career skyrocketing!

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