10 Questions to Ask Human Resources Professionals

Terkel
Mar 18

 • 

4 min read

Decentralized Question and Answer Marketplace

Table of Contents

What is one question to ask human resources professionals?

To help you with determining what to ask human resources professionals when looking for a new position, we asked experienced hiring professionals and HR managers this question for their best advice.

From asking about the employee experience to inquiring about what career progression and training is available, there are several questions that may help you determine what to ask human resources professionals in the future.

Here are ten questions to ask human resources professionals

  • How’s the Employee Experience?
  • What Positions Would They Like to Fill?
  • Is There Room for Growth?
  • How Has Your Role Changed in the Last 24 Months?
  • Do you Train Personnel?
  • What Makes a Strong Company Culture?
  • How Do You Juggle Initiatives and Human Rights Issues?
  • When May I Hear Back?
  • When is the Team Looking to Hire?
  • What Career Progression and Training is Available?

How’s the Employee Experience?

CEOs and company leaders need to ask HR leaders if company culture supports its employees. HR departments improve the employee experience. They can help CEOs create learning programs that give employees the skills to complete their tasks and overcome challenges. They can identify methods for keeping employees engaged and strategies for staying aligned with our core values.

Bill Glaser, Outstanding Foods

What Positions Would They Like to Fill?

What job openings does your company have? Human resources professionals are experts at the job market and what is going on at their companies in particular. They know information about not only who is being hired and why but also about promotions within the company. They are a great asset and often very resourceful and organized.

Shaun Price, MitoQ

Is There Room for Growth?

Anyone looking for a long-term role with a company should always inquire about opportunities for growth. Does the company promote from within? Is their on-the-job training? Are their options in place to even change to another department down the road? In a world with such low employee retention, it’s important to only apply to companies where you think you’ll fit into their culture. Plus, few workers are happy in the same role, with the same responsibilities, for long.

Lauren Kleinman, The Quality Edit

How Has Your Role Changed in the Last 24 Months?

HR Professionals have had a tumultuous two years as they’ve worked to deal with a pandemic, increased mental health issues, inflation, etc. You should understand how their role has changed. It’s likely some of the changes have been positive, but there’s probably some burnout. They’re working on projects now that they never signed up for and unless you support them correctly, that burnout may cause HR turnover.

Logan Mallory, Motivosity

Do You Train Personnel?

Do you think it is important to train personnel? Why? This question is very recurrent in job interviews for this sector since with your answer you indicate how committed you are to the workers in this area. Although it is a personal answer, it is recommended that you always show your support for the professional growth of your team.

Natalia Brzezinska, PhotoAiD

What Makes a Strong Company Culture?

Companies have Human Resources departments for a reason, and their title is precisely what they’re there for. They are quite literally a resource for a company’s people. When speaking with a Human Resources professional, ask them what they believe makes a strong company culture. Their answer is important to know in learning about your industry, your current company and the future of your career path.

Eric Elggren, Andar

How Do You Juggle Initiatives and Human Rights Issues?

How do you juggle all the initiatives and human rights issues your role entails? When it comes to the role of an HR professional, many of the issues are high-stakes, dealing with things like institutional racism, sexism,misconduct, employee mental health, and more. These issues all need to be tackled at work, but you have limited resources that can’t manage them all at once. Systematically choosing your “Big 3” issues that are the most harmful to your team and addressing those first can help you make real change relatively quickly. Once you create policies and manageable schedules to deal with them, move on to your next Big 3. If you’re fortunate enough to have a big team, creating smaller teams to tackle specific initiatives can help you give each issue the attention it needs.

Samuel Devyver, EasyLlama

When May I Hear Back?

When may I expect to hear back from the company? Be mindful of how quickly they will respond, whether it be a matter of minutes or days. In some cases, HR professionals may take weeks before getting back in touch with you because they are busy filling positions and interviewing candidates. It is important that both parties feel like the process is being given enough time so as not to stress out one another unnecessarily.

Jar Kuznecov, Water Softeners Hub

When is the Team Looking to Hire?

Applicants should always ask when the team is looking to hire so they can plan accordingly with their current role. Some human resources professionals start the hiring process weeks or even months ahead of time so they can ensure they found the right candidate for the position. The team could be hiring urgently, or they’re looking to create a new role in the next 2-3 months. Whatever it is, the applicant can expect when they’ll hear back about the position and what the next steps would look like.

Lillie Sun, Three Ships Beauty

What Career Progression and Training is Available?

One question that shows that you’re interested in progressing and interested in a career rather than just a job is by asking about career progression and trainings that are offered to employees. This question not only shows your ambition for growth and improvement but also shows how much the company is willing to invest in their employees and their growth making it a win-win situation.

John Gardner, Kickoff
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