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You’re interviewing candidates for an Employee Relations position. How can you ask the right questions?

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Employee Relations (ER) is a key skill for any HR professional who wants to foster a positive and productive work environment. ER specialists handle various issues related to employee rights, policies, performance, grievances, and disputes. They also advise managers and leaders on how to effectively communicate and resolve conflicts with their teams.

If you’re hiring for an ER position, you want to find someone who has the relevant knowledge, experience, and abilities to handle complex and sensitive situations. But how can you ask the right questions to assess their suitability? Here are some tips to help you design and conduct an effective ER interview.

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Emad Wassef, SHRM-CP

Regional HR Manager, Employee Relations (Asia, Middle East, and Africa) - GlaxoSmithKline | Certified SHRM-CP |…

1 Assess their ER knowledge

One of the first things you want to do is to test their understanding of the core concepts and principles of ER. You can ask them to define terms such as employee engagement, employee voice, employee relations climate, and employee relations strategy. You can also ask them to explain the legal and ethical frameworks that govern ER, such as labor laws, anti-discrimination laws, and codes of conduct. You want to see if they can articulate the key elements and objectives of ER in a clear and accurate way.

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Emad Wassef, SHRM-CP

Regional HR Manager, Employee Relations (Asia, Middle East, and Africa) - GlaxoSmithKline | Certified SHRM-CP | Certified Assessor
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Ask questions that delve into the candidate's past experiences handling ER situations. Prompt them to describe specific scenarios and the actions they took. Analyze their responses to assess their problem-solving skills, decision-making abilities, and understanding of ER principles. Include a mix of open-ended and closed-ended questions to gauge their theoretical knowledge of ER best practices, labor laws, and conflict resolution techniques. Present the candidate with a real-world ER case study and ask them to analyze the situation, identify potential solutions, and explain their reasoning. This assesses their critical thinking skills and ability to apply ER principles to practical situations.

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Kevin Kasirajan

?? HR Professional | Strategic Human Resources | Organizational Learning & Development | ?? SHRM Member | ?? Lean Six Sigma Green Belt Certified | ?? People-Republic
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Ask situational and behavioral questions about conflict resolution, policy interpretation, employee advocacy, and handling disciplinary actions. Assess interpersonal skills, legal knowledge, and problem-solving abilities.

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2 Evaluate their ER experience

Another important aspect of the ER interview is to explore their previous ER roles and responsibilities. You can ask them to describe the types of ER issues they have handled, the processes and tools they have used, and the outcomes and impacts they have achieved. You can also ask them to provide specific examples of how they have dealt with challenging or difficult ER scenarios, such as employee complaints, disciplinary actions, or workplace conflicts. You want to see if they have the relevant and diverse ER experience that matches your organization’s needs and culture.

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Emad Wassef, SHRM-CP

Regional HR Manager, Employee Relations (Asia, Middle East, and Africa) - GlaxoSmithKline | Certified SHRM-CP | Certified Assessor
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Ask a question like, "Can you walk us through a complex employee relations situation you handled in a previous role? Describe the specific issue, the process you followed to address it, and the tools you used to achieve a positive outcome." Assess ability to achieve positive outcomes, communication and interpersonal skills, understanding of ER principles, problem-solving skills and decision-making abilities.

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3 Gauge their ER skills

Besides their ER knowledge and experience, you also want to assess their ER skills and competencies. You can ask them to demonstrate how they use various ER skills, such as communication, negotiation, mediation, problem-solving, and decision-making. You can also ask them to perform some ER tasks or exercises, such as reviewing an employee policy, drafting an employee feedback survey, or conducting a mock ER meeting. You want to see if they have the practical and analytical ER skills that enable them to perform effectively and efficiently.

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Emad Wassef, SHRM-CP

Regional HR Manager, Employee Relations (Asia, Middle East, and Africa) - GlaxoSmithKline | Certified SHRM-CP | Certified Assessor
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Use specific prompts like, "Describe a time you had to mediate a conflict between two employees. What steps did you take, and what was the outcome?" Analyze their responses to assess their problem-solving skills, decision-making abilities, and understanding of ER principles in real-world situations. Don't limit yourself to just behavioral or hypothetical scenarios. Combine these methods for a well-rounded assessment.

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4 Explore their ER values

Finally, you want to understand their ER values and motivations. You can ask them to share their views and opinions on various ER topics, such as employee empowerment, employee diversity, employee well-being, and employee retention. You can also ask them to explain why they are interested in working for your organization and what they expect from the ER role. You want to see if they have the passion and alignment for ER that fit your organization’s vision and mission.

Hiring an ER specialist is a critical decision that can affect your organization’s performance and reputation. By asking the right questions, you can find the best candidate who can help you build and maintain a positive and productive employee relations climate.

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Emad Wassef, SHRM-CP

Regional HR Manager, Employee Relations (Asia, Middle East, and Africa) - GlaxoSmithKline | Certified SHRM-CP | Certified Assessor
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When asking about past experiences, go beyond just the actions they took. Prompt them to elaborate on the outcomes and impacts of their interventions. Look for responses that demonstrate they achieved positive resolutions, minimized negative impacts, and fostered a healthy work environment.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Emad Wassef, SHRM-CP

Regional HR Manager, Employee Relations (Asia, Middle East, and Africa) - GlaxoSmithKline | Certified SHRM-CP | Certified Assessor
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In my view, the most crucial competency to ensure when interviewing for an Employee Relations role is a combination of strong interpersonal skills and strategic, empathy, communication skills and conflict resolution are the crucial competencies to identify.

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You’re interviewing candidates for an Employee Relations position. How can you ask the right questions?

1

2

3

4

5

1 Assess their ER knowledge

2 Evaluate their ER experience

3 Gauge their ER skills

4 Explore their ER values

5 Here’s what else to consider

Employee Relations

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感谢您的反馈

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You’re interviewing candidates for an Employee Relations position. How can you ask the right questions?

1

2

3

4

5

1 Assess their ER knowledge

2 Evaluate their ER experience

3 Gauge their ER skills

4 Explore their ER values

5 Here’s what else to consider

Employee Relations

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感谢您的反馈

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