HR Interview Process With Questions

This Process Street HR Interview Process With Questions is engineered to guide a manager through a three-stage interview process for hiring a new member of the human resources team.

This template is developed to be part of a larger recruitment process outlined in How to Conduct an Interview: A Full Hiring Process With 11 Premade Interview Processes.

The process works as follows:

• Applicants are sent an application process to fill out via a checklist run link: Job Application Form
• The information from this application process feeds back into the interview process which is triggered on submission using Zapier
• The hiring manager screens the application and arranges the first interview if the candidate appears qualified for the role
• The information gathered in the interview process for the successful candidate is then fed back into the recruitment process to help with onboarding

Throughout this checklist, conditional logic is used to present differing next steps depending on the information entered into the template. 

For example, in task 3 Review the candidate’s application if the manager decides the candidate is not sufficiently qualified the next task would be Inform the candidate they were unsuccessful. If the manager decides the candidate is qualified for the role the next task would be Run a screening interview. 

Within this checklist, there will be form fields where information can be recorded. This information, and information from the initial application process, can be pulled into text boxes in relevant sections to display important context to the interviewer. 

Throughout the template, you will find example questions which might be asked of a candidate applying to be a member of your human resources team. The template can be edited to add custom questions and additional steps to the process if you need them. 

Use this section to enter the details of the candidate and of the checklist being run.

If you’re using the full application process outlined in How to Conduct an Interview: A Full Hiring Process With 11 Premade Interview Processes then the candidate details will be pulled from the prospective hire’s application process and recorded in hidden fields in this task. 

The data in these hidden fields should be shown in this text box through the use of variables. Other information from the candidate’s application process will be shown in relevant sections throughout the checklist.

Candidate name: {{form.Candidate_name}}

Date of application: {{form.Date_of_submission}}

Role applied for: {{form.Role_applying_for}}

Email address: {{form.Candidate_email_address}}

Phone number: {{form.Candidate_phone_number}}

Full address: {{form.Candidate_full_address}}

Social security number: {{form.Candidate_social_security_number}}

US working eligibility: {{form.Candidate_US_eligibility}}

Felony history: {{form.Candidate_felony_conviction}}

Enter any other pertinent information into the form fields below.

Use the information from the candidate’s application to assess whether they should be given a screening interview. 

Use the form field to determine the next stage. 

You can find the candidate’s information below the drop-down. 

The candidate’s answers are automatically pulled from the Job Application Form checklist which was sent to the candidate.

The role applying for:

{{form.Role_applying_for}}

Relevant experience 1:

{{form.Relevant_experience_1}}

Relevant experience 2:

{{form.Relevant_experience_2}}

Relevant experience 3:

{{form.Relevant_experience_3}}

Achievement 1:

{{form.Achievement_1}}

Achievement 2:

{{form.Achievement_2}}

Achievement 3:

{{form.Achievement_3}}

What elements do you believe create a strong team environment?:

{{form.Teamwork_1}}

What task have you undertaken where teamwork played a large role?:

{{form.Teamwork_2}}

Can you provide an example of how you have managed conflict in the workplace?:

{{form.Teamwork_3}}

Tell us about a time in the past where you provided leadership to a team:

{{form.Teamwork_4}}

Why did you want the role:

{{form.Reason_to_work_here}}

Expand on the answer:

{{form.Reason_to_work_explanation}}

What would your autobiography be called?:

{{form.Silly_Q_1}}

If you could steal credit for any art, music, film, or literature what piece would it be?:

{{form.Silly_Q_2}}

Is tea or coffee a better office beverage?:

{{form.Silly_Q_3}}

Describe the emotions you feel when playing a game of monopoly:

{{form.Silly_Q_4}}

Everyone has a good app idea. What’s yours?:

{{form.Silly_Q_5}}

Contact availability:

{{form.Contact_availability}}

A screening interview is an opportunity to work through the information provided by the candidate in the application form and gain a general sense of whether this person may be suited for the role.

You could conduct the screening interview by phone or in person. Often a screening interview is done by phone to conserve time and resources in case the candidate is not a good fit. 

Use the form fields provided to record this information.

If you feel the candidate has passed the screening interview and deserves a more in-depth opportunity to demonstrate their talents, record this in the drop-down below.

In this second interview, you can begin to investigate the candidate’s competencies further.

This is a good time to ask specific questions about the kinds of processes and tools they are familiar with or have used in the past. 

It also provides you with the opportunity to tell the candidate a little about your internal operations and the kinds of procedures the candidate would be working within. With this knowledge, the prospective new hire may be able to demonstrate a greater understanding and find points of shared knowledge to focus on. 

If the candidate is familiar with your general approaches then it may be wise to discuss that.

Use the form fields provided to record the answers. 

If the candidate appears to have a strong understanding of the role then you can record this in the drop-down below and move to the next stage of the interview process.

In this interview stage, you have the opportunity to measure company culture fit. 

If you bring some existing team members into the meeting process then you can gain further feedback to help you make your hiring decision. Moreover, the candidate will have the opportunity to meet some of their prospective colleagues and gain an insight into the kind of company culture within your organization. 

You can also add more questions to this task by building off the information gleaned in the previous interview stages.

Use the form fields to record the information.

Review all the materials contained in this checklist and discuss the different candidates. 

Sometimes you know who jumps out at you and other times it’s a lot harder. 

Consider how you prioritize the following features of a candidate:

• Competency in the role
• Experience in the role
• Whether they’ll fit into the company culture

Use the form field provided for notes.

Ray Dalio, founder and CEO of hedge fund Bridgewater Associates, leaves us with a little suggestion for making a final choice on who you hire. 

Forgive yourself

Making the right choice is a gamble and it’s normal for it not to always pay off.  

You can connect this step with our Employee Onboarding Process.

You can use either Zapier or the checklist run link to take important information for HR from this checklist and insert it into the Employee Onboarding Process. 

Use the drop-down field to confirm your hiring decision and the form field below to identify a reason for your decision which will be passed on to the candidate. 

Use the email widget attached to notify the candidate of their success and let them know you’ll follow up with them in due time. 

It is important to maintain good relationships with other people in life and in work. 

Let the unsuccessful candidate know that they will not be offered the position. If possible, outline some of your reasons for not choosing them for the role. 

You can use the email widget below. 

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