How to verify that the applicant for the position of a HR business partner sitting in front of you is the right one? Ask him the following questions recommended by the HR Development Blog:
Have you ever built a talent management strategy to support the business strategy of an organization? What approach did (would) you choose? Who did (would) you work with? How did (would) you measure success? What did (would) you achieve?
The aim of this question is to discover whether the candidate understands a company's strategy for the near future, whether he is able to evaluate the talent in the company and identify key gaps. It is also necessary to find out how he can work with various leaders in the organization, suggest solutions to the gaps and set out ways to measure success of his projects.
Describe a situation where you held an unpopular opinion that you considered as an important strategy for the company, and you were able to convince others. How did you do it and what you achieved?
The aim of this question is to determine whether the candidate is able to act strategically and not just tactically as it was common in HR until recently. He will show his knowledge of economic and other trends in the company's indistry. It will also turn out whether he is self-confident, initiative, willing to take risks and whether he can influence others while basing his decisions on business indicators.
Describe your approach to the work of a HR business partner - from strategic to tactical. What processes and resources do you use? How do you know that you focus on right things and you get the right results?
The aim of this question is to get an overview about the ability of the candidate to prioritize and manage time. You should also learn what tools he uses for project management and communication with managers and whether he can act proactively. An open attitude toward feedback is a matter of course.
-Kk-