Interviewing for an HR Role? Here’s What to (and What Not to) Ask

SHRM is spilling the tea on the best questions to ask during your HR job interview ... and some others to save for later. Want to impress that hiring manager? Keep reading.

5 Questions to Ask During Your Next HR Job Interview

Focus on questions that show your interest in company culture and how HR supports it. This won’t only spotlight your knowledge of HR functions; it’ll also help you figure out whether the organization is the right fit for you.

“These questions position you as someone who wants to contribute meaningfully and grow with the team, not just land a role,” said Nicole Belyna, SHRM-SCP, manager of talent acquisition at SHRM.  

“Can you tell me more about the company culture and HR’s role in shaping it?”

Company culture is all about how employees interact at work, and it encompasses the company’s beliefs and organizational design. It’s no secret these things play a major role in shaping employee experience.

This question is an opportunity to show that you get how important culture is and that you’re eager to contribute. Plus, it’s a chance for you to share ideas for enhancing inclusivity or retaining top talent. 

Their answer may also provide a view into life at the company. Can you see yourself thriving there? Remember: You’re interviewing the organization, too.  

“How does the HR team align with the company’s overall mission and values?”

HR does so much more than hire — it empowers the organization’s big-picture goals. By asking this question, you’ll come across as someone who cares how their role connects to the company’s success. Follow up by asking about the team’s key wins or accomplishments. It sends a clear message that you’re interested in impacting the company on a broader scale.

Now, here’s the cat — and we’re letting it out of the bag. Recruiters can’t get enough of candidates who demonstrate knowledge of the company. If you do your homework on the company’s core initiatives and guiding principles, you will position yourself as a candidate who is genuinely interested in the organization.

Proving your passion for its mission — then tying that back to your own potential role? Now that’s an HR power move! 

“What current challenges does the HR team face, and how can this role help?”

Every HR team has its hurdles, such as improving employee engagement and addressing talent shortages. Recruiters love a candidate who is curious about how their role relates to solving problems. Show them that you’re an HR superstar! It even rhymes.

This is also your chance to learn what success in this role looks like and how you can hit the ground running if you get hired. They’re sure to remember you with this proactive approach.

“What kind of growth or professional development opportunities does the company offer?” 

You want stability and the support to learn and develop your skills — everyone does. But here’s the thing: That HR hiring manager wouldn’t want it any other way.

Interviewers love candidates who want to grow, learn, and stick around for the long haul. Asking this shows that you’re thinking about your potential future with the company.

Members-Only Resource: Empowering Employees Through Career Development Strategies

“What are you working on right now that excites you?”

The free coffee sounds nice, but now you want to know what it’s really like to work there.  

This question can give you a glimpse into your interviewer’s day-to-day experience while inviting them to talk about their passion projects. Their answer might reveal insights about the culture, team dynamics, and whether the opportunity is one you’ll genuinely enjoy.

4 Questions Best Saved for Later ... and 1 to Never Ask

Careful, now — don’t risk an HR faux pas. Just as you want a read on the company’s work environment, you’ll want a rundown on pay, benefits, and other crucial details. We want you to find out whether the opportunity will meet your needs — but we also want you to put your best foot forward. Follow our lead.

“These are fair questions, but timing and context are everything. As an emerging HR professional, you’re not only being evaluated on your skills — you’re also being assessed on your judgment and overall professionalism,” said Belyna.

“What does your company do?”

You know better — but here’s a friendly reminder. This is the question you never want to ask! Recruiters expect candidates to display genuine interest in the position — that means coming to the interview prepared. Never ask questions that reveal you haven’t done your homework. Make sure to research the company in advance.  

You’re likely to be asked why you want to work at the company (leave the insurance part out!). Do your research by visiting the organization’s website and reading about its guiding principles. Referencing the company’s current projects or upcoming events is sure to impress a recruiter. Have you read about its latest product launch? Think of it like a pop quiz — it’s best to study, just in case.

“What is the salary?”/“Is the salary negotiable?”

Money talks — we get it. In an ideal world, the position’s pay range would be on the job posting itself. In fact, it’s required in some states, such as New Jersey, Washington, and California.  

However, that’s not always the case. It makes sense that you’d want to know the number — and whether it’s negotiable — sooner rather than later. However, that’s a conversation for a later date. Bringing up your salary too early may signal that you’re much more interested in compensation than in your contribution.  

Consider waiting on negotiation until after you move beyond the screening process or a job offer is extended. Once you’ve proven your passion and merit (and perhaps asked our five pro questions), this conversation is more likely to lean in your favor.

“How much vacation time will I get?”

The slopes aren’t going to ski themselves, and the tickets are much cheaper on weekdays. While it’s important information, asking for specifics about paid time off (PTO) should be left until after you have marketed yourself as a hard-working, results-oriented candidate.  

If you lead with these benefit-oriented concerns, you might give off the impression that you are more interested in employee perks than in making a difference through effective HR solutions. Making your desire for PTO your first impression? PT... oh, no.

“Can I be exempt from working overtime?”/“Will I have the opportunity to work overtime?”

Never accept a job opportunity without a clear understanding of working hours and travel commitments. You need to be certain the job will fit your lifestyle (and not conflict with pickleball practice).  

However, similarly to vacation inquiries, this question might distract from your commitment to excellence in HR if asked too early. Spotlight your skills and achievements before mentioning overtime. 

After detailing your experience and qualification, and the interview seems to be going well, it may be appropriate to ask about overtime expectations in more detail. Leading with merit doesn’t mean putting away your paddle for good.

Members-Only Resource: Which states have daily overtime pay laws?

“Do you offer remote or hybrid work options?”

It’s critical to understand an organization’s work arrangement and potential remote work offerings before committing to work there. Trust us: We love to work with our pets, too. Isn’t it fun to pretend they’re helping?

However, it is best to lead by asking questions that provide a glimpse into company culture and expectations for the role. Asking this too early could lead a recruiter to think that you are inflexible in your preference to work from home.

Recruiters are likely to explain the organization’s work location policy themselves, so save these questions until then. Have a story about a pet becoming an unexpected Zoom call show-stealer? Now might be the time to share it, demonstrating your ability to work from anywhere, despite distractions. 

Pro Questions: Meet Your Workplace Needs

You’ve got the questions — listen closely for the answers you hope to hear. Understand that an engaging and supportive culture is necessary to your well-being in your next HR role. Don’t be too quick to dismiss an opportunity that isn’t the perfect fit, but be certain to keep your boundaries in mind.

Remembering what’s important to you keeps the “human” in human resources.