If you’re in HR, chances are you’ve led dozens—maybe even hundreds—of interviews. But here’s the thing: just doing interviews doesn’t mean doing them well. And when hiring goes wrong, it often traces back to one place—the interview process.
So how do you conduct interviews that are structured, inclusive, and insightful?
That’s what we’ll cover here. Whether you’re an HR generalist, recruiter, or people ops lead, this guide will walk you through exactly how to conduct an interview as an HR professional—with confidence and clarity.
This post is part of our larger guide: How to Conduct an Interview: A Complete Guide for Employers and Interviewers. Be sure to check that out too.
What Makes the HR Interview Unique?
Unlike hiring managers who focus on technical fit or domain knowledge, HR interviews are designed to assess:
- Cultural alignment
- Soft skills
- Motivational fit
- Behavioral patterns
- Integrity and professionalism
You’re the gatekeeper before a candidate even gets to the team lead.
Step-by-Step: How to Conduct an Interview as an HR
1. Prepare Like a Pro
Your job starts before the Zoom link goes live. Prep includes:
| Task | Description |
| Review the resume | Don’t just skim. Note career shifts, gaps, or role patterns. |
| Understand the role | Get clear on what the hiring manager actually needs. |
| Align with stakeholders | Sync with the team lead about must-haves and dealbreakers. |
Use the job scorecard (if your company has one) to ground your evaluation.
2. Open Strong
Start by putting the candidate at ease:
- “Thanks for making time—glad to meet you.”
- Give a quick agenda: “I’ll ask a few questions, then leave time for yours.”
- Share the purpose: “This chat is to get a feel for how you approach work and how well you’d fit our culture.”
3. Ask the Right Mix of Questions
The key to a great HR interview? Asking targeted questions that reveal more than what’s on the resume.
Sample HR Interview Questions by Category:
| Purpose | Sample Question |
| Motivation | “What made you apply for this role?” |
| Work ethic | “Tell me about a time you went above expectations.” |
| Adaptability | “Describe a time you had to learn something quickly.” |
| Conflict resolution | “How do you typically handle disagreements at work?” |
| Values | “What’s one work value that matters most to you—and why?” |
Want more depth? Learn how hiring managers run interviews differently for a good contrast.
4. Take Structured Notes
Don’t rely on memory. Use a shared scorecard or simple rubric:
| Category | Rating (1–5) | Comments |
| Communication skills | ||
| Culture fit | ||
| Adaptability | ||
| Integrity | ||
| Overall potential |
This creates consistency across candidates and helps eliminate bias.
5. Let the Candidate Ask Questions
Give them the chance to evaluate you too. Red flags to look for:
- They’ve done zero research
- They ask no questions
- Their questions feel scripted or surface-level
Green flags:
- They ask about team dynamics
- They want to understand company values
- They’re curious about growth and performance feedback
6. Close Clearly and Kindly
Be warm and direct:
- “Thanks again—great speaking with you.”
- “We’re meeting a few more candidates this week, and we’ll follow up within 5 business days.”
- Always be timely with next steps, even if it’s a rejection.
Tips to Improve Your HR Interview Process
| Tip | Why It Matters |
| Standardize your process | Avoids bias and ensures fair comparison |
| Include DEI-focused questions | Shows commitment to inclusion |
| Record your evaluations right after | Your memory fades faster than you think |
| Keep interviews candidate-friendly | Candidates remember how you made them feel |
| Be aware of unconscious bias | Gender, accents, names—watch your assumptions |
Related Guides to Explore
- How to Conduct an Interview: A Complete Guide for Employers
- How to Conduct an Interview as a Hiring Manager
- How to Conduct an Interview for a Sales Position
Frequently Asked Questions (FAQ)
Q: What’s the difference between an HR interview and a manager interview?
HR interviews focus on soft skills, culture, and professionalism. Manager interviews go deeper into technical skills and team fit.
Q: Should HR ask technical questions too?
Only if you’re hiring for a role you’re trained in. Otherwise, focus on how the candidate thinks and works.
Q: How long should HR interviews be?
Usually 30–45 minutes. Enough to dig deep but not overwhelm.
Q: Should HR use interview scorecards?
Yes—scorecards help reduce bias, improve consistency, and speed up decision-making.
Final Thoughts
Knowing how to conduct an interview as an HR professional means balancing structure with empathy. You’re not just screening candidates—you’re shaping the candidate experience and protecting your company’s culture.
When done right, your interviews won’t just spot the best talent. They’ll make great candidates want to work with you.