TOP 30 HR ANALYTICS INTERVIEW QUESTIONS AND ANSWERS

Download ebook

First of all, let’s understand what do we mean by the term HR Analytics interview. Does this term Analytics interview intrigue you? Well, you guessed it right? Analytics indeed means collecting data, that is systematically and statistically analyzed. The information is meaningful and gives insight into the world of HR ( Human resources). There are three types of HR analytics, talent analytics, people analytics, and workforce analytics. The Top 30 HR Analytics interview questions and answers are based on the general data to select a suitable candidate.

Importance of HR Analytics

HR Analytics plays a crucial role in an organisation. They help to develop and frame the right strategies for the employees, build a successful and a reputed graph in the market.

HR supports the entire system and acts as a backbone. The last few years have shown tremendous growth in the demand for HR analytics. To be specific, it has not only benefited in varied ways but has also demonstrated outstanding results.

Aims/ Motto of HR Analytics

HR Analytics aims to study and analyse various datasets. It not only draw insights into an organisation, but also improves the quality of work. Also, focuses on the betterment of its employees. It believes in an employee-centric theory. Therefore, the main motto is to address all the concerns related to the employees, such as employee value, retention rate, approximate attrition rate, turnover rate, and lastly, promotion of deserving candidates. Besides, the above key points, it also helps to create revenue, reduce overall cost, alleviate risk and also follow the plan of action to achieve the goal or set target.

Benefits of HR Analytics

Firstly, it combines data from different sources and systems. The data comprises specific strands in concern, which include performance indicators, absenteeism, employee behavior, flexibility furloughed, skills, costs, and many more criteria, for improving an organization’s workforce. Moreover, it also helps to hire quality hands, build a productive workforce, and achieve employee trust which leads to a decreased attrition rate.

Besides the above benefits, it also contributes to giving visual information that is user-friendly. You will receive answers to your questions in English. Also, it allows you to change your question without re-writing a report. And, moreover, it has the potential to predict the future with accuracy.

Roles and Responsibilities of HR Analytics

• To collate data showing HR productivity and engagement.
• Identifying the underlying causes and trends in employee attrition on the basis of past data.
• Understanding the behavior of a new employee through data analysis.
• Understanding the patterns and correlating various types of data helps to address important concerns such as low employee performance, compensation revision, etc.
• Reporting the facts and the findings to the management to make room for changes and improvements.
• Developing HR strategies to improve overall performance and employee satisfaction levels.

Top 10 HR Analytical Organizations

Many HR analytics organizations have been established in the last few years. However, the top ones on the list are Infor, Visier, TALENTSOFT, MicroStrategy, SAP, IBM, Tableau, Zoho, and many more.

You must prepare yourself meticulously to enter these organizations with confidence. Well, you have nothing to fear. I am going to share the Top 30 HR Analytic Interview Questions and Answers, to calm down your anxiety and boost your confidence. Post-reading the article, you will surely take a sigh of relief and smile with confidence. Why wait? Let’s start.

Top institutions who offer HR Analytics courses : 

• Henry Harvin
• Udemy
• Protouch
• Croma campus
• HR spot and many more.

Without any doubt, Henry Harvin provides top-notch training for HR Analytics Courses in India along with a certified HR Analytics (CHRG) Course curriculum and training facilities that are simply excellent.

To find out more about the course in detail, you can click on the link below : 

https://www.henryharvin.com/hr-analytics-course

The Top 30 HR Analytics Interview Questions and Answers are as follows: 

An interviewer begins with a casual question to break the ice. So, basically, you have to say something about yourself and give reason for selecting the job. The question sounds open-ended, but you don’t have to lose your focus. You need to speak on what motivated you to become an HR analytics, and also about your past experience as an analyst in your previous company.

What interests you the most about being an analyst, and how excited you are to play this role? They might also ask, how did you come to know about this company and what brought you here? So, prepare accordingly and answer confidently.

What is the role of HR analytics?

They are basically asking about the role played as an HR analytics and how it is valuable to the company. Study thoroughly about the role of HR analytics and highlight the main job or task performed by HR analytics.

We are collecting the data from different systems, structuring, analyzing, reporting, and recruiting, all related to employers. Also, to understand and improve the company’s business rate of success.

The interviewer might also ask how would you identify a business issue and what steps you would take to solve it?

So, basically, HR analytics needs to be a good problem solver, keeping in mind the company’s policy and objectives.

• Various HR-related issues are resolved by working with the HR team.
• To cater to clients’ needs, by lending a helping hand in troubleshooting and communicating with customers when required. 
• Being a helping hand to the audit team.
• Giving training on HR-related topics by creating and delivering specialized presentations.
• Sharing best practices, HR policies, and processes with different departments in the organization. 
• HR analytics will analyze and help to identify errors in the data and send reports to the appropriate area of expertise and suggest solutions for the same. 
• HR analytics review employee and candidate data and segregate and save them in their respective database.

Which skills do you require to become an HR Analytics?

• First and foremost, you require a business study degree or the equivalent, along with a year’s experience.
• Be confident and have good knowledge of Computer software programs such as word, PowerPoint, spreadsheet, and database management.
• Be proficient in oral as well as written communication.
• Being people smart and having strong interpersonal skills is a bonus.
• Cmmunicating with individuals having different backgrounds and at all levels, should be an easy task.
• Evaluation and analyzing issues in HR is also one important skill.
• You should have efficacy in research and reading data and reports.
• You should be able to handle and make decisions on confidential matters without making any judgement.

What is HR analytics used for?

HR analytics is a procedure to understand the contribution of each employee towards the rise or growth in the company. It helps in creating revenue for the foundation, lowering over all cost, allevating risks, as well as execute and fulfill plans.

What data analytics are used by companies to solve complex    problems, in other words, how would you describe the four levels of HR analytics “maturity?

HR analytics has four levels : 

Level 1: operational reporting. It comprises past data. You have to understand and reflect on the things that happened in the past and also analyze and find out reasons and draw conclusions for the same. Eventually, we have to understand the importance of that past data and whether is it any more useful to the company.

Level 2: advanced reporting. The frequency of the data reporting is the key element at this level. At this level, reporting is routine, proactive, or sometimes automated. Relationships between variables are given importance at this level.

Level 3: strategic analytics. This level performs a thorough analysis. These analyses focus on the outcome which is drawn by looking at the effect of the relationships between the variables.

Level 4: predictive analytics. This level is considered the highest level of maturity model as it makes predictions. Basically, at this level, the HR departments gather data and use it not only to predict what will happen in the future but also to plan for it. A few examples are “using turnover, promotion, and market data to model scenarios that help with workforce planning,”.

What are analytical tools?

• To keep internal and external data in place, HR analytics needs accurate and comprehensive tools which are extremely effective. Records and metrics that show connections with employee performance appraisals and compensation come under Internal data.
• Where as the information related to departments from within and outside the organization comes under External data. Hence, HR software tools are very beneficial. It offers different benefits, and helps to enable data-driven decisions to improve employee engagement, satisfaction, and cost per hire, reduce attrition, and workforce diversity

What is the benchmark set by HR analytics, in other words, what metrics are measured by HR analytics?

Basically, HR analytics key metrics collect data, which acts as a base or a reference point for HR analytics. It includes : 

Time to hire

Time to fill

Revenue per employee

Training expense per employee

Offer acceptance rate 

Voluntary turnover rate

Absenteeism rate 

Human capital risk

Close pay gaps.

What are your salary expectations?

Salary completely depends on experience though, £24,000 is the standard entry-level wage, however, the candidates who have experience can expect £48,000, as their salary. 

What do you mean by data management?

Data management is keeping, collecting, storing, organizing, maintaining and using the data efficiently, securely, and cost-effectively. Data not only includes many strands such as tasks, different procedures, but also has various policies to be followed along with multiple practices.

What is the objective of data management?

The main motive and objective of data management is bring maximum benefit to the organizations in the most optimum way, by taking the right actions and correct decisions. Basically, data management helps execute plan and policies in such a way, that it improves the quality and importance of data.

Explain the term dashboard in HR

Dashboard in HR is basically a business tool that helps the team of Human Resourse to keep a track, follow, examine, analyze, and report on HR KPI’s. It also helps to gather and combine data from different sources and systems, and later explore the data within the dashboard. It helps to escalate recruiting process, boost employee performance, optimize workplace management.

Why are HR dashboards essential?

Employee event notifications and reminders are sent for those that require follow-up or support. HR Dashboards make it uncomplicated to trace important data like event due dates and workers in overtime. Also, a dashboard can streamline the process of hiring and onboarding employees.

What are the types of data?

There are two types of  Data, qualitative and quantitative. Moreover, they are further classified into 4 types of data, they are as follows : 

• Ordinal
• Nominal
• Discrete
• Continuous

Can excel and spreadsheets be used as a tool for data and business analytics respectively?

Excel is not just a device but not an ultimate solution for data analytics. Moreover, we should use different and unique ways to search for data that is useful, profitable and valuable insights.

What are the three types of decision-making processes?

• The first one is the Routine decision-making process 
• The second one is the Limited decision-making process
• In addition, it is also an Extensive decision-making process

What do you mean by decision models in business analytics?

A decision model is a systematic, structured process that guides the members of a team and helps in making decisions. To be specific, they are visual representations showing the association between data and information, based on which decision is taken. The model helps to analyze to match up with business methods, rules, and performance thesis in the organizations to overcome challenges.

What does HR Report mean to you?

A report means a sheet that displays stats, insights, metrics, and benchmarks related to human resources based on analysis. The main purpose of the same is to bring changes in the organization in a positive way, be it with employers’ performance. recruiting procedures and all the important processes are done with regard to HR.

Name some elements of data management?

• Roles and Responsibilities
• Content and Format
• Data Types and Sources
• Data Storage, Sharing, and Preservation
• Access
• Privacy and Protection
• Costs
• Rationale

What are the 7 levels of decision-making?

• Recognize and identify the decision.
• Collect or gather relevant facts and figures
• Know the various options available
• Evaluate and measure the evidence.
• Crop and select alternatives.
• Manoeuver
• Analyze and review your decision.

Spreadsheet models are helpful, is the statement true? Elaborate on the same.

Many organizations and companies make use of Spreadsheets as it helps to create and manage as well as manipulate data. You can make graphical visualizations, you can add, subtract, divide, and multiply datasets; you can create pivot tables; and eliminate duplicates. Also you can recover data, search all rows and columns but to a limit and acquaint future planning. Institutions can make immeasurable use of spreadsheet programs such as Microsoft Excel and GoogleDocs. 

Why is it hard to manage data?

It is indeed a challenge to manage data. There are many reasons for the same. First and foremost, due to the diversity of data sources, the integration of various data has become difficult. Secondly, the speed at which data is changed has made it complex to save data correctly, and last but not the least, recovering data has become complex because of the large volume of data.

What is an HR Report?

An HR report is prepared analytically by following certain guidelines. In fact, it is made to improvements in all the aspects of work. show referring to HR dashboards, to show It includes process of recruitment, performance level of the employees, resources-related stats, metrics and insights.

What does RStudio mean and give its importance?

RStudio is a language used for computing and statistical graphics. Also, it is used to calculate the sum of the values and then dividing it by the number of values for a series of data. It is free integrated development environment ( IDE) for R – that indicates Mean, Median and Mode.

What is your experience as an HR analyst position?

You must mention and explain about the role you played as an HR analyst in your previous organization. It can be related to your experience, your responsibilities, the modules you used for your work, your dedication towards completing all your targets, and your achievements.

How did you improve yourself as an HR analyst? What steps did you take?

Prepare yourself to answer this question with evidence, that is self explanatory. Also, mention about your workshops that you attended to upgrade yourself, and better your position knowledge wise. In addition, mention about your goals and how you are learning as well as implementing knowledge to achieve those set goals. Finally, mention about your interests and hobbies, and the desire to learn on continuous basis.

Define HR analytics?

HR analytics is the one who helps and supports HR decision making, to achieve a agenda. That is, to helps in making better personnel choices. It is like a string or a chain of Human resources and analytics.

What does the term “predictive analytics” mean to you?

HR anlayst use one of the popular tool named Predictive analytics. An HR analyst can actually predict how a new employee is going to perform, which employee is going to leave the company and make salary estimation by glancing through the job description. This is possible, by using the right data. 

According to you, what is Human Resource Information systems (HRIS)?

Another way to know Human Resource Information systems (HRIS) is by HRMS (Human Resource management system). The information shared by the stakeholders, is very much controlled by the software or system. Likewise, it maintains, manages, store, acquire, and also distributes. HRIS helpts in decision making to boost different approaches. They have a great capacity to be a multitasker and handle multiple tasks efficiently.

Why do we need to process the Human Resource Processes?

Well, it completely depends from one organization to another organization. It is based on size, number of processes to deal with. As, on daily basis the processes combine after a time gap. And lastly, it also depends performing overall number of tasks.

Can you suggest some strategies that could be effective in Human Resource management environment in an organization?

Some strategies are very fruitful and bears good results. Besides the strategies, there are also many factors that play important role, such as : 

1. Most importantly, all the employees must be valued, appreciated and cared for. 

2. Good work should be rewarded too. 

3. furthermore, an effective application such as PeopleSoft HRMS should be put into practice.

4. Managing the things in the rightful manner

5. Last but not the least, effective communication must be practiced in the organisation

Conclusion :

To sum up the topic of HR analytics, we have understood the fact that HR Analytics is definitely playing a crucial role for an organisation. Though, it is still on its way to establishing fully and holding a strong, concrete, and important position in the business market. But, it is catching up with the changing trends and has successfully made its mark. It has a lot to offer in the coming future for both its organisation as well as the respective employees. HR analytics is sure to stay and is definitely going to make better and healthier workplaces.

Download ebook