Whether you specialise in HR, payroll, HRIS or reward, making a strong first impression during the interview process is essential to stand out in today’s HR job market. At Frazer Jones, we support HR professionals at every stage of their career journey, helping you navigate the recruitment process and secure roles that match your skills, ambitions and values.

Understanding the interview process

The job interview is your opportunity to showcase not only your technical expertise but also your communication skills, interpersonal skills and understanding of company culture. For HR professionals, this is a chance to demonstrate your knowledge of human resources best practice, your approach to employee relations and retention, and your ability to contribute to the organisation’s employer brand.

Preparation is key. Start by reviewing the job description in detail, identifying the key areas where your experience and competencies align. Think about the metrics that matter in the role, whether it’s time to hire, performance management or wellbeing initiatives, and prepare examples from your previous roles that illustrate your impact.

“The market is tricky and candidate-rich right now. Interim professionals, especially in payroll, need to be even more prepared. Know the firm, understand their systems, and be ready to discuss how you can add value from day one. Make sure you’ve checked recent news about the company and have a clear understanding of their current challenges.”

Leveraging your recruiter

Working with a specialist recruiter like Frazer Jones can give you a real advantage. Our consultants have deep sector knowledge and access to opportunities that aren’t always advertised. We support you throughout the recruitment process, from refining your CV and cover letter to preparing for job interviews and negotiating job offers.

A recruiter can help you understand the types of questions you might face, including competency-based and behavioural questions. If you’re preparing for a video or telephone interview, we recommend reading our Candidate guide to video and telephone interviews and How to survive a video interview guide. For those facing competency-based interviews, our Guide to competency-based interviews and The STAR method of behavioural-based interviews are essential reading.

But partnering with a professional recruiter isn’t just about finding job opportunities. We also act as your advocate, providing expert guidance at every stage. We help you prepare for interviews, brief you on the company culture and stakeholders, and support you in negotiating the best possible job offer. Our network gives you access to roles that match your skills and ambitions, and our honest feedback helps you make informed decisions about your next move.

Preparing for your interview

Preparation goes beyond reading the job description. Research the company’s employer brand, recent news and social media presence. Use LinkedIn to learn about the stakeholders and hiring managers you’ll be meeting. If you’re working with a recruitment agency, ask for a prep call to discuss the interview format, potential interview questions and any hypothetical situations you might encounter.

Think about the competencies and soft skills that will make the best candidates stand out. Be ready to discuss your approach to problem-solving, your thought process in challenging situations, and how you’ve contributed to talent acquisition, retention and employee relations in previous roles.

“If you’re working through an agency, insist on a prep call. This is your chance to go over any questions or interview techniques before you speak to the client. For payroll roles, be ready to talk about specific systems you’ve used and how you’ve handled complex payroll scenarios.”

Making a strong first impression

Whether your interview is in person or virtual, punctuality and professionalism matter. Dress appropriately for the company culture and bring a copy of your CV and cover letter. Be ready to discuss your previous roles, achievements and how you’ve contributed to the organisation’s success.

During the interview, focus on building rapport with the interviewers. Demonstrate your communication skills, interpersonal skills and ability to work with diverse team members and stakeholders. Use specific examples to illustrate your competencies and achievements, and don’t be afraid to discuss metrics, such as improvements in time to hire, retention or performance management, that show your impact and why you are the right candidate.

What questions can you expect to be asked?

Interviewers will often use a mix of competency-based, behavioural and hypothetical questions to assess your suitability. Be prepared for questions such as:

• Can you give an example of how you have improved a process or solved a problem in a previous role?
• How do you approach employee relations issues or support team members through change?
• Describe a time when you had to use your communication skills to influence stakeholders.
• What metrics do you use to measure the success of your HR initiatives?
• How do you ensure accuracy and compliance in payroll or HRIS processes?
• Tell us about a time you had to adapt quickly to a new system or way of working.

For more on answering behavioural questions, our read our article on the STAR method.

“When you conclude the interview, always ask about next steps. This shows you’re committed to the process and invested in seeing it through. And remember, the interview is a two-way street, so make sure you’ve had a chance to ask all your questions, visit the office and meet your line manager in person before accepting any job offers.”

What questions should you ask your interviewer?

Asking thoughtful questions at the end of your interview shows initiative and genuine interest in the role. It also helps you assess whether the company is the right fit for you. Consider asking:

• What are the key areas of focus for the team over the next six months?
• How does the company support employee wellbeing and retention?
• What does a successful onboarding process look like here?
• How is performance management approached, and what metrics are most important?
• Can you describe the company culture and how the HR function supports it?
• What are the next steps in the recruitment process?

For more ideas, see our Guide to competency-based interviews, which includes examples of the types of questions that can help you assess whether the company is the right fit for you.

Following up and making an informed decision

After the interview, follow up with a thank you note to the hiring manager. This reinforces your interest and professionalism. Reflect on your candidate experience: what went well, and what you might improve for future interviews.

If you receive a job offer, take time to consider the company culture, team members and whether the role aligns with your career goals. Your recruiter can help you understand the offer, negotiate terms and ensure you’re making an informed decision.

Securing your next HR role, whether interim or permanent, is about more than just answering interview questions. It’s about demonstrating your value, understanding the recruitment process and making choices that support your career progression and wellbeing. At Frazer Jones, we’re here to support you every step of the way, from your first application to your successful onboarding.

If you’d like tailored advice or support with your next interview, or want to discuss your career options in HR, payroll, reward or HRIS, please get in touch.