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10 Chief Human Resources Officer (CHRO) Interview Questions and Answers

Edited by Indeed Employer Content Team
Last updated 26 May 2025
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Indeed’s Employer Resource Library helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.

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Whether you are preparing to interview a candidate or applying for a job, review our list of top Chief Human Resources Officer (CHRO) interview questions and answers.

Hire your next Chief Human Resources Officer (CHRO) today.

Post a job

Hire your next Chief Human Resources Officer (CHRO) today.

Post a job
Our mission

Indeed’s Employer Resource Library helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.

Read our editorial guidelines

What interests you the most about this CHRO role?

The goal of this question is to gauge the candidate’s enthusiasm for the company and the role, and identify whether their focus aligns with yours. What to look for in an answer:

  • Do they mention a specific company strategy or value that they wish to address or improve?
  • Do they offer insight into what they may bring to the role in this area?
  • Do they focus on their workload, rather than remuneration, benefits or perks?

Example:

'I am keen to further develop your company’s employee well-being and engagement program because I believe healthy and satisfied employees make efficient and productive employees. I have experience in this area from my previous role that I can bring to your organisation, such as…'

What is your leadership style, and can you give me an example of how you have used this successfully in the workplace?

Asking this question can help you determine the type of work environment the CHRO candidate will likely create in your business. What to look for in an answer:

  • Does their leadership style align with the company’s core values?
  • Does their answer reveal positive experiences in leading a team?
  • Is the outcome described specific with a tangible result?
Example:

'I have a transformational leadership style, as I encourage everyone to improve their abilities and become more successful. This was successful in my previous role, when I implemented a new performance management system that motivated employees to aspire for promotions and seek the tools to achieve them.'

How is the success of HR initiatives best measured?

The goal of this interview question is to identify if the candidate is business-minded, strategic and solutions-oriented. Their answer may also reveal valuable previous experience in improving business practices. What to look for in an answer:

  • Do they provide examples of techniques that measure success?
  • Do they showcase an outcome-based mindset?
  • Do they refer to previous success achieved in another role?

Example:

'HR effectiveness and success lies in both key performance indicators and job satisfaction among employees. Data such as productivity metrics and financial statements can be analysed alongside employee turnover and staff satisfaction surveys to determine if initiatives are successful.'

What do you consider to be best practices in recruitment and selection?

Asking this question can identify what areas the CHRO candidate prioritises when developing recruitment strategies and policies, such as diversity, technology or compensation. What to look for in an answer:

  • Do the candidate’s priorities align with your company’s strategic goals?
  • Do they understand current employment laws?
  • Does the candidate display business acumen as well as empathy for employees?

Example:

'Using the latest HR technology can reduce bias in the hiring process, which I believe leads to the best candidates being considered for each role. Technology also can make the recruitment process more efficient, providing greater ability to focus on a candidate’s performance during job interviews and testing.'

What certifications or micro-credentials have you obtained since you started working in HR?

The goal of this question is to reveal whether the candidate has upskilled during their career. What to look for in an answer:

  • Is the qualification relevant to the HR field?
  • Is the qualification pertinent to recent trends or workplace challenges?
  • Does the candidate show a commitment to keeping their skills up to date?

Example:

'I completed a micro-credential in developing and applying emotional intelligence because I identified it as a skill that is increasingly important in the modern workplace. However, I also felt that it was a skill I needed to strengthen to successfully move into a more senior role.'

Can you tell me about a difficult situation that you faced in your current role and how you handled it?

Chief Human Resource Officers can effectively deal with emotionally challenging situations, so the primary goal of this question is to determine how the candidate proactively faces and addresses such challenges. What to look for in an ideal answer:

  • Did they act with empathy and professionalism?
  • Do they display advanced problem-solving skills?
  • Did they achieve a satisfactory outcome in the circumstances?

Example:

'I was required to implement a redundancy program in a workforce with many personnel who had served a long tenure with the organisation. By actively engaging and liaising with the workforce and the relevant union, I was able to…'

How would you approach our next enterprise bargaining agreement negotiations?

The goal of this question is to reveal the candidate’s experience in negotiating with employee representatives, and if they hold the negotiation skills required for the enterprise bargaining process. What to look for in an answer:

  • What is their attitude towards employee negotiations and does this align with business values?
  • What past results have they achieved during enterprise bargaining agreement negotiations?
  • Do they showcase analytical and business acumen and strong negotiation skills?

Example:

'I have been involved with many enterprise bargaining negotiations in my previous roles, so I am experienced in the balance required between an employer’s needs and employee demands. My approach would be to focus on modernising the benefits offered, which may play a role in what pay rise amount is acceptable to both the company and employees.'

What employee training programs do you think are important for our industry?

The goal of this question is to determine the candidate’s knowledge of your industry and commitment to employee development. What to look for in an answer:

  • Do they specifically address a common or emerging industry challenge?
  • Are they experienced in implementing training and development programs?
  • Do they show critical thinking and decision-making skills?

Example:

'I believe interpersonal skills are often overlooked in this industry, so an online training course, complemented by a coaching and mentoring program, is a cost-effective way to build these skills in any workforce. If this does not currently exist in your organisation, I would be keen to create a program as one of my earliest priorities.'

How do you stay up to date with changing technologies?

With the evolution of artificial intelligence and other technologies, asking this question can reveal the candidate’s interest in upskilling as well as whether they embrace new ways of working. What to look for in an answer:

  • Are they committed to lifelong learning?
  • Are they enthusiastic about embracing new technologies?
  • What technologies do they refer to, and are they relevant to your organisation?

Example:

'I have taken a hands-on approach to implementing new HR software in previous roles, including trialling demonstration programs myself when software providers offer new products. I also take a keen interest in learning about AI and often spend my spare time trialling new tools to discover its capabilities.'

Which of our corporate values resonates with you the most and why?

Asking this question helps determine if the candidate is a good cultural fit for your organisation. Also, it can show whether they have researched your company and will be able to implement relevant policies. What to look for in an answer:

  • Are they accurate and specific?
  • Are they engaged or passionate about the subject?
  • Do they expand on how this value may apply in their role?

Example:

'Integrity resonates most strongly with me, as I constantly strive to be honest and act ethically. That is why I would seek to implement a new program that recognises the importance of integrity in the workforce by…'

Three individuals are sitting at a table with a laptop, a disposable coffee cup, notebooks, and a phone visible. Two are facing each other, while the third’s back is to the camera. The setting appears to be a bright room with large windows.

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