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In today’s work environment, the use of software in HR has become more common. As the tools that your HR department uses evolve, so do your HR roles.
There has always been a need to keep consistent records of employee information to reference and analyze. So, when using modern technology like a human resource information system, or HRIS, there is then a need for an HRIS analyst.
With a mix of IT and HR skills, HRIS analysts can provide your company with a variety of unique insights from employee data. To benefit from this unique skill set, you must first find the right candidate. One of your first steps in your search is to create fitting HRIS analyst interview questions.
To guide your search, use the following HRIS analyst interview questions as a guide for your questions.
HRIS Analyst Interview Questions
How Would You Improve Our Current HRIS Data Management Process?
As with many roles, seeing what value a candidate can bring towards company improvement is beneficial. One of the primary responsibilities of an HRIS analyst is to maintain the management of employee data. Thus, finding new ways to improve and streamline a process can aid in that data management. Additionally, this question can give you an idea of how well a candidate understands your current processes. To make positive change, an HRIS analyst candidate must understand the existing structure first.
Tell Me About Your IT Project Management Experience.
Since an HRIS analyst has experience working with data technology and HR, assessing their IT skills can help you determine a candidate’s value. Specifically, project management in IT can refer to the implementation of new software or policies. Let’s say your current data needs require the installation of a new software program. It is then the responsibility of your HRIS analyst to put together the timeline of this implementation project. This involves the actual software implementation as well as ensuring employees who use it are adequately educated.
Another factor that this question can look at is how knowledgeable your candidate is regarding various software. If your ideal candidate needs experience with numerous software or programs, ensure that your HRIS analyst interview questions look into this important skill set.
Describe How Employee Data Security Has Been Important For Your Role in the Past.
Very often, a company will begin using an HRIS to keep employee data secure. As this HRIS has sensitive data, such as an employee’s personal information, an HRIS analyst needs to prioritize the security of this data. Since an HRIS analyst goes through this data to gather statistics, the process of this analysis should be secure.
So, this question is looking at how your candidate has met the role’s expectations in the past while prioritizing data security. Additionally, this question can also look at how this security extends to the reports your candidate puts together. As these reports use statistics from employee information, making sure they remain secure is crucial.
What Methods Do You Have For Gathering and Analyzing Various HR Statistics?
Like we shared before, a quality HRIS analyst can provide your leadership with insight by analyzing employee data. While you may have methods for analyzing data in place, seeing how a candidate has done this role in the past can show how valuable they are for improving your processes.
Let’s say you need reports on employee data to improve the benefits you currently provide. To find the right candidate, you would start by assessing the experience they have in creating similar reports. Perhaps one candidate has experience making comprehensive reports on how often employees used sick time in correlation to the benefits they had.
This would be an ideal candidate thanks to their in-depth experience in presenting fitting data insights for your inquiries.
Are you in need of a talented HRIS analyst candidate? Contact Interim HR Consulting and partner with its team of HR staffing experts to find the right talent.
IHR cannot and does not provide legal advice. It’s important to consult with qualified counsel before adopting any new policies. It’s also your responsibility to determine whether legal review of work product is necessary prior to implementation.