They had no concept of a HRBP or the functionality of the HR department , hence they were keen on knowing how the HRBP role adds value and what is the significance of the employee life cycle management. They also had no concept of the establishment of a competency process or designtion, and thought it was a miopic view and could be looked into later in an organization. what mattered was to simply connect with the employees and keep them happy and hire the right people
Why should we hire you? Why Volumental?
I don't recall the questions but the questions were not unexpected questions.
They asked questions related to the roles I have undertaken so far, including some scenario-based inquiries and experience-related discussions. Additionally, they explored my future aspirations, both in my career and in life.
Tell me about your work experience Work examples
Tell me about a time you had to reprioritize quickly for high urgency project.
Previous working experience, motivation, your interest
What do you think the people challenges for our brand are?
Walk me through your background and experience? What is my philosophy on performance management? Have I worked across the globe and supported business units at an international level? Compensation history.
Do you have one-on-one conversations with managers and how are you dealing with that?
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