"I always start by doing a needs assessment to determine what type of policies would benefit the company and its employees the most. I do this by talking to employees, analyzing reports, such as work-related injury reports, and evaluating current policies. I will then create new policies based on my findings and make myself available to employees who have any questions to ensure they understand the new policy."

"I thoroughly look through every applicants' resume to ensure they have the qualifications we're looking for. If they do, I will call them for an interview and discuss their experience and skills. I ask a variety of technical, behavioural, and situational questions to get to know the candidate. I look for confidence in candidates as it shows that they have experience and are knowledgeable about the position."

"When someone reports harassment, I set a meeting with them and thoroughly discuss the situation. I take detailed notes to look over later and explain the employee's rights to them. I will then follow the company's protocol for reporting the harassment to management to ensure the necessary disciplinary actions take place."

"I've had to terminate a handful of employees in my previous position. Their supervisors felt like the employees were not meeting company standards, even after multiple verbal and written warnings. When terminating someone, I will call the employee into my office or another private space and explain to them why they are being terminated. I will address any questions they have to eliminate misunderstandings. I then collect their work-related devices, keycard, or ID to ensure they don't accidentally leave with them. When they leave, I will fill out the necessary paperwork."

"I think my greatest strengths as an HR Generalist are my interpersonal and communication skills. A big part of my job is getting to know the employees and their needs, so having strong interpersonal skills is important. I'm able to create a safe, welcoming work environment for employees by communicating with them and letting them know I'm always available to talk or address concerns."

"To ensure employees are as happy as they can be with their work, I implement an open-door policy. This ensures that employees feel comfortable approaching me with any concerns. If they do have concerns, I try to address them immediately so employees know I have their best interests in mind. I also create policies that focus on safety and inclusivity for all employees."

"I think a 360-degree feedback performance review is one of the best options. It gives employees a comprehensive look at their performance at work and their skills. This type of performance review is very detailed as it includes feedback from anyone the employee works with, including their peers and the entire management team. It easily allows the employee to see what areas they need to improve in and determine how well they're doing."

"My favourite aspect of human resources is career planning with employees. I enjoy learning more about my colleagues and helping them reach their goals. It also gives me the opportunity to help employees feel more satisfied with their work and the direction they're heading."

"As an HR Generalist, I stay as neutral as possible when handling conflict between two employees. I do so by taking each employee aside and listening to their side of the story. I will then bring them together to discuss their conflict while I act as a mediator to ensure the conversation is productive. Discussing the problem with a neutral third party often helps employees come to a solution. If they can't, I will offer one."

"I recruit new employees in a number of ways. My main method of recruitment is posting compelling postings on job boards. I make them as detailed as possible to attract the right candidates. I also implement an employee referral programme where current employees can refer their friends or professional connections and get a reward, such as money or time off."

"From my previous roles, I have experience using Workday, Oracle PeopleSoft, UKG Pro, Lanteria HR, and SAP SuccessFactors. These types of HR software helped me stay organised and keep track of all my employees. I am happy to learn how to use any other software or tools you prefer as well."

"To improve company culture, I strive to create a welcoming work environment. This includes listening to employees and encouraging them to share their thoughts or concerns. This shows staff that we value their opinion. I also implement an open-door policy to encourage employees to communicate their needs with me. Every few months, I will conduct a culture audit and adjust my strategies as necessary."

"I recently learned how to use BambooHR, a type of software that helps keep track of applicants, time and attendance, onboarding, employee profiles, and their performance. BambooHR helped me streamline my work and focus more on building relationships with my employees."

"I keep accurate records by using HR software, such as BambooHR, as it allows me to write detailed notes and track employees' performance. I double-check all the information I input to ensure I'm not assigning it to the wrong employee. Using this software also helps me keep employee information private."

"I have had one employee not show up to their shift for a week with no prior communication. After a week of constant calling and e-mailing, the employee wouldn't answer, so we terminated their employment. I created a job post and started looking for a new candidate. In the meantime, the former employee's colleagues were able to take on some of their workload. I was able to find a great new candidate within a week and hired them to take over the position."