Review the evidence signals before interviewing. Then use the anchored descriptions—not instinct alone—to choose the score that best matches each answer.
01
Evaluation factor
Execution and reliability
35% weight
Check volume handled: joiners and leavers processed monthly, contract and offer letter turnaround, right to work checks, payroll cut-off dates, and HRIS platforms such as BambooHR, Workday or SAP SuccessFactors.
Evidence to listen for
Describes a workload they owned and how they kept it from slipping
Names the tools and systems they ran day to day
Can talk about volume: tickets, inboxes, orders, uptime
Nothing quietly falls through when they are busy
Five-point scoring guide
1
Poor
Cannot describe their own workload; things slip without them noticing.
2
Needs Improvement
Handles routine volume; drops work under pressure.
3
Satisfactory
Reliable on steady-state work; struggles when volume spikes.
4
Very Good
Consistently reliable at real volume with a system for staying on top.
5
Excellent
Names monthly headcount handled, hits payroll cut-offs without chasing, and keeps employee files audit ready across a named HRIS.
02
Evaluation factor
Improving the process
25% weight
Probe what they streamlined: onboarding checklists, e-signature workflows, absence tracking, self-service portals, or template libraries that cut manual data entry and duplicate records.
Evidence to listen for
Has changed a process rather than only following one
Can name what was slow or error-prone and what they did about it
Documents so the improvement survives them
Knows when a process is worth automating and when it is not
Five-point scoring guide
1
Poor
Follows instructions only; no sense that process can change.
2
Needs Improvement
Notices problems but escalates rather than solving.
3
Satisfactory
Makes small improvements; impact is local and undocumented.
4
Very Good
Has redesigned a real process with measurable effect.
5
Excellent
Describes a specific fix (for example DocuSign onboarding packs) with before and after time saved or error rates.
03
Evaluation factor
Judgement and autonomy
25% weight
Assess handling of sensitive situations alone: GDPR subject access requests, grievance note-taking, probation deadline escalation, and knowing when a query belongs with the HR Business Partner or payroll.
Evidence to listen for
Knows what to decide alone and what to escalate
Handles an exception without freezing or improvising recklessly
Protects confidentiality and access appropriately
Asks a clarifying question rather than guessing on something costly
Five-point scoring guide
1
Poor
Either escalates everything or acts recklessly on their own.
2
Needs Improvement
Needs frequent direction; uneasy with exceptions.
3
Satisfactory
Sound judgement on familiar decisions.
4
Very Good
Clear sense of their own authority; handles exceptions well.
5
Excellent
Draws a clear line between administrative decisions taken solo and matters escalated, citing confidentiality and data protection reasoning.
04
Evaluation factor
Communication
15% weight
Look for tone with anxious new starters, managers chasing contracts, and finance querying deductions; test written clarity in policy explanations and reference request responses.
Evidence to listen for
Writes clearly enough that people act without a follow-up
Manages expectations before a deadline slips, not after
Handles a frustrated colleague or customer calmly
Works across time zones or async where the role needs it
Five-point scoring guide
1
Poor
Unclear written communication; goes quiet when things slip.
2
Needs Improvement
Communication needs chasing; raises problems late.
3
Satisfactory
Clear enough day to day; proactive updates are inconsistent.
4
Very Good
Clear, proactive, and calm under pressure.
5
Excellent
Explains policy in plain language, responds to managers within agreed SLAs, and stays neutral in emotionally charged exchanges.
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