32, Hiring a HR professional, the key criteria's that we should look at to qualify the candidates
A lot of times, the decision to hire a HR professional is taken by people who are not personally HR practitioners. This makes the hiring decision slightly complex because the interviewer may not always know what questions to ask or how to evaluate whether the candidate will genuinely add value to the human resource function.
Understanding the Education Aspect
The first thing to understand is education. Typically, an HR professional would have a formal qualification such as an MBA in Human Resources, a PGDBM specialising in Human Resources, or a Master’s in Social Work. Over the years, many professionals from other backgrounds have also entered HR by building competencies through certifications, executive education, and structured learning programs.
When evaluating education, the focus should not only be on the highest qualification. It should also include how the individual has continued learning throughout their professional life. This gives a strong indication of how seriously the person has invested in building a career in human resources.
Evaluating Experience in Human Resources
The second critical aspect is experience. Human resources is a vast subject with significant depth. Organisations need to be clear about what kind of HR role they are hiring for. Many roles require HR generalists or HR business partners who have a broad understanding of multiple HR domains.
Other roles require specialists who have deep expertise in areas such as performance management, compensation and benefits, payroll, or learning and development. Before hiring, organisations must decide whether they need a generalist, a specialist, or a deliberate mix of both.
Expecting one HR professional to have deep expertise across the entire HR domain is unrealistic and often leads to dissatisfaction on both sides. Clear role definition helps in making a better hiring decision.
The Importance of Exposure
The third aspect to assess is exposure. Exposure reflects how much practical learning an individual has accumulated by working in different organisational environments. Industry exposure can be useful, but it is not mandatory that a person must come from the same industry to be effective.
Many HR processes are transferable across industries, especially in organisations with similar operating models. What matters is whether the individual understands systems, processes, and people dynamics that are relevant to the organisation’s context.
Putting It All Together During the Interview
Once education, experience, and exposure are clearly understood, the interview process becomes more effective. The interviewer’s role then is to validate whether the candidate truly understands what they claim to have done, whether they can demonstrate learning through examples, and whether they show the potential to deliver results.
If organisations can assess candidates across these three dimensions in a structured manner, they are far more likely to hire an HR professional who can genuinely add value to the organisation.
Related Podcast Episode
This article is based on the transcript of the original podcast of the same name featured in India HR Guide.
The transcript has been translated into this article with the support of AI and a human‑in‑the‑loop process.
