Top HR Coordinator Interview Questions: Complete Preparation Guide

1. Introduction

Navigating the interview process for an HR Coordinator position necessitates thorough preparation, especially when it comes to anticipating potential interview questions. This article delves into the varied spectrum of hr coordinator interview questions that you may face, ranging from those probing into your previous experience and motivation, to your technical skills and strategies for handling workplace challenges.

HR Coordinator Role Insights

An HR Coordinator plays a pivotal role within the human resources department, acting as the backbone that supports various HR functions. This multifaceted position requires a blend of organizational prowess, discretion, and interpersonal skills to effectively manage employee relations, recruitment, benefits, and compliance with employment laws. Strong candidates demonstrate a robust understanding of HR principles, coupled with the agility to adapt to the dynamic nature of human resources. Ensuring that their work aligns with the company’s strategic goals while fostering a positive organizational culture are also key tenets of an HR Coordinator’s responsibilities. This section sheds light on what it takes to excel in this role, helping you prepare for interviews with confidence and insight.

3. HR Coordinator Interview Questions

1. Can you describe your previous HR experience and how it has prepared you for the role of an HR Coordinator? (Experience & Relevance)

How to Answer:
When answering this question, you should focus on specific parts of your experience that align with the key responsibilities of an HR Coordinator. Identify experiences that required organization, communication, problem-solving, and the ability to work with various software and HR systems. It’s also helpful to mention any experience with employee relations, onboarding, training, benefits administration, and compliance.

Example Answer:
In my previous role as an HR Assistant, I supported a team of HR professionals in various tasks that are foundational to the HR Coordinator position. I was responsible for maintaining employee records, assisting with the recruitment process, and helping to coordinate training sessions. I often acted as the first point of contact for employee queries, which honed my communication and problem-solving skills. This experience has given me a solid understanding of HR functions and the importance of maintaining a well-organized and employee-centered HR department.

2. What motivates you to work in Human Resources, and specifically, as an HR Coordinator? (Motivation & Cultural Fit)

How to Answer:
The interviewer is looking to understand your personal drive and whether it aligns with the company’s values and the role’s demands. Be honest and talk about what aspects of HR excite you, such as the opportunity to influence company culture, support employee development, or play a part in strategic planning. Explain how being an HR Coordinator fits into your career aspirations.

Example Answer:
I am passionate about working in HR because I believe that employees are a company’s most valuable asset and the key to its success. What motivates me specifically about the HR Coordinator role is the chance to be at the heart of the HR department, facilitating all the moving parts, from recruiting and onboarding to employee engagement and development. It’s a role that requires a unique blend of people skills and organizational abilities, which I find both challenging and rewarding. I thrive in environments where I can help create a positive workplace culture and ensure that employees feel supported and valued.

3. How do you stay updated on changes in employment laws and regulations? (Knowledge & Compliance)

How to Answer:
Discuss the resources and methods you use to keep abreast of changes in employment law and HR best practices. This might include professional publications, memberships in HR organizations, attending seminars and webinars, or networking with other HR professionals.

Example Answer:
Staying informed about employment laws and regulations is critical in HR to ensure compliance and mitigate risks. To stay updated, I:

• Subscribe to HR newsletters and publications, such as SHRM and HR Magazine.
• Attend webinars and conferences focused on HR compliance and legal updates.
• Participate in local HR professional groups and attend their meetings regularly.
• Use online resources such as the Department of Labor website and legal blogs specializing in employment law.
• Maintain a professional network of HR colleagues with whom I discuss changes and share updates.

4. Can you walk us through your process for managing confidential information? (Confidentiality & Data Management)

How to Answer:
Explain your understanding of the importance of confidentiality in HR and outline the steps you take to ensure sensitive information is properly handled and protected. You could mention physical and digital security measures, as well as the principles you follow regarding discretion and the minimum necessary information sharing.

Example Answer:
Confidentiality is paramount in HR, and I manage sensitive information with the utmost care. My process includes several key steps:

• Data Categorization: First, I identify what information is confidential and categorize it accordingly.
• Access Control: I ensure that only authorized individuals have access to this information, based on their role and need to know.
• Secure Storage: Physical documents are kept in locked filing cabinets, and digital information is stored on secure servers with encryption.
• Regular Audits: I regularly review and audit access logs and document handling procedures to ensure compliance with confidentiality policies.
• Training: I keep myself and my team trained on the latest best practices for data protection and privacy laws.

5. Can you give an example of how you’ve handled a difficult situation with an employee in the past? (Conflict Resolution)

How to Answer:
In answering this question, you should demonstrate your conflict resolution and interpersonal skills. Explain the situation briefly, your role in the resolution process, the actions you took, and the outcome. Focus on your ability to remain neutral, communicate effectively, and find a mutually satisfactory resolution.

Example Answer:
In a previous role, an employee was dissatisfied with the outcome of a promotion decision. They felt it was unfair and became quite vocal about their grievances, which started affecting team morale.

• Situation Assessment: I first ensured I fully understood the employee’s concerns and the rationale behind the promotion decision.
• Neutral Ground: I arranged a meeting in a neutral setting to discuss the issues, ensuring the employee felt heard and respected.
• Communication: I clearly explained the decision criteria and how they were applied, providing transparency.
• Support Offering: I offered to work with the employee to identify areas for development to enhance their promotion prospects in the future.
• Follow-up: I scheduled follow-up meetings to monitor the employee’s progress and continue our dialogue.

The situation was resolved amicably, with the employee gaining a clearer understanding of the promotion process and what they needed to work on, which ultimately led to their professional growth and a subsequent promotion the following year.

6. What strategies would you use to improve employee retention? (Employee Relations & Retention)

How to Answer:
This question assesses your knowledge of HR strategies and understanding of what drives employee satisfaction and loyalty. Consider discussing various techniques that cater to employees’ career development, work-life balance, recognition, and the work environment. Be specific about programs or initiatives and how you would measure their effectiveness.

Example Answer:
To improve employee retention, I would focus on the following strategies:

• Comprehensive onboarding: Ensuring new hires have a thorough onboarding process helps them integrate into the company culture and understand their role, which can improve their long-term engagement.
• Career development opportunities: Employees are more likely to stay with a company that invests in their professional growth. This includes offering training, mentorship programs, and clear pathways for advancement.
• Recognition and rewards: Implementing a system to recognize and reward employees for their hard work and achievements can increase job satisfaction and loyalty.
• Work-life balance: Promoting flexible working arrangements, where possible, to help employees manage their personal and professional lives effectively.
• Regular feedback: Conducting performance reviews and providing constructive feedback helps employees know where they stand and what they can improve upon.
• Employee surveys: Regularly gathering employee feedback to understand their needs and concerns, and taking action on this feedback.

To measure the effectiveness of these strategies, I would track retention rates, employee satisfaction scores, and turnover costs before and after implementation.

7. How do you prioritize your tasks and manage your time effectively? (Time Management & Organization)

How to Answer:
Discuss your method for organizing tasks based on urgency and importance, as well as any tools or techniques you use to stay on track. Provide a clear rationale for your approach.

Example Answer:
I prioritize tasks using the following methods:

• Assessing urgency and importance: I evaluate tasks based on their deadlines and impact on the business, which helps in prioritizing what needs attention first.
• To-do lists and planning: I create daily and weekly to-do lists, making sure to allocate time for unexpected tasks or issues that may arise.
• Time blocking: I block out time on my calendar for high-priority tasks to ensure focused work time without interruptions.
• Delegation: When appropriate, I delegate tasks to the right team members, ensuring I can focus on high-priority strategic work.
• Regular review: At the end of each day, I review my task list and adjust priorities for the next day based on what was or was not accomplished.

By using a combination of these strategies, I ensure that I manage my time effectively and stay organized.

8. Describe a time when you had to coordinate a company event or meeting. What was your approach? (Event Coordination)

How to Answer:
Share a specific example that demonstrates your organizational skills, attention to detail, and ability to manage logistics. Explain the steps you took from planning to execution.

Example Answer:
I recently coordinated our company’s annual leadership summit. My approach was systematic and collaborative:

1. Objective setting: I started by defining the goals of the event with the executive team to ensure the event met their expectations.
2. Project planning: I created a detailed project plan with timelines, budgets, and assigned responsibilities.
3. Vendor coordination: I researched and secured vendors for the venue, catering, and equipment.
4. Communications: I managed all internal and external communications, including invitations, confirmations, and day-of-event logistics.
5. Dry run: Prior to the event, I organized a dry run with the team to anticipate and troubleshoot any potential issues.
6. On-site management: On the day of the event, I coordinated with all stakeholders to ensure smooth execution and addressed any issues promptly.

The event was successful, with positive feedback from attendees on the organization and content delivered.

9. How would you handle a situation where you had to onboard a large group of new employees at once? (Onboarding & Project Management)

How to Answer:
Talk about your project management abilities and the processes you would put in place to handle mass onboarding efficiently. Discuss the use of resources, tools, and teamwork.

Example Answer:
Handling the onboarding of a large group of new employees requires careful planning and organization. My approach would be as follows:

• Develop a structured onboarding program: Create a standardized process that can be replicated for each new employee, including general company orientation and role-specific training.
• Use technology: Implement an HRIS system to streamline paperwork and provide a portal for new hires to access important documents and information.
• Team assignments: Assign a team or individual to oversee the onboarding of each new employee, ensuring they have a go-to person for questions.
• Onboarding schedule: Create a comprehensive schedule that includes all training sessions, HR presentations, and any necessary meet-and-greets with key team members.
• Feedback mechanisms: Introduce feedback sessions with the new hires to identify any gaps in the onboarding process and make improvements for future groups.

I would also ensure that all requisite materials and resources are prepared in advance to make the onboarding experience as smooth as possible for each new employee.

10. What is your experience with HR software and databases, and do you have any preferences? (Technical Skills & Adaptability)

How to Answer:
Discuss your hands-on experience with specific HR software and databases, your proficiency in them, and your ability to adapt to new technologies. If you have a preference, explain why, considering features and benefits.

Example Answer:
Throughout my career, I have worked with several HR software and databases, including:

HR Software	Experience Level	Notes
SAP SuccessFactors	Advanced	Used for performance management and HR analytics.
Workday	Intermediate	Managed employee data and benefits administration.
BambooHR	Intermediate	Utilized for onboarding, time-off tracking, and reports.
ADP Workforce Now	Basic	Used primarily for payroll processing.

My preference is SAP SuccessFactors due to its comprehensive suite of HR features, including talent management, HR analytics, and employee experience management. I appreciate its user-friendly interface and robust reporting capabilities, which enable informed decision-making.

I am always eager to learn new systems and can quickly adapt to different software thanks to my strong technical background and understanding of HR processes.

11. Can you explain the importance of HR metrics and how you have used them in the past? (Analytical Skills & HR Metrics)

How to Answer:
When answering this question, it’s important to demonstrate your understanding of HR metrics and their significance in improving HR functions and the overall business. Be prepared to talk about specific metrics you’ve worked with, such as turnover rates, time-to-hire, employee satisfaction scores, etc., and how these metrics have allowed you to make informed decisions or implement HR initiatives.

Example Answer:
HR metrics are critical because they provide quantitative data that helps HR professionals measure the effectiveness of their policies and practices. They can reveal areas needing improvement and help in making data-driven decisions. In my previous role, I frequently worked with the following metrics:

• Employee Turnover Rate: To understand our retention.
• Time-to-Hire: To evaluate the efficiency of our recruitment processes.
• Training Effectiveness: To assess the impact of our training and development programs.

For example, I noticed our employee turnover rate was higher than the industry average. Using this metric, I conducted exit interviews to gather more data, which led to changes in our onboarding process and work environment. As a result, we saw a 15% reduction in turnover the following year.

12. Describe your experience with benefits administration and any challenges you faced. (Benefits Administration)

How to Answer:
Talk about your hands-on experience with managing and administering employee benefits. Discuss any specific programs you’ve worked with, such as health insurance, retirement plans, or wellness programs. Be honest about challenges you’ve faced, such as dealing with complex legal requirements or adapting to new benefits software, and emphasize how you overcame these challenges.

Example Answer:
In my last position, I was responsible for the administration of a variety of employee benefits, including health, dental, vision, and retirement plans. One of the challenges I faced was the introduction of a new benefits platform, which required a smooth transition for all employees. To address this, I:

• Developed a comprehensive communication plan to inform employees about the changes.
• Organized training sessions to ensure that employees could navigate the new system effectively.
• Provided ongoing support and addressed individual concerns and questions.

This proactive approach minimized disruptions and ensured a positive experience for our employees.

13. How do you approach updating company policies and ensuring all employees are informed? (Policy Management & Communication)

How to Answer:
Discuss your method for keeping policies current with regulatory changes and organizational shifts. Explain how you communicate policy updates to the workforce, whether through meetings, emails, or internal platforms. Emphasize your ability to collaborate with other departments when needed and your commitment to transparency and clarity in communication.

Example Answer:
Updating company policies is a collaborative process that involves staying informed about legal requirements and best practices. Here’s how I approach it:

• Regularly review current policies and compare against new legislation or internal changes.
• Work with legal and management teams to draft updates.
• Implement a clear communication strategy to inform employees of changes.

For instance, when updating our remote work policy, I organized a series of informational webinars and distributed an FAQ document to all employees. We also provided training to managers on how to support their remote teams effectively.

14. How would you deal with an underperforming employee who is not meeting company expectations? (Performance Management)

How to Answer:
In your response, showcase your ability to handle performance issues with empathy and professionalism. Describe a step-by-step process that includes identifying the root of the problem, setting clear expectations, and providing support for improvement.

Example Answer:
Dealing with underperformance involves a structured approach:

• Identify Issues: Have a candid discussion to understand potential reasons for underperformance.
• Set Clear Expectations: Communicate what is expected and where there is a gap.
• Action Plan: Work together to create a performance improvement plan with specific goals and timelines.
• Provide Support: Offer resources and regular check-ins to support their progress.
• Evaluate: Continuously assess performance against the plan.

In a previous role, I worked with an underperforming employee by setting up bi-weekly one-on-ones to track progress and provide feedback, which led to a significant improvement in their performance within three months.

15. How do you ensure compliance with diversity and inclusion practices in the workplace? (Diversity & Inclusion)

How to Answer:
Speak about specific initiatives and practices that promote diversity and inclusion in the workplace. Discuss how you monitor compliance and the steps you take to educate and engage employees in diversity efforts.

Example Answer:
Ensuring compliance with diversity and inclusion practices begins with a solid framework and continuous education. Here’s what I’ve done in the past:

• Created a Diversity Committee to lead initiatives and gather employee feedback.
• Implemented Regular Training on unconscious bias and inclusive practices.
• Developed a Diversity Dashboard to monitor diversity metrics and set targets.

Diversity Metrics	Target	Current Status
Gender Balance	50/50	45/55
Ethnic Representation	40%	35%
Age Diversity	20-60+	25-55

This proactive approach fosters an inclusive culture and ensures we’re continuously moving towards our diversity goals.

16. Can you provide an example of when you had to mediate a dispute between employees? (Mediation & Dispute Resolution)

How to Answer:
When answering this question, it’s important to show that you have strong communication and problem-solving skills. Explain the steps you took to understand both sides of the conflict, your approach to maintaining neutrality, and the methods you used to facilitate a resolution. Make sure to respect confidentiality and not disclose sensitive information about the parties or the organization.

Example Answer:
In my previous role as an HR Coordinator, I was tasked with mediating a dispute between two team members who had a disagreement over the allocation of responsibilities in a project. They both felt their workload was unfair compared to the other. Here’s how I managed the situation:

• Initial Assessment: I met with each employee individually to understand their perspectives and concerns fully, ensuring confidentiality and building trust.
• Joint Meeting: I arranged a joint meeting with both parties to discuss their issues in a controlled environment.
• Neutral Mediation: I remained neutral throughout the process, listening to both sides without taking sides or making judgments.
• Collaborative Solution: We worked together to come up with a solution that addressed both of their concerns. This involved re-evaluating the project workload and setting clear expectations for future collaboration.

The resolution led to a more balanced distribution of work, and I followed up with both employees to ensure the agreement was being honored and that relations had improved.

17. How do you measure the success of your recruitment efforts? (Recruitment & Metrics)

How to Answer:
For this question, demonstrate your analytical skills and understanding of key performance indicators (KPIs) related to recruitment. Discuss how you use data to inform your recruitment strategies and improve processes.

Example Answer:
I measure the success of recruitment efforts using a variety of metrics that provide insight into the effectiveness and efficiency of the recruitment process. Some of the key metrics I track include:

• Time to Fill: This measures the number of days from when a job requisition is opened until an offer is accepted. It helps to identify delays in the recruitment process.
• Quality of Hire: This is gauged by evaluating new hires’ performance and retention rates over a certain period.
• Cost per Hire: This includes all costs associated with the recruitment process divided by the number of hires in a specific period.
• Candidate Satisfaction: Measured through surveys that assess candidate experience during the recruitment process.

These metrics help in making data-driven decisions to streamline recruitment processes and improve candidate quality. Here’s a table illustrating how I track these metrics:

Metric	Description	Goal
Time to Fill	Average days to fill a vacancy	Decrease duration
Quality of Hire	Performance and retention of new hires	Improve outcomes
Cost per Hire	Average cost of each hire	Reduce costs
Candidate Satisfaction	Candidate feedback on recruitment experience	Enhance experience

18. What strategies do you use to maintain a positive work environment? (Workplace Culture & Employee Engagement)

How to Answer:
Discuss strategies that demonstrate your commitment to fostering a healthy work culture and promoting employee engagement. Focus on specific initiatives or programs that you have implemented or been a part of, and how they positively impacted the workplace.

Example Answer:
To maintain a positive work environment, I focus on the following strategies:

• Open Communication: Encouraging open and honest dialogue between employees and management. This includes regular town hall meetings and feedback sessions.
• Recognition Programs: Implementing employee recognition programs to celebrate achievements and milestones, which boosts morale and motivation.
• Work-Life Balance: Promoting flexible working arrangements and providing resources for stress management to ensure employees do not feel overworked.
• Team Building Activities: Organizing team-building events and social gatherings to strengthen relationships and foster a sense of community.

19. Can you discuss your approach to employee training and development programs? (Training & Development)

How to Answer:
Explain your approach to identifying training needs, designing programs, and measuring the effectiveness of training and development initiatives. Highlight your understanding of adult learning principles and how you tailor programs to meet the needs of employees at different stages of their career.

Example Answer:
My approach to employee training and development is centered on continuous improvement and career progression. Here’s how I structure it:

• Needs Analysis: Conducting regular skills gap analyses to identify areas where employees could benefit from additional training.
• Customized Learning Paths: Designing personalized training programs based on individual career goals and the needs of the organization.
• Diverse Learning Methods: Incorporating a mix of learning methods, including workshops, e-learning, and mentorship programs, to cater to different learning styles.
• Feedback and Evaluation: Seeking feedback from participants and measuring the transfer of knowledge to the workplace to gauge the effectiveness of the training programs.

20. Have you ever been involved in a layoff process, and how did you handle it? (Change Management & Sensitivity)

How to Answer:
This question is gauging your ability to handle sensitive situations with empathy and professionalism. Discuss your role in the process, how you communicated with affected employees, and the support provided to them during the transition.

Example Answer:
Yes, I have been involved in a layoff process. It was a challenging time, but I handled it with the utmost sensitivity and professionalism. Here’s how I approached it:

• Preparation: Collaborating with senior management to understand the reasons for the layoffs and to plan the communication strategy.
• Empathy and Clarity: Communicating the news to affected employees with empathy, being clear about severance packages, and offering support services.
• Support: Providing resources for career counseling, resume writing, and job search assistance to help affected employees transition.
• Aftercare: Following up with laid-off employees to offer additional support and check on their job search progress.

Throughout the process, it was important to maintain respect and dignity for all employees involved.

21. How do you ensure that your work aligns with the overall goals and strategy of the company? (Strategic Alignment)

How to Answer:
You should emphasize your understanding of the company’s strategic goals and how the HR function contributes to achieving them. Talk about your approach to staying informed about the company’s direction and using that knowledge to guide your decision-making and priorities in your role as an HR coordinator.

Example Answer:
To ensure my work aligns with the overall goals and strategy of the company, I:

• Stay Informed: I regularly attend cross-functional meetings and stay updated with company-wide communications to understand our strategic objectives.
• Align HR Goals: I work with my HR team to set goals that support the company’s strategy, such as talent acquisition targets or employee engagement initiatives.
• Monitor Progress: I track HR metrics that relate to our strategic goals and make adjustments to our HR practices based on that data.
• Communicate: I ensure clear communication between management and employees to promote transparency and alignment on the company’s vision and goals.

22. What role do you see technology playing in the future of HR? (Technological Awareness & Future Trends)

How to Answer:
Discuss the impact of technology on HR practices and how it can streamline processes, improve recruitment, and enhance employee experience. Mention specific technologies that are currently trending or have potential for the future.

Example Answer:
In the future of HR, technology will play a pivotal role in:

• Automation: Streamlining routine tasks such as payroll, benefits administration, and employee onboarding.
• Data Analytics: Utilizing big data to make informed decisions about talent management, performance analysis, and workforce planning.
• Artificial Intelligence: Enhancing the recruitment process through AI-powered applicant tracking systems and improving employee learning with personalized training programs.
• Remote Work: Enabling flexible work arrangements with collaboration tools and maintaining company culture through virtual platforms.

23. How would you handle receiving conflicting directives from multiple managers? (Multi-tasking & Prioritization)

How to Answer:
Demonstrate your ability to navigate complex situations, communicate effectively, and prioritize tasks based on urgency and importance. Explain your approach to resolving conflicts and finding a solution that aligns with the company’s objectives.

Example Answer:
When faced with conflicting directives, I would:

• Clarify Objectives: First, I’d seek to understand the rationale behind each directive to identify any common goals or priorities.
• Communicate Openly: I would communicate the conflict to the involved managers and discuss how the directives impact the company’s objectives.
• Prioritize: If necessary, I would prioritize tasks based on their urgency and importance, seeking guidance from senior leadership if the conflict persists.

24. Can you give an example of a particularly successful hire and what made it successful? (Recruitment Success)

How to Answer:
Share a specific example of a successful hire, detailing the process you followed and why the outcome was positive. Emphasize the methods used to identify the right candidate and how they have contributed to the company.

Example Answer:
One particularly successful hire was for a project manager position. What made it successful:

• Thorough Job Analysis: We conducted a detailed job analysis to understand the skills and qualities needed.
• Targeted Recruitment: We used targeted recruitment strategies to reach candidates with relevant experience in our industry.
• Structured Interviews: We implemented structured interviews to fairly assess all candidates against the same criteria.
• Onboarding: A comprehensive onboarding process helped the new hire integrate seamlessly into the team.

25. How would you address a situation where an employee feels unfairly treated by their manager? (Employee Advocacy & Fairness)

How to Answer:
Explain your approach to addressing employee concerns, highlighting the importance of active listening, investigation, and mediation. Show your commitment to fairness and the well-being of employees.

Example Answer:
In a situation where an employee feels unfairly treated:

• Listen Actively: I would first ensure the employee feels heard by listening to their concerns without judgment.
• Investigate: I would gather all relevant information, including the manager’s perspective, to understand the situation fully.
• Mediate: If appropriate, I would arrange a mediation session between the employee and the manager to address the concerns and find a resolution.
• Policy Review: I would review company policies to ensure fair treatment and consider any changes if necessary.

Step	Action
1. Listen	Allow the employee to share their perspective fully.
2. Clarify	Ask questions to clarify the complaint and gather details.
3. Investigate	Look into the matter by reviewing documentation and conducting interviews.
4. Mediate	Facilitate a discussion between the employee and their manager to address the issue.
5. Resolve	Work toward a fair resolution that aligns with company policies and values.
6. Follow-up	Check in with the employee after the issue has been addressed to ensure their concerns have been resolved.

4. Tips for Preparation

To prepare effectively for your HR Coordinator interview, conduct thorough research on the company, including its culture, values, and recent news. Understand the HR role within the context of the organization. Brush up on relevant HR laws and regulations to showcase your compliance knowledge.

Hone your technical skills with HR software that the company uses or the industry prefers. Reflect on past experiences that demonstrate your competency in conflict resolution, confidentiality, and employee engagement. Remember, providing concrete examples is key to proving your abilities.

5. During & After the Interview

During the interview, remain professional and articulate. Be attentive and show enthusiasm for the role and the company. Interviewers will look for your ability to communicate effectively and how well you align with the company’s values and culture.

Avoid common pitfalls such as speaking negatively about previous employers or appearing unprepared with knowledge about the company. Prepare thoughtful questions for the interviewer about the team, the company’s HR strategies, or professional development opportunities.

After the interview, send a personalized thank-you email to express your gratitude for the opportunity and to reiterate your interest in the role. This gesture can help you stand out. Generally, companies will inform you of the next steps, including when to expect feedback, during the interview. If not, it’s appropriate to ask about the timeline before concluding the session.