Effective Work Sample Exercises for Hiring a Learning and Development Manager

A Learning and Development Manager plays a pivotal role in an organization's success by empowering employees to reach their full potential through strategic training initiatives. This position requires a unique blend of instructional design expertise, facilitation skills, strategic thinking, and stakeholder management abilities. Traditional interviews often fail to reveal whether candidates truly possess these capabilities or simply know how to talk about them.

Work samples provide a window into how candidates actually approach the core responsibilities of the role. By observing candidates as they design training programs, facilitate learning experiences, analyze training needs, and measure effectiveness, hiring managers can make more informed decisions about which candidate will drive meaningful results. These practical exercises reveal a candidate's thought process, creativity, adaptability, and technical proficiency in ways that interview questions alone cannot.

The best Learning and Development Managers combine theoretical knowledge with practical application. They understand adult learning principles and can translate that understanding into engaging, effective training experiences. Work samples allow you to assess whether candidates can bridge this gap between theory and practice, separating those who merely understand learning concepts from those who can implement them successfully.

Additionally, these exercises provide candidates with a realistic preview of the role, helping them determine if the position aligns with their skills and interests. This mutual assessment reduces the likelihood of mismatched expectations and improves retention of new hires. By incorporating the following work samples into your hiring process, you'll identify candidates who not only understand learning and development principles but can apply them to drive organizational growth and employee development.

Activity #1: Training Needs Assessment and Program Design

This exercise evaluates the candidate's ability to identify skill gaps and design targeted training solutions—a fundamental responsibility for any Learning and Development Manager. Candidates will demonstrate their strategic thinking, instructional design expertise, and ability to align training initiatives with business objectives.

Directions for the Company:

• Prepare a brief case study (1-2 pages) describing a fictional department or team facing performance challenges that could be addressed through training.
• Include relevant details such as team size, current skill levels, business goals, and performance metrics.
• Provide the case study to candidates 24-48 hours before the interview to allow for thoughtful preparation.
• Allocate 20 minutes for the candidate's presentation and 10 minutes for questions and feedback.
• Prepare evaluation criteria focused on needs assessment methodology, alignment with business goals, program design principles, and measurement strategy.

Directions for the Candidate:

• Review the provided case study and identify potential skill gaps contributing to the performance challenges.
• Design a comprehensive training program to address these gaps, including:
• Learning objectives aligned with business goals
• Training methods and delivery formats
• Content outline and learning activities
• Implementation timeline
• Evaluation strategy to measure effectiveness
• Prepare a 15-20 minute presentation outlining your analysis and proposed solution.
• Be prepared to explain your rationale and answer questions about your approach.

Feedback Mechanism:

• After the presentation, provide specific feedback on one aspect the candidate did particularly well (e.g., "Your needs assessment methodology was thorough and data-driven").
• Offer one constructive suggestion for improvement (e.g., "Consider how you might incorporate more experiential learning elements").
• Ask the candidate to spend 5 minutes revising one portion of their proposal based on your feedback, explaining their adjustments and rationale.

Activity #2: Training Facilitation Simulation

This exercise assesses the candidate's ability to deliver engaging, effective training—a critical skill for Learning and Development Managers who often need to facilitate sessions themselves and coach others on facilitation techniques.

Directions for the Company:

• Select a simple, universal workplace skill that can be taught in 10-15 minutes (e.g., giving effective feedback, time management techniques, or active listening).
• Inform candidates about the topic 24 hours in advance.
• Assemble a small group (3-4 people) to serve as "learners" during the simulation.
• Brief the participants on their roles and ask them to engage naturally but include one "challenging participant" who asks difficult questions or seems disengaged.
• Prepare evaluation criteria focused on engagement techniques, clarity of instruction, handling of questions, and adaptability.

Directions for the Candidate:

• Prepare a 10-15 minute training segment on the assigned topic.
• Design your session to be interactive and engaging, incorporating at least one activity or discussion.
• Develop simple visual aids or handouts if appropriate.
• During the simulation, demonstrate best practices in adult learning and facilitation.
• Be prepared to handle questions and adapt to the group's needs.

Feedback Mechanism:

• After the facilitation exercise, provide specific feedback on what the candidate did well (e.g., "Your use of real-world examples made the content relatable").
• Offer one constructive suggestion for improvement (e.g., "Consider how you might engage the more reserved participants").
• Give the candidate 5 minutes to facilitate a brief follow-up segment implementing your feedback.
• Observe how receptive they are to feedback and how effectively they incorporate it.

Activity #3: Stakeholder Collaboration Role Play

This exercise evaluates the candidate's ability to collaborate with subject matter experts and stakeholders—a crucial skill for Learning and Development Managers who must build relationships across the organization to develop effective training programs.

Directions for the Company:

• Prepare a scenario where the L&D Manager needs to interview a subject matter expert (SME) to gather content for a technical training program.
• Create a brief for an interviewer who will play the role of the SME—include their expertise, personality traits (e.g., very busy, technical but not good at explaining concepts simply), and key information they should share.
• Provide the candidate with background information about the training program objectives and target audience 24 hours before the interview.
• Allocate 15-20 minutes for the role play and 10 minutes for feedback and discussion.
• Prepare evaluation criteria focused on relationship building, questioning techniques, active listening, and ability to translate technical information into learning content.

Directions for the Candidate:

• Review the information about the training program objectives and target audience.
• Prepare for a meeting with a subject matter expert to gather content for the training program.
• During the role play:
• Build rapport with the SME
• Ask effective questions to elicit the necessary information
• Demonstrate active listening
• Clarify technical concepts
• Discuss how the information will be incorporated into the training
• Be prepared to handle potential challenges in the conversation.

Feedback Mechanism:

• After the role play, provide specific feedback on what the candidate did well (e.g., "Your questioning technique effectively uncovered the key concepts").
• Offer one constructive suggestion for improvement (e.g., "Consider how you might help the SME understand the importance of simplifying technical jargon").
• Ask the candidate to spend 5 minutes role-playing a follow-up conversation with the SME, implementing your feedback.
• Observe how they adjust their approach based on the feedback provided.

Activity #4: Training Evaluation and ROI Analysis

This exercise assesses the candidate's ability to measure training effectiveness and demonstrate return on investment—an increasingly important skill as organizations seek to quantify the impact of learning initiatives.

Directions for the Company:

• Prepare a case study with data from a recently completed training program, including:
• Program objectives and content overview
• Participant feedback scores
• Pre/post assessment results
• Business metrics before and after training
• Program costs
• Include some inconsistencies or gaps in the data that require critical analysis.
• Provide the case study to candidates 24 hours before the interview.
• Allocate 20 minutes for presentation and 10 minutes for questions and feedback.
• Prepare evaluation criteria focused on analytical skills, measurement methodology, data interpretation, and ability to make recommendations.

Directions for the Candidate:

• Review the provided data from the training program.
• Analyze the effectiveness of the program and calculate its return on investment.
• Prepare a 15-20 minute presentation that includes:
• Your evaluation methodology and framework
• Analysis of program strengths and weaknesses
• ROI calculation with clear explanation of your approach
• Recommendations for improving program effectiveness
• Suggestions for enhancing measurement in future programs
• Be prepared to explain your analysis and answer questions about your approach.

Feedback Mechanism:

• After the presentation, provide specific feedback on what the candidate did well (e.g., "Your ROI calculation methodology was thorough and well-explained").
• Offer one constructive suggestion for improvement (e.g., "Consider additional qualitative measures that might provide deeper insights").
• Ask the candidate to spend 5 minutes revising one portion of their analysis based on your feedback.
• Observe how they incorporate the feedback and whether they demonstrate analytical flexibility.

Frequently Asked Questions

How long should we allocate for these work sample exercises?

Each exercise should take approximately 30-45 minutes, including time for the activity, feedback, and the candidate's response to feedback. If you're incorporating multiple exercises, consider spreading them across different interview stages or dedicating a half-day assessment center approach.

Should we use all four exercises for every candidate?

Not necessarily. Select the exercises most relevant to your specific needs. For a senior L&D Manager role, you might prioritize the Training Needs Assessment and ROI Analysis exercises. For a role with heavy facilitation responsibilities, the Facilitation Simulation would be essential.

How should we prepare our team to evaluate these exercises effectively?

Develop clear evaluation criteria for each exercise based on the competencies you're assessing. Train your interview team on these criteria and ensure everyone understands what "good" looks like. Consider using a standardized scoring rubric to maintain consistency across candidates.

What if a candidate has limited experience with one aspect, like ROI analysis?

The exercises are designed to reveal thinking processes as much as technical expertise. A candidate with limited experience in a specific area might still demonstrate strong analytical thinking, learning agility, and problem-solving skills. Consider the candidate's potential and coachability alongside their current expertise.

How can we make these exercises inclusive for candidates with different backgrounds?

Ensure that the scenarios and examples used are not industry-specific unless absolutely necessary for the role. Provide clear instructions and adequate preparation time. Consider offering accommodations for candidates who might need them, such as additional preparation time or alternative formats.

Can these exercises be conducted virtually?

Yes, all of these exercises can be adapted for virtual interviews. For the facilitation exercise, use a video conferencing platform that allows for breakout rooms and screen sharing. For design exercises, candidates can share their screens or send materials in advance. The stakeholder role play works well in a virtual format with minimal adaptation.

The Learning and Development Manager role is pivotal in driving organizational growth through employee development. By incorporating these practical work samples into your hiring process, you'll identify candidates who not only understand learning principles but can apply them effectively to create impactful training programs.

Remember that the best candidates will demonstrate not just technical expertise, but also adaptability, strategic thinking, and strong interpersonal skills. These exercises are designed to reveal these qualities in action, providing a much more comprehensive assessment than traditional interviews alone.

For more resources to enhance your hiring process, check out Yardstick's AI job description generator, interview question generator, and interview guide generator. You can also find more information about the Learning and Development Manager role at our job description page.

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