Effective Work Sample Exercises for Hiring a Learning Experience Operations Manager

The Learning Experience Operations Manager role sits at the critical intersection of educational strategy and operational execution. This position requires a unique blend of organizational prowess, technical aptitude, stakeholder management skills, and analytical thinking. Traditional interviews often fail to reveal a candidate's true capabilities in these areas, particularly their ability to handle the day-to-day challenges of managing learning operations.

Work samples provide a window into how candidates actually approach real-world scenarios they'll face on the job. For Learning Experience Operations Managers, these practical exercises reveal their ability to streamline processes, troubleshoot technical issues, analyze program effectiveness, and communicate with diverse stakeholders. Without these insights, companies risk hiring someone who interviews well but struggles with the practical demands of the role.

Effective work samples for this position should mirror the multifaceted nature of learning operations. They should test candidates' abilities to manage complex logistics, leverage learning technologies, identify improvement opportunities, and translate educational goals into operational reality. The exercises below are designed to evaluate these critical competencies in a practical, job-relevant context.

By implementing these carefully crafted work samples, you'll gain deeper insights into candidates' capabilities than traditional interviews alone can provide. You'll see not just what they say they can do, but how they actually approach the challenges they'll face in your learning environment. This practical demonstration of skills helps ensure you select a candidate who can truly drive operational excellence in your learning programs.

Activity #1: Learning Program Process Improvement Exercise

This exercise evaluates a candidate's ability to identify inefficiencies in learning operations and develop practical solutions. Process improvement is a core responsibility for Learning Experience Operations Managers, requiring them to analyze workflows, identify bottlenecks, and implement more efficient systems. This activity reveals how candidates approach operational challenges and their capacity for innovative problem-solving.

Directions for the Company:

• Prepare a detailed case study of a fictional learning program with clear operational inefficiencies (e.g., a multi-day training program with scheduling conflicts, resource allocation issues, or participant tracking problems).
• Include a process flow diagram, relevant metrics (completion rates, participant feedback scores, delivery costs), and stakeholder feedback highlighting pain points.
• Provide the case study materials to candidates 24 hours before the interview to allow for thoughtful analysis.
• Allocate 20 minutes for the candidate's presentation and 10 minutes for questions and feedback.
• Prepare specific questions about implementation feasibility, potential challenges, and expected outcomes.

Directions for the Candidate:

• Review the provided learning program case study and identify 2-3 key operational inefficiencies.
• Develop practical recommendations to improve the program's operational efficiency.
• Prepare a brief presentation (5-7 slides) outlining:
• The identified inefficiencies and their impact on program effectiveness
• Your recommended process improvements
• Implementation steps and timeline
• Expected outcomes and how you would measure success
• Be prepared to discuss the rationale behind your recommendations and address potential implementation challenges.

Feedback Mechanism:

• After the presentation, provide one piece of positive feedback about an aspect of their analysis or recommendations that was particularly strong.
• Offer one constructive suggestion for improvement (e.g., considering additional stakeholder perspectives, addressing potential implementation barriers, or refining the measurement approach).
• Ask the candidate to spend 5 minutes revising one aspect of their recommendation based on your feedback, explaining how they would incorporate this new perspective.

Activity #2: LMS Configuration and Troubleshooting Scenario

This exercise assesses a candidate's technical proficiency with learning management systems and their ability to solve technical problems that impact learning delivery. Strong technical skills are essential for a Learning Experience Operations Manager who must maintain and optimize learning platforms. This activity reveals both technical knowledge and the candidate's approach to supporting learners and instructors.

Directions for the Company:

• Create a sandbox environment in your LMS or use a demo version of a common platform (like Cornerstone, Docebo, or Canvas).
• Prepare a scenario with specific technical issues that need resolution (e.g., enrollment errors, content display problems, reporting discrepancies).
• Include screenshots of error messages or user complaints that the candidate will need to address.
• Arrange for a technical team member to observe the exercise and evaluate the candidate's approach.
• Allocate 30 minutes for this exercise: 20 minutes for the candidate to work through the issues and 10 minutes for discussion.

Directions for the Candidate:

• You'll be given access to a learning management system with several technical issues that are impacting course delivery.
• Your task is to:

1. Identify and diagnose the technical problems
2. Implement solutions where possible
3. Document issues that require additional support
4. Prepare a brief explanation of the problems and solutions for both technical and non-technical stakeholders

• Narrate your thought process as you work through the issues.
• Prioritize issues based on their impact on the learning experience.
• Consider both immediate fixes and longer-term solutions to prevent recurrence.

Feedback Mechanism:

• Provide feedback on one technical solution the candidate implemented effectively.
• Suggest one area where their approach could be improved or made more efficient.
• Ask the candidate to revise their explanation for non-technical stakeholders based on your feedback, demonstrating how they would communicate technical issues more clearly.

Activity #3: Stakeholder Communication Role Play

This exercise evaluates a candidate's ability to manage relationships with diverse stakeholders and navigate competing priorities. Effective stakeholder management is crucial for Learning Experience Operations Managers who must coordinate with multiple departments and vendors. This role play reveals communication skills, diplomacy, and the ability to balance various needs while maintaining program integrity.

Directions for the Company:

• Develop a scenario involving conflicting stakeholder requests for a learning program (e.g., IT department requesting postponement due to system updates, business unit leaders pushing for immediate delivery, and budget constraints from finance).
• Prepare role players to represent different stakeholders with specific concerns and priorities.
• Create a brief that outlines the learning program objectives, timeline, and the conflicting requests.
• Provide the scenario to candidates 30 minutes before the exercise to allow for preparation.
• Allocate 20-25 minutes for the role play and 5-10 minutes for feedback.

Directions for the Candidate:

• Review the learning program brief and stakeholder information provided.
• Prepare for a meeting with multiple stakeholders who have conflicting requests regarding program implementation.
• During the role play:
• Listen actively to each stakeholder's concerns
• Ask clarifying questions to understand underlying needs
• Facilitate a discussion toward a workable solution
• Maintain focus on program objectives and learner experience
• Document agreed-upon next steps and responsibilities
• Your goal is to find a solution that addresses key stakeholder needs while ensuring the learning program meets its objectives effectively.

Feedback Mechanism:

• Highlight one aspect of the candidate's stakeholder management approach that was particularly effective (e.g., active listening, creative problem-solving, or clear communication).
• Suggest one area where their approach could be strengthened (e.g., addressing a specific stakeholder's concerns more directly or establishing clearer priorities).
• Give the candidate 5 minutes to reflect and explain how they would adjust their approach with one specific stakeholder based on the feedback.

Activity #4: Learning Program Analytics and Reporting Exercise

This exercise assesses a candidate's ability to analyze learning program data, identify meaningful patterns, and make data-driven recommendations. Analytical skills are essential for Learning Experience Operations Managers who must track KPIs and demonstrate program effectiveness. This activity reveals how candidates translate data into actionable insights that improve learning outcomes.

Directions for the Company:

• Prepare a dataset from a fictional learning program including:
• Enrollment and completion rates across departments
• Assessment scores and knowledge retention metrics
• Participant feedback ratings and comments
• Time spent on different learning modules
• Program costs and resource utilization
• Include some data inconsistencies or quality issues that the candidate should identify.
• Provide context about program objectives and organizational priorities.
• Allow candidates 45-60 minutes to analyze the data and prepare their findings.

Directions for the Candidate:

• Review the provided learning program data and analyze key performance indicators.
• Identify significant patterns, trends, and potential areas of concern.
• Prepare a brief report (1-2 pages) or dashboard that:
• Summarizes program performance against objectives
• Highlights 3-4 key insights from the data
• Identifies data quality issues or gaps
• Recommends specific actions to improve program effectiveness
• Suggests metrics to track for ongoing program evaluation
• Be prepared to present your analysis and answer questions about your methodology and recommendations.

Feedback Mechanism:

• Provide positive feedback on one aspect of their analysis that demonstrated strong analytical thinking.
• Suggest one area where their analysis could be deepened or their recommendations refined.
• Ask the candidate to revise one of their recommendations based on your feedback, explaining how this additional perspective changes their approach.

Frequently Asked Questions

How long should we allocate for these work sample exercises?

Each exercise requires different time commitments. The Process Improvement Exercise needs 24 hours of preparation time plus 30 minutes for presentation and feedback. The LMS Configuration activity requires 30 minutes. The Stakeholder Communication Role Play needs 30 minutes of preparation and 30 minutes for execution and feedback. The Analytics Exercise requires 45-60 minutes for analysis plus presentation time. Consider spreading these across multiple interview stages rather than conducting all in one session.

Should we use our actual LMS for the technical exercise?

If possible, use a sandbox or training environment of your actual LMS to make the exercise most relevant. However, if this isn't feasible, using a demo version of a common platform is acceptable. The goal is to assess the candidate's technical approach and problem-solving, not their familiarity with your specific system.

What if our company doesn't have sophisticated learning analytics yet?

The analytics exercise can be simplified to match your current capabilities. Focus on basic metrics like completion rates and participant feedback if that's what you currently track. This exercise can actually help identify candidates who can help evolve your analytics capabilities.

How should we evaluate candidates who have experience with different LMS platforms than what we use?

Focus on evaluating their approach to technical problems rather than specific platform knowledge. Strong candidates will demonstrate a systematic troubleshooting methodology and ask good questions about the system. Technical skills with specific platforms can be learned, but problem-solving approaches are more fundamental.

How do we ensure these exercises don't overwhelm candidates or make our hiring process too lengthy?

Be transparent about time expectations upfront and consider which exercises are most critical for your specific needs. You might select 2-3 exercises rather than all four, focusing on the competencies most crucial for your organization's learning operations.

Can these exercises be conducted remotely?

Yes, all of these exercises can be adapted for remote interviews. Use screen sharing for the LMS and analytics exercises, video conferencing for the role play, and virtual presentation tools for the process improvement exercise. Providing clear instructions becomes even more important in remote settings.

The Learning Experience Operations Manager plays a pivotal role in ensuring your organization's learning initiatives deliver maximum impact. By incorporating these practical work samples into your hiring process, you'll gain deeper insights into candidates' abilities to handle the complex operational challenges of this role. These exercises go beyond traditional interview questions to reveal how candidates actually approach the day-to-day responsibilities of managing learning operations.

For more resources to optimize your hiring process, check out Yardstick's comprehensive tools including our AI Job Descriptions Generator, AI Interview Question Generator, and AI Interview Guide Generator. You can also find more information about the Learning Experience Operations Manager role in our detailed job description.

Ready to build a complete interview guide for this role? Sign up for a free Yardstick account today!