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People Operations Managers serve as the backbone of an organization's human capital strategy, bridging the gap between administrative HR functions and strategic people initiatives. Their ability to design and implement effective processes while maintaining a human-centered approach directly impacts employee experience, retention, and ultimately, business outcomes.
Traditional interviews often fail to reveal a candidate's true capabilities in this multifaceted role. While candidates may articulate impressive theories about employee engagement or HR best practices, their ability to execute in real-world scenarios remains untested in conventional interview formats.
Work samples provide a window into how candidates approach actual challenges they'll face on the job. For People Operations roles specifically, these exercises reveal critical thinking skills, process design abilities, and the emotional intelligence needed to navigate complex human dynamics—all essential competencies that might otherwise remain theoretical in discussion-only interviews.
The following four activities are designed to evaluate candidates across the spectrum of People Operations responsibilities: from process improvement and policy development to employee relations and data-driven decision making. By incorporating these exercises into your interview process, you'll gain deeper insights into each candidate's practical capabilities and identify those truly prepared to excel in this pivotal role.
Activity #1: HR Process Improvement Exercise
This activity assesses the candidate's ability to analyze existing processes, identify inefficiencies, and implement improvements—a core responsibility for any People Operations Manager. Candidates will demonstrate their analytical thinking, process design skills, and ability to balance efficiency with employee experience.
Directions for the Company:
- Provide the candidate with documentation of a fictional onboarding process that contains several inefficiencies (e.g., redundant paperwork, poor timing of activities, missing communication touchpoints).
- Include relevant context such as company size, growth rate, and any specific pain points reported by new hires.
- Allow 30-45 minutes for the candidate to review and prepare recommendations.
- Have the candidate present their analysis and improvement plan to the interview panel for 15 minutes, followed by 10 minutes of questions.
Directions for the Candidate:
- Review the provided onboarding process documentation.
- Identify 3-5 key inefficiencies or improvement opportunities.
- Develop specific recommendations to address these issues, considering both efficiency and employee experience.
- Prepare to present your analysis and recommendations, including:
- Priority issues identified
- Proposed solutions
- Implementation considerations
- How you would measure success
Feedback Mechanism:
- After the presentation, provide one piece of positive feedback about the candidate's approach or recommendations.
- Offer one constructive suggestion for improvement (e.g., "I'd like to see more consideration of how these changes might affect the hiring manager's experience").
- Give the candidate 5 minutes to respond to the feedback and adjust their recommendations accordingly.
Activity #2: Employee Relations Scenario Response
This exercise evaluates the candidate's ability to handle sensitive employee issues with appropriate care, compliance awareness, and problem-solving skills. It reveals their judgment, communication style, and approach to balancing employee advocacy with organizational needs.
Directions for the Company:
- Create a detailed written scenario describing a complex employee relations issue. For example:
- A high-performing employee has requested accommodation for a medical condition
- Two team members have reported ongoing interpersonal conflict affecting team performance
- A manager has received feedback about their communication style from multiple team members
- Include relevant details but leave some ambiguity that requires the candidate to ask clarifying questions.
- Allow the candidate 15 minutes to review the scenario and prepare their approach.
- Conduct a 20-minute role play where an interviewer plays the role of either the employee or manager involved.
Directions for the Candidate:
- Review the provided scenario and prepare your approach to addressing the situation.
- Consider what additional information you might need to fully understand the circumstances.
- During the role play:
- Ask clarifying questions to gather necessary information
- Demonstrate active listening and empathy
- Outline potential next steps and solutions
- Explain any relevant policy or compliance considerations
- Be prepared to explain your rationale for the approach you choose.
Feedback Mechanism:
- Provide feedback on one aspect of the candidate's communication that was particularly effective.
- Suggest one area where their approach could be improved or refined.
- Allow the candidate to respond to a follow-up question that addresses the improvement area, giving them a chance to adjust their approach.
Activity #3: HR Data Analysis and Recommendations
This activity tests the candidate's ability to interpret HR metrics, identify trends, and develop data-informed recommendations—an increasingly critical skill for modern People Operations leaders. It reveals analytical capabilities, business acumen, and strategic thinking.
Directions for the Company:
- Prepare a dataset with anonymized HR metrics such as:
- Turnover rates by department and tenure
- Time-to-hire and cost-per-hire metrics
- Employee engagement survey results
- Performance ratings distribution
- Include some obvious patterns and some more subtle insights that require deeper analysis.
- Provide context about company goals and current priorities.
- Allow 45 minutes for the candidate to analyze the data and prepare recommendations.
Directions for the Candidate:
- Review the provided HR data and identify key patterns, trends, or areas of concern.
- Develop 2-3 specific recommendations based on your analysis that align with the company's stated priorities.
- For each recommendation:
- Explain which data points informed your thinking
- Outline expected benefits and potential implementation challenges
- Suggest how you would measure success
- Prepare a brief presentation (10 minutes) summarizing your findings and recommendations.
Feedback Mechanism:
- After the presentation, highlight one particularly insightful observation or recommendation the candidate made.
- Suggest one additional data point or alternative interpretation they might consider.
- Give the candidate 5-10 minutes to incorporate this feedback and explain how it might adjust their recommendations.
Activity #4: Policy Development Exercise
This exercise assesses the candidate's ability to develop clear, compliant, and culturally-aligned workplace policies—a fundamental responsibility for People Operations leaders. It demonstrates their knowledge of employment regulations, communication skills, and ability to balance multiple stakeholder needs.
Directions for the Company:
- Select a policy area relevant to current workplace trends (e.g., flexible work arrangements, professional development funding, or internal mobility).
- Provide context about your company culture, values, and any existing related policies.
- Include information about your industry, company size, and relevant regulatory considerations.
- Allow 45-60 minutes for the candidate to draft a policy outline.
Directions for the Candidate:
- Based on the provided context, develop an outline for a new or revised workplace policy.
- Your outline should include:
- Policy purpose and scope
- Key provisions and guidelines
- Implementation considerations
- Communication plan for rolling out the policy
- Consider both compliance requirements and cultural alignment in your approach.
- Prepare to explain your rationale for key policy decisions and how you would address potential concerns from different stakeholders.
Feedback Mechanism:
- Provide feedback on one strength of the policy outline (e.g., clarity, comprehensiveness, or cultural alignment).
- Suggest one area where the policy could be improved or where stakeholder concerns might arise.
- Ask the candidate to spend 10 minutes revising one section of their policy to address the feedback.
Frequently Asked Questions
How long should we allocate for these work samples in our interview process?
Each activity requires approximately 60-90 minutes total, including preparation, presentation, and feedback. We recommend selecting 1-2 activities most relevant to your specific needs rather than attempting all four. These can be conducted during an extended interview session or as a separate assessment stage.
Should we provide these exercises to candidates in advance?
For Activities #1 and #4 (Process Improvement and Policy Development), providing materials 24-48 hours in advance allows for more thoughtful responses. For Activities #2 and #3 (Employee Relations and Data Analysis), real-time responses provide better insight into the candidate's instincts and thinking process.
How should we evaluate candidates who have different approaches but equally valid solutions?
Focus on the candidate's reasoning process rather than expecting a specific "right answer." Strong candidates should be able to clearly articulate why they chose their approach, demonstrate awareness of alternatives, and show flexibility in their thinking during the feedback portion.
What if a candidate has limited experience with one aspect of these exercises?
These activities are designed to assess aptitude and approach rather than specific experience. A candidate with strong critical thinking and people skills may perform well even with limited direct experience. Consider the candidate's growth potential and how their approach aligns with your company's needs.
How can we make these exercises inclusive for candidates with different backgrounds?
Ensure scenarios don't require industry-specific knowledge unless absolutely necessary for the role. Provide clear context and be open to approaches that may differ from your current practices. Consider offering accommodations for candidates who may need them, such as additional preparation time or alternative presentation formats.
Can these exercises be conducted remotely?
Yes, all four activities can be adapted for remote interviews. For data analysis or policy exercises, use screen sharing for presentations. For role plays, video conferencing works well. Ensure candidates have access to necessary materials in advance and test your technology before the interview.
The People Operations Manager role is pivotal in shaping your organization's employee experience and operational effectiveness. By incorporating these practical work samples into your hiring process, you'll gain deeper insights into candidates' capabilities than traditional interviews alone can provide.
These exercises reveal not just what candidates know, but how they apply that knowledge to real-world situations—from handling sensitive employee matters to designing efficient processes that support your culture and business goals. The right hire in this role can transform your people practices and create significant competitive advantage through improved talent acquisition, development, and retention.
For more resources to optimize your hiring process, explore Yardstick's comprehensive tools for creating job descriptions, generating targeted interview questions, and developing complete interview guides.
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