Effective Work Sample Exercises for Hiring Top Workforce Planning Analysts

Workforce Planning Analysts serve as the strategic bridge between an organization's business objectives and its talent needs. These professionals analyze complex workforce data to identify trends, forecast future requirements, and develop comprehensive plans that ensure companies have the right people with the right skills at the right time. In today's rapidly evolving business landscape, hiring the perfect Workforce Planning Analyst can mean the difference between proactive talent management and reactive crisis hiring.

Traditional interviews often fail to reveal a candidate's true analytical abilities, strategic thinking skills, and communication prowess. While resumes may showcase experience with workforce planning tools and methodologies, they rarely demonstrate how effectively candidates can apply these skills to real-world challenges. This is where carefully designed work samples become invaluable in the hiring process.

Work samples provide a window into how candidates approach complex workforce planning scenarios, analyze data, develop strategic recommendations, and communicate their findings to stakeholders. By observing candidates in action, hiring managers can assess not only technical proficiency but also critical thinking, problem-solving abilities, and how they handle feedback—all essential qualities for success in this role.

The following four work sample exercises are specifically designed to evaluate the core competencies required for a Workforce Planning Analyst: analytical mindset, strategic thinking, collaboration, and communication. Each exercise simulates real challenges these professionals face daily, allowing you to make more informed hiring decisions based on demonstrated abilities rather than self-reported skills.

By incorporating these exercises into your interview process, you'll gain deeper insights into each candidate's capabilities and identify those who can truly drive your organization's workforce planning initiatives forward.

Activity #1: Workforce Data Analysis and Insights

This exercise evaluates a candidate's ability to analyze workforce data, identify meaningful patterns, and develop actionable insights. Strong Workforce Planning Analysts must be able to transform raw data into strategic recommendations that address business challenges. This activity tests their analytical mindset, attention to detail, and ability to connect data insights to business objectives.

Directions for the Company:

• Prepare a sanitized dataset containing workforce metrics such as headcount, turnover rates, time-to-hire, and employee demographics across different departments or business units.
• Include some intentional patterns or anomalies in the data (e.g., higher turnover in specific departments, seasonal hiring fluctuations, or demographic imbalances).
• Provide access to the data in Excel or another analysis tool the candidate would typically use in the role.
• Allow 45-60 minutes for the candidate to analyze the data and prepare their findings.
• Have a hiring manager or HR leader available to receive the presentation of findings.

Directions for the Candidate:

• Review the provided workforce dataset to identify key trends, patterns, and potential areas of concern.
• Analyze turnover rates, hiring patterns, and workforce composition across departments.
• Prepare a brief presentation (5-7 minutes) highlighting:
• 3-5 key insights from the data
• Potential root causes for any concerning trends
• 2-3 specific recommendations to address identified issues
• Additional data you would want to collect to further validate your findings
• Be prepared to explain your analytical approach and how you prioritized which insights to highlight.

Feedback Mechanism:

• After the presentation, the interviewer should provide specific feedback on one analytical insight that was particularly valuable and one area where the analysis could be deepened or approached differently.
• Give the candidate 10 minutes to reconsider their approach based on the feedback and share how they would adjust their analysis or recommendations.
• Assess how receptive the candidate is to feedback and how effectively they incorporate it into their revised approach.

Activity #2: Strategic Workforce Planning Scenario

This exercise evaluates a candidate's ability to develop a comprehensive workforce plan in response to a business challenge. It tests their strategic thinking, understanding of workforce planning methodologies, and ability to align talent strategies with business objectives—all critical skills for a successful Workforce Planning Analyst.

Directions for the Company:

• Create a realistic business scenario that requires workforce planning, such as:
• Opening a new location or department
• Implementing a new technology that will impact staffing needs
• Addressing an aging workforce in a critical business unit
• Planning for a significant business growth or contraction
• Provide relevant context including current workforce composition, business objectives, timeline, and budget constraints.
• Send the scenario to candidates 24 hours before the interview to allow for preparation.
• Allocate 20 minutes for presentation and 10 minutes for questions.

Directions for the Candidate:

• Review the business scenario and develop a 6-month workforce planning strategy that addresses the challenge.
• Your plan should include:
• Assessment of current workforce capabilities and gaps
• Forecast of future talent needs (skills, headcount, timing)
• Strategies for addressing identified gaps (hiring, training, redeployment)
• Implementation timeline with key milestones
• Metrics to measure success
• Prepare a concise presentation (no more than 10 slides) outlining your workforce planning approach.
• Be prepared to explain your rationale and how your plan aligns with the organization's business objectives.

Feedback Mechanism:

• The interviewer should provide feedback on one strategic element that was particularly well-conceived and one area where the plan could be strengthened or made more practical.
• Ask the candidate to spend 5-7 minutes revising the implementation approach for the area identified for improvement.
• Evaluate how the candidate incorporates the feedback and whether they demonstrate flexibility in their thinking while maintaining strategic alignment.

Activity #3: Stakeholder Communication Role Play

This exercise assesses a candidate's ability to communicate complex workforce data and recommendations to business leaders effectively. Workforce Planning Analysts must be able to translate analytical insights into compelling narratives that drive decision-making. This role play evaluates communication skills, stakeholder management, and the ability to handle challenging questions.

Directions for the Company:

• Prepare a brief workforce planning report with data visualizations and recommendations (1-2 pages).
• Assign 2-3 interviewers to play the roles of business leaders from different departments (e.g., Operations, Finance, IT).
• Brief the role players on typical objections or questions they should raise, such as:
• Questioning the data validity
• Expressing concern about implementation costs
• Challenging the timeline or feasibility
• Requesting additional information
• Provide the report to the candidate 15 minutes before the role play to allow for preparation.
• Conduct the role play for 15-20 minutes.

Directions for the Candidate:

• Review the workforce planning report provided.
• Prepare to present the key findings and recommendations to a group of business leaders in a clear, concise manner.
• Your presentation should:
• Highlight the most important data points and their business implications
• Clearly articulate your recommendations and their expected impact
• Anticipate potential concerns and be prepared to address them
• Avoid technical jargon and focus on business outcomes
• During the role play, respond to questions and objections professionally while maintaining your position when appropriate.

Feedback Mechanism:

• After the role play, provide feedback on one aspect of the communication that was particularly effective and one area where the candidate could improve their stakeholder management approach.
• Ask the candidate to re-address one of the challenging questions they received, incorporating the feedback provided.
• Evaluate how well the candidate adapts their communication style and whether they maintain composure while addressing difficult questions.

Activity #4: HR Analytics Tool Implementation Planning

This exercise evaluates a candidate's technical knowledge of HR analytics tools and their ability to plan and execute implementation projects. As noted in the job description, implementing a new HR analytics tool is a key goal for this role. This activity assesses the candidate's technical proficiency, project planning skills, and ability to drive adoption of new workforce planning technologies.

Directions for the Company:

• Create a scenario about implementing a new HR analytics or workforce planning tool.
• Provide information about:
• The current systems and data sources in use
• Key stakeholders and their technical proficiency levels
• Business objectives for the new system
• Timeline and resource constraints
• Any integration requirements with existing systems
• If possible, include screenshots or documentation from actual HR analytics tools your company uses or is considering.
• Allow 30-45 minutes for the candidate to develop their implementation plan.

Directions for the Candidate:

• Review the scenario and develop a comprehensive implementation plan for the new HR analytics tool.
• Your plan should include:
• Key implementation phases and timeline
• Data migration and integration approach
• Training strategy for different user groups
• Change management considerations
• Potential implementation risks and mitigation strategies
• Success metrics and evaluation approach
• Create a one-page implementation roadmap and be prepared to walk through your approach.
• Consider both technical requirements and human factors that will influence successful adoption.

Feedback Mechanism:

• Provide feedback on one aspect of the implementation plan that demonstrates strong technical understanding and one area where the approach could be enhanced.
• Ask the candidate to spend 10 minutes revising their change management or training approach based on the feedback.
• Assess how well the candidate balances technical considerations with practical implementation challenges and their ability to incorporate feedback into their planning.

Frequently Asked Questions

How long should we allocate for these work sample exercises?

Each exercise requires different timing. The Data Analysis activity needs 45-60 minutes plus presentation time. The Strategic Workforce Planning scenario requires 24 hours of preparation time plus 30 minutes for presentation and questions. The Stakeholder Communication role play needs 15 minutes of preparation and 15-20 minutes for execution. The HR Analytics Tool Implementation Planning exercise requires 30-45 minutes. Consider spreading these across multiple interview rounds rather than attempting all in one session.

Should we use our actual company data for these exercises?

While using real data creates authenticity, always sanitize it to remove sensitive information. For many organizations, creating realistic but fictional data sets is preferable to avoid confidentiality concerns. The key is ensuring the data reflects the complexity and challenges the candidate would face in the actual role.

What if a candidate doesn't have experience with our specific HR analytics tools?

Focus on evaluating their analytical approach and problem-solving process rather than proficiency with specific tools. Most qualified candidates can transfer their skills between different platforms. In the implementation exercise, assess their understanding of general implementation principles rather than tool-specific knowledge.

How should we evaluate candidates who take different approaches to these exercises?

Establish evaluation criteria before conducting the exercises, focusing on the core competencies: analytical mindset, strategic thinking, collaboration, and communication. Different approaches can be equally valid if they demonstrate these competencies effectively. The candidate's rationale for their approach and how they respond to feedback often reveals more than the specific solution they propose.

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

Provide clear instructions and necessary context so candidates without industry-specific experience can still demonstrate their capabilities. Allow reasonable accommodations for candidates who request them. Focus evaluation on transferable skills rather than industry-specific knowledge that can be learned on the job.

Can these exercises be conducted remotely?

Yes, all four exercises can be adapted for remote interviews using video conferencing and screen sharing. For the data analysis exercise, provide the dataset in advance. For role plays, use breakout rooms or scheduled video calls. Ensure candidates have access to necessary software and clear technical instructions before the interview.

Hiring the right Workforce Planning Analyst is crucial for organizations looking to strategically manage their talent needs in today's dynamic business environment. By incorporating these practical work sample exercises into your interview process, you'll gain valuable insights into candidates' actual capabilities beyond what resumes and traditional interviews reveal.

These exercises evaluate the essential competencies identified in the job description: analytical mindset, strategic thinking, collaboration, and communication skills. They also assess candidates' ability to translate data into actionable workforce plans that support business objectives—the core function of this critical role.

Remember that the best candidates will appreciate a rigorous interview process that allows them to showcase their skills. A thoughtful selection process signals that your organization values workforce planning and is serious about hiring top talent in this field.

For more resources to enhance your hiring process, visit Yardstick's AI Job Description Generator, AI Interview Question Generator, and AI Interview Guide Generator. You can also find the complete job description for a Workforce Planning Analyst at Yardstick's Job Description Library.

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