Essential Work Sample Exercises for Hiring Top HR Generalist Talent

HR Generalists serve as the backbone of an organization's people operations, handling everything from recruitment and onboarding to employee relations and compliance. Their ability to juggle multiple responsibilities while maintaining accuracy and empathy directly impacts company culture, employee satisfaction, and legal compliance.

Finding the right HR Generalist requires more than reviewing resumes and conducting standard interviews. The multifaceted nature of this role demands practical assessment of candidates' abilities to handle real-world HR scenarios. Traditional interviews often fail to reveal how candidates will actually perform when faced with the day-to-day challenges of HR work.

Work samples provide a window into candidates' practical skills, problem-solving approaches, and HR knowledge. By observing how candidates handle realistic scenarios, hiring managers can make more informed decisions about which candidates truly possess the capabilities needed for success in the role.

The following work sample exercises are designed to evaluate key competencies essential for HR Generalists: employee relations skills, compliance knowledge, process improvement abilities, and communication effectiveness. Each exercise simulates real challenges HR professionals face, allowing you to assess candidates' readiness for the role beyond what their resume might suggest.

Activity #1: Employee Relations Case Study

This activity assesses a candidate's ability to handle sensitive employee relations issues while balancing company policy, legal considerations, and interpersonal dynamics. HR Generalists regularly navigate complex employee situations that require sound judgment, knowledge of best practices, and strong problem-solving skills.

Directions for the Company:

• Prepare a written case study describing a realistic employee relations scenario (e.g., a conflict between employees, performance issue, accommodation request, or policy violation).
• Include relevant background information such as company policies, employee history, and any previous attempts to address the situation.
• Allow candidates 30-45 minutes to review the case and prepare their response.
• During the interview, have the candidate walk through their approach to resolving the situation.
• Prepare follow-up questions to probe their reasoning and explore alternative approaches.

Directions for the Candidate:

• Review the provided employee relations scenario and relevant background information.
• Prepare a plan for how you would address this situation, including:
• Initial steps you would take
• Key stakeholders you would involve
• Specific conversations you would have
• Documentation you would create
• Follow-up actions to prevent similar issues
• Be prepared to explain your reasoning and discuss alternative approaches.

Feedback Mechanism:

• After the candidate presents their approach, provide one piece of positive feedback about an aspect they handled well.
• Then offer one suggestion for improvement or a consideration they may have overlooked.
• Ask the candidate to revise their approach based on this feedback, focusing specifically on the area identified for improvement.
• Observe how receptive they are to feedback and their ability to adapt their approach accordingly.

Activity #2: Compliance Knowledge Assessment

This exercise evaluates a candidate's understanding of HR laws and regulations, as well as their ability to apply this knowledge to practical workplace situations. HR Generalists must ensure company practices comply with relevant employment laws to protect both the organization and its employees.

Directions for the Company:

• Create a set of 3-5 compliance scenarios covering different areas (e.g., FMLA, ADA accommodations, wage and hour issues, harassment complaints).
• For each scenario, include relevant details but omit the specific compliance issue at stake.
• Provide the scenarios to the candidate during the interview or as a pre-interview assignment.
• Ask candidates to identify the compliance issues in each scenario and explain how they would handle them.
• Prepare a rubric outlining key compliance considerations for each scenario.

Directions for the Candidate:

• Review each scenario carefully, identifying any potential compliance issues or legal considerations.
• For each scenario:
• Name the specific laws or regulations that apply
• Explain the company's legal obligations
• Outline the steps you would take to ensure compliance
• Describe how you would document the situation
• Be prepared to discuss how you stay current with changing HR regulations and compliance requirements.

Feedback Mechanism:

• After the candidate has presented their analysis, highlight one area where they demonstrated strong compliance knowledge.
• Identify one area where their understanding could be enhanced or where they missed an important consideration.
• Ask the candidate to revisit the scenario where improvement was needed and provide a revised approach based on the feedback.
• Note how quickly they grasp the compliance concept once it's explained.

Activity #3: Onboarding Process Improvement

This activity assesses a candidate's ability to evaluate and enhance HR processes, specifically focusing on employee onboarding. Effective HR Generalists continuously improve processes to increase efficiency, enhance employee experience, and ensure consistency across the organization.

Directions for the Company:

• Prepare a description of a fictional company's current onboarding process, including pain points and inefficiencies.
• Include details about the company size, industry, and any relevant constraints (budget, technology, etc.).
• Provide the candidate with this information 24 hours before the interview or allow 45-60 minutes during the interview for review and preparation.
• Ask the candidate to identify process improvements and present their recommendations.

Directions for the Candidate:

• Review the current onboarding process documentation provided.
• Identify 3-5 key areas for improvement, considering:
• Employee experience
• Efficiency and time management
• Compliance requirements
• Consistency and scalability
• Develop specific recommendations for each area of improvement.
• Create a simple implementation plan with prioritized steps.
• Be prepared to explain how you would measure the success of these improvements.

Feedback Mechanism:

• After the candidate presents their recommendations, acknowledge one particularly insightful or creative improvement idea.
• Suggest one additional consideration or constraint they may not have accounted for in their plan.
• Ask the candidate to adjust one aspect of their implementation plan based on this new information.
• Evaluate their flexibility and problem-solving approach when faced with new constraints.

Activity #4: Benefits Communication Exercise

This exercise evaluates a candidate's ability to clearly communicate complex HR information to employees. HR Generalists must regularly translate technical benefits information into understandable terms and address employee questions effectively.

Directions for the Company:

• Prepare a mock benefits package with details about health insurance options, retirement plans, PTO policy, and other common benefits.
• Include some intentionally complex elements that will require clear explanation.
• Ask the candidate to create a communication plan and sample communications for rolling out these benefits.
• Alternatively, role-play an employee benefits Q&A session where the interviewer asks questions as an employee.

Directions for the Candidate:

• Review the provided benefits information thoroughly.
• Create a communication plan that includes:
• Key messages about the benefits package
• Communication channels and timeline
• A sample email announcement or presentation slide
• FAQ document addressing common employee questions
• Alternatively, prepare to answer questions about the benefits package as if you were explaining it to employees with varying levels of benefits knowledge.
• Focus on translating complex information into clear, accessible language.

Feedback Mechanism:

• Provide positive feedback on one aspect of their communication that was particularly clear or effective.
• Identify one area where the communication could be improved for clarity or completeness.
• Ask the candidate to revise the specific communication element that needs improvement.
• Observe how they incorporate the feedback to enhance understanding without adding unnecessary complexity.

Frequently Asked Questions

How long should each work sample exercise take?

Each exercise should take approximately 45-60 minutes, including time for the candidate to review materials, prepare their response, present their solution, receive feedback, and make adjustments. For more complex exercises like the Onboarding Process Improvement, consider providing materials in advance.

Should we use all four exercises with every candidate?

No, select the exercises most relevant to your specific HR Generalist role. Using two exercises is typically sufficient to assess key skills while respecting candidates' time. Choose based on the primary responsibilities of your position and areas where you need the strongest capabilities.

How should we evaluate candidates' performance on these exercises?

Create a simple rubric for each exercise that outlines what excellent, satisfactory, and unsatisfactory performance looks like. Focus on both technical HR knowledge and soft skills like communication, problem-solving, and adaptability. Pay particular attention to how candidates respond to feedback.

Can these exercises be conducted virtually?

Yes, all of these exercises can be adapted for virtual interviews. For virtual settings, ensure candidates receive materials with sufficient time to review, use screen sharing for presentations, and consider using collaborative tools for exercises that involve documentation or process mapping.

How can we ensure these exercises don't disadvantage candidates from different industries?

Provide sufficient context and background information so candidates without specific industry experience can demonstrate their HR capabilities. Focus evaluation on HR principles and approaches rather than industry-specific knowledge. Consider providing a brief overview of industry-specific terms or considerations.

Should we compensate candidates for completing these exercises?

For exercises completed outside the interview process that require significant time (more than 1-2 hours), consider offering compensation, especially for more senior roles. For exercises completed during interviews, ensure the time commitment is reasonable and communicated clearly in advance.

Finding the right HR Generalist is crucial for maintaining a healthy workplace culture and effective people operations. By incorporating these practical work samples into your hiring process, you'll gain deeper insights into candidates' capabilities and fit for your organization. These exercises go beyond theoretical knowledge to reveal how candidates will actually perform in real HR situations, leading to better hiring decisions and stronger HR teams.

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