Trainer Interview Questions

What specific skills do you bring to the trainer position? Every successful trainer needs technical skills such as knowledge of learning principles, knowledge and understanding of basic business principles and organizational behavior and personal competencies such as planning and organizing skills, information gathering and analysis, communication and presentation skills, coaching skills, adaptability, creativity and resilience(elasticitate, flexibilitate) Give me an example of a learning intervention you implemented which was successful. Why do you think it worked well? First of all I identify the training needs to design the right learning intervention, to present the training program and evaluate the effectiveness of the intervention. What has been the most difficult training situation that you have had to deal with and what did you do? I can mention a lot. Most of the time things goes very well. During my career I had to face all kinds of challenges. Some common difficulties include lack of manager or supervisor support, disinterest and lack of motivation from the employee, lack of engagement from participants and poor learning transfer to the job. In this situation I have had to analyze why the difficulty occurred and what actions I have to take in order to improve the situation from redesigning the training to conducting feedback workshops with participants and supervisors. How have you gone about identifying employee training needs of the organization? Finding out training needs includes communicating with managers and supervisors, conducting surveys, talking to the employees and observing on the job performance. Analyzing performance management feedback and organizational, departmental and operational needs. Tell me about a recent training program that you ran. How did you make sure that the skills were successfully transferred to the work situation. Learning transfer is an ongoing process. Ways of assessing the degree of transfer include observation, talking to supervisors, customers, colleagues and getting feedback from the employee. Focus on key requirements for training transfer starting with a training program that is properly linked to real work life experience to manager and supervisor support and reinforcement back on the job.

Describe a recent on-the-job training activity you facilitated.

On the job training presents its own challenges including distractions, lack of structure and nervousness from the employee.

What do you consider the key criteria for training to be effective? Effective training means the employees are engaged in the training, learn new skills, ideas and knowledge. The process enhances employee self esteem and instills confidence and motivation. The participants are able to transfer effectively what has been learned into the work environment. The training meets the employee development and training needs and helps fulfill the organization's goals and objectives. What training methods have you used and which have proven the most effective in your experience? Professional trainers use a variety of methods including role playing, simulation, lectures, case studies. Assess the training needs of the employees, determine which skills and knowledge need to be learned and then decide on the most appropriate training method for imparting these specific skills, abilities and knowledge. The method must match the participants' profile and needs and the learning material. How do you keep current with the latest developments and ideas about business training? I am very keen on professional and personal development and learning. I attend seminars and I read a lot of books. Brian Tracy, Antony Robbins, Jack Canfield-motivational writers.

Having What It Takes to Be a Trainer

By Elaine Biech from Training For Dummies Although training may seem like a glamorous profession to an observer, like any other profession, it has its hidden challenges. Having the skills to be a trainer is only one prerequisite. A much more difficult requirement for a successful trainer is to have strong mental and emotional composure(calm), tranquility, balanced, Training is a demanding profession. It requires constant energy output. If you tire quickly, become discouraged easily, or become frustrated if things do not go according to plan, training may not be for you. Here are some aspects to consider about training.

Are you willing to work longer than an 8-10 hours a day?

Even though a training program may be scheduled from 9 to 5, you may find yourself going to the training room much earlier than 9:00 a.m. and staying much later than 5:00 p.m. A well-prepared training session takes thoughtful room and material setup. If you arrive at the training room at the same time as the trainees, you will feel disorganized and unprepared. You may even start late because of last-minute preparations.

Are you also willing to stay later than your official "ending" time?
The same principle applies after the training program has ended. It is usually the trainer's responsibility to ensure that all items you used for the training are removed from the training room. You may need to replace tables and chairs the way you found them. You may need to straighten the room. Also, many trainees stay after the program is over so that they can ask questions they did not wish to ask in front of the rest of the participants. They expect the trainer to be there cheerfully ready to answer their questions. In addition you may have many details to wrap up at the end of the day: add notes to your training manual, review your PowerPoint presentation for the next day, clean your transparencies, revise your schedule for the next day, complete administrative tasks, file your materials in order, send additional resources to a participant, or prepare a flip chart for the next day.

Can you stand on your feet all day?

Trainers do not often have the opportunity to sit down. Because they are facilitating the program in one way or another, they stand during all presentations and during most discussions. Even when the participants are in small groups, trainers move from group to group ready to answer questions, address problems, or know when to move on to the next subject.

Even if you can literally stand on your feet all day, can you figuratively stand on your feet all day?
No amount of preparation can equip a trainer for everything that can happen in a training session. The trainer must be prepared to respond to unexpected questions and events. A trainer must be flexible. Sometimes, the planned agenda doesn't fit the needs of the audience.

A good trainer adjusts the agenda and changes the material so that it meets the needs of the audience. An effective trainer also reads the audience and adjusts the level of the training to fit the level of the audience.

Can you perform even when you feel lousy?

Trainers don't often have the discretion to call in sick. When a session is scheduled, it often has been done long in advance, and often learners travel from long distances to attend training. Therefore, trainers must be able to present enthusiastically even when they are a little under the weather. The show must go on!

Are you prepared to constantly give of yourself without expecting to receive anything in return? Trainers are often viewed by others as "healers" those people who always have the answers and who can perform "magic." Conversely, trainers are not often perceived as people who have their own needs. As a result, participants may use your training program to get some bad feelings off their chests. Giving may extend to time as well, such as having time for breaks and lunch that may be used by participants wanting to discuss their personal situations. Can you be the perfect role model all the time? It is a trainer's job to teach the "right" way to do things. You must also be prepared to practice what you preach. Trainers run the risk of losing their credibility if they are not perceived to be a perfect example of what they teach. And, because no one is perfect, trainers must also admit it when they make a mistake. Trainers cannot allow participants to leave a training session with incorrect information. Can you cope with constant logistic problems? Even though it may be someone else's responsibility to make room and equipment arrangements, it becomes the trainer's problem if something is not right. Are you prepared to deal with malfunctioning equipment, rooms that are not set up, reservations clerks who say you never reserved a room, materials that do not arrive, materials that have been typed or collated incorrectly, or any mess-up in general? A good trainer takes full accountability for ensuring that all logistics of a training program are in order. Can you be a big lug? Although it would be nice to have all the training materials, supplies, and equipment just magically show up at the training site, it is more likely that you will be the person responsible for getting it all there. Packing, loading, unloading, and unpacking (and then doing it all over again) is simply a part of a trainer's job. Are you prepared to encourage your participants even when there is a lack of management commitment? Sometimes, people are sent to training because their managers think that it is "a good thing to do." There may be less serious commitment to support and encourage these employees when the training is completed. Can you provide support and understanding in the absence of managers' commitment? Can you deliver hard feedback? Trainees do not learn effectively if during their training process they are not given honest feedback. Are you able to give this feedback, even when it is not good and even if it may impact an employee's job? Are you able to process failure, identify solutions, and make improvements? Not every training program is a smashing success. In fact, some are downright bad. Successful trainers are those who analyze what went wrong in the bad sessions and then design changes in the program so that it improves the next time around. The preceding questions are not meant to discourage you, but rather to introduce the reality of a sometimes glamorous-appearing job. It may be challenging. It usually requires a great deal of work. And it

can be riddled with problems. However, you forget all the difficulties when former participants tell you that "you changed their lives." Or that "you inspired them." Of course this doesn't happen on a weekly basis, but it does happen often enough to make it all worthwhile.

It's not always easy to say what you will get asked at trainer interviews, but I can tell you that for mine I was asked about the following areas: Leading in training - teaching styles Teamwork Handling challenging delegates How to indentify learner needs Working to deadlines Supporting colleagues Teaching strategies used - resources etc Groups taught - size age etc Outline of relevant experience This should give you general idea of areas they might be interested to hear about. Good Luck - if you need anymore help just let me know and I'll try!

Lets Talk Personal Interview Training Module trains an individual on the following Questioning parameters : Motivation to join a Company - Question that generally could be asked are:

Why do you want to join us? How do you think you fit into this position ? How would you rate this particular job compared to other industries? Confidence level - Question that generally could be asked are: How do you think you can contribute to this organization? How do you look at your self 3 years, 5 years and 10 years from now? Why dont you want to study further? Ability to take decision - Question that generally could be asked are: A customer flares up that no one had bothered to handle his problems despite assurances. How would you handle this situation? A lady customer haggles you for a discount. How would you handle this call ? Ability to work in a team - Question that generally could be asked are: How would you describe yourself? When do you perform the best-when you are alone or when you have support of people around you? How would you rate your achievements in life? Would you give credit for your achievements to someone in your life? Customer Orientation - Question that generally could be asked are: How would you handle a customer who hasnt paid his dues for the last few months? How would you get a customer to commit? Attitude - Question that generally could be asked are: How do you see your future shaping up in this company? The one-on-one interview would be the acid test of a candidates eligibility and one successfully clearing it surely would make a berth for him in the particular industry. Lastly, youd also be asked to give at least two good references who would vouch for you.This Module completely prepares you for this acid test, and come out as a winner. "Why did you decide to become a teacher?" is sure to be one of the first questions you'll be asked during an interview for a teaching job. Everyone will have a different answer to this interview question which is appropriate. Give some thought to how you will answer and be as honest as possible. Many teachers discover that their love of children draws them to teach, or that their own love of learning makes them passionate about teaching. Others are inspired by a teacher earlier in their education who had a positive impact on them personally. It is helpful to expand on this by providing personal anecdotes. For example, perhaps one of your own teachers inspired you to follow in their footsteps. Share stories of how you made a difference to a child in a classroom or how you successfully taught a challenging lesson.

The Assistant Principal of my high school was a real inspiration to me, and she is one of the major reasons I pursued a teaching career. Her ability to guide students, her fairness, and her sense of justice made me aspire to bring these things to my own classroom. While I was student teaching, I had the opportunity to take a student aside to help him with a particularly difficult math concept that he was having trouble understanding. When I was able to show him a different way to approach the problem, and he ' When you are applying for an teaching position a typical job interview question is "What is your teaching philosophy?"

Your teaching philosophy is a reflection of your education and classroom experience, developed during college or gradu in the classrooms where you have taught. In order to prepare for your interview, you should review papers you have w on your personal philosophy.

Even if your interviewer doesn't ask you what your philosophy is, you may want to take the initiative to incorporate it i interview. Many times, an interviewer will ask if there is anything else you would like to tell her about yourself, and this appropriate time to highlight your philosophy.

If you don't currently have a personal teaching philosophy, take some time to develop a few key points, and write them teaching philosophy should be a self-reflective statement about your beliefs on teaching and learning. In the document discuss how you put your beliefs into practice by providing examples of what you have done and/or what you plan to d classroom.

Teaching styles and methods change, so it's important to review your philosophy from time to time, update it, and mak necessary. Be definite about your beliefs, but remember to stay open to change and growth, based on the needs of the applying to. When you are applying for an teaching position a typical job interview question is "What type of classroom management structure would you implement if you were hired?" You should be familiar with the school district's philosophies on classroom management and discipline. Your answer will vary depending on what grade level you are applying for, your teaching style, and your previous experience in the classroom, with respect to the policies of the district to which you are applying. Sample answers might include redirecting the student, involving students by agreeing on a set of classroom rules together as a class, having students sign a learning contract that they help create at the beginning of the year, listening to a student in a one-on-one meeting, mediating issues between students, and involving parents in the disciplinary process. Be sure to give personal examples of your method - and how it worked well for you:

In my First Grade Classroom, I implemented a system where the students were each given a clip on a chart. At each infraction, the students would move their clip along a progression of colors. The disciplines ranged from a warning, losing 1/2 recess, losing all recess, to a call home or to the principal's office. I made very few phone calls! When you are applying for an teaching position a typical job interview question is "How have you used, or how will you use, technology in the classroom?" With all of the new forms of technology available, schools are eager to incorporate it into their classrooms whenever possible. It's important to assure your interviewer that you are familiar with and enthusiastic about using available technology. In addition, note that you are always looking to research new technologies to implement in your classroom, as they become available. Provide the interviewer with examples of what technologies you have used in the past:

I was lucky to have one of the first 'Smart Boards' in my classroom. The children were immediately engaged, and eager to explore the possibilities being offered. We learned together just what an amazing teaching tool it could be.

move there.

Part Time Job Interview Questions to Ask

How many hours a week are available? How many hours per week/day are offered with this position? What are the typical shifts covered by this position? Are weekend/evening hours required? How flexible are the hours? Do the hours vary weekly, or stay pretty much the same? What kinds of projects will I be working on? How many part time people do you employ? Will I be a part of a team, or be working primarily independently? Is this a position that has always been part time? Will I have the opportunity to interview with the supervisor of this position? Is there a full time person here with similar duties, who I would be working with? Are there extra hours available seasonally? What are the responsibilities of this position? Can you describe for me a typical day in this position? Does the person who previously did this job still work here? Why did the person who previously held this position leave? How would you describe your company's management style? If I am offered this position will I have the opportunity to meet with my supervisor? How many part time employees does this company employ? How many full time employees does this company employ? Would there be any opportunity to work from home occasionally? How far in advance is the schedule posted? Is there opportunity for growth within the company? What do you like best about working here? What do you like least about working here? Would you change anything about this department? If I'm offered this position, how soon would you like me to start? How many applicants are you interviewing for this position? Do you have any additional questions for me? When should I expect to hear from you? How many employees work in this position? Who does this position report to? What kinds of performance reviews are done? What qualities would you like to see in a person in this position? What are some of the challenges in this position? What do you think is the best part of this position? What do you think is the most difficult part of this position