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Top 25 Training Specialist Interview Questions

What do you like about your present job as a trainer?
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Question 2 of 25
Where do you see yourself in five years?
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"I am excited about the opportunity to develop my career in training management. It is my long-term goal to become a Director of Training for a company that values education within its organization."
The objective of this question is to see how long you plan to stay in this position. Interviewers want to hear that you will be in a training role! Tell the interviewer that you see yourself actively engaged in the training field in five years. Explain how you hope you have grown professionally, and mention that you see yourself having continued to create a positive outlook for the organization during your five years in the role.
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Question 3 of 25
How do you evaluate success as a trainer?
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"I measure my success as a trainer based on the longevity of employment after training (turnover) and the extent to which trainees are equipped to properly perform their roles and responsibilities. My work as a trainer is never done as I am constantly improving the process but we have check points and testing that ensure we are teaching the materials in a way that sticks."
Is success when each person walks out of the classroom and does not need to come back because they do not have any further questions? Is success seeing each person pass a comprehension test? Is success meeting a team goal? Do you speak with your students three months after each training to see if anything needs to be added to the training session? Is success when you hear nothing needs to be added to your training sessions? Go ahead and share how you like to determine if you are a successful trainer.
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Question 4 of 25
Have you ever had difficulty with a supervisor?
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"As a trainer and a professional, I have found the best way to manage conflict is to approach it with humility and the intent to resolve the issue. Conflict and pain points are always opportunities to learn, grow and develop something stronger. It is rare, but there are times when I do not agree with my supervisor and I take the initiative to share my perspective and reach common ground. A relationship with mutual respect makes this easy to do well."
It is okay if you have! In a perfect world, you may not have had difficulty with a supervisor. If this is the case, go ahead and share that you have not had any difficulty with your supervisors. Be sure to mention that if you ever encounter this during your career you will likely just talk to the person about your concerns. Interviewers love hearing that you will try to tackle the problem! If you have had difficulty, pick an example of a time when you took the lead on trying to improve the situation in a positive way. Did you sit down with your supervisor offering your perceptions of their performance? Did you ask for the supervisor to provide clearer communication? Did you ask for your supervisor to be present more often? Taking the initiative to start up a conversation like this can be daunting, and it shows the interviewer that you are open to working through conflict in a positive way.
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Question 5 of 25
What is your greatest strength as a trainer?
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Question 6 of 25
Why do you want a career as a training specialist?
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Question 7 of 25
How would you judge an employee's performance?
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Question 8 of 25
What is the difference between training and development?
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Question 9 of 25
What was a successful training program you developed?
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Question 10 of 25
How would you describe your training style?
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Question 11 of 25
How do you prepare a training course? What research do you do beforehand? How do you decide which teaching methods you will use?
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Question 12 of 25
When have you led a training course that did not live up to your expectations? What happened? What did you learn from it?
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Question 13 of 25
Why do you believe a career training is an important tool for any organization?
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Question 14 of 25
When have you trained coworkers before? What did you enjoy most about this process? What did you find most challenging?
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Question 15 of 25
Do you work well under pressure?
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Question 16 of 25
Tell me about your education. How has it prepared you for a career as a Training Specialist?
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Question 17 of 25
How quickly do you make decisions? Give me an example of how you have done this as a trainer.
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Question 18 of 25
How do you decide what gets top priority when scheduling your time and balancing training needs?
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Question 19 of 25
What is your greatest weakness? What are you doing to improve it?
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Question 20 of 25
Tell me about your experience as a trainer.
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Question 21 of 25
Why are you the best candidate for us?
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Question 22 of 25
What kind of training tools do you require?
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Question 23 of 25
How do you prepare your training manual for a department?
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Question 24 of 25
Are you strict when training?
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Question 25 of 25
How do you believe you perform while giving presentations?
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User-Submitted Interview Answers

Question 1 of 25
What do you like about your present job as a trainer?
User-Submitted Answers
1.
I get opportunities to interact with people, train the executives, conduct corporate training sessions, team work, administration experience.
2.
I ampresenting working in post anesthesia care unit as a trainer, Ido the orientation and train them to become ├žompetent in the of PACU c├áre.I like and love teaching that would be the reason why I apllied this position so that I can impart my teaching potential at the same I can be an asset to the institution because of my contrition to be able to educate my co worker.
3.
I enjoy the customer interaction. I enjoy the challenge of developing talent within my store. I like the opportunity I have to represent my store within the community.
4.
I am currently unemployed.
5.
I like the fact that it gives me the opportunity to delight and wow my customers by offering them solutions that gives them value and satisfaction.
6.
I like the constant work and the variances we have. The constant of having to do something new.
7.
Challenging and rewarding, helping make a difference to others.
8.
What I like about my current job is the fact that I take up work only when I want to. I don't have to report to anyone and have enough time to myself.
9.
I like the freedom it gives me, I can either act like a robot and be efficient as possible or slack off and barely meet quota. This job isn't something you can blame someone else for if you fail. You own your work. You excel because of you.
10.
The environment, the people I work with, and the management.
11.
My current job is good and I like the environment.
12.
I am a Technical Writer at present. I create Technical Content for our sellers. The content consists of help files, business communication to our sellers. The part of structured communication and interacting with all the business teams is what I like about my present job.
13.
I like training new or transferred individuals on the companies training materials and watch as they show their knowledge of what they have learned.
14.
What I like about my present job is the ability to interact with different people on a regular basis. In my present job, I am responsible for monitoring assisted living facilities and making sure everything is up to par for our senior citizens and disabled adults, which is something I take very seriously.
15.
I like the interaction with clients and our csps. I enjoy being a couch and am passionate about helping them understand our products and services.
Question 2 of 25
Where do you see yourself in five years?
User-Submitted Answers
1.
At the top level of my tier.
2.
Director of training department.
3.
As the senior training specilalist.
4.
Having grown in this area I would see myself advancing in the company.
5.
I see myself advancing or progressing in my career. I hope to have achieved my goals and aim and also to impact in people.
6.
I see myself leading a successful department that strongly facilitates learning and skill acquisition throughout the organization on many levels. I also see myself facilitating a sense of progress and potential in all employees, so that they feel tied to the organization and see a future with the organization.
7.
Am planning to do my MBA in the next 2 years. Assessor & Moderator course. Training & Development Specialist.
8.
I like to continue with the same.
9.
I see myself being successful in what ever job I have chose to do...Working to make a difference in people lives..Helping others period.
10.
Graduated from nursing school.
11.
I see myself learning and growing in my role and with the organization.
12.
I see myself working on the same company and produced efficient and effective employees.
13.
Working in a permanent job.
14.
I should have advanced in my career. And attained managerial position. Began my PhD and writing papers and dissertations.
15.
I see myself in a role with a level of autonomy and purpose. A job that provides meaningful relationships and satisfaction.
Question 3 of 25
How do you evaluate success as a trainer?
User-Submitted Answers
1.
By the results of my new hires.
2.
By assessing how effectively learning is applied on the job, evaluating live interactions, surveying employees and customers, and looking at the big picture.
3.
Success can be multi-layered. For some success is achieving a task in steps, for others it may come naturally on their first try. If the learner feels they have met their personal objective, they have succeeded.
4.
By my ability to continue to grow and develop, advancing in my career physically and financially while maintaining a good work/life balance.
5.
I evaluate my success by the quality of my relationships and the growth of what I can contribute.
6.
Hardwork, teamwork and possitive attitude takes us to heights of success.
7.
By having some experience.
8.
I would consider whether the set objectives have been achieved.
9.
I look at how well my workers are performing.
10.
By setting an assessment.
11.
I was made the Team Lead within 1 year of my joining and I receive positive feedback from my co workers and my clieng.
12.
Success when a person is able to understand the material in a fun and exiting way. When the problem are solved in a timely matter and obstacles are passed.
13.
Success is working on something and seeing positive results.
14.
Targets reached, I've gone the extra mile and learned a lesson or two to improve my career and skills.
15.
When I am able to make my customers happy in ways that they want and even exceed it. Then I feel successful.
Question 4 of 25
Have you ever had difficulty with a supervisor?
User-Submitted Answers
1.
Absolutely, I opened the lines of communication and found a happy medium that allowed us to perform our best and work together.
2.
Yes, I once had a Supervisor who thought it was acceptable to curse her employees.
3.
Not difficulty but difference of opinion.
4.
Dificulties is part of everybody's . Yes I have encountered one one with my supervisor but the dificulties had evenade me a better person, I was able to learn more and began to explore my feelong but at the snd of the day I was able to learn from her and I thank her and the lord for givonge suvh situationslife.
5.
Difficulties are main part of our life and I always try to get along with it . I had some difficulties with my supervisor during my research regard some issues, and I dealt with him with respect and removed all the obstacles from our way .
6.
No. I try to mirror my supervisor.
7.
Difficulty s a trong word but I have had disageements and agree to disaagree to work together for a 1 goa lsolution.
8.
Yes, I asked for a meeting and we discussed the issue.
9.
We all have difficulties in our lives including with supervisors, I consider myself lucky that the difficulties with my supervisor has being work related, which we had solved them as teams in timely matter.
10.
No. I tend to possess characteristics that adapt to any environment and adjust to all management styles.
11.
No, I usually get along great with anyone I work with.
12.
No get on well with people.
13.
Yes, and it sorted only through open communication.
14.
Well I guess we can never deny that sometimes we do have some arguements with our supervisors but in general I did not have.. Juat need to always think of mutual respect.
15.
We do have different way of thinking at times but I believe we are cordial enough to discuss it openly and resolve the issues. If I am not clear in communicating, I make it a point to discuss it with him/her and clarify what is there in my mind.
Question 5 of 25
What is your greatest strength as a trainer?
User-Submitted Answers
1.
I have the ability to prioritize, problem solving skills, ability to work under pressure and can focus on projects, Ilove teaching and a trainer in my area, with leadership skills and most of all have a positive attitudes.
2.
I have the ability to prioritize, to work under pressure, to focus on the projects, with problem solving skills, trainer, teacher, leadership skills and most of have excellent attitudes towards work.
3.
Strong organizational skills.
4.
My Chameleon like adaptability.
5.
My ability to connect with others. This helps me establish rapport with my learners and creates a positive classroom environment.
6.
Always have been a Big picture person who thinks big. The first 10 years of my career focused on being a servant and absorbed how tye little things are the backbone to good business and the latter 10 years have been focused on bdcoming more kmowledgeable tonthe book side of business. Butbthe bottom line is I'm passionate towards becoming a conduit for bringing both the top and bottom together ttowards the #1 focus to any business--the customer.
7.
Working with the team as team work and finishing the work on time.
8.
I am a hard working person and always determined to finish the task given to me a head of schedule time.
9.
Customer service and self efficenat.
10.
I am hardworking and ambitious.
11.
I am patient and hard working.
12.
Being driven towards a solution and even harder for the tougher problems.
13.
Patience and listening are my greatest strengths.
14.
My greatest strength is my passion to communicate.
15.
The ability to adapt to change.
Question 6 of 25
Why do you want a career as a training specialist?
User-Submitted Answers
1.
I have a passion for education, training and development.
2.
I have a passion for training and developing people to be the best that they can be. I believe that everyone was born to excel and that if we create a nurturing environment for employee, they bring their best selves to work and the organization will ultimately benefits.
3.
I enjoy helping people learn and building on their current knowledge base.
4.
I lead by example and with adult learners it is important to be the type of team member you expect them to be.
5.
The ability to help others learn and grow personally and professionally.
6.
As have good exposure to procees knowledge and be recognised among the group of people.
7.
Well that is a good question . Training specialist is a good match for my profile where I could convey my message and share my knowledge with them.
8.
I like learning and sharing that learning with others.
9.
I enjoy assisting otehrs being successful.
10.
It is what I am passionate about.
11.
I have been in HR for over 20 years, but always in the Recruitment and Retention aspect. I enjoy attending training, researching material and sharing with others what Ive learned.
12.
I am a natural teacher and understand the patience necessary to help someone succeed.
13.
I want a career as a training specialist because I see this as the next logical step in my career progress, and because I see the value in ongoing learning for all people.
14.
I'm passionate about skills development. Seeing people grow & do better.
Question 7 of 25
How would you judge an employee's performance?
User-Submitted Answers
1.
I would use a standard matrix based on specific elements of the job description.
2.
Looking at their overall scorecard. Raw data give us a glimpse but it is also important to monitor and coach side by side.
3.
Based upon up to date evaluations.
4.
I would go for observation classes, then note down her performance, plan evaluation meeting with her and discuss her performance in a friendly and approachable manner.
5.
Based on ability to display they posess the knowledge skills and abilities to do their job.
6.
The job description should guide the evaluation. Also it should be taken into consideration, other projects that the employee is working on outside of the job duties.
7.
I judge an employee's performance based on what they can demonstrate for me. Am I seeing successful mastery of the skills required for the job? Are they completing their tasks on time? Are they completing their tasks to my standards? Are they rising to the standards of the organization?
8.
What they are taught vs how they are executing the task.
9.
I would evaluate this based on their performance evaluation, attendance, disciplinary action if any, performance against goals and objectives and feedback from supervisors, co-workers and subordinates.
10.
I would use the company's assessment tool.
Question 8 of 25
What is the difference between training and development?
User-Submitted Answers
1.
Training is to facilitate information so the participants are able to perform job functions and development builds on an established skill set.
2.
Training is more about facilitation and development is assessing the current resources and implementing strategies and techniques into the learning to make it more effective.
3.
Training is the delivery of courseware; a transfer of knowledge, where development is a whole other phase. Development involves research of learners needs, and writing prescribed material to that information.
4.
Training is specific to specialized workforce needs whereas development is a broader learning path engaging employees to expand beyond their specifiednroles.
5.
Sharing the known knowledg with the people to develop the processes.
6.
Training is part of development . A well trained employer will lead the company to the highest levels of improvement and innovation.
7.
Training is giving information; development is cultivating.
8.
Training to facilitate and educate the material developed or created. Development is to design the material to meet the auduinece needs. Alsp development is to get a trainee the skills needed to wnhance thier work perdomanrce.
9.
Training is aimed at imparting specific skills, development is about educating people for long term aims.
10.
Training is aimed at imparting specific skills while development is for career growth.
11.
Draining gives you knowledge to get you started development is enhancing knowledge that you arty have been adding to it.
12.
Training is when you introduce to an audience new material for improvement at work or home. development is.
13.
Training is a learning process to develop your skills and knowledge. Development is taking what you have been trained on and improving your skills to make you better. It's more long term.
14.
Training is providing individuals with the tools they need to successfully do their job or enhance their abilities, development is the individual continuously applying what they have learned.
15.
Training is where a organization puts a class together to help others learn how to do there job. While development is self taught, the little intricate things you pick up overtime.
Question 9 of 25
What was a successful training program you developed?
User-Submitted Answers
1.
New hire orientation - we have a calendar of events and make determination as to which classes would flow better.
2.
I developed my writing course from the ground up based on the objectives provided by my organization. As well, most of my courses that I teach now are my own, developed with an eye to the objectives of my organization, but using resources that I have developed based on what I have seen in my students.
3.
The most successful training program that I've developed was a supervisory development program using a blended learning approach. This helped us to fill 50% of our open positions internally.
Question 10 of 25
How would you describe your training style?
User-Submitted Answers
1.
Effective, brief, clear, with drive, amicable, interesting, flexible, creative.
2.
Use powerpoint or some sort of visual aid to keep the audience engaged. I would also have the audience interact so that we can all learn from one another.
3.
Eclectic. A Combination of demonstration, hands on and handouts. I always like to review.
4.
My training method is a combination of visual demonstration, Q&A discussion, presentation of information, and practice. I engage my students in the lesson, providing them opportunity to engage with the information or skill themselves through discussion, practice, and questions.
5.
Time permitting I would prefer to conduct a blended learning method.
6.
My training/teaching methods are best described as flexible and cooperative.
Question 11 of 25
How do you prepare a training course? What research do you do beforehand? How do you decide which teaching methods you will use?
User-Submitted Answers
1.
I carry out a training needs assessment, look at my intended audience.
2.
I carry out a training needs analysis.
3.
Read books, surf the web for latest info, read newspaper artciles, talk to co workers, learn from trainings I attend. The method I will use is solely based on the topic.
4.
Research free trainings to find different methods of training. Incorporate auditory sensory and other types of learning.
5.
Materials and being aware of the people involved.
6.
In order to prepare a training course, I first look at the objectives for what I want to accomplish. What are my goals? What do I want my students to learn? Then I look at various methods for teaching those objectives, and look for resources that will aid in accomplishing the objectives. I also research my audience if I can, gathering information about the group I will be training and finding out what knowledge they already have that I can build upon, and what gaps they might have that I will need to address. I determine the teaching method based on what I know of my audience, what I know of my learners' needs, what I know of the facilities where I will be providing the training, etc. I try to use a variety of methods so that I address multiple learning styles, and provide ample time to practice skills.
7.
Look at the previous courses as well as methods used in the past, see if they were successful.
8.
I always begin by doing a training needs analysis to fully understand whether it is a training issue. The teaching methods will depend on the curriculum, the audience, availability and logistical challenges.
9.
I review the past modules and their assessments, I look at what other trainers/instructors are doing to solve problems, and establish a measurement/objective to work toward.
Question 12 of 25
When have you led a training course that did not live up to your expectations? What happened? What did you learn from it?
User-Submitted Answers
1.
How to do better at my next training.
2.
The first day of sexual harassment training, it was done as a duo. I revamped it and made suggestions to split each section as opposed to appearing not organized. To always be organized.
3.
Taught basic computers in 3 hours to a group who never turned on the computer. It was not enough time and I think I was frustrated with them.
4.
I have led workshops that were developed by others in my organization that did not live up to my expectations, because they were not designed well. What I found was that the structure was not one that worked for me, that sometimes the information was outdated or incomplete, and that the designer had not planned for the types of questions the facilitator might encounter. As a result, I learned two things: that I must spend more preparation time with trainings that I have not designed myself in order to acquaint myself thoroughly with the information, and that I must be willing to change up the training in order to suit my style and be responsive to the needs of the audience. After every training I did the same workshop, I evaluated how it went and updated information accordingly, so that I was always prepared for questions and concerns that arose.
5.
Participants not sufficient they have other training and finalized the date after consulting with them.
6.
I trained 20 Hiring Managers on the Applicant Tracking System last year and they wanted to do it during their scheduled management meeting. There were too many questions that we weren't able to finish the training. I eventually broke the training into smaller sessions.
7.
The time when I was not prepared to teach.
8.
Training objectives has to br clear and achievable.
9.
Sometimes the content is not in the optimal structure for a group of people. It is always best to address each learning style in your instruction/training design.
Question 13 of 25
Why do you believe a career training is an important tool for any organization?
User-Submitted Answers
1.
It helps guide employees' career decisions and paths.
2.
It helps employees career growth.
3.
Anytime you can equip the staff with more tools to do their job and prepare them for advancement is always a positive.
4.
Employees need to feel that they can grow and contribute to an organization. By offering training, they feel appreciated and valued.
5.
Communication and impacting our people.
6.
I believe career training is an important tool for any organization because it benefits the organization to have employees that are well trained and knowledgeable in their position. As well, career training aids the employee by preparing them for the next level of employment with the organization, which further benefits the organization with regard to retention of employees (which in turns results in cost savings).
7.
People needs to know & understand career pathing. They needs to know what opportunities are available for them in the organisation as well as how to get there.
8.
Because it gives knowledge and skills.
9.
Because alot of people don't realize they have alot of options available to them.
10.
Career training is an important tool an organization because it bridges the gap between skills and performance expectations but it also retains top performers and addresses knowledge management.
11.
Because this is the foundation of a good and best employees.
12.
Career training helps to improve productivity. It also helps in career development.
13.
It'll enhance our skills as well as organizational growth to attain our company goals.
14.
The employees can know their work nature, capabilities and their shortcomings to improve themselves. Also for the companies to utilize human resources in an effective way.
15.
Adults need to be lifelong learners, they need to keep growing and improving for themselves and their company.
Question 14 of 25
When have you trained coworkers before? What did you enjoy most about this process? What did you find most challenging?
User-Submitted Answers
1.
In particular, new staff members. Seeing them excel. If they did not seem interested by not taking notes.
2.
I was responsible for training other Career Center Directors at campuses throughout Ohio. I enjoyed helping them to understand the computer system. The logistics was the most challenging part because I had to stay overnight. Also, some of my trainees were not that familiar with computers.
3.
I have trained coworkers throughout my last five years with Goodwill, as I have always been the most tech-savvy person on my staff. Consequently, my managers have relied upon me to train my coworkers on our database management system, on Outlook, and on any other software or hardware for which they need training. What I enjoyed was watching them master the skills they needed in order to do their job without assistance. What I found most challenging was that I couldn't plan for training times, since we were all teaching, so trainings happened on the fly.
4.
Induction on skills developnent projects. I enjoyed seeing people grasping the concepts & wanting to add ideas to improve what I had presented to them. The challenge was getting the people who were new in the industry to understand & grasp the concepts.
5.
6 months before they are to understand problem with language.
6.
When I worked in a convenient store. I enjoyed showing the person I trained that there was more to just doing a job. The challenging thing was to get them to enjoy what they were doing.
7.
The most recent one is an on-the-job training for the Recruitment Assistant position. What I enjoyed most was seeing them perform well on the job. What I found most challenging was managing my time for current responsibilities plus training, coaching and mentoring.
8.
When I taught them how to be better individuals.
9.
Yes, I have train the trainer sessions.. It was an interactive process and I was able to impact new knowledge. I took advantage of the adult learning principles. Connecting with new hires. Facilitating training of your co workers .
10.
Yes. I trained my co workers. I faced many challenges when I gave the training.
11.
No I am a fresher finding the opportunity to do so.
12.
Training coworkers is like helping your siblings prepare for a big test. It might be hard for them, but your support and assistance makes all the difference in their success.
13.
Recently, I trained my coworker. I like to enjoy to share what I have learned, and the most challenging part is to be with them all the time after the training session.
Question 15 of 25
Do you work well under pressure?
User-Submitted Answers
1.
I like a little pressure because I find I do my best work under pressure and am more productive when I have time lines that I have to meet.
2.
Is there any other way? Pressure provides challenge and is essential to growth.
3.
Yes, I prefer to be busy.
4.
Yes, I do. I have spent the last five years working in a system where I have a great deal of training to accomplish in 24 hours, taking my students from knowing virtually nothing about a program -- or in some cases, about computers at all -- to being able to comfortably navigate and use the program in order to complete assigned tasks. I am always aware of the deadline of the end of the session, and often have to find creative ways to approach the objectives in order to complete them all.
5.
Yes I do. I know how to prioritise & to multi-task.
6.
Yes, in my different roles I've had to deal with different types of pressure such as matrix reporting lines, challenging bosses, working on global projects and working with start up organizations.
7.
Yes, I need some pressure to work well. I like to keep it manageable and not feel overwhelmed.
Question 16 of 25
Tell me about your education. How has it prepared you for a career as a Training Specialist?
User-Submitted Answers
1.
I have attended multiple workshops such as coaching to performance, motivating for results, taken college course work in business management and I am certified in Microsoft Office 2010.
2.
I studied communications and business management. The foundation of learning is all about communication and how effective I am at delivering the information to others.
3.
I have a masters - during this program, all you do is research and present.
4.
My degree is in education and I have experience teaching all ages from preschool to senior adults.
5.
I am trained as a teacher, and have additionally completed my master's degree coursework in education technology, which focused on instructional design, a foundational skill for training.
6.
I have done the ODETD qual.
7.
I have a Bachelors degree in Psychology with a minor in Business, train-the-trainer trainings and online course development training.
8.
Both of my Master's of Arts were wonderful experiences and I truly look forward to practicing my education in the work environment.
Question 17 of 25
How quickly do you make decisions? Give me an example of how you have done this as a trainer.
User-Submitted Answers
1.
I do not make decisions quickly. I research the situation before I make a decision. If its a decision that will influence an employee I research, if its a decision that is about a layout of a document, I ask a series of questions before I make a decision.
2.
As quick as possible once I have done the appropriate research and gathered all the facts and figures I need to make an informed decision.
3.
It depends on the situation. If there is an urgent issue, I lean on previous successes to lead me to the right decision and act immediately. If there is time to contemplate and devise the best solution, I will take the time to make the best decision for all involved.
4.
Training is specific to specialized workforce needs whereas development is a broader learning path engaging employees to expand beyond their specifiednroles.
5.
It depend on the situation and how much I know about it . I always evaluate it first and see how good or bad would it be and make my decision .
6.
It depends on the immediacy of the situation.
7.
I don't make decisions quickly unless it is an emergency, I take my time to analyse all options, possible outcomes, best and worst case scenarios, etc.
8.
That really depends on the decision if it is urgent decision that needs to be made immediately then I can do that very quickly I generally would look at whatever information that we have at the time look and decide if there's information that can be gathered that would be helpful or if we have all the information already that is useful in any more time spent with just be wasting time and then last I kind of go backwards and I look for the least worst solution if I'm unsure.
9.
Depends on the situation,
10.
In HR there are times where decisions have to be made within minutes. It depends on the case. For instance, with disciplinary hearings, I have 10 days to make a decision. With an FMLA request, I have 5 days. With a request to transfer to a new department, I have to give an immediate response.
11.
I make decisions quick, I don't like floundering around trying to get stuff done. I set a plan and go after it, to get everything done. The other day in receiving our boss was out and we were short two people. One of them being our forklift driver. The major problem was that if one of the two remaining people unloaded trucks, we would quickly be swamped and it would have become a complete mess. So I asked AJ to get with Cole about getting someone to unload while we received. After we got someone to help unload everything went well.
12.
I am able to make decisions.
13.
I like to look at all the details before deciding. When buying a car, I look at the price, availability, where the dealership is located and my budget to make sure I can easily make the payments.
14.
It depends on the situation. I know the case, probably right away. I would get the facts and surrounding effects to the co and the client and decide based on these.
15.
I tend to decide relatively quickly on a course of action, after considering factors. The things I do in my life -- as a parent, as an instructor, as an athlete -- often require quick decisions. As a parent, I had to assess a life-threatening situation when my son was choking on some food and decide quickly on a course of action -- performing the Heimlich maneuver -- to save his life. As an instructor, often I have had to decide to abandon a particular lesson because it is obvious that my students had not mastered the previous concept yet, and needed more time to practice the concept in order to progress on to the next skill. As an athlete, I play a sport -- soccer -- that requires split-second decision making in order to be successful.
Question 18 of 25
How do you decide what gets top priority when scheduling your time and balancing training needs?
User-Submitted Answers
1.
The project with the most crucial deadline will get top priority.
2.
By assessing deadlines and/or urgency and prioritizing respectively.
3.
I believe setting d Esa dlines inadvance anad communicating ahead of time if an item is a lower priority wis paramount to competing training inter e ts.
4.
Time management is solution for that . The task that urgent and cant wait would get to be finished first . The task that has a space of time would come next and so and so .
5.
Look to see what needs to be done first.
6.
Urgency of the matter. Date/fime/ mamangemtn request/communication.
7.
Depending on the urgency of what needs to be done and deadlines.
8.
It depends on the timeline.
9.
That also varies depending on the situation I generally have a calendar with a daily plan with a little bit of time each day if possible it's open sub for unforeseen appointments and other types of time sucks and then I look at the dub the deliverable schedule and make sure that all of the deliverables woke will be in and order that makes sense or if there is something that has to be done first.
10.
Prioritize by importance or what is due first.
11.
I make a list based on what needs to be done immediately, what need to be done, what can wait and what isn't actually necessary.
12.
Its all based on customer requirements. Any task where a customer requirement comes into picture is a high priority. A priority is also based on project deadlines. For example, the launch date of the product.
13.
Schedule the duties from the job description unless my supervisor needs immediate help with a project.
14.
I would put the most crucial case on the top.
15.
A scale of preference. From the most important.
Question 19 of 25
What is your greatest weakness? What are you doing to improve it?
User-Submitted Answers
1.
I am a people pleaser! I have found and continue to acknowledge that there is a fine line and sometimes I have to be more assertive and evaluate whether I can bail others out without jeopardizing the group as a whole.
2.
Weakness is perfection andI have being timing myslf to dedicate each section of my work a psecitif time/
3.
I like helping people and end up taking on too much responsibility. I am learning to prioritize and to delegate.
4.
Cant say no. I will find a way to help some one in need. I have a calendar on my phone and I will check it before committing to an engagement.
5.
My greatest weakness is a willingness to take on too much at one time. I constantly work to remind myself that I need to take care of myself and my family as well as my job.
6.
Wanting to do everything myself.
7.
I am very detail oriented and in the beginning of my career I was very hesitant to delegate. I have learned to be very clear in communicating my expectations and coach and mentor my subordinate to be successful.
8.
Written works/ paper works.
9.
I have some trouble acclimating to a new job, but with time and focus, I am able to get my feet under me.
Question 20 of 25
Tell me about your experience as a trainer.
User-Submitted Answers
1.
I began my training experience back in 2002 while working with Nextel Partners. I was originally part of the Customer Retention team and the company had decided to move the department to Temple, TX. I was the top performer across the organization so I was asked to develop a transitional training to assist in the ramp up of the new site. This lead to full on facilitation of the course and eventual development of an entire curriculum that was used across the business. After successfully training our TX site, I was asked to travel to VA to train an additional 75 employees and was successful. In 2012, I joined Convergys as a rep with the goal of becoming a trainer and was promoted a month after completing training, ultimately developing Scenario Based curriculum and delivering it around the world, virtually.
2.
I have done this like forever.
3.
I conduct orientation and harassment seminars, as well presentation in college.
4.
I have been in education -- just another form of training -- for 25 years. The past five years I have worked in workforce education, which is training for people who need to progress in their chosen field, who are transitioning to other employment, or who need training in order to obtain work. I work with people from all kinds of backgrounds and with varied needs, and I have to address those needs in a single setting.
5.
I have more than 10 years experience in learning and development and organizational development mostly in the call center industry.
6.
All of my experience has been in the academic career field.
Question 21 of 25
Why are you the best candidate for us?
User-Submitted Answers
1.
I am the best candidate for this position because of the boot-camp style train the trainer workshops I have attended where I learned how to create effective presentations using powerpoint, flip charts, ice breakers and add fun to the class. I have a sixth sense in monitoring the status of my participants and assist those struggling one-on-one to bring everyone to the same level.
2.
My adaptability makes a perfect fit for the Senior Trainer role as I am a fluid and effective communicator. I was instrumental in developing sales training focused specifically on increasing DirecTV sales through the AT&T U-verse program.
3.
Becuase of my qualifications and experience.
4.
My passion for learning, sharing and engaging with people.
5.
I am the best candidate because I bring a wealth of skills and knowledge to the table, a strong background in education, and a desire to learn.
6.
I am the best candidate for the position because of my breadth of experience not only in learning and development but also talent acquisition, performance management, career management, employee relations, change management, organizational development, and corporate communications.
7.
I have an excellent background of experience and education combined to make me the best candidate for a learning/development specialist at your company.
Question 22 of 25
What kind of training tools do you require?
User-Submitted Answers
1.
Computers, LCD, flip charts, markers, manuals, note pads, test accounts, test region, system updates.
2.
I like to use props whenever feasible, however, at minimum I need a curriculum and a timeline.
3.
The participants to take notes, actively listen, and participate.
4.
I need to have access to the internet and a computer, a projector, and the appropriate software to complete portions of my job, including web development tools, video development tools, and presentation development tools, as well as word processing and spreadsheet software. I also need the usual hard tools such as paper, writing tools, a photocopier or printer, etc.
5.
I can adjust my training methods to whatever training tools are available.
Question 23 of 25
How do you prepare your training manual for a department?
User-Submitted Answers
1.
After each class I submit any changes and corrections so it is ready for print and assembly. I delegate the assembly of the manual to folks on the phone that have down time.
2.
Create job aids that encourage further development of the skills taught and make sure the information points to the best resources for more information.
3.
Based on the needs of the department.
4.
I keep updating it after every session.
5.
I have not don't that, but I would assume that I would prepare it based on needs assessment.
6.
I research the needs of the department, collaborate with the department heads, and survey the employees to obtain their perspective as well. All of these components need to be considered in developing a training manual that addresses the training needs of a department.
7.
I start by getting a good understanding of the department's role and the individual jobs within the department. This way I can capture, working with representatives from the department, what everyone needs to know to be successful in the department and in their specific role.
Question 24 of 25
Are you strict when training?
User-Submitted Answers
1.
I try to stay on track as much as possible while allowing the participants to embrace their learning and add fun to the training time.
2.
I am ALWAYS professional and every class is different. Sometimes it is crucial to be more strict because of the group dynamic. I approach each situation with an open slate and evaluate the group and individuals accordingly.
3.
Strict? Not really, no. I find that "strict" can be a limiting approach to training. Flexibility is a far more useful skill when it comes to training, because it is imperative that trainers understand the differences and challenges that learners bring to the table, and work to accommodate those needs. Strictness doesn't facilitate learning.
4.
Yes I am. Cell phones off, address questions through me.
5.
I have minimum expectations in order to make the environment conducive to learning but I make sure that it is a fun learning environment where the trainees are comfortable.
6.
Yes. Training requires the learner to accept the program.
Question 25 of 25
How do you believe you perform while giving presentations?
User-Submitted Answers
1.
I may come across as nervous, but as the presentation progress, I build more confidence.
2.
I know from experience and from feedback from my presentations that I am entertaining and informational, and that attendees at my presentations have overwhelmingly provided very positive feedback with regard to my presentations. I am well prepared for questions, welcome interaction with my audience, and use personal experience to connect with the audience.
3.
I believe I'm very effective in giving presentations based on feedback I've received and the training evaluation but still there's always room for improvement.
4.
I am always more comfortable with presentations after the first one.

About Training Specialist

August 18th, 2017

Human resources specialists recruit, screen, interview, and place workers. They also may handle human resources work in a variety of other areas, such as employee relations, payroll and benefits, and training.

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