Training and Development Manager Interview Questions

1. 1.

   How do you track and monitor the impact of your training sessions?

   There are many different ways you can monitor your performance and impact as a Training and Development Manager. You can use online assessments and features within a software program, tailored to the goals of your training or program. You can host weekly meetings where you discuss what is working and what needs improvement. You could also ask for feedback in the form of a survey. Share some of the tools and methods that you have found the most helpful when it comes to tracking and monitoring the impact of your training sessions.
   
   

   

   Rachelle's Answer

   "When I create online programs, I set them up in a software program that performs a great deal of automated tracking. This software keeps detailed records of each students' progress, including where they power through the content and where they seem to slow down and struggle. With these tracking capabilities, I can see when student progress slows, which allows me to encourage them along when needed. When I teach in-class workshops or sessions, I use feedback forms to check in with the students periodically. These forms allow me to receive feedback and adjust the material as needed. I will always follow up with a student post-session and support them where I can if they need additional coaching. Another way of tracking the impact of my training sessions is to meet with the employees' manager to discuss if the goals and expectations of the training were met, exceeded, or fell short."

   Anonymous Answer
   "I host weekly meetings, undertake touch-bases, and one-on-ones to provide as many opportunities to discuss what is working and what isn't. I recognize that not everyone is comfortable in the same settings, I offer as many opportunities to suit personalities. I have also used assessments, which depending on the setting, are conducted quarterly. If I'm working with a team for three months only, the assessments are more casual and are undertaken monthly to keep my finger on the pulse."
   
   Alexandra's Answer
   This answer comes across more on how you monitor your team's feedback. I recommend clarifying if your assessments are performance assessments?
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2. 2.

   Why do you want a career as a Training and Development Manager?

   If you love teaching and seeing results, the career path of a Training and Development Manager could be perfect for you! You will have the opportunity to instruct others on many career-optimizing topics that will help drive productivity, company profits, and employee success. You get to work behind the scenes, researching and planning, and then share your findings to benefit the performance of others. Share what you enjoy the most from your career, being sure to let your enthusiasm shine.
   
   

   

   Rachelle's Answer

   "I thoroughly enjoy teaching and instructing. I thrive on finding new ideas and creative ways to present the learning material. I also enjoy being in a leadership role, helping other individuals to grow and improve. I like the challenges that come with each new training and development program. Overall, one of the most enjoyable factors for me is the planning, researching, and learning. Once I find out what the company stakeholders are looking for from me as an instructor and the results they are looking for the employees to achieve from my training, I see it as a challenge to exceed all expectations. When I can have fun, learn, develop team-building skills, and help people with their communication strategies, it's incredibly rewarding. My career as a Training and Development Manager has been incredibly rewarding."

   Anonymous Answer
   "This is a field where I can bring all my skills and talents together. I am comfortable speaking in front of large groups and facilitating workshops. I have an artistic eye, so I can bring some visual pop to my presentations, keeping my audience engaged. And I enjoy research, so I keep up with best practice and the latest trends with ease."
   
   Alexandra's Answer
   This is a great answer. This shows both your skills as well as your personal interest.
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   Anonymous Answer
   "I find it rewarding when someone transitions from not knowing what to do when they start a job to be successful in their position. I've had the opportunity to mentor new employees who are now successful in their position, and it's a great feeling knowing that I've helped them with that success. Along with that, I want to grow in my career and continue to help this company grow."
   
   Rachelle's Answer
   It's a great feeling, indeed! Try touching a bit further on how you want to grow in your career, as well.
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3. 3.

   How do you adapt when you need to make last-minute changes to a training program?

   As a Training and Development Manager, you will work closely with a company's greatest asset, which is their people! As you know, people require flexibility. When unexpected changes or events occur in an organization, you must be willing to pivot your training or materials to meet current needs.
   
   Show the interviewer that you can embrace change. If possible, give an example of a time when you adapted and made last-minute changes to a program or session. Highlight the fact that you can stay positive and motivated while adapting.
   
   

   

   Rachelle's Answer

   "I adapt well in last-minute situations. Working with people means that there are no promises on how my day will go. This reality is one that I learned early on in my career. My job is about the programs that I develop, but it's also about responding in a humanistic manner to the people that I teach. Sometimes this approach means taking a new direction. For instance, last month, I was due to facilitate a training session on stress management in the workplace. The evening before, there was an unexpected death in the company. The team experienced a tough emotional blow. I changed the training session last minute to focus on grief, loss, and bereavement. I turned the session into a support group because it was more important to deal with the loss of a colleague and friend than it was to follow the schedule that I previously had in mind. The session was helpful, and it's what the team needed. The job of a Training and Development Manager is also about supporting people, which means that I need to meet them where their needs are, rather than always sticking to a plan. I must show that I can accommodate others, which sets a good example of authentic leadership."

   Anonymous Answer
   "With my experience, there have been situations where I've had to learn a completely different software. First, I believe the more open you're willing to learn; then you will be able to adapt better."
   
   Rachelle's Answer
   Try personalizing the last part of your answer a bit further by avoiding 'you' statements. I have provided an example below.
   "While working at my current employer, I had to adapt by learning new software programs in a short amount of time. For instance, the company changed our CRM without notice, and I was asked to be proficient in the system within ten business days. I believe that I can adapt to any situation when I approach it with a winning and positive attitude."
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4. 4.

   What kind of training materials have you developed from scratch? What was the content, and how was the content delivered?

   Training and Development Managers create training materials to help employees boost their workplace performance while developing new skills to help them in their careers. They may produce online modules, or they may work alongside their company's Human Resources team to develop handbooks or in-class training for onboarding new employees. Talk about the training materials you have created, whether they were online programs or PowerPoint presentations delivered in-person. You could discuss your favored formats and some of the most impactful training you have provided in the past.
   
   

   

   Rachelle's Answer

   "I have developed training modules from scratch on topics such as workplace performance, stress-management in the workplace, new employee onboarding programs, and diversity and inclusion programs. Most recently, I created a program on workplace stress and stress management. The program was a four-part series that touched on work/life balance, how to schedule time effectively, how to use a variety of time-management tools, and how to deal with stress professionally. I am especially proud of this program because it teaches healthy communication skills than the attendees can implement at work and in their personal life. The program also addresses career goals and how they should match professional goals. The majority of the program is delivered inside the classroom setting with some virtual exercises that the participants can keep confidential. The modules are available online if the participant is unable to attend the in-person training. Developing a course of this nature takes a lot of research and planning. I am very please with how it turned out, and I have received a great deal of positive feedback, which makes me proud."

   Anonymous Answer
   "I have developed several types of training materials from scratch. The majority is process, knowledge or skills-based so it requires slide or video presentations, interactive simulations, or role-playing. Most of this is done using PPT, Photoshop, or in-house training software. I also utilize telephonic, email, and face-to-face training methods. I have also created training materials for managers and other trainers because a large part of my responsibility is overseeing others and developing their training abilities."
   
   Rachelle's Answer
   You provide excellent details in your answer, and this reply will give your interviewer a strong idea of the depth of experience you bring.
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5. 5.

   What is your greatest work-related accomplishment?

   The interviewer would like to see that you are proud of your career as a Training and Development Manager. Looking back, you have already accomplished a great deal in your life! You have educated yourself and dedicated your career to helping others boost their performance through continuous learning. Think of the highlights you have experienced throughout your career and be ready to discuss which achievement makes you feel the proudest.
   
   

   

   Rachelle's Answer

   "My greatest feelings of accomplishment come from the collective difference that I have been able to make in the lives of others. Each time I have a successful training session, or when I develop a program that makes a difference, I feel that I have added to my overall success as a Training and Development Manager. When I can make employees happier and more productive, it's a significant win. When I can help facilitate a work-environment based on equality and mindfulness, it's incredibly rewarding. Each time an attendee approaches me and thanks me for broadening their perspective, or tells me that they feel encouraged, I feel accomplished. My reputation as a talented Training and Development Manager is my overall greatest accomplishment, and I continue to feel encouraged to do my job with absolute pride and enthusiasm."

   Anonymous Answer
   "My Ph.D., my work on the law on making misogyny a hate crime, living in a different country, having a huge impact on how the city viewed gender safety, and working with students on inclusion, and most importantly, my son."
   
   Alexandra's Answer
   Great answers!
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6. 6.

   Tell me about a time when you had to modify and improve a training program. What was the impact?

   The interviewer is assessing your ability to make impactful changes to a training session. Think of a time when you put your spin on existing training materials to improve the content delivery, the overall content messaging, or how the attendees received the content. Be sure to include details of how your modifications improved the program, overall.
   
   

   

   Rachelle's Answer

   "Last year I was asked to improve and then perform a training session with our frontline workers on the signs of PTSD, and available treatments. Frontline workers face trauma every day, and it can take a toll on their well-being. I knew the existing material was heavy, and I wanted to find ways to lighten up the delivery while still keeping the right tone regarding the serious topic of PTSD. I decided to add a few team-building exercises and also some improv exercises where the attendees would get a hypothetical situation, and they needed to act out how they would approach the issue. It was amazing to see how quickly the attendees jumped into the role play and how they supported each other when one person felt 'stuck' with what to do or how to respond. In the end, my leadership team was impressed with the way I added my style to the existing material. When the subject matter is serious, it's okay to add a lighter component to put the attendees at ease and help them feel more comfortable with opening up during the sessions."

   Anonymous Answer
   "When I was working with the police, after conducting interviews and surveys both with them and vulnerable community groups to determine each side's issues, I was able to tailor their existing program to incorporate what the community needed. They had not connected their training with their community."
   
   Alexandra's Answer
   Good start to your answer. I recommend expanding on the details - how exactly did you tailor the existing programs? What changes did you make & were they successful?
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   Anonymous Answer
   "When I first started building our training program, one of the first things I noticed was that it did not convey foundational knowledge of the industry. The training addressed internal company processes, but agents didn't really understand the language of the industry we were in. I created a slide show of both photo and video content that thoroughly explored the industry and gave them a foundational understanding of the industry. Then we built a digital scavenger hunt and a group discussion component so that agents could work to find more information and get acclimated to the industry. This helped build their confidence."
   
   Rachelle's Answer
   This is a very smart idea, and it sounds as though it was beneficial to the reps. In addition to building confidence, do you have any other tangible or measurable success to share from this situation?
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7. 7.

   Walk me through your experience in facilitating adult education.

   Since Training and Development Managers spend quite a bit of time instructing others, the interviewer would like to get a better idea of your hands-on teaching experience. Briefly describe your work history using the Past, Present, Future framework.
   
   - Past: Provide an overview of your education and early experience in facilitating adult education.
   - Present: Discuss your current work, as it relates to adult education.
   - Future: Talk about your career aspirations in career education, and how this future opportunity is a fit.
   
   When you frame your response using the Past, Present, Future method, it helps you to keep your thoughts on track, allowing you to deliver a well-organized answer with impact. If it feels more natural to you, you can also frame your answer as Present, Past, Future.
   
   

   

   Rachelle's Answer

   "After graduating with my bachelor's degree in Human Resources, I joined a community center on contract, as an adult educator. There, I taught life skills classes to disabled adults through local community centers. These classes taught computer literacy, resume writing, and other career-related skills. Over the last eight years, I worked for a variety of companies on contract, delivering training sessions that focus on improving diversity and inclusion in the workplace. Most recently, I have been developing a program from scratch for a company's HR department. This program focuses on making an impact on full-cycle recruitment and onboarding processes. Once my management team approves the final program, the program will be delivered both in-person and virtually to human resource professionals across their company. Now, as I wrap up this project, I am looking for a new opportunity to continue teaching and instructing adults in a business setting."

   Anonymous Answer
   "I have facilitated workshops and presented at international professional conferences. I have taught in a L&D capacity to a variety of groups from financial, manufacturing, police, government, and schools that include both teachers and students. In particular, I enjoy interacting with my audience inviting questions for knowledge co-creation as I find information is internalized when the learner is involved."
   
   Alexandra's Answer
   Great answer!
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   Anonymous Answer
   "I've had the pleasure of mentoring new colleagues and teaching them how to drive the system and have quality coaching skills. I've been told that I break down the material in a simplistic way that is easy to understand. I am also mindful of listening so I could fully help the new colleagues."
   
   Rachelle's Answer
   Agreed - simplicity is often the key to an effective approach. Try also touching on how long you have been coaching, and any other experience you have leading others. The interviewer will want you to bring the depth of your experience to life for them.
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8. 8.

   How do you keep employees engaged during a training?

   The interviewer wants to see that you are the type of Training and Development Manager who is skilled at taking potentially dull material and bringing it to life for the attendees. Part of keeping employees engaged during a training session could also mean that you can take complex information and simplify it in a way that makes the attendees want to pay attention to you and learn. Share some tips that have helped you keep the crowd interested, regardless of the topic!
   
   

   

   Rachelle's Answer

   "I have developed a good sense of humor and can level with people quickly. I like to quickly sort the group dynamics and get to know the different personalities in the group so that I can lead the class with ease. I try to be as entertaining as possible, even when I'm teaching on a technical topic. I keep my sessions interactive by involving everyone in group discussions and using videos to help explain the material in a way that is interesting and easy to understand."

   Anonymous Answer
   "I make efforts to fluctuate my voice rather than speaking in flat or low tones. I walk around, and I gesture, I interact with the group by asking them questions, facilitate group discussions, and use interactive activities. I use color and videos in my screen presentations, providing visual variety."
   
   Alexandra's Answer
   Good answer!
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   Anonymous Answer
   "I keep employees engaged during training by making the training interactive and hands-on. I would put the employees through situations in which they may experience on the phone. This is beneficial because it is good practice, and it keeps the training exciting."
   
   Rachelle's Answer
   Interactive, specifically, how? IE: do you have hands-on activities, table talks, special guest speakers, info-graphics, multimedia, etc.?
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9. 9.

   What challenges do you anticipate in this Training and Development Manager role? How will you meet those challenges?

   New challenges will always be present when starting a new job. A career move can be challenging, but also exciting as it allows you to learn new skills and overcome challenges you haven't faced before. Discuss a couple of responsibilities present in this new role that will present a learning curve. Perhaps this new role requires you to learn the details of a new industry, and you know that it will take some time to adjust. Be honest with the interviewer about the challenges you expect to face; however, focus the bulk of your response on what you plan to do to meet these challenges.
   
   

   

   Rachelle's Answer

   "I have worked with management teams as large as 15, and I understand that your leadership team has 25 members. For that reason, I anticipate that the most significant initial challenge will be learning the unique leadership styles of your entire management team. As with any HR-related position, people-related challenges are the most difficult to navigate because everyone has unique character and personality traits. Leading leaders is difficult, but I will meet the challenge by reminding them that no matter who we are, we need support and opportunities to grow. The purpose of my role as a Training and Development Manager is to challenge the development and growth of others and help leaders to optimize their job performance. I will provide the encouragement that they need while presenting them with engaging and meaningful continued learning opportunities."

   Anonymous Answer
   "My main challenge with this role for me will be the documentation. Although I am a good teacher and trainer and can also write good training packs, I do not have much experience in writing documentation, such as the Needs assessment report to be shared with management."
   
   Rachelle's Answer
   This answer is nice and honest. Now, to finish up your response, be sure to share what you plan to do to meet these challenges.
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10. 10.

    How do you keep up with new developments and trends in employee training and development?

    Your job is to maintain and increase productivity through employee development. As a leader, you have the opportunity to influence teams from the inside, using your expertise to implement and change programs to help employees do their jobs and meet company expectations. Share what you are doing to continue learning and growing in your industry knowledge.
    
    

    

    Rachelle's Answer

    "I keep up with trends and new developments by keeping in close contact with other Training and Development Managers that I know and trust. Together, we discuss current trends and creative ideas that will help us to accomplish our goals as instructors. The world of instruction and adult education is always improving. For that reason, I lean on a variety of online resources such as blogs and podcasts. I also follow Forbes Magazine and subscribe to LinkedIn Learning, which allows me to remain in-the-know while also training myself on new skills related to teaching and educating others. I am always open to learning new resources if you have any specific recommendations!"

    Anonymous Answer
    "I do a lot of research, participate in training to enhance my skills, and network within the industry to learn about the latest trends. I appreciate hearing what others have found successful, and in turn, I also like sharing for the latest industry knowledge."
    
    Alexandra's Answer
    Good answer.
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11. 11.

    What qualities do you believe make an excellent Training and Development Manager?

    Take some time to think of the top three to five characteristics that you believe a Training and Development Manager should possess. Think of some industry peers that you admire and the traits they possess. Or, think of the top characteristics that you have worked hard to develop. A talented Training and Development Manager will be proactive, a clear communicator, and have the innate ability to make others feel comfortable in a variety of learning environments. They are educators who can effectively motivate and inspire others. Share a few of the traits you believe to be most important and explain how you possess these essential characteristics.
    
    

    

    Rachelle's Answer

    "There are many qualities and skills that a successful Training and Development Manager should bring. These include being well-organized, enjoying research, and possessing the ability to multi-task. This takes organization and a great deal of discipline, which I have proven to have in my current position. A Training and Development Manager must always show empathy and be patient with others while actively listening to their learning needs. They should also be strong communicators who are direct and honest. This open communication includes being able to give and receive feedback freely. I work hard always to give solid direction with clear expectations."

12. 12.

    If you had to improve in one area of instruction or communication, what would it be?

    When it comes to self-improvement, the interviewer wants to know that you desire professional growth and betterment. Think about one area of improvement you are actively working towards and explain what you are doing to achieve this goal. Since you are interviewing for the role of Training and Development Manager, it's wise to avoid any areas of improvement that could disqualify you for the position, such as being someone who finds it challenging to listen actively. Be sure to focus less on the weakness you want to improve, and more so on the steps or actions you are taking to improve.
    
    

    

    Rachelle's Answer

    "I am currently working on my ability to be a stronger leader. A lot of my training sessions focus on improving the performance of our corporate-level executives, so powerful leaders often surround me. I recently attended a leadership conference to help me cultivate some of my bolder leadership traits. Here, I learned how to be a more effective leader by taking the initiative in larger groups. I value these learning opportunities and look forward to surrounding myself with other leaders who also want to challenge themselves to grow professionally."

    Anonymous Answer
    "I recently undertook a course for Restorative Practices facilitation for conflict management. I am also a runner and have put together a new training plan for a race that I, at present, is beyond my ability. I want to do this race, so I've set out a schedule that is the whole body-oriented and in preparation."
    
    Alexandra's Answer
    Great answer! This shows your commitment to both professional and personal development.
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    Anonymous Answer
    "I recently have been working on my leadership skills. For example, leading by example by leading team huddles, being the first to volunteer during team activities, and reading books that help improve leadership skills."
    
    Rachelle's Answer
    Your answer is thorough and well defined. You are working hard to boost your leadership skills; an effort that any interviewer should greatly appreciate.
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13. 13.

    What factors do you believe are most valuable when it comes to training program design?

    As a Training and Development Manager, you know that your programs must be useful, and make an impact on the employee and company that you support. The interviewer would like to see how you approach achieving these goals. Perhaps you work carefully to assess the core needs of the company and the desired outcome, before building your program. Maybe creativity and learning based on positive reinforcement are at the core of your program design. Whatever your preferred approach, be ready to discuss how you implement best practices into your training and development programs.
    
    

    

    Rachelle's Answer

    "I believe there are many valuable factors that contribute to training program design with organization and preparation being the most important. I am sure to plan enough activities to keep the attendees interested, and I prepare for any questions that may arise during the session. Another critical factor is to have a lot of visuals and hands-on activities built into the program. There are many moving parts for me as a Training and Development Manager, and I must have back up plans in the event of a technical hiccup or unexpected problem with participation. I must also be very familiar with the material so that if issues occur, I can continue delivering the message without interruption."

    Anonymous Answer
    "First: determine objectives, design contents to suit, define the methodology, develop a curriculum, evaluate participant knowledge level to develop program accordingly, and define evaluation method. Basically: planning, organizing, evaluation, initiatives, motivation, follow up, and goal setting."
    
    Alexandra's Answer
    Great answer! This shows that you've thought through the whole execution of a training program.
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    Anonymous Answer
    "First, understanding what is going to be most beneficial for the employee. It is important to structure the program in a way that's easy to understand and focuses on quality job performance. It's also important to identify what hasn't worked in the past when developing programs and figure out how we can learn from that situation. Overall the program should be engaging, comprehensive, and knowledgeable at the same time."
    
    Rachelle's Answer
    This answer shows your ability to look at both sides of the coin...what is working and what is not working in an employee training program. If you have had experience forming training programs, it would be great to mention the scope of the project and your level of involvement.
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14. 14.

    How do you ensure that your employee training sessions are effective?

    For a Training and Development Manager, the success of your sessions is often attached to the improvements that you can help deliver. Your training sessions should focus on how well you can improve a company's pain point or provide a much-needed impact. Considering that a lot of your work is measurable, the interviewer would like to know how you ensure that you are making an impact. Explain how you assess your influence, whether it be by asking for feedback, providing surveys, or attending follow-up meetings with your leadership team.
    
    

    

    Rachelle's Answer

    "To ensure that a training session is effective, I begin by setting goals for each training session. For instance, if my company would like to improve the workplace environment, I would first meet with the leadership team to discover the greatest pain points and what their expectations are from the training. After each session, I gather feedback from the attendees and their supervisors, when applicable. I have various feedback forms to follow up and ask if there are any areas where the materials could be improved. I also perform staggered follow-ups to ensure that the training has made a longer-term impact on the attendees. This impact might include improvements to their job performance or a transformation in the workplace environment. When employees walk away feeling more confident in their knowledge and willing to put it into action, I know that they learned from the training."

    Anonymous Answer
    "After training that is easy and digestible, undertake qualifying means to test knowledge retention of the trainee in the form of a questionnaire, assignment or project, discussion, evaluations, etc. Additional evaluations can be undertaken a week later (or whatever predetermined time) to assure knowledge and increased performance, have an increase in or show innovative ideas or they are better able to meet departmental goals, assessing whichever benchmark was chosen."
    
    Alexandra's Answer
    Great answer! If I were the interviewer, I would follow up by asking what would you do if you found that a training was not effective for a single employee? Or a full group of employees?
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    Anonymous Answer
    "Training is effective when the material is easy to digest and comprehensive. Knowing that new hires are confident to start there job and knowledgeable about the information would ensure me that the training was effective."
    
    Rachelle's Answer
    Would you take steps such as a test at the end of the training, or an anonymous survey, for instance? How would you formally measure the impact of the training?
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15. 15.

    Tell me about your most impactful training session.

    The interviewer would like to see your passion for delivering impactful training sessions. Paint a picture for your interviewer of the best training you have ever facilitated. Talk about the highlights of the session, and what you did to ensure it was a success. Be sure to give the interviewer a lot of context and detail around the overall situation. Lastly, explain how you were able to measure your success in the end.
    
    

    

    Rachelle's Answer

    "In November, I was asked by Company ABC to lead a training session on diversity in the workplace. It was to be a series of classes offered to a variety of departments. I was a bit nervous as this was my first time leading multiple sessions on the topic of diversity and inclusion. As I planned the training session, I was also aware that most of the people in attendance were business professionals who were very passionate about the material. I decided to make the sessions very interactive and hands-on since I knew that these groups had a significant interest in the topics. I found the sensitivity of the subject matter to generate a lot of interest, and I facilitated the sessions with a lot of passion and personalization because I am very involved in human rights in my personal life and as a volunteer. I knew that this session was very impactful because the feedback that I received in-person, and through my exit survey was all very positive. The sessions went so well that I will be presenting the material another group later this year."

    Anonymous Answer
    "My most successful training session was actually as a Personal Trainer. I designed a program for one of my clients, which allowed her to lose 30 lbs and win the Transformation contest. I contribute that success with setting a vision, small goals that aligned with that vision and having a precise plan on how we were going to lose a certain amount of weight each week."
    
    Rachelle's Answer
    Excellent! You both must have been beaming with pride :) Try touching a bit further on steps such as how often you met with her for coaching sessions, what you would do if there were a setback, etc.
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    Anonymous Answer
    "Ticket wait times and customer feedback demonstrated that some agents had a lack of empathy and urgency when handling customer issues. As a result, I developed a training to help them really see the issue from the customer's point of view. I used real customer examples and testimonials as well as a role play that allowed agents to put themselves in the customer's shoes. It really helped to improve how our agents handled customer issues because they had to humanize with them during the training. This helped to continue the culture of empathy that we strive for."
    
    Rachelle's Answer
    Real-life examples can certainly have an impact. It's great that you could utilize these testimonials as a resource to make a lasting impact on employee approach and company culture.
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16. 16.

    How do you plan to build stable relationships with your new team members?

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17. 17.

    How do you manage stress in the workplace?

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18. 18.

    What are your favorite approaches for motivating others?

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19. 19.

    Have you ever trained a group of your superiors? If so, how did you approach the situation?

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20. 20.

    Have you ever received negative feedback after an employee training session? If so, how did you respond?

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21. 21.

    Tell me about a time when you had to learn something new. What is your learning style?

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22. 22.

    Tell me about a time that you had an issue with an employee during training. How did you approach and resolve the problem?

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23. 23.

    Tell me about a recent training program you created. Why was it so special, and what did you learn in the process?

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24. 24.

    What do you enjoy most about leading employee training and development efforts?

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25. 25.

    How will your training and development skills positively impact our company and employees?

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26. 26.

    Why do you want to work for our company as our next Training and Development Manager?

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27. 27.

    How do you know what teaching methods to use to ensure the best learning experience?

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28. 28.

    What are your favourite tools to use when it comes to delivering employee training?

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29. 29.

    What steps do you take to prepare for a training session?

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30. 30.

    Give me an example of an effective employee training method that you like to use.

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