Training Coordinator Interview Questions And Answers

Ever since my first paper route at age 10 I’ve been doing something to keep myself busy and earn money. Back then, it was obviously about earning some spending money. What I didn’t realize was that I was actually starting the journey of establishing what I liked to do and how I fit in to the grand scheme of things. I then worked as a junior computer tech in my last 2 summers of high school. It was here that I discovered what I was passionate about and what I wanted to do. I enrolled in college to get my degree in computer sciences, and I have been working around technology ever since.

I think the interview process is really important when it comes to selecting candidates, so I would use that as the primary way of distinguishing them. Whoever gives the most confident answers and is most passionate about joining my team would be more highly considered. I would also look for the person with the longest amount of time working in the industry.

Make sure you research the industry first. Then find at least 3 core things about that industry that you're passionate about (for example: how their solutions impact clients, their culture, the leadership, etc)

Being detailed is important for many types of job roles. Typically you want to highlight how you've done that in previous roles. Example: "Being meticulous is important to me. In my last job, I had to count the money in the register as a cashier to make sure it matched to the receipts down to the last penny." This was to ensure there wasn't any "wrongdoing" at the company by any of the cashiers and I was always accurate in my reports.

Training coordinator’s have to play important roles in a team or group. Your ability in setting relationships with other team members should be appeared in your interview answers and you should mention your contribution into the success of the team.

Drinking at the water cooler together is not the best example. Think of how you can collaborate with teammates to generate new ideas, to create initiatives to impact the business' success for the better (specifically in the department that you're applying for). For example, if you're applying to marketing, collaboration could mean discussing new ways of social media advertising to reach an audience of over a million people to strengthen the brand awareness of the company.

It's a great enabler for us to collaborate better as a team, for us to reach customers more efficiently and frequently and I believe it can help any company become more efficient, leaner, and more productive.

That is a really great question. While I haven’t had the opportunity to develop within this particular role per se, I have actually become very involved in my local foodbank this year. This has taught me a great deal about community, teamwork, and taking initiative.

Ideally, the role you're applying for either is that dream job or will help you get to it. If it's going to help you get there, describe the elements of that job role that you are passionate about so that it ties to the vision of what your dream job is. Be honest and talk about the type of work environment, management team / leadership, coworkers, culture, vision and products/services you'd like your dream job to entail.

An innocent question. But a question that if answered improperly, can be a deal breaker. While many individuals will be looking to a new job as a means of increasing their salary, “not being paid well enough at your last job” is not something you want to mention to your interviewer. After all, are you not likely to leave this particular job if you found you could make more down the street?

If you’re currently employed and leaving of your own accord, craft your response around enhancing your career development and a seeking out of new challenges.

☛ What interests you about being a training coordinator at our organization?
☛ How do you stay updated on employee training and development news and trends?
☛ What have you recently done to improve your skills?
☛ What is the most challenging training scenario you’ve encountered in your career? How did you handle it?
☛ What learning management systems are you familiar with?
☛ Describe some employee training methods that have worked well for you.
☛ How do you typically start a training session?
☛ How would you keep employees focused and engaged during a long training session?
☛ How do you typically end a training session?
☛ What has your role been in evaluating the results of a training program?
☛ How do you know when you have effectively taught new skills to your trainees?
☛ Have you ever identified a training need in an organization that wasn’t being met? What did you do about it?
☛ What would you do if you received negative feedback about one of your courses?
☛ Describe a time you received positive feedback on your training abilities.

☛ Tell me about a time when you trained a new hire.
☛ Tell me about a time when you retrained someone who was struggling in their job.
☛ Tell me about a time when you mentored a coworker successfully.
☛ Tell me when you trained a superior.
☛ Tell me about a time when you mentored coworker but failed to help them improve.
☛ Tell me about a time when you delegated a task for developmental reasons.
☛ Tell me about a time when you brought in an outside expert to train your team.
☛ Tell me about a time when you taught a group in a seminar.
☛ Tell me about a time when you utilized interactive training techniques.
☛ Tell me about a time when you overcame disruptive behavior from a seminar participant.
☛ Tell me about the greatest training challenge you have faced.
☛ Tell me about a time you had to train a group on a topic you were not an expert in.
☛ Tell me about a time when you implemented new technology to facilitate training.
☛ Tell me about a time when you identified a training need in an organization that had been unmet.
☛ Tell me about a time when the training you delivered resulted in significant bottom line results in the organization.
☛ Tell me how you would train me to do… (insert a common task or topic in your industry).

☛ Share an experience you had in dealing with a difficult person and how you handled the situation.
☛ How do you evaluate training and program effectiveness?
☛ Name a time when your advice to management led to an improvement in your company or otherwise helped your employer.
☛ Please share with me an example of how you helped coach or mentor someone. What improvements did you see in the person's knowledge or skills?
☛ Provide an example of when you set expectations and monitored the performance of subordinates. What guidance and direction did you find most effective?
☛ Describe an experience in which you identified the educational needs of your students and successfully developed a way to teach/train them.
☛ In your experience, what is the key to developing a good team? (Look for how they build mutual trust, respect, and cooperation.)
☛ Provide an example of a time when you successfully organized a diverse group of people to accomplish a task.
☛ Share an experience in which you successfully shared a difficult piece of information. (Make sure that the candidate has open lines of communication.)
☛ Tell me how you organize, plan, and prioritize your work.
☛ What are some long-range objectives that you developed in your last job? What did you do to achieve them?
☛ Share an experience when you applied new technology or information in your job. How did it help your company?
☛ Give me an example of when you thought outside of the box. How did it help your employer?
☛ Tell me about an experience in which you analyzed information and evaluated results to choose the best solution to a problem.
☛ In your experience, what is the key to ensuring your company was compliant with all laws, regulations and standards that were applicable to your area of responsibility?

☛ What do you like the most about being a Training Coordinator?
☛ What do you do to stay updated about employee training and development trends and news?
☛ What do you do to improve your skills?
☛ Tell me about the most challenging training project you have ever worked on? What was your approach in it?
☛ Name the learning management system you use.
☛ Tell me about a few employee training methods that you find most effective.
☛ How do you start a training session?
☛ How do keep your training sessions enjoyable and involving?
☛ How do end a training session?
☛ How do you check the effectiveness of a training program?
☛ Have you ever acknowledged a training need in a company that was not being met? What did you do about it?
☛ How do you respond to constructive criticism?
☛ Tell me about a training program that you are most proud of.

☛ assess training needs for new and existing employees
☛ identify internal and external training programs to address competency gaps
☛ partner with internal stakeholders regarding employee training needs
☛ organize, develop or source training programs to meet specific training needs
☛ liaise with subject matter experts regarding instructional design
☛ develop training aids such as manuals and handbooks
☛ inform employees about training options
☛ map out training plans for individual employees
☛ present training programs using recognized training techniques and tools
☛ facilitate learning through a variety of delivery methods including classroom instruction, virtual training, on-the-job coaching
☛ design and apply assessment tools to measure training effectiveness
☛ track and report on training outcomes
☛ provide feedback to program participants and management
☛ evaluate and make recommendations on training material and methodology
☛ maintain employee training records
☛ handle logistics for training activities including venues and equipment
☛ establish and maintain relationships with external training suppliers
☛ coordinate off-site training activities for employees
☛ manage training budget
☛ manage and maintain in-house training facilities and equipment
☛ keep current on training design and methodology

☛ bachelors degree in a related field
☛ experience with instruction or training
☛ knowledge of adult instructional and learning theory and principles
☛ knowledge of instructional design
☛ knowledge of training methodologies
☛ knowledge of learning management systems
☛ knowledge of competency assessment
☛ certification such as ASTD (American Society for Training and Development) a recommendation

I already talked a bit about how I conducted interviews in my management position in the restaurant industry. I have also undergone training to prepare myself to be a great human resources worker. I think one thing that really demonstrates my capabilities and dedication is the fact that I went through training to be certified as a Certified Professional through the Society for Human Resources Management. I invested time and money into completing the program to make sure I was fully prepared for a job in the industry.

There was frequently a need for new staff when I worked as assistant manager at a restaurant, due to the high turnover rates in the industry. I was tasked with interviewing job candidates in order to determine who would be the most effective replacements. When I began recruiting people, our restaurant experienced a decrease in turnover rates of over 20 percent. I attribute this to my selective process and my knack for asking the right questions. In that job I also led the team a lot of the time, and the fact that I kept everyone motivated and ready to work hard is also a demonstration of my interpersonal skills.

Speak about specific matters that are relevant to the position you are applying for. If you do not have any specific experience, get them as close as you can.

If you are being asked this question from your employer, you can explain about your experience. Tell the employer what responsibilities you were performing in your previous job. You can tell about the programs you have developed and modules you have worked on. You can also tell about your achievements in different programs.

You could put a number on the skills to structure your answer around this. For example, “In my opinion, the three most important sales skills are…” Instead of referring to specific sales techniques, you should mention competencies and skills which a salesperson need to get success. Below are some skills including:

☛ Adjust your approach to different people and situations.
☛ Ask a right question and how to listen.
☛ How to communicate and handle dissatisfaction and rejection of customers.
☛ Make plan and comply with it.
☛ Make influence on and persuade customers.
☛ To be good at negotiating for common agreement.

Example stories could be a class project, an internal meeting presentation, or a customer facing presentation.

A loaded question. This is a nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, That’s a tough question. Can you tell me the range for this position?

In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.

Describe the positive aspects of your work style if possible, including: work ethic, attention to detail, interpersonal skills, skill sets (analytical or otherwise), leadership abilities, communication skills.

Tell them your major and the motivations behind why you chose it and how it's helped to prep your of this potential job.

Think back to how you've interacted with your peers to develop social skills, how you've worked with classmates on projects to develop teamwork and collaborative skills, how you've developed discipline through studying, how the courses have helped your creativity, and how the classes you've taken have impacted your analytical / problem solving / reasoning skills.