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Interview questions for a Training Officer
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Interview questions for a Training Officer
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Hello everyone,
I'm currently recruiting for a Training Officer. This is a brand new position for our 100+ employee organization.
I am developing some interview questions to determine and evalua
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Forums » Topic Forums » Recruiting & Staffing » Interview questions for a Training Officer
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Interview questions for a Training Officer
posted at 3/2/2005 6:52 AM EST
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Posts: 154
First: 1/16/2001 Last: 2/18/2011 |
Hello everyone,
I'm currently recruiting for a Training Officer. This is a brand new position for our 100+ employee organization. I am developing some interview questions to determine and evaluate the applicant's knowledge of training and development. Could anyone suggest some possible questions that would help me assess the candidates. This is a position that has to start from scratch. Our training has been very ad-hoc up to this point. I'm thinking that the person will need to know how to conduct Needs Assessments, Evaluate Vendors, Evaluate Training, etc. Any suggestions are appreciated. Thanks |
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Interview questions for a Training Officer
posted at 3/3/2005 9:02 AM EST
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Posts: 35
First: 9/10/2003 Last: 1/30/2007 |
Apart from using their prior experience as a guide, I would be inclined to use some practical scenarios and explore their answers by interview. You could ask some questions about principles of evaluation, and give them 10 minutes to knock up the outline of a sample evaluation plan. If you are looking for someone who can evaluate external training products/vendors, then give them some real samples of these products (eg flyers, proposals)-give them an overview of the objectives for the training and get them to pick one.Then ask them to explain why they picked that one. That should tell you if they've got the goods to do it for real! |
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Interview questions for a Training Officer
posted at 3/7/2005 5:22 AM EST
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Posts: 60
First: 12/12/2003 Last: 2/5/2008 |
One of the things I have utilized successfully in the past, was to ask them to put together a 5 to 10 minute training program on " topic a " and be prepared to present that as part of the interview process. It shows how much they have researched the institution in order to tailor it - or not - the depth they go, power point presentation, handouts, web materials, etc and clearly demonstrates whether or not they understand the basics of adult learning theory. |
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Interview questions for a Training Officer
posted at 5/4/2005 3:54 AM EDT
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Posts: 7
First: 5/3/2005 Last: 5/4/2005 |
I don't know if you are still seeking a Training Officer or not, but the easiest way to come up with questions for the interviewee would be to use some of the free resources that are a mouse click away. For example, right here at workforce.com - click on the training and development section and it gives to a multitude of questions to possibly ask. You can also go to your title bar and type in sample interview questions. You'll be surprised at how many sites their are - as an example www.vault.com, careerbuilder.com, as well as the occupational outlook handbook online from the dol. You can use anyone of these examples for any position you are trying to fill.
Thank you, Rick Smith |
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Interview questions for a Training Officer
posted at 7/29/2010 4:48 PM EDT
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Posts: 10
First: 6/25/2010 Last: 8/1/2010 |
Apart from that, this link below may be useful: http://www.humanresources.hrvinet.com/real-estate-interview-questions |
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Interview questions for a Training Officer
posted at 8/12/2010 6:40 AM EDT
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Posts: 1
First: 8/12/2010 Last: 8/12/2010 |
Make sure you assess the candidate's knowledge of basic business finance and their ability to justify/quantify training's impact on the bottom line. The days of measuring training effectiveness by 'butts in chairs' are over. |
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Interview questions for a Training Officer
posted at 8/12/2010 6:40 AM EDT
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Posts: 2
First: 7/22/2010 Last: 8/12/2010 |
The original post was in 2005 so I would hope you have found a solution. I believe that there are two criteria a training program must meet: improve performance and provide proof that training was conducted for legal defense, funding sources, accreditation boards, and regulatory agencies. The first criteria is most important but requires some sort of measurement criteria and testing to evaluate effectiveness. This leads to the second criteria recieving primacy of attention with pre-test/ post test and teaching to the test. It is important that the critera and testing is reviewed to ensure that it is relevant and that the training obtains the results desired.
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