Common Question for interview of trainer:
Part One: Introduction
1. Your interviewer will try to find a person who can meet his needs and criteria.
2. The person facing the interview will try to explain what he knows and show his capabilities. The narrow gap between the both, the chance of selection is higher.
3. Always be prepared and try to meet who faced the same interview. Half the questions are always the same.
Part two: Common Questions
1. Introduce yourself
2. Tell about your time in the organization.
3. Tell something about your current role.
More details about the questions:
1. Interviewer wants to know about Name, qualifications, hometown, where you are staying and your readiness for relocation. Please do not stretch it too much nor make it too short. You will not need to tell your percentage, hostel name, how did you commute etc. Simply tell your qualified degrees, certificate, or any outstanding performance, achievement during your college time. Please prepare it, as you will need it everywhere.
Here’s an example introduction as someone joining a training team:
“Hello everyone, my name is Jacob and I am thrilled to be joining the training team here at ABC Corporation. I have a strong passion for learning and development, and I am excited to bring my skills and experience to this team.
I have been working in the training and development field for the past three years, where I have had the opportunity to work with diverse groups of learners and deliver a range of training programs. My areas of expertise include leadership development, communication skills, and customer service.
As a trainer, I am committed to creating engaging and interactive training programs that enable learners to develop new skills and reach their full potential. I believe that every learner is unique, and I strive to create a learning experience that is tailored to the needs and goals of each individual.
In my previous roles, I have worked with learners at all levels of the organization, from entry-level staff to senior executives. I have experience delivering both in-person and virtual training sessions, and I am comfortable working with a variety of training tools and technologies.
I am excited to be joining this team and to have the opportunity to work with all of you. I am looking forward to contributing to the growth and development of our learners and helping to drive the success of this organization.”
If you are already a trainer, see the example bellow:
“Hi, my name is Jimmy and I’m a trainer here at XYZ Corporation. I have been working in the training and development field for over five years, and during this time I have developed expertise in delivering engaging and effective training programs that help employees develop new skills and achieve their goals.
My main focus as a trainer is to create a positive and supportive learning environment where employees can learn and grow. I believe that everyone has the potential to excel in their roles, and my role is to provide them with the tools, knowledge, and support they need to reach their full potential.
In my previous roles as a trainer, I have delivered a wide range of training programs, including leadership development, communication skills, customer service, and technical training. I have experience working with employees at all levels of the organization, from entry-level staff to senior executives.
I am excited to be a part of this organization and to have the opportunity to contribute to the growth and development of our employees. I look forward to working with you all and helping you achieve your professional goals.”
2. about your organization: Tell when you join the company. What did you do? How did you do? What are you doing? Do not mix many things together. Do not mention any negative point, even if you won that one too. This is for any organization and institution. Do not mention negative events in other organizations.
3. Tell something about your current role. Be well prepared about this and with a clear scenario. If you are sorted enough in your current role, they will understand that you will be clear enough in your new role. Please prepare this well and go as deep as possible. Try to avoid presenting anything that is not allowed to share, if you are appearing outside your current organization.
Part three: Your upcoming role
1. What is the training team’s role?
2. Who is a trainer?
3. What are the basic works of the training team?
4. Tell me five things trainers do?
5. What is the agenda of training?
6. What are classroom ethics?
7. Why are you choosing to be a trainer, not QA or SME?
8. What is the difference between Trainer/QA/SME?
9. What do you know about BQ?
10. What do you know about speed to ready?
11. What are the phases of the nesting team?
12. How will you be impartial in certification?
13. How will you manage pressure from OPs to deliver a team quickly?
14. How will you support when your TL will cross verify you?
15. How will you treat those not attending training with sincerity?
16. What is effective training?
17. How can you improve BQ admin performance?
18. What are the KRAs of a trainer?
19. “What is the difference between Coaching and Feedback”?
20. What is shrinkage and attrition and how to reduce it?
21. What is the difference between a Teacher and a Trainer?
22. What is plotter of training?
Answers:
Who is a trainer?
A trainer is a professional who specializes in creating and delivering training programs to help individuals or groups develop new skills, knowledge, or behavior. Trainers can work in a wide range of industries and sectors, including corporate training, education, healthcare, and government.
The role of a trainer typically involves conducting needs assessments to identify training needs, designing and developing training programs, delivering training sessions or workshops, and evaluating the effectiveness of training programs. Trainers may work with a variety of training tools and technologies, such as e-learning platforms, simulations, and virtual reality.
Trainers can specialize in different areas of training, such as leadership development, communication skills, technical training, customer service, or sales. They may also specialize in delivering training to specific groups of learners, such as new hires, managers, or executives.
Effective trainers possess excellent communication and interpersonal skills, as well as expertise in their area of training. They are skilled at engaging learners and creating a positive and supportive learning environment. Trainers must also stay up-to-date with the latest training methodologies and technologies to ensure that their training programs are effective and engaging.
What are the common roles of a trainer?
The training team’s role is to design, develop, and deliver training programs to help employees develop new skills, knowledge, or behavior. The specific responsibilities of a training team can vary depending on the needs of the organization, but typically include the following:
Conducting needs assessments: The training team may conduct surveys or interviews to identify training needs and determine which skills or knowledge gaps need to be addressed.
Designing and developing training programs: Based on the results of the needs assessment, the training team will develop a training program that addresses the identified needs. This may involve creating training materials, developing e-learning modules, or working with subject matter experts to create training content.
Delivering training programs: The training team will be responsible for delivering the training programs to employees. This may involve conducting in-person training sessions, virtual training sessions, or a combination of both.
Evaluating training effectiveness: The training team will evaluate the effectiveness of the training program to determine whether it is meeting its objectives. This may involve conducting surveys or assessments, analyzing training data, or gathering feedback from employees.
Updating training programs: Based on the results of the evaluation, the training team may update the training program to improve its effectiveness or to address any issues that were identified.
Overall, the training team plays a critical role in helping employees develops the skills and knowledge they need to succeed in their roles. Effective training programs can help to increase employee engagement, improve job performance, and drive organizational success.
What is the difference between Coaching and Feedback?
Coaching and feedback are two different approaches to supporting and developing individuals in a professional setting.
Feedback is a process of providing information to an individual about their performance or behavior. Feedback can be positive, reinforcing behavior that should be continued, or it can be constructive, identifying areas for improvement. The primary purpose of feedback is to help individuals understand how their behavior or performance is perceived by others and to motivate them to make changes that will improve their effectiveness.
Coaching, on the other hand, is a process of supporting an individual’s learning and development through a collaborative relationship between the coach and the individual being coached. Coaching typically involves helping the individual set goals, identify obstacles, and develop a plan for achieving their objectives. The coach provides support, guidance, and feedback throughout the coaching process to help the individual develop new skills and achieve their goals.
In summary, feedback is typically focused on evaluating and improving past behavior or performance, while coaching is focused on supporting an individual’s ongoing development and growth. Feedback is usually given by a supervisor or manager, while coaching is often provided by a specialized coach or mentor. Both feedback and coaching can be valuable tools for supporting individuals in their professional development, and they can be used together to provide a well-rounded approach to learning and growth.
What are the 10 important KRAs of a trainer?
The Key Result Areas (KRAs) of a training team may vary depending on the needs of the organization, but here are ten examples of KRAs that are commonly associated with a training team:
Needs Assessment: Conducting a needs assessment to determine the training needs of the organization and employees.
Training Design and Development: Developing and designing training programs that are aligned with the organization’s objectives and meet the identified training needs.
Training Delivery: Delivering effective training programs to learners through in-person, virtual, or blended formats.
Training Evaluation: Evaluating the effectiveness of training programs to determine their impact on employee performance, job satisfaction, and organizational goals.
Training Administration: Managing the administrative aspects of training, such as scheduling, logistics, and record-keeping.
Training Documentation: Creating and maintaining documentation of training programs, such as training materials, user guides, and job aids.
Training Technology: Implementing and maintaining training technologies, such as Learning Management Systems (LMS), Virtual Reality (VR) training tools, and online learning platforms.
Training Compliance: Ensuring that the training programs are in compliance with regulatory requirements and industry standards.
Coaching and Mentoring: Providing coaching and mentoring to employees to reinforce the skills learned in the training programs and support their ongoing development.
Continuous Learning: Staying up-to-date with the latest trends and developments in the training industry, and continuously developing the skills and expertise of the training team.
Overall, the KRAs of a training team are critical to ensuring that employees have the skills and knowledge they need to meet the organization’s objectives and succeed in their roles. By focusing on these key areas, a training team can help drive organizational success and support employee development.
Other requirements that will vary project to project are:
Liaise with managers to determine training needs and schedule training sessions
Select and book venues for training
Conduct seminars, workshops, individual training sessions etc.
Support and mentor new employees
Manage training budgets
Conduct evaluations to identify areas of improvement
Monitor employee performance and response to training. Conduction employee certification and lastly handing over the newly certified batch to the operation team.
So, below is the activities generally a trainer does: Delivering sessions, Managing BQ, MQ, TQ, PKT, Dip Check, Certification, Scheduling, Shrinkage, Reporting, Coordinating with other departments, Monitoring, Providing Facilities like access, cards, emails, tools access, systems, transportation, and giving Feedback and coaching.
What is the agenda of training?
The training agenda should meet the identified training needs in format and content and structure the training goals. It helps the participants to have an overview on the course before it takes place. Also, the trainer can use the agenda to improve his time management.
What is plotter of training?
The plotter of training is its curriculum.
Trainer has to prepare the training plotter which includes how the training needs to be conducted, what modules should be included. What should be the duration to cover the training, how many session each topic needs to be given and when the certification should be conducted.
In other words, the “curriculum of training” refers to the set of topics, skills, and knowledge that are planned to be covered during a training program or course. The curriculum is designed to provide learners with a structured and organized learning experience that allows them to achieve specific learning objectives.
The curriculum of training may include various types of content, such as lectures, readings, exercises, assignments, quizzes, and assessments. The content may be delivered in different formats, such as in-person, online, or through a combination of both.
The curriculum of training is typically designed by subject matter experts and instructional designers, who work together to ensure that the content is relevant, engaging, and effective in achieving the intended learning outcomes. The curriculum may be adjusted over time based on feedback from learners, changes in the field or industry, or other factors that affect the training program.
Why do you want to be a trainer?
Actually, one of the best aspects of being a trainer is that you can help other people develop new skills and improve their own skill. Whether you teach soft skills and self-development topics, or more practical subjects such as marketing, you will give people the tools to improve their own lives. I want to be a trainer because the role is one that I am extremely passionate about, it is a role I get to make a positive difference in on a daily basis, and I get lots of job satisfaction from helping the people I am training to achieve their objectives.
In other words, I can tell you that the role of a trainer can be rewarding and fulfilling for those who are passionate about teaching and helping others develop new skills and knowledge.
Trainers have the opportunity to share their expertise with others, to inspire and motivate learners, and to contribute to the growth and development of individuals and organizations. They can also learn and grow themselves through the process of teaching, as they gain new perspectives and insights from their interactions with learners.
For individuals who enjoy helping others and have a strong desire to share their knowledge and expertise, a career as a trainer can be a great fit. However, it is important to have the right qualifications and training to be an effective trainer, as well as a commitment to ongoing professional development to stay current in your field.
What are the qualities of a trainer?
There are several qualities that make for an effective and successful trainer. Some of these qualities include:
Knowledgeable: A trainer should have a deep understanding of the subject matter they are teaching, as well as a strong foundation in the principles of adult learning.
Communication skills: The ability to communicate clearly and effectively is essential for a trainer, as they need to be able to convey complex information in a way that is easily understood by learners.
Patience: Training can be a challenging process, and learners may need additional time and support to fully understand and apply new concepts. A patient trainer can help learners feel more comfortable and confident as they learn.
Adaptability: A trainer should be able to adjust their approach to meet the needs of different learners and adapt to changing circumstances or situations.
Interpersonal skills: Building strong relationships with learners is an important part of training. Trainers who have strong interpersonal skills are better able to connect with learners, build trust, and create a positive learning environment.
Creativity: An effective trainer should be able to create engaging and interactive training materials and activities that keep learners motivated and interested.
Empathy: A trainer who can understand and relate to the challenges and needs of learners can be more effective in supporting their learning and helping them achieves their goals.
These are just a few of the qualities that can make for a successful trainer. Ultimately, the most effective trainers are those who are passionate about teaching and helping others, and who are committed to ongoing learning and professional development.
Part four: Some short questions
1. What is TNI?
2. What is TNE?
3. What is TNA?
4. What is FAP in training?
5. What is SAP in training?
6. What is throughput in training?
7. What is the agenda of training?
8. What is PKT?
9. What is RCA?
10. What is PLA?
11. What is PIP?
12. What is the ice breaking session?
13. What is TMS in concept of training?
14. What is the speed to ready?
15. What is the ratio of attrition of the organization?
16. How to calculate attrition?
17. What is attrition?
18. What is the leave policy of your organization?
19. What is stack data? How it is calculated?
20. What is SLO?
21. What is SLA?
22. What is noncompliance in your organization?
23. What is EWS system?
24. What is the difference between empathy and sympathy?
Answers:
What is TNA?
In the context of training, TNA stands for Training Needs Assessment or Training Needs Analysis. It is a process of identifying the skills and knowledge that employees need to acquire in order to improve their job performance and achieve their career goals.
The TNA process typically involves analyzing the gap between the current skills and knowledge of employees and the skills and knowledge required to perform their jobs effectively. This gap analysis helps to identify the specific training and development needs of employees, which can then be addressed through training programs and other learning opportunities.
The TNA process may involve various methods for collecting information, such as surveys, interviews, observation, and analysis of performance data. The results of the TNI can be used to develop a comprehensive training plan that addresses the identified needs of employees and supports their ongoing development and growth.
What is TNI?
Training Needs Identification (TNI) is a process of identifying the specific training needs of individuals or groups within an organization. The TNI process involves analyzing the current skills, knowledge, and performance of employees and identifying the gaps between their current state and their desired state.
The TNI process typically involves several steps, including:
Defining the training objectives: This involves identifying the overall goals and objectives of the training program, including the skills and knowledge that employees need to acquire to achieve those objectives.
Conducting a job analysis: This involves analyzing the requirements and demands of the job and identifying the specific skills and knowledge that are necessary for successful job performance.
Collecting information: This involves gathering data from employees, supervisors, and other stakeholders through surveys, interviews, observations, and other methods to identify the specific training needs of individuals or groups.
Analyzing the data: This involves analyzing the data collected during the TNI process to identify patterns and trends and to determine the specific training needs of individuals or groups.
Developing a training plan: Based on the analysis of the TNI data, a training plan is developed to address the identified training needs. This may involve developing training materials, scheduling training sessions, and identifying the resources and support needed to implement the training program.
The TNI process is an important component of an organization’s overall training and development strategy, as it helps to ensure that training programs are targeted, relevant, and effective in meeting the needs of employees and the organization as a whole.
What is TNE?
Training Needs Evaluation is a process of assessing the effectiveness and impact of a training program in meeting the identified training needs. The evaluation process helps to determine whether the training program has achieved its objectives and whether it has provided the desired outcomes and benefits for the individuals and the organization.
The evaluation process typically involves several steps, including:
Defining the evaluation objectives: This involves identifying the specific goals and objectives of the evaluation process, including the outcomes that the training program is expected to achieve.
Collecting evaluation data: This involves gathering data from a variety of sources, such as surveys, interviews, observations, and performance data, to assess the effectiveness of the training program and to determine whether the training program has met the identified training needs.
Analyzing the data: This involves analyzing the data collected during the evaluation process to determine the effectiveness of the training program, identify strengths and weaknesses, and determine areas for improvement.
Reporting the evaluation results: The results of the evaluation process are typically reported to stakeholders, such as supervisors, managers, and employees, to provide feedback on the effectiveness of the training program and to inform decisions about future training and development initiatives.
The evaluation process is an important component of an organization’s overall training and development strategy, as it helps to ensure that training programs are targeted, relevant, and effective in meeting the needs of employees and the organization as a whole. It also helps to identify areas for improvement and to inform decisions about future training and development initiatives.
Part five: situation based question
1. How will you handle an admin who is not performing well from quite some time?
2. How will you manage the quality when admins are not giving 100% quality?
3. How will you give feedback for BQ admins?
4. How did you manage your team in the previous organization?
5. What is our organization’s resignation policy? What is the notice period of your organization?
6. How will you deal with an admin who is adamant to listen to any instruction?
7. Can you provide your roadmap as a trainer?
8. If there is any complaint about your behavior, how will you handle it?
9. How will you guide admins to maintain shrinkage?
10. How will you manage when multiple leave requests at once arrive? Arrive is missed at the end line.
Answers are left as the necessary information is already provided. Please feel free to connect through email, phone, WhatsApp or even via the comments box if you need any help. We also take demos for the interview if required.