Trainer Interview Questions in United States

Trainer Interview Questions in United States

Trainer Interview Questions in United States

Working as a trainer involves creating and implementing training and professional development programs for employees. Training is an important aspect of teaching new skills, developing employees, and ensuring that they follow certain processes. When interviewing to work as a trainer, you may face questions about your leadership and education skills, as well as how you engage others.

7,279 Trainer interview questions shared by candidates

Top Trainer Interview Questions & How To Answer

Here are three top trainer interview questions and how to answer them:

Question #1: Have you ever implemented or modified a training program? What was the outcome?

How to answer: Think of a situation in which you created a new training program or changed an existing program for an organization. Use the STAR method (situation, task, action, result) to describe the situation and how the new training program benefited employees and the business overall.

Question #2: How do you train new employees?

How to answer: A trainer may work closely with new hires to train them on the company's processes, bring them onboard successfully, and answer any questions they have about their role. Use this question to describe any specific steps you take when bringing a new employee onboard and providing them with the resources they need to succeed.

Question #3: Describe how you engage employees when they take your training courses.

How to answer: Organizations may struggle with engagement among employees who are hesitant to take training classes or professional development opportunities. You might discuss incentives offered to employees who engage in training or growth opportunities afforded to those who continue to improve their skills.

Top Interview Questions

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The Intuitive Group
Corporate Trainer was asked...February 13, 2013

If you are in charge of 30 people and there were 5 that were doing really well, 10 that were mediocre and 5 that were just not doing their job and not putting in any effort, how would you effectively better the situation?

4 Answers

I would have one on one with the 5 not doing their jobs and trying to determine if the reason they are not performing well had to do with them needing additional training or guidance before making a decision of firing them. Next I would have one on one with the 10 mediocre employees and find ways to motivate them to want to do better or see if them too need additional training or guidance. I would also have one on one with the 5 doing well to praise them for doing well and to show them their hard work is acknowledged and recognized. Less

I would find my last 10 employees :)

I would figure out the 'WIIFMs' for the 5 not putting in effort, and come up with a POA for them in a one-o-one session. Make the 5 good ones take some responsibility for the 10 mediocre associates, which would inculcate peer learning and inter- team interactions. Less

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Life Time

If a team member is struggling to reach goal (there are monthly sales quotas), would you stay late on a shift day to help? How would you do it?

2 Answers

Of course I'd love to help. I'd look at what his weaknesses were, suggest they ask to shadow a team member with the trait they lack and try to emulate it when the time arrives. Less

Interested

Life Time

What is my best quality in a sales position such as personal training?

1 Answers

My best quality is being able to connect with anyone that sits in front of me. This makes me a chameleon when it comes to selling what each and every client needs. Less

Sunquest Information Systems

How do you estimate the time you'll use to create a learning event?

1 Answers

There are many industry standards for this, but also it is reasonable to say that you can give an idea to first draft, but will need to know how many reviews are required before it goes to final. Less

San Diego Christian College

What I felt the best strength from my skill sets would be for this job

1 Answers

The ability to size up an athlete's injury empirically and make wise decisions for acute into rehabilitative care, reconditioning and return to play. To manage an ever changing patient load and conduct planning and response in diverse environments. Less

Cvent

What kind of skills or experience do you have? What types of presentation software are you familiar with?

1 Answers

I interned with a consulting company for a year, and part of their consulting process was to give presentations to the employees on what we came to accomplish and what they can learn from it. This taught me a lot about how to give presentations. I became proficient in Powerpoint during the internship. Less

How would you design the program for a 55 year old lady with a prior rotator cuff injury, cronic lower back pain and a hip impingement?

1 Answers

Start with myofascial release and flexibility then move into the stabilization phase of training Less

Would you rate face to face, blended or computer based training the best? Why and where specifically have you used each in sales training, leadership development, and customer service training?

1 Answers

I would rate blended training the best because it allows you to be flexible by letting you teach the more difficult material in class and save the easier material for the computer, where employees can go at their own pace. Less

ATI Physical Therapy

What do you want to get out of this job

1 Answers

I stated I wanted to get quality experience from a good company and to further my therapeutic skills in a friendly and encouraging environment that was focused on patient goals. Less

Syracuse University

How do you handle criticism?

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