I'm excited to be recruiting a new team member within the training department and wondered if anyone can offer me some ideas on:
1, Interview questions which are specific to a L&D role (not management)
2, Specific places/communities to advertise this role that is aside from our generic recruiter we use.
Any ideas much appreciated
Helen
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Replies
Hiya ]Helen, How you doing?
How fab to be recruiting!
I'd suggest setting your essentials and desirables in your role advertisement. For example: Essential - must have experience of design and delivery, Desirable - previously conducted the whole learning cycle from needs analysis through to evaluation. I'd use this as part of my first stage sift to ensure I get the right people at interview.
At interview, the idea is to ensure you 'test' their CV for accuracy and delve into their actual experience, asking for very specific examples of where they have applied their knowledge and skills in practise, some ideas on questions:
Tell me about a time you consulted within a business with key stakeholders who needed a learning solution from you and your team.
Ensure you then drill down on detail, for example, "So, you said you had a request for an e-learning solution, what happened next" - what I'd be listening for here, is whether they have been able to understand learning needs and recommend appropriate learning solutions, as opposed to just delivering what the business 'thinks' they need.
Also ask questions about which learning solutions they have designed and delivered - to match the needs you have of the new postholder e.g. face to face design, e-learning, coaching, etc.
Ask them to share the outcomes of their learning interventions, what lessons learned did they undertake, how do they know the solutions were effective.
Also, ask them, what they found most challenging in their previous roles - listen here for challenges which may mirror your environment, for example, if someone says they've found it really hard to work in a fast paced enivironment and you work in a slow paced environment, hey, that's great, if not, then you'd need to ask them how they overcome that challenge.
Like Ady, I also recommend a practical element, to set this up properly takes time. I'd suggest you have a case study of a typical scenario faced
To analyse how good they are at analysing needs. I'd suggest you have a case study of a typical scenario faced in your business. I'd ask them to bring their laptop and type up a response to the key points they'd probe and what they'd be looking for in their analysis.
For the design and delivery, I'd invite them to bring along a sample 20 minute session on a topic which is relevant to your business training, depending on whether you're searching for face to face or e-learning this will impact how you set this up.
To evaluate how good they are at evaluation, present them with some findings from your recent courses and the objectives of the courses - ask them to summarise the findings and draw some conclusions and recommendations.
Sorry, bit of a brain dump there, hope it's useful. Happy to chat through if it's more useful.
In my opinion, it is much more beneficial to take the time to get this right, even if it means more time now, the reason being, this is a long term investment, so the better you recruit, the easier the whole thing will pan out into the real world.
Good luck and enjoy!
Zoe x
Great question. Thinking on questions, are you planning just an interview or other selection activities too?
What an exciting time for you. Great news.
Ady
There will be a second interview stage so would be a fabulous opportunity for an activity in part 2...or would an activity at stage one be better?
I am open to any ideas :)