Common Questions in a Trainer Interview With Sample Answers

By Indeed Editorial Team

Published March 29, 2021

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

Training is an important aspect of employment across many different industries and organizations. Companies often hire professionals to conduct regular training for new hires and current employees to maintain compliance with legal and industry-related regulations. If you have an interest in working as a corporate trainer, you may face certain questions during a job interview. In this article, we discuss common interview questions for a training position and provide sample answers to help you prepare.

Questions about experience and background

During an interview for a corporate trainer position, you will likely face questions related to your previous experience and professional background. Interviewers want to understand how your work experience has prepared you for a position providing training to employees and others who require ongoing education and training courses. Some of the most common corporate trainer interview questions about experience and background include:

  • What training experience do you have in a corporate setting?

  • How do you keep up with the latest trends and shifts in employee training?

  • How do you use technology in your job, specifically e-learning tools?

  • What is your favorite subject to teach?

  • What is your least favorite subject to teach?

  • How do you cater your training programs to various styles of learning?

  • Have you ever encountered an employee who did not think training was worthwhile?

  • How do you conclude your training sessions?

  • Can you explain how you identify the training needs of an organization or its employees?

  • Describe a time when a training session you conducted did not yield the expected results and how you handled that situation.

Related: 9 Steps To Become a Corporate Trainer

Interview questions with sample answers

Preparing for an interview by reviewing why an interviewer might ask a certain question and going over sample answers for frequently asked questions in a trainer interview can help you feel more prepared as you go into your interview.

What training experience do you have in a corporate setting?

An interviewer will often ask about your training experience as they want to understand what type of training you have conducted in the past and how that translates to the type of training their organization plans to provide to employees. When you answer this question, outline your educational and professional experience that has helped you become a better trainer. You can also give examples of previous training programs you have led.

Example: “In my previous role, I worked as the assistant to the director of training for a large corporation. While working in this role, I learned about the importance of training and how to establish an effective training program that works for various learners and needs. I improved my written and oral communication skills as I developed and conducted training sessions, and I built stronger people skills by interacting with participants every day. I also learned how to be more flexible, which I believe is a critical skill in corporate training.”

Related: How To Become a Corporate Trainer

How do you keep up with the latest trends and shifts in employee training?

Technological shifts and changing employee needs have altered the training industry, so interviewers want to know whether you are willing to adapt to the changes and adjust your program based on the needs of the organization. In your answer, you can describe how you remain current, such as attending seminars, subscribing to publications or communicating with other corporate trainers.

Example: “I believe one of the most important aspects of my role as a trainer is to make sure I meet the needs of the people participating in training. Since those needs can change, I spend several hours each week studying the shifts in the training industry and communicating with the employees of the organization to better understand what they want to get out of a training program. I also subscribe to an industry publication and attend monthly seminars focused on the current needs of employees and organizations.”

How do you use technology in your job, specifically e-learning tools?

The training industry has undergone major changes in the recent past, thanks to significant technological advancements. Some people prefer to maintain the personal aspect of training by conducting in-person events, while others have adopted e-learning training programs that allow learners to participate in training at their own pace and when they have time. Still, other organizations have adopted a hybrid model that includes both. When asked a question about the use of e-learning tools and other technological resources, you can focus on what programs you have used and why you believe these tools can benefit participants.

Example: “I have seen the great benefits of e-learning tools as part of a corporate training program. I believe that both in-person and online learning can provide opportunities to learn for people with all styles of learning and knowledge absorption.

In my previous role, I helped to develop the online training program that was rolled out to all 200 employees, giving them the opportunity to select educational courses that would help them build skills to advance in their careers. I also conducted live training sessions to complement the online portion of the program, which catered to learners who prefer more interactive educational offerings.”

What is your favorite/least favorite subject to teach?

A question about your favorite or least favorite subject to teach helps the interviewer identify your strengths and potential weaknesses, as well as determine whether those align with the training needs of the organization. When answering a question about your least favorite subject to teach, try to keep the answer as positive as possible while emphasizing your ability to continue learning to provide more effective training.

Example: “My favorite subject to teach is leadership, as I believe learning about the qualities of strong leaders can benefit anyone at any point in their career. I have seen people apply leadership qualities across all roles and many industries, becoming better and more engaged employees.

My least favorite subject to teach is any subject I have not yet learned enough about, as I always want to provide as much value as possible to participants in a training session. However, I am willing to learn about new subjects and perform my own research to provide a better experience.”

How do you cater your training programs to various styles of learning?

Since people learn in all different ways, an interviewer asks this question to find out whether you understand the different learning styles and are willing to adapt your programs to cater to various needs. When you answer the question, touch on the main learning styles with examples of how your training works for all.

Example: “I understand that people have different learning styles, so I include options to appeal to all in my training. All materials presented visually are accompanied by printed copies, which caters to visual learners. Auditory learners do best when hearing the material, while hands-on learners need to participate in exercises and role-playing activities to learn more effectively.”

Have you ever encountered an employee who did not think training was worthwhile?

A question about an employee who does not think training is worthwhile tests your interpersonal skills and allows you to outline how you handle conflict. Use this answer to highlight your ability to interact with difficult co-workers in a positive way.

Example: “In my last role, a participant in one of my training sessions voiced their belief that the training was a waste of time. During a break, I pulled that person aside and asked them to express their concerns and why they felt they could not gain anything beneficial from the training. After they described their concerns, I outlined some of the specific aspects of the training that I felt would benefit them in their role.”

Related: Guide To Employee Training and Development: How To Do It Effectively

How do you conclude your training sessions?

How you conclude training sessions can define your style and help an interviewer determine whether it aligns with the corporate training goals. As you consider an answer to this question, think about what participants want to hear at the close of training and how you can make sure they leave with the information you need to provide to them.

Example: “Since participants tend to remember the end of the training session more than any other part, I provide a short recap of what I covered, highlighting the key points to help them retain what I believe to be most important. I ask all participants to take notes on the key points and request feedback on how they will take the training content and apply it to their everyday tasks. This interaction helps to cement the concepts in their mind as they put them into a real-world context.

I always ask for feedback at the end of a training session, which helps me to identify where I can improve and what aspects of the training work well for participants. I finish by expressing my appreciation for their participation and attendance.”

Can you explain how you identify the training needs of an organization or its employees?

Corporate trainers often do more than just conduct training—they tend to also identify the needs of employees and what type of training an organization needs to offer to remain compliant and provide the necessary information. An interviewer will ask about your approach to identifying the needs to determine how confident you feel about putting together a training program for the company. When you answer this question, consider different approaches and resources, such as communicating with the leadership team, managers and employees to identify specific needs and requests.

Example: “When identifying the training needs of an organization and its employees, I begin by taking a general look at the company and what areas may be lacking. For example, in my last job, the organization faced several compliance issues because employees did not receive consistent safety training. Compliance with safety regulations became a top priority for my training program. I also conduct surveys to ask employees what they want to receive training on and schedule meetings with supervisors and managers to find out how they feel training could benefit their teams.”

Describe a time when a training session you conducted did not yield the expected results and how you handled that situation.

An interviewer asks this question to learn how you handle challenges in your role. Your answer can focus on how you have handled a specific challenge related to the results of a training program with a positive ending.

Example: “The participants in one of my training courses struggled to absorb the information presented, which made it difficult for them to apply the results to their work. I conducted a quick survey before offering the training again to understand why it was difficult for those participants and learned that it was too much information presented in a short time. I split the training into two sessions, allowing more time to deliver the information and the result was much better.”

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