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Training Coordinator Interview Questions

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  1. What steps do you follow to stay up-to-date on employee training methods? See answer
  2. What learning management options have you used during training efforts? See answer
  3. How do you organize and start employee training programs? See answer
  4. Why is it vital to evaluate the results of each training program? See answer
  5. How would you respond to negative feedback regarding any training program you created? See answer
  6. What strategies do you use to measure the impact of each training program on individual employees and the company as a whole? See answer
  7. What steps do you take to get an accurate estimate of attendees at each training and what do you do if you have either a higher or lower number than expected?
  8. How do you research training curriculum providers and select the best outside programs to train employees?
  9. How would you schedule a mandatory all-staff training program when you have employees with complex, busy work schedules? What methods would you use to make sure employees unable to attend could access the training information?
  10. Explain how you collect feedback and input from managers and employees about what training topics they want to participate in.
  11. How would you keep employees engaged and focused during a professional development training about a topic they weren’t interested in?
  12. Do you have experience managing online training classes and supervising initial onboarding training for new employees?
  13. What would you do if you evaluated employees after a training class and noticed a low retention rate for the information in the class?
  14. How do you track attendance during training programs to ensure all employees have recent qualifications for their positions?
  15. What are the pros and cons of creating custom training curriculum plans compared to using external materials?
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6 Training Coordinator Interview Questions and Answers

Q:

What steps do you follow to stay up-to-date on employee training methods?

A:

Someone who has a history of training employees on new systems and for new job positions knows how to create strong and successful training programs. They identify the needs of the business and break down each task into steps. A professional training coordinator will have methods for ensuring that they are using the most effective and efficient training techniques. What to look for in an answer:

  • An interest in participating in continuous professional development
  • Experience designing programs from scratch according to what staff and the company need the most
  • Recognition that training programs need to stay fresh and updated

Example:

“I attend seminars and workshops about worker education and follow new techniques used for improving business processes and streamlining training practices.”

Q:

What learning management options have you used during training efforts?

A:

A candidate who has worked as a training coordinator will recommend a variety of learning tools. They are familiar with assessing the needs of employees when introducing them to new software or information systems integrations. They examine all processes involved in using the new systems and understand what processes are essential to your business. What to look for in an answer:

  • Experience customizing training programs
  • Familiarity with coordinating training activities
  • Understanding of the importance to cater to the individual needs of employees

Example:

“I use computer-based and modulated programs to teach workers each task in sections. The tools are cost-effective and allow the individual to learn at their own pace. Each learning tool helped the participant master the skills they need to complete their daily tasks.”

Q:

How do you organize and start employee training programs?

A:

Candidates who have worked professionally as a training coordinator will have experience creating and managing the entire project workflow for employee training strategies. They’ll actively participate in assessing the needs of the company in order to select the right tools and learning environment in order to provide the best opportunities for employees to learn. What to look for in an answer:

  • Willingness to coordinate with leadership to identify needs and organize training programs
  • Methods for monitoring and evaluating individual employees
  • Experience scheduling simulations and hands-on educational programs

Example:

“The size of the organization defines which learning tools and styles are most effective. For instance, I divide large companies into groups and schedule seminars and workshops. Next, I offer individualized learning tools that help each employee absorb the information. I set up clear milestones for each section of the program so they can feel a sense of accomplishment.”

Q:

Why is it vital to evaluate the results of each training program?

A:

An applicant with a proven track record of success as a coordinator monitors each employee during the program and employs an objective method of evaluation. They know that staff must master each lesson to perform their job duties correctly. They are creative in their teaching methods and make adjustments that address issues and help workers overcome obstacles. What to look for in an answer:

  • Knowledge of how to fine-tune each employee’s skill level
  • Willingness to mentor staff members who need extra help
  • Ability to identify strengths and weaknesses quickly and provide guidance

Example:

“Working closely with managers, I evaluated the statistics for each worker and found out where they experienced issues. I developed creative methods for helping employees master each necessary skill while encouraging them and keeping them motivated to learn more.”

Q:

How would you respond to negative feedback regarding any training program you created?

A:

A training coordinator knows they aren’t infallible. They listen to business owners and their workers when a particular program isn’t working. A good mentor and trainer understands that a new perspective could help them produce improved training opportunities in the future. The strongest candidates will understand that feedback will help them refine their work. What to look for in an answer:

  • Capacity to listen to positive feedback and constructive criticism
  • Willingness to adapt and change educational programs
  • Understanding of the importance of updates to make the programs more evergreen

Example:

“Acting as a training coordinator is a learning process all its own, and it is vital to learn from my mistakes and take feedback as a means to develop stronger and more efficient training programs.”

Q:

What strategies do you use to measure the impact of each training program on individual employees and the company as a whole?

A:

Training coordinators need to be able to gather feedback about the programs they implement so they can refine their training strategies and host effective professional development opportunities. Successful training coordinators should understand the different ways that employee training can impact a workplace in both short-term and long-term ways. Interviewers can ask candidates about the way they measure success to determine their ability to follow through on training programs and ensure they're delivering the right types of professional development support.

Look for these elements in a successful response:

  • Example metrics for success
  • Strategic thinking
  • Organization and documentation

Here is one possible reply:

Example:

"I always consider how to evaluate the success of each training program during the planning stage so I know what I'm measuring and when to collect that information. Depending on the type of training, I might issue a survey or quiz right away to check for immediate understanding. For training programs that emphasize long-term growth, I create schedules to check in with employee and company goals at multiple points, keeping track of growth over time."

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