Welcoming questions
- Can you tell us about yourself and what drew you to learning and development?
- Which training program you have built are you most proud of, and what changed because of it?
Role-specific / technical competencies
- Walk us through how you run a training needs analysis. How do you separate real skill gaps from manager wish lists?
- Which instructional design models do you use, and how does adult learning theory show up in your course design?
- How do you measure whether a training program actually changed behavior on the job, beyond satisfaction scores?
- Which learning management systems and authoring tools have you worked with, and what content have you built in them?
- How do you decide between building a program in-house and bringing in an external trainer or vendor?
Behavioural & culture fit
- Tell us about a session where the audience was disengaged or resistant. What did you do in the room?
- Describe a time a program you designed did not land as expected. What did you learn and change?
- How do you handle a manager who insists their team needs training when you believe the problem is something else?
Problem-solving / case
- Our new hires say onboarding is overwhelming and managers say new hires ramp too slowly. How would you redesign the program?
- You get budget for one company-wide program this year. How do you decide what to build and how do you defend the choice?
- Completion of mandatory compliance training is stuck at 60 percent. What steps do you take to fix it?
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