Prepare for your Learning and Development Specialist interview. Understand the required skills and qualifications, anticipate the questions you may be asked, and study well-prepared answers using our sample responses.
This question can help the interviewer determine your level of expertise in the field of learning and development. Use examples from past experiences where you applied different types of learning theories in your work and how they helped improve employee performance or productivity.
Answer Example: “Yes, I am familiar with the different types of learning theories. I have worked in this field for over five years, so I am well-versed in the various theories such as behavioral, cognitive, and social learning. In my previous role, I worked with a team of developers who were creating an online training program for new hires. We used behavioral learning theory to ensure that the content was relevant and engaging for our audience.”
Learning and development specialists need to be able to develop effective training programs for employees. Employers ask this question to make sure you have experience doing so and know what methods work best. In your answer, share two or three methods you use to create training programs. Explain why each method is effective.
Answer Example: “I believe that one of the most effective methods for developing workplace training programs is creating a learning map. A learning map is a visual representation of all the learning objectives within a training module. It allows me to see all of the information that needs to be covered and how it relates to one another. This helps me organize the content in an effective way that helps employees learn new things.”
This question is an opportunity to show your knowledge of adult learning and how it can be applied to the workplace. When answering this question, it can be helpful to identify the principles of adult learning and explain how they would apply to the development of a new training program.
Answer Example: “I believe in the principle of adult learning that says adults learn best when they are actively involved in their learning experience. To apply this principle to the development of a new training program, I would make sure that it was engaging and interactive so that employees could actively participate in the learning process. I would also ensure that the content was relevant to their job responsibilities so they could apply what they learned to their daily tasks.”
This question can help the interviewer understand how you measure the effectiveness of the training programs you develop. Use examples from past experiences where you have used metrics or other methods to evaluate success, such as surveys or tests.
Answer Example: “I use several different methods to evaluate the success of training programs I develop. First, I make sure to include assessment questions at the end of each module to measure whether or not employees have learned the material. Second, I ask managers to give feedback on how well their employees are applying what they learned in the training. Finally, I track employee performance metrics before and after the training to see if there are any improvements.”
These two theorists are commonly tested on in interviews for learning and development specialist positions. Learning theories are important because they help you understand how people learn and what methods are most effective. You can use these theories in your work to create effective training programs for employees.
Answer Example: “I am familiar with the work of both Piaget and Skinner. I have studied their theories extensively in my graduate program and have applied them to my own teaching experiences. For example, when teaching a group of students how to use Microsoft Word, I used Piaget’s concrete operations stage to help them understand the more complex features of the software. For Skinner, I used behavioral reinforcement techniques when teaching students how to use the software.”
This question can help the interviewer understand your approach to creating learning experiences for employees. Use examples from past projects that highlight your creativity, problem-solving skills and ability to meet deadlines.
Answer Example: “I believe that effective learning experiences are ones that are both engaging and relevant to the employee’s job responsibilities. To create these types of learning experiences, I use a variety of methods including surveys, focus groups and interviews with employees to understand what types of training they would find most useful. I also use data analysis to identify areas where training is needed most within the organization. This helps me create targeted training programs that are most likely to have an impact on employee performance.”