Want to be or hire a tech trainer? Starting here is a great idea.
At the tail end of the process, the criticality of training and user assistance is often lost. The role is often underfunded and overworked—but intensely valuable to making the software work for the users.
At the tail end of the process, the criticality of training and user assistance is often lost. The role is often underfunded and overworked—but intensely valuable to making the software work for the users. The article “Anatomy of a Software Development Role: Training” shows how the role brings the development home to the users.
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Author: International Hydropower Association
Q1: What training development tools do you use?
A: The answer will vary, but a candidate should be able to articulate a variety of tools that they use and why they would choose one tool over the other.
Q2: How do you pilot test your training?
A: The answers may differ, but an answer should include how a candidate might try less-developed training tools, such as live-delivering a PowerPoint presentation or performing a demonstration prior to recording, producing, and distributing the training.
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Q3: What do you do to stay current?
A: Answers may vary, but any candidate should be able to discuss the various materials read, conferences they have attended, groups they participate in, and so forth, to continually improve their skills and learn from others.
Image source: https://www.flickr.com/photos/techedlive/9717679713/
Author: Ignite New Zealand
Q4: How do you manage cognitive load?
A: The answers may vary, but the intent is to be able to clearly articulate cognitive load. A candidate should articulate how they design their training to minimize cognitive load.
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Author: cea +
Q5: How do you leverage productivity aids?
A: The answer will vary, but candidates should be able to articulate the tools that trainers can use to support user performance with the system itself instead of having to train them.
Author not listed, from kaboompics.com
Q6: What are the challenges to developing effective training?
A: A candidate should avoid putting blame on insufficient resources. Training may be chronically under-funded, but the interviewer is looking for what the systemic challenges are. Answers may differ, but might include the time between software completion and deployment to the user, inability to get feedback from the users, or a limitation on the types of support that are usable.
Author: Allan Rotgers
Q7: How do you get the answers you need to develop the training?
A: Trainers have to learn before they can create training. Candidates should be able to articulate how they are able to develop relationships with the developers to get the answers they need about how things work—even while the developer is working on the next feature.
Author: WOCinTech Chat
Q8: How do you find out about the things that you missed?
A: The answer should include how a trainer gets feedback from the users after the training events. Training is impossible to get right the first time. The key is making sure that candidates know how to get the feedback they need to continue to improve.
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Q9: How do you decide which training methods to use?
A: A candidate’s answer should reveal their knowledge of the strengths and weaknesses of different kinds of training. For instance, screen casts are great for showing exactly what the user needs to do, but are sensitive to changes in the user interface that are unrelated to the current task.
Image source: https://www.flickr.com/photos/4nitsirk/9634872762/
Author: Kristina D.C. Hoeppner