Training and Development Manager Position

Niagara College

Recruitment and Selection Plan

December 1, 2014

Prepared by:

Nancy Kowcur

Rebecca Neudorf

Kevin Proulx

Patrick Wood

Tim Zekveld

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Table of Contents

Position Description ...................................................................................................................... 3

Job Requirement Matrix ................................................................................................................ 4

Recruitment Strategy .................................................................................................................... 6

Methods and Rationale Overview ................................................................................................. 6

HRPA ................................................................................................................................ 6

CTDP ................................................................................................................................. 6

LinkedIn ............................................................................................................................. 7

Indeed.com ........................................................................................................................ 7

Workopolis ......................................................................................................................... 7

The St. Catharines Standard ............................................................................................. 8

The Globe and Mail ........................................................................................................... 8

Budget ............................................................................................................................... 8

Newspaper Job Advertisement ..................................................................................................... 9

Selection Plan ............................................................................................................................. 10

Assessment Methods Rationales ................................................................................................ 13

Resume ........................................................................................................................... 13

Screening Interview ......................................................................................................... 13

Selection Interview .......................................................................................................... 14

Portfolio and Work Sample .............................................................................................. 14

Reference and Background Check ................................................................................. 15

Case Study ...................................................................................................................... 15

Simulation Exercise ......................................................................................................... 16

Screening Interview Script .......................................................................................................... 17

Selection Interview Script ............................................................................................................ 20

Bibliography ................................................................................................................................ 23

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Job Description – Training and Development Manager

Job Duties

• Analyzing training needs based on the institutional and/or departmental performance requirements, strategic goals and other targets to ensure alignment of training and development program with the mission and vision of Niagara College.

• Design training programs in collaboration with internal and external partners using best practices, adult learning theories and computer resources to produce effective learning programs.

• Execute professional development initiatives and training programs using training documentation, technology, and adult learning methodology to ensure effective professional development of staff.

• Evaluate effectiveness of training & development using HR metrics, direct observation, and feedback to provide evidence that the training needs met.

• Manage personnel resources of the department using directives and motivational techniques to effectively comply with the mission and values of Niagara College.

• Occasional weekend and evening work required with the possibility of overtime on occasion.

• Reliable transportation required for travel between Niagara College campuses.

Qualifications

• Five years of experience in Training and Development; assessing learning needs; designing training and development programs; facilitating training programs that utilize both traditional and online methods; and evaluating the effectiveness of training and development programs.

• Five years of experience in a managerial role. • Demonstrated experience collaborating with a variety of stakeholders and senior

management and the aability to present directives to senior management and various stakeholders.

• Proven ability to utilize training and development assessment tools such as gap analysis, productivity reports, and competency/capability evaluations.

• Skills with multimedia such as Microsoft Office and e-learning programs. • Ability to manage multiple projects and training initiatives. • CHRP Designation an asset/preferred. • CTDP (Certified Training and Development Professional) designation or equivalency.

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JOB REQUIREMENTS MATRIX

VACANCY: Training and Development Manager, Niagara College SPECIFIC TASKS

(USE TASK STATEMENT FORMAT FROM CLASS)

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(KNOWLEDGE, ABILITY, EXPERIENCE, EDUCATION, SKILL, OTHER)

1. Analyzing training needs based on the institutional and/or departmental performance requirements, strategic goals and other targets to ensure alignment of training and development program with the mission and vision of Niagara College.

1

CTDP (Certified Training and Development Professional) designation or equivalency an asset; 5 years of experience in Training and Development and assessing learning and development programs; Experience collaborating with a variety of stakeholders and senior management to evaluate training needs; Proven ability to utilize training and development assessment tools such as gap analysis, productivity reports, competency/capability evaluations.

2. Design training programs in collaboration with internal and external partners using best practices, adult learning theories and computer resources to produce effective learning programs.

2

5 years of experience in designing Training and Development programs; Demonstrated experience collaborating with senior management and stakeholders on designing training and development programs; Experience designing adult learning programs; Skills with multimedia such as Microsoft Office and e-learning programs.

3. Execute professional development initiatives and training programs using training documentation, technology, and adult learning methodology to ensure effective professional development of staff.

3

5 years of experience facilitating training programs that utilize both traditional and online methods; Ability to manage multiple projects and training initiatives.

4. Evaluate effectiveness of training & development using HR metrics, direct observation, and feedback to provide evidence that the training needs met.

1

CTDP Designation or equivalency; 5 years of experience in Training and Development and assessing learning and development programs; Ability to consolidate and interpret data obtained through use of HR evaluation tools.

5. Manage personnel resources of the department using directives and motivational techniques to effectively comply with the mission and values of Niagara

1

CHRP Designation an asset/preferred; 5 years of experience in managerial role; Demonstrated knowledge of business and management principles involved in:

• strategic planning

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College.

• resource allocation • human resources modeling • leadership technique • production methods • coordination of resources

Ability to present directives to senior management and various stakeholders.

6. Leads Training and Development team towards accomplishment of organization’s objectives by setting the general vision and delegating workload, in order to motivate the team to perform at their highest capabilities to comply with overall strategic plans.

2 5 years of experience managing teams; Demonstrated experience in establishing departmental or organizational vision.

Contextual & Counter-productive Behaviours:

Counter-productive Behaviours: • Negative affect • Narcissism • Tardiness • Absence • Presenteeism • Workplace deviance • Productive deviance • Employee theft • Workplace aggression or violence • Bullying • Illegal behaviour • Discrimination and harassment • Inability to engage in diverse culture

Contextual:

• Volunteering to carry out task activities that are not formally part of job description

• Working as a community • Following organizational rules and

policies • Endorsing, supporting, and defending

organizational objectives • Interpersonal facilitation • Job dedication • Procedural justice • Desire to promote quality of institution • Committed to environmental

stewardship

JOB CONTEXT: (Working Conditions; BFORS – travel, physical requirements, overtime):

• Occasional weekend, evening work required; • Possible overtime required on occasion; • Reliable transportation required for travel between Niagara College campuses; • Verbal and written fluency in English.

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Recruitment Strategy

Overview

The recruitment strategy for the Training and Development Manager position will need to

be multi-facetted and specifically targeted. Reaching a large qualified audience will be required

in order to match the unique KSAOs and BFORs which the Training and Development Manager

demands. Utilizing existing qualified applicant pools, various online and social media sources,

and print advertisements will allow for a high level of success in attracting excellent candidates.

The following ad outlets will be employed:

• HRPA – Website • CTDP – Website • LinkedIn – Social Media • Indeed – Website • Workopolis – Website • St. Catharine’s Standard - Newspaper • Globe and Mail – Newspaper

Rationale for each ad location choice is explained below.

HRPA

The Human Resources Professionals Association (HRPA) boasts a membership of

nearly 20,000 as the regulatory body for Human Resources professionals across Ontario. Most

of the material on their website is accessible to the general public, however, the section

displaying job postings within that discipline are only available to registered members.

Membership in the association is mandatory for all those who maintain a current Certified

Human Resource Professional (CHRP) designation. As this designation has been specified as

an ‘asset’ for applicants, placing an advertisement on this website will reach the intended

audience.

Posting a job vacancy on the HRPA website must be performed through Hire Authority.

Hire Authority members of HRPA have a discounted rate of $400 for a 30-day advertisement.

Jobs are posted manually by the employer and are editable within a 30-day period before expiry.

Certified Training and Development Professional (CTDP)

Being a Certified Training and Development Professional (CTDP) is a requirement for

applying to the current vacant position. The Canadian Society of Training and Development

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provides the aforementioned designation and they also post job vacancies on their website.

Their Career Center hosts job vacancies that are visible to members only after a successful

login. Although not all of those who have sign-in access to the website also have their CTDP

designation, the requirement for holding the CTDP designation will allow non-designation

holders to self-select out of the applicant process. The cost of advertising one job is $200 and

the ad will run for a 30-day period. Posting the vacancy with this organization provides an

avenue for attracting prospects who will meet or exceed the requirements for the Training and

Development Manager position.

LindedIn

LinkedIn is becoming one of social media’s top recruiting avenues. Advertisements on

LinkedIn expired 30 days after their posting date. The geographic location you are posting from

is a criteria for the cost of the job posting advertisement. The St. Catharines area job posting has

a cost of $385.95. With the job posted, LinkedIn will then provide you with 24 candidates that

match the profile you have submitted as well as provide you with five emails through their site to

selected prospects. Furthermore, through LinkedIn, you can share the posted job with people

connected to your own LinkedIn network. Inclusion of a strong social media source within our

recruitment strategy will be necessary to attract appropriate candidates in the ever-changing

workforce. LinkedIn is a professional social media source that will increase the qualified

applicant pool for the Training and Development Manager position.

Indeed.com

Indeed.com is a one of the current top job-search sites in Canada. Employers can post

job vacancies for free with no expiry date. Potential applicant’s resumes are sent directly to the

employer’s e-mail. Indeed.com is a progressive resume and job posting site—even offering

application access from iPhones, iPads, Android, or Windows mobile devices. Posting on

indeed.om will increase the potential applicant pool while deselecting inappropriate candidates

through a job-specific filtering system. Posting on indeed.com is low-risk as there is no cost for

employers.

Workopolis

Workopolis.com is Niagara College’s preferred online recruiting resource. With it’s easy

to navigate website and high amount of potential candidate traffic, Workopolis is an excellent

site on which to post any job listing—even one with the specific KSAOs like the Training and

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Development Manager position. Workopolis.com offers national coverage for 30 days for $595.

Choosing to post with Workopolis.com keeps the recruiting process within budget while using a

trusted web source.

The St. Catharines Standard

The St. Catharines Standard, a subsidiary of the Sun Media Corporation, represents a

large local demographic. Targeting a local demographic, while not required, will create interest

with established, qualified individuals in the area. For $120, you get a 4-line advertisement that

runs in the Standard for 12 days, one day in the Thorold News, one day in the Niagara Advance,

plus you will be included on their website (including up to 9 photos) for up to 30 days. The St.

Catharines Standard is an inexpensive print-ad method of recruiting which has excellent

potential of reaching local job candidates.

Globe and Mail

The Globe and Mail is a well-established and widely distributed newspaper.

Advertisements within the paper are likely to reach a highly educated business audience. An ad

posted in the “Metro” edition of the paper will reach all of Ontario excluding Ottawa and the

Ottawa Valley area.

While the Globe and Mail has a great possibility of reaching appropriate candidates, the

advertisement comes with a high cost when considering other recruitment methods. The Globe

and Mail charges $5000 for a ten-line ad that will run for 3 days. This posting package also

includes a mention on the newspaper’s twitter feed. It is recommended to hold off using the

Globe and Mail as a recruiting source during the initial recruitment phase. If the recruitment pool

generated is not sufficient or if no candidate is selected after the interview process, using the

Globe and Mail could be worth the expense in a second round of recruiting initiatives.

Recruiting Budget

Advertisement Location Cost in dollars (taxes incl.)

Duration of Posting

HRPA 452.00 30 days CTDP 226.00 30 days LinkedIn 436.12 30 days Indeed 0.00 N/A Workopolis 595.00 30 days St. Catharines Standard 120 30 Total: 6764.12 The Globe and Mail (5650.00) 3 days

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TRAINING AND DEVELOPMENT

MANAGER Salary Range $67,000 - $73,000

Located within the Niagara Region of Southern Ontario, the Niagara College has campuses in Welland, Niagara-on-the-Lake and Niagara Falls. Niagara College employs approximately 600 faculty members, administration staff and support staff; and, has graduated more than 50,000 students in over 100 post-secondary and graduate certificate programs. Niagara College is currently seeking to fill the position of a Training and Development Manager.

Job Duties

• Analyze training needs based on the institutional and departmental performance requirements, strategic goals and other targets to ensure alignment of training and development program with the mission and vision of Niagara College.

• Design training programs in collaboration with internal and external partners using best practices, adult learning theories and computer resources to produce effective learning programs.

• Execute professional development initiatives and training programs using training documentation, technology, and adult learning methodology to ensure effective professional development of staff.

• Evaluate effectiveness of training & development using HR metrics, direct observation, and feedback to provide evidence that the training needs met.

• Manage personnel resources of the department using directives and motivational techniques to effectively comply with the mission and values of Niagara College.

• Occasional weekend and evening work required with the possibility of overtime on occasion. • Reliable transportation required for travel between Niagara College campuses.

Qualifications

• Five years of experience in Training and Development; assessing learning needs; designing training and development programs; facilitating training programs that utilize both traditional and online methods; and evaluating the effectiveness of training and development programs.

• Five years of experience in a managerial role. • Demonstrated experience collaborating with a variety of stakeholders and senior management

and the aability to present directives to senior management and various stakeholders. • Proven ability to utilize training and development assessment tools such as gap analysis,

productivity reports, and competency/capability evaluations. • Skills with multimedia such as Microsoft Office and e-learning programs. • Ability to manage multiple projects and training initiatives. • CHRP Designation an asset/preferred. • CTDP (Certified Training and Development Professional) designation or equivalency.

Submit your cover letter and resume no later than October 30, 2014:

Office Hours: Mailing Address: Phone: 905-735-2211 Welland Campus Niagara College Fax: 905-736-6040 Monday-Friday Human Resources Dept. 8:30 a.m. - 4:30 p.m. 300 Woodlawn Road, Email Lisa Craig at: Room L21 Welland, ON L3C 7L3 lcraig@niagaracollege.ca

Niagara College provides accommodations to our applicants throughout the hiring process in accordance with the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act (AODA). Should you require an accommodation, please contact the Recruitment Coordinator.

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Selection Plan  

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Assessment Methods

Timeline

A thorough process of screening and selection must be carried out in order to appropriately

assess the potential candidates. All of the assessment methods are listed, below, in order of

occurrence:

1. Resume

2. Screening Interview

3. Selection Interview

4. Portfolio and Work Sample

5. Reference and Background Check

6. Case Study

7. Simulation Exercise

Resume

The purpose for using a resume for screening applicants is to determine whether the

applicant meets the minimum requirements of the available position and whether the candidate

warrants further consideration. The resume provides an introduction to the applicant that

generally consists of job-related experience, education, skills, and other qualifications. It gives a

first impression of the applicant and their fit to the job as well as to the organization. While the

resume often overlaps with information requested on the application form, it may contain

autobiographical information which the applicant provides voluntarily. When using the resume

as a screening tool, it is vital to ensure to follow the legal considerations that apply to application

forms. The information obtained from the resume must not discriminate against any designated

minority groups. The resume will also help to flag concerns such as: unexplained gaps in work

history, career regression, schools attended without having received a degree or diploma, and

periods of self-employment. Data obtained from the resume allows the screener, or screening

program, to separate ineligible and eligible candidates. Eligible candidates will be added to the

pool of those who will move on to the screening interview.

Screening Interview

The screening interview provides the recruiter with an opportunity to confirm that the job

applicant meets the required standards as indicated on their resume. Screening the applicants

allows another opportunity to reduce or narrow the applicant pool. Any applicant who does not

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meet the minimum qualifications is subsequently removed from the process at this point.

Conducting this interview over the phone allows the recruiter to assess and confirm that the

candidate meets the minimum requirements in timely and cost effective manner. If the candidate

passes the screening interview, and after all screening interviews have been carried out, the

candidate will be contacted in order to schedule an in-person selection interview. Through this

contact, the candidate will also be informed to bring along all required school transcripts,

certifications, and portfolio/work samples.

Selection Interview

The selection interview provides the recruiter, or selection panel, a chance to verify and

evaluate behavioural or situational qualities of the applicant. Typically, a selection interview will

be comprised of situational or behavioural questions that have been formulated in such a way as

to procure vital, specific details from the candidate. The benefit of asking a behavioural question

is that the applicant will derive their answer through various past work experiences. Past

performance is frequently an indicator of future performance. Situational questions allow for an

in-depth response in relation to a fictitious, though realistic, scenario. These questions enable

the recruiter to inquire about specific decisions and actions that the candidate would make in

potential future situations. If a selection panel is utilized, the panel members may discuss the

specifics of the candidate’s answers and come to a consensus ranking. Prior to contacting the

candidate for the final stages of the selection process, their portfolio and work sample will be

evaluated as well as the background and reference checks will be carried out. Candidates who

are selected to move to the next step of the selection process will be notified within two weeks of

their interview.

Portfolio and Work Sample

The applicant will submit a portfolio that will provide a visual and tangible document that

represents their accomplishments, demonstrates the quality of work they have produced, and

their achievements to date. Through the work samples included in the portfolio, the applicant

demonstrates their skills and work-related knowledge acquired through their work experience.

One requirement for the available position is for the applicant to have experience

designing adult learning programs. By having the applicant submit their portfolio there should be

evidence of an adult learning program that they have designed. The program should include

evidence of the training process, including a needs assessment, design and development of the

training program, and evaluation strategies. The contents of the portfolio will give an initial

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impression of their understanding of the process, their skill level, and the quality of their work. It

will be important to determine whether the content was created as a team effort or independently

and this can be confirmed through the reference check process.

Following the selection interview and submission of a portfolio and work sample, the

candidate will be thanked and asked to wait for notification of whether or not they have made it

to the next step. If the candidate is selected to move on in the process, reference and

background checks will be performed. Upon their completion, the candidate will be contacted in

order to set up a case study and simulation exercise date.

Reference and Background Check

The managerial position that Niagara College is hiring for has a number of requirements

that should be verified with the candidate's previous employer, manager, and subordinates.

While there may be other ways of assessing the candidate's skills and talents, the competence

of the candidate is largely contingent on their past work experiences. While not a perfect

method, it is advisable to get a fuller picture of their past work behaviours and experiences.

Given the relatively poor reliability of written references, Niagara College is recommending

structured telephone reference calls. Niagara College needs to assess the candidate's ability to

collaborate with others in ongoing training programs; a set of questions will be targeted toward

different parties, including the candidate's former managers and subordinates. It is important to

gain a varied perspective while attempting to extract as specific information as possible –

generic positive or negative feedback is uninformative.

Verification of authenticity of all certifications and diplomas will be required. The

candidate should provide sealed transcripts for tall requisite scholastic requirements.

Additionally, the candidates CSTD and CHRP (CHRP is an asset—not required) should be

vetted through their corresponding institutions.

Case Study

Following the selection interview and the reference and background checks, successful

candidates will be required to take part in a case study and simulation exercise. The case study

is an effective assessment tool because it involves the development of a specific scenario that

can be tailored to a situation specific to the position. This scenario is encoded with several

challenges designed to test an applicant’s critical thinking as they are expected to utilize several

concepts simultaneously in order to respond optimally. These concepts will be job related and

will be easily identified as having face validity. Case studies are a cost effective exploration

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exercise that will help the evaluators assess an applicant’s abilities and is an effective predictor

of a candidate’s knowledge and abilities in relation to their performance. These can be scored

objectively using a developed tool based on their responses thereby creating defensibility within

the selection process.

Simulation Exercise

The final stage in the selection process is a selection exercise. The exercise designers

create an environment similar to the work conditions and environment and have the candidates

perform a series of hands-on tasks. This is an effective evaluation measure as it replicates the

core features of the job while testing the candidate’s critical thinking skills in a direct, observable

manner. As the exercise mimics the job requirements of the position available, evaluators will be

able to assess the candidate in a potentially realistic job scenario. The candidate will be scored

on their performance in relation to all of the specific knowledge and skills outline on the selection

plan and as observed during the simulation exercise. After the completion of the simulation,

scores will be compared and the best candidate will be selected for the position.

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Screening Interview Script

POSITION: TRAINING AND DEVELOPMENT MANAGER, NIAGARA COLLEGE

CANDIDATE'S NAME:_________________________________________________________

INTERVIEW DATE:_______________________________ TIME SLOT: ____________

INTERVIEWER: _______________________________________________________________

INTRODUCTION SCRIPT

q Hello may I please speak to (candidate’s name). My name is (insert name) and I am calling from the Human Resources Department at Niagara College.

q I am contacting you today regarding the resume you submitted in application for the position of Training and Development Manager.

q If you are still interested in the position, I would like to proceed ask a few questions to confirm information that you have provided on your application. This will take approximately 10 minutes of your time. Would you be available to proceed at this time? (With a YES response we can proceed. If this is not a convenient time then we will ask the candidate if they could suggest a more convenient date and time to complete the screening interview over the phone.)

q The purpose of this interview is to verify the information that you provided on your resume to ensure that you meet our minimum requirements for the position.

q I would like to advise you that the information we discuss is confidential and our call may be recorded for quality and training purposes.

q I have a series of questions that I would like to ask you. During our conversation I would like to invite you to ask any questions that you may have. Finally I will inform you of the “next steps” in the process.

q Before I begin, are there any questions that you would like to ask?

Record questions that the candidate may have: ____________________________________________________________________________ QUESTIONS TO ENSURE CANDIDATE MEETS MINIMUM REQUIREMENTS

KSAO from Selection Plan Resume Y N Notes Can you confirm that you have CTDP (Certified Training and Development Professional) designation or equivalency?

✓

Can you confirm that you have5 years of experience in assessing learning and development programs?

✓

Will you be able to provide some examples of the learning programs you had to assess?

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Will you be able to provide some examples of the development programs you had to assess?

You also have a proven ability to utilize training and development assessment tools such as gap analysis, productivity reports, competency/capability evaluations?

✓

Can you confirm that you can demonstrate experience collaborating with senior management and stakeholders on training and development programs?

✓

Can you confirm that you have experience designing adult learning programs?

✓

Can you confirm that you have skills with multimedia such as Microsoft Office and e- learning programs?

✓

Can you confirm that you have 5 years of experience facilitating and directing training programs that utilize both traditional and online methods?

✓

Will you be able to provide examples of the traditional training programs that you have facilitated and directed?

Will you be able to provide examples of the online training programs that you have facilitated and directed?

Can you confirm that you have the ability to present directives to senior management and various stakeholders?

✓

Although it is an asset for this position and not a requirement, do you have a CHRP designation?

✓

If we go forward with you as a candidate for this position, will we be able to verify these answers you provided with co-workers and managers?

Recommendation: _____ REGRET - Unacceptable/Notify applicant of rejection.

_____ PROCEED - Applicant is acceptable for position.

CLOSING SCRIPT - REGRET

q Thank you for your time today. I will be reviewing our conversation and within the next 10 days we will be contacting all candidates to advise them as to whether they will be proceeding to the next stage of interviewing and what the process will be. You will be receiving an email outlining the instructions to prepare for the next stage in the

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interviewing process so I would like to confirm your email address with you (record the email address) ______________________________________________________________________

q Do you have any questions for me at this time? ________________________________ q I appreciate that you took the time to talk with me today. Again, you will hear from us

within the next 10 days. Thank you.

If the candidate has not been selected to proceed, the following email message will be sent:

Thank you for submitting your application to Niagara College in consideration for the Training & Development Manager position and for taking the time to discuss your qualifications for the position on (date). I regret to inform you that we will not be proceeding with you as a candidate at this time but we thank you for considering us as an employer and invite you to view further job posting on our website. Best wishes with your job search.

CLOSING SCRIPT - PROCEED

q Thank you for your time today. I will be reviewing our conversation and within the next 10 days we will be contacting all candidates to advise them as to whether they will be proceeding to the next stage of interviewing and what the process will be. You will be receiving an email outlining the instructions to prepare for the next stage in the interviewing process so I would like to confirm your email address with you (record the email address) ______________________________________________________________________

q Should you be selected for an in-person interview at the next level you will be asked to provide your transcripts, documentation validating your CTDP designation, a portfolio with work samples, and the names and contact information of your references.

q Do you have any questions for me at this time? ______________________________ q I appreciate that you took the time to talk with me today. Again, you will hear from us

within the next 10 days. Thank you.

If the candidate has been selected to proceed, the following email message will be sent:

Thank you for submitting your application to Niagara College in consideration for the Training & Development Manager position and for taking the time to discuss your qualifications for the position on (date). At this time I would like to invite you to join me for an interview on (date & time). At this time we will have an opportunity to further discuss your qualifications and suitability for the Training & Development Manager position. You will be required to provide your transcripts, documentation validating your CTDP designation, a portfolio with work samples, and the names and contact information of your references. If you are still interested in pursuing the position, please contact me at (phone number) at your earliest convenience to confirm your attendance at the selection interview.

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Selection Interview Script

POSITION: TRAINING AND DEVELOPMENT MANAGER, NIAGARA COLLEGE

CANDIDATE'S NAME:_________________________________________________________

INTERVIEW DATE:_______________________________ TIME SLOT: ____________

INTERVIEWER: _______________________________________________________________

INTRODUCTION SCRIPT

q Good morning. My name is (insert name). Thank you for taking the time to join us today for the selection interview for the Training and Development Manager position here at Niagara College.

q As I mentioned in our telephone conversation we will be conducting a panel interview today. I am (insert name & position) and joining us today for your interview are my Niagara College colleagues (introduce all panel members and their position/department).

q As you know from reading the job duties outlined on the job posting, the position of Training & Development Manager will involve analyzing training needs, designing training programs, executing professional development initiatives, evaluating effectiveness of training and development, and managing personnel resources.

q I would like to explain the process that we will be following in the interview today. The panel will be taking turns asking you the interview questions and we will all be taking notes on your responses so that we don’t miss any of the information that you will be sharing today since we will be scoring all of your responses. The interview should take approximately 20-30 minutes.

q All of the information that you share with us today will be held in strict confidence. q Before we begin, I would like to ask if you have brought along the required

documentation that we requested, that is your references, proof of professional credentials and a portfolio for us to review samples of your training design and development documentation.

q Should you have any questions throughout the process we are all here to provide you with the information you are seeking. Before we proceed with our questions, are there any questions that you have for us? (answer questions)

q Alright (candidate’s name), let’s get started.

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CANDIDATE’S RESPONSE

QUESTION KEY POINTS NOTES Can you share with me an experience that you had in the role of manager where you optimally juggled your responsibilities to meet the best interest of all stakeholders. What was the situation? What actions did you take? What were the results?

Response Details: � interaction with various stakeholders � strong managerial working situation � leadership and team effectiveness

Tell me about a time when you facilitated or directed a training program that utilized both traditional and online methods. What was the situation? What actions did you take? What was the result?

Response describes: � facilitation process and provides clear explanation of traditional and online formats pertaining to learning methods.

The executive team of your organization is looking to make cuts and near the top of their list is training and development. What would you present to the executive team in order to demonstrate how effective training of employees contributes to the organization’s bottom line?

Response mentions: � methods of assessing learning and development programs � the importance of effective assessment � how assessment of T&D programs provide data for the organization that demonstrates the positive ROI

When taking part in a large ongoing project, conflicts may arise between various stakeholders regarding the aims and progression of the project. Tell me about a time when a project was being derailed by internal pressures and you needed to keep a project "on track". What was the situation? What actions did you take? What were the results?

Response describes: � positive and effective managing of assets � appropriate motivational techniques � conflict resolution techniques � ability to affect team cohesion

Describe a time when you were involved in the assessment of the level of training and competencies among staff. What was the situation? What actions did you take? What tools did you use? What were the results?

Response details: � appropriate use of assessment tools � application of validity and reliability in evaluation � accuracy of assessment measures

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Tell me about a time when you had multiple projects in the works. What was the situation? What actions did you take? What were the results?

Response describes: � multitasking methods and capabilities � goal completion orientation

q Are there any questions that you have for us, or any additional information that you feel is important for us to know at this time?

CLOSING SCRIPT

q We will be contacting you within the next 7 days to let you know how we will proceed with your application. You will be contacted with our decision regardless of whether or not you will proceed in the selection process.

q Moving forward we will be contacting the references that you have supplied for us today. q If we continue to the next stage you will be contacted in order to arrange a date and time

for you to complete a case study as well as a simulation exercise. We will give you more information about both of these requirements at that time.

q Thank you for providing us with your portfolio and work sample. q You will be contacted with our decision regardless of whether or not you will proceed in

the selection process. q Thank you for your time today.

23    

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