What training skills do you look for in new hires?

A newcomer from any reputable professional college should possess these three essentials to succeed: 1st, a natural curiosity that drives them to ask pertinent questions and learn; 2nd, an inherent passion for immersing themselves in their environment, engaging with work and activities; and 3rd, the energy and enthusiasm to approach tasks with a proactive "go-getter" attitude.

Definitely, one of the key elements is communication. Your command of the language, listening skills and empathetic responses matters.

> The ability to quickly acquire new knowledge and adapt to changing situations. > The capacity to identify and address challenges effectively. > The ability to articulate ideas clearly and effectively, both verbally and in writing.

I look for people who ar good story tellers. Those of us in training need to be able to relate to the audinece and relate the material to the audience as well. If you have stories that can demonstrate how the material being presented relates to the people in the room they will absorb faster with greater understanding. High energy is important as well. Someone who can't sit still can be an excellent trainer because they bring excitement to the classroom that it is contagious. Afternoons in particular we need to bring the room alive and keep the material interesting. I'm not talking about jumping jacks. No, I'm talking about someone who is genuinely happy to be with the people in the room and is interested in the material.

Very informative platform to learn and share. In addition to this am looking at new hires in the field of Medical Sales. 1. Medical knowledge from the background of their areas of specialty is important. This knowledge becomes very relevant through formal on job training. 2. Negotiation skills is very key in convincing doctors and other health care providers to prescribe medical products from their company. 3. Teamwork skills is another factor to consider since we complement each other in a very special way. Collaboratively sharing information and ideas and working towards company common goals. 4. Organisational skills since this kind of work we consider good documentation practices. Administrative task to keep tracking.

KEY INGREDIENTS REQUIRED in an individual who can LEARN DESIGN without difficulty: I. Detail Matters: Precisely aligning design with requirements demands acute observation. II. Problem Solving: Conquering form-function challenges demands natural affinity and innovative application. III. Client-Centric Design: Decoding client needs ensures design meets expectations. IV. Feedback Fuels Growth: Embracing feedback refines skills in iterative design. V. Visual Communication: Comprehending color, typography, composition vital for effective design. VI. Adaptability: Evolving design requires embracing new techniques and tech. @StudioSRZ #DesignEducation #DesignSkills #DesignLearningCurve #DesignMindset #DesignExploration #DesignChallenge

Three key indicators for suitability in design studies or a design career are: 1. Innate Creativity and Passion: Natural creativity, a penchant for observing the world, and a deep desire to enhance, problem-solve, and contribute are foundational attributes for success in design. 2. Profound Understanding and Empathy: Excelling at active listening, asking relevant questions, and understanding demands and issues enables effective analysis and interpretation of design solutions. 3. Effective Communication Skills: The ability to interpret and communicate effectively with diverse audiences, from laborers to CEOs, and earning appreciation for clear and engaging communication facilitates translating ideas into purposeful and impactful designs.

Whenever training a team I learned that when i deliver the material to my members through my personal experience members tend to interact and understand more.

We can design any learning by checking the post training data doing the TNA, this helps to outline possible outcomes of the training

Hold on now…You can be very effective by “telling” if you are doing it in the right way. STORIES ARE KEY. People remember stories, not presentations. People remember lessons, not manuals. If you are droning on with a 75 page powerpoint over the course of an hour, of course everyone will zone out long before page 3. If you are teaching safety for instance, better to tell the story of an employee who was crippled/hurt by being unsafe rather than spending all day going over every single regulation and rule your company has.

Encouraging questions, especially those beginning with "How? Why? When? Where? If?" is a powerful organizational strategy. This approach fosters engagement, sparks critical thinking, and functions as a valuable training tool. These questions serve multifaceted roles, promoting information gathering, problem-solving, and decision-making. They enhance communication, enriching personal and professional interactions. Skilled trainers create an ideal learning environment, cultivating positivity, managing group dynamics, and inspiring participation. By emphasizing the importance of questioning and developing effective training skills, organizations can foster a culture of continuous learning and growth.

I like the “tell me, show me, test me” method. Talk to them about what you want them to learn. How it will benefit them, how it saves money or time, or why it is important TO THEM, not just to the company. Then show them how it will look. Take away the mystery of this change or new process. Then have them do it. It will show those that got it, those that may need additional training and you will know the training was a success.

I agree to be a good facilitator you should always be an interactive person, make members enjoy the session,make the environment be open, where by members can share and contribute on topic without one been judged, be a good listener and give people chances

Mapping out a journey for the individual is most valuable. Then both parties understand the goal posts at all times. Feedback , good and bad to motivate and inspire but to also challenge to understand. Shadowing with other team members to understand that everyone had the same challenges when they started so having a mutual ground to encourage open communication within a team and collaboration and support to new members by inclusion. And then Practice...... putting what you take in your own way and creating your path....

I think, while these skills may be beneficial, they are not essential, possessing them may give a candidate an advantage over others, but not possessing them shouldn’t be a disadvantage to the right candidate. We hire for will and train for skill, so as long as the candidate has the will to embrace the technology utilised within the company, that is what I would be looking for. Technology is continuously evolving and so we are all learning all of the time.

Post covid times Technology skills are talked about too much but not all type of audience will be able to adapt to this skill. There are audience who belong to remote areas and also not very tech savy to use different types of learning. In order to use the skills for learning we need to first set up a base where the audience become friendly with different types of technology used. Then the next part would focus on how we can learn using those technology skills

Evaluation skills are more important then technology skills in my opinion these days. Most systems are built with the idea of a step by step process to achieve goals. However, strong evaluation skills will give you the ability to look at the process and overtime identify pain points, and documentation lapses that can set someone up for failure. A strong project manager or analyst these days will be comfortable pushing buttons to get the results needed, but will need to be even more comfortable looking beyond that process to see what is missing and how it can be made better down the line.

The only things I need from a new hire are insatiable curiosity and a drive to follow through on their work, to the best of their ability. Anything else is teachable!

To be honest, I do not look for training skills, as they can be learned in a relatively short period of time. But I do look for attitude, passion, willingness, way how that person communicate and sends message, and many more. OK, some of those we can address as "skills" but the point is, I want to put right people on right place based on a character, or if you would like this way, soft skills, not hard skills. Promotion of only "complete" candidates I observe as bad practice. I give equal chances to all canidates. I know that somewhere there may be "the better one" who can be trained further to be the the best trainer I could possibly have.

More than any skill, I would like to consider their attitude. A skill, any skill is learn-able. Once can teach and track communication, evaluation, design skills etc. What one can rarely measure is the attitude of a person. If a new hire had a respectful attitude towards others, and a curious one towards her learning - they are the one for me!

A new hire should have a quick learning curve. Every single day , we are advancing in terms of the tools and technology we use to design and deliver effective trainings and it is immensely important for a new hire to quickly grasp the nuances of anything and everything. When I was new, even though I had my own development areas, I was always appreciated by my leads for having the required learning agility.

In a day and time that it is not uncommon for new hires to even show up for the first day, closely studying the work history of applicants has never been more important!