Training Industry Magazine - Spring 2024 - 11

L&D CAREERS
AMY DUVERNET,
PH.D., CPTM
FINDING THE RIGHT FIT: STRATEGIES FOR
HIRING EXCEPTIONAL L&D TALENT
In my previous column, I explored
the diverse backgrounds that lead
professionals into learning and
development (L&D). Because the streams
that lead to L&D are varied, selecting
the right L&D professional is often
challenging. In this column, I'll focus
on
L&D
careers
from
the
other
perspective - that of a hiring manager
- describing the process of defining
an L&D job role, recruiting candidates
and ultimately hiring an individual into
a training role, offering tips at each
phase to help you with the process.
STEP 1. DEFINE THE JOB ROLE
First, clearly define the role and its
responsibilities. There are some great
resources out there - Training Industry
has several relevant wikis (e.g., the training
process
framework),
the Department
of Labor's job classifications, as well as
published job descriptions for similar job
roles via job boards and HR resources.
Lean on these for inspiration, but also
consider your own context. Ask yourself:
* How will this position fit within our
talent development team?
* Who will they work with? What teams
and stakeholders might be impacted?
* What percentage of their time will
be spent on each responsibility and
how critical is each to their overall job
performance?
BECAUSE THE
STREAMS THAT LEAD
TO L&D ARE VARIED,
SELECTING THE RIGHT
L&D PROFESSIONAL IS
OFTEN CHALLENGING.
STEP 2. IDENTIFY THE
REQUIRED SKILLS
Next, you should identify the required
knowledge, skills, abilities and other
characteristics (KSAOs) for the role. Look to
L&D competency models, such as Training
Industry's Training Manager Competency
Model. Assess which are necessary
immediately versus those that can be
learned on the job. Equally important to
consider are those that are not required.
For instance, while many job postings
mandate a college degree, this may
end up excluding valuable candidates.
Similarly, you may be tempted to list
an L&D background as a prerequisite
but widening your scope could bring
transferable skills and new perspectives.
STEP 3. WRITE THE
JOB DESCRIPTION
Thoughtfully crafting your job posting
is your next step, as the language
you use in the post can significantly
influence your recruitment efforts.
Research shows that certain phrases
might deter applicants (e.g., " fast-paced
work environment " could signal a highstress
job role to a candidate). Use tools
to check your job postings for biased
language and assert your organization's
commitment to diversity and inclusion.
In addition, your job posting should
highlight your organization's culture,
values, mission and commitment to
professional development. Candidates,
especially those in L&D, seek roles where
they have opportunities for growth.
STEP 4. OUTLINE THE
HIRING PROCESS
Just as critical as a thoughtful job posting is
a carefully designed hiring process. Some
key best practices to consider include:
TRAINING INDUSTRY MAGAZINE - SPRING 2024 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
* Reducing unconscious biases -
remove names and pictures from
resumes, portfolios and other materials.
* Involving key stakeholders in interviews.
Stakeholders will offer different
perspectives, giving candidates a more
comprehensive view of their potential
working environment.
* Standardize interview questions based
on identified KSAOs. Focus on jobrelevant
questions and avoid personal
information, such as marital or parental
status, as it tends to be unrelated to job
performance and could signal protected
class information that must not be
considered in your hiring decisions.
* Offer your interviewers training on how
to ask questions with follow-up prompts.
Be sure to emphasize the importance
of representing the company, as job
candidates are also evaluating fit.
* Creating a standardized rating form to
record perspectives on the candidate's
suitability. Ask about the candidate's
potential to fit within and enrich your
company culture.
Hiring the right candidate is pivotal
for your organization's success in
achieving business goals. By defining
required skills and expertise, embracing
diversity and focusing on cultural fit and
potential for growth, you can assemble
an L&D team that not only delivers
results but also promotes a culture of
continuous learning.
Amy DuVernet, Ph.D., CPTM, is the
director of
training and development
at Training Industry, Inc., where
she oversees all processes related
to Training Industry's courses for
training professionals, including program
development and evaluation. Email Amy.
11
Training Industry Magazine - Spring 2024

Table of Contents for the Digital Edition of Training Industry Magazine - Spring 2024
