Corporate Training: 5 Rules for Hiring Contract Training Consultants

Corporate Training: 5 Rules for Hiring Contract Training Consultants

In today’s corporate culture, keeping your staff’s training up to date is vital. You need to keep ahead of the competition, and have employees who are ahead of the curve. To do this though, you need to have competent, highly qualified training staff that can keep your employees trained to the highest standard.

Many companies today are now turning to contract training consults to fulfil this role. They’re often cheaper to hire, more flexible in the hours they can do, and much more feasible to hire as they’re only paid for the hours they’re with your staff. Here’s 5 rules to keep in mind if you want to hire contract training consultants for yourself.

1. Define the role

Before you even start looking for someone, sit down and think about what you want that trainer to do. Write down a job description that’s honest and clear about what you’re expecting of them. Once you have that, use that in the advert you use to advertise the role. That way, everyone knows what’s expected of them, and there are no surprises further down the line.

2. Be careful in the selection process

Once you have some candidates shortlisted, take great care in selecting the right person for the job. Remember, they need to have the same kind of values that your company holds, as a whole. This goes for anyone who works for you, but it’s especially true for someone that’s going to be training your staff. You want them to really understand what your company is about, and transfer that knowledge onto your staff. “Remember, you want to keep a good working relationship with your trainer, so make sure you choose someone you’ll be able to relate with on a professional level” – says Christine Moore, a Recruiting manager at State of Writing.

3. Pick someone with the right experience

When you’re in the hiring process, remember that trainers come with a range of experience. You want someone who’s had experience training in your specific field before. If you’ve written your job description properly, then there shouldn’t be an issue with the people who apply for the role. Make it very clear what experience they need, and what they should be proficient in.

Use the interview process, look into the experience your candidates have, and find out what they’ve done during their career. What were their achievements? How did they improve the training of the last company they worked at?

4. Be aware of the client’s goals

This is something that many companies overlook. A contract trainer may only be hired for a set period of time, but they should be treated as a regular member of your team. As such, you need to be aware of their career goals, and offer them opportunities to better themselves as an employee.

“When you hire a contract trainer on, make sure you show them that they are an important and appreciated member of your team. As they’re a valued member, ensure that you align the role with their career goals as much as you can” – shares his opinion Tamra Ward, a HR Manager at Academized.

Remember, later down the line you may decide to keep that trainer on as a full time member of staff. If you’ve treated them as a regular member of the team, this process can be much smoother and easier. All employees appreciate it when you take their needs into account.

5. Don’t neglect the on boarding process

The temptation when hiring a trainer is to bring them in, give them the latest training project they need to work on, and leave them to it. However, this doesn’t show the trainer that you value them, and can even make their job harder.

Julia Vanderpool, a Corporate Trainer at Resumention gives her comment: Instead, make sure you go through the on boarding process properly before getting them to start work. Give them all the access they need to the company systems, and educate them in the culture of the business. That way, they’ll have a proper foothold when they do get to work.”

Contract training consultants can be a huge boon to any company, so ensure that you hire the right person for the job. If you follow these tips, you’ll be sure to have someone who can get the most out of your staff. Treat them well, and you’re sure to build up a good working relationship.

About the Author

Gloria Kopp is an educator and an elearning consultant from Manville. She is also a contributing expert at Template Monster, HuffingtonpostPaper Fellows, etc. Besides, Gloria writer Bigassignments educational blog where she shares writing samples, tips and guides.”

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