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.
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.
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.
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.
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.
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.
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.