This document provides tips for 3 key things to look for when recruiting instructors: 1. Look for instructors who are brand builders and advocates that can represent your company well. They should share your company values and culture. 2. Consider an instructor's track record of managing chaos, handling problems, and student feedback. Ask how they would handle situations like technical issues or difficult students. Referrals from current instructors can also identify strong candidates. 3. Technical savviness is important to avoid wasted time and credibility issues. Make sure instructors prepare, stay organized, and can handle basic software and hardware tasks to effectively deliver content. Test candidates' organization, preparation, and technical abilities during interviews.

1. 3 Things To Look For When
Recruiting Instructors

2. Patrick Flanagan
CCO of Administrate
• Joined Administrate late 2014
• Based in Edinburgh
• Passionate about Administrate and the
market we are in
• Background in scaling companies with
Sales and Customer Success

3. #1 – Brand builder/Salesperson/Brand advocate/Marketeer

4. #1 – Brand builder/Salesperson/Brand advocate/Marketeer
…at least not 100% of the time.

5. #1 – Brand builder/Salesperson/Brand advocate/Marketeer
or

6. VALUES!
• Likely, your values form the culture of your company and you like want to keep it that
way. Don’t shortcut here!
• Interview for values:
• At Administrate, we do a technical interview and a values interview – you can
combine these, but being purposeful about this is important.
• Reach out if you’d like help on this.
• They should interview you at least as hard as you are interviewing them in this area.
#1 – Brand builder/Salesperson/Brand advocate/Marketeer

7. The instructoris oftenremembered moreeasily thanthe actualcourse.Why?
• Weare humans,wearerelationalbeings.
#1 – Brand builder/Salesperson/Brand advocate/Marketeer
v.

8. #1 – Brand builder/Salesperson/Brand advocate/Marketeer
• Were they organized during the recruiting process?
• Would you want to learn from this person?
• Did they engage you?
• Candidate will be at their best in an interview, remember
this
• Candidate is showing you what they’ll look like on their first
day of instruction

9. #1 – Brand builder/Salesperson/Brand advocate/Marketeer
According to HelpScout:
• 51% of people today will never do business again with you if they’ve had a poor
experience
• Those who have an amazing experience will tell on average 2-4 people about it, if
they have a bad experience they will tell at least 10 people
• 77% of people who have had a positive experience will recommend to a colleague
or friend
• Millenials will pay 21% more for great service

10. #1 – Brand builder/Salesperson/Brand advocate/Marketeer
REFERRAL
MACHINES!!!

11. #2 – Track Record

12. #2 – Track Record
v.

13. #2 – Track Record
= Bad Answer.

14. • Good Answer Examples
• A personal love and commitment to seeing others learn
• An appreciation of the employer and how they’ve made them feel like
part of the team
• An absolute love of the subject
#2 – Track Record

15. • They shouldbe abletomanage chaosandchange!
# 2 – Track Record

16. CHAOS!!!
• Latestudents
• Absent students
• Fire alarms
• Room conflicts
• Coursematerials missing
• Resources missingorbroken
• Teaching whilesick
• Internet issues
• Comms issues
• Difficult students
• Complainingstudents
• Filling inforanotherinstructor
# 2 – Track Record
HOWDO THEY MANAGE IN THESE SITUATIONS?

17. • Don’t forgetaboutthe results! Ask whattheirratinghas been on surveys.
# 2 – Track Record

18. • Havethem takethe courseandtellyouwhatthey wouldhave done differently!
# 2 – Track Record

19. • PRO Tip: Someof yourbest studentscan turnintogreatinstructors!Have yourcurrentinstructorsbe onthe lookoutfor
possible candidates.
# 2 – Track Record

20. # 3 – Tech Savvy

21. • Costs of nothaving a tech savvyinstructor:
• Valuable time wasted
• Credibility ofyour instructor and course content being eroded
• Valuefor money equation starts quickly changing in the attendees’ minds
• Often your company is blamed in this situation by the instructor
• You ”didn’t providethem with XYZ”
• Your”technology is rubbish”
#3 – Tech Savvy

22. • Often in these situations unprofessional solutions are thought of in a panic:
• Asking a paying student to help
• Winging the course andnot using the appropriate results
• Delaying or cancelling the session
#3 – Tech Savvy

23. • This problem is that this is totally preventable!
• ORGANISATION
• PREPARATION
• TECHNICAL APTITUDE
#3 – Tech Savvy

24. • ORGANISATION
• Have a standardized process for instructors for:
• Setting Up
• Tearing Down
• Introduction
• Closing
• Resource preparation, maintenance and management
• Have reference guides
• ASKyour candidate how they would stay organized!
#3 – Tech Savvy

25. • PREPARATION
• You want a mentally prepared instructor, if they aren’t mentally prepared, the course will suffer.
• They should be reviewing the content, and thinking post course what they couldhavedone better,
making notes. Reviewing surveys.
• Goes backto organisation, butare they preparing properly by following your processes.
• Where will they becoming from to teach your course? What do they need to do in the transition period?
• ASKyour candidate how they will prepare for your course?
#3 – Tech Savvy

26. • TECHNICAL APTITUDE
• Does notneed to bea geek! But should be able to have a general understanding of software and
hardware, howthey work and fit together and cando basic troubleshooting.
• Give them an impromptu test on each onthe spot:
• Ask them in front of you to usea basic software program that they maybe haven’t used and
complete a basic task. Example –use MS Paint and draw a tree,save it and email it to you.
• Exampleof hardware test: if applicable, hand them a laptop, an HDMI cable anda TV, ask them to
turn onthe laptop and project through the TV.
• Observehowthey react to your request and complete the task.
#3 – Tech Savvy

27. THANK YOU!!!
teameagle@getadministrate.com
teamhighlander@getadministrate.com