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What should I expect at a third stage interview / conversation with director?

Kirsty

I have a third stage interview for my first L&D role and this time its a 'conversation' with the director of L&D. No idea what to expect. I just know its between me and one other candidate. I'm very anxious as I really want this role (the salary is amazing). I need an idea of questions and answers. I'm guessing cultural fit but who knows? I really want to ace it, thanks

Parents
  • Hi Kirsty, well done for progressing to round 3! sounds like a thorough interview process. putting myself in the directors role I would be keen to understand your motivation and fit for the role/team/organisation. You haven't given much detail about the role - other than the salary is is amazing! why did you apply for the role? what areas of the JD are you strong? How do you intend to address areas of development? what problem/ challenge does the role seek to solve? if this is not obvious from the job spec, what interview questions have been asked so far? does this give you any clues? what is the organisation strategy - is there a l&d strategy that supports this? what are thier aims? do they have a key l&d focus e.g AI, technical development, people management development, line manager training? if you haven't already, do the research, look at it like a consultant, put together some recommendations based on thier strategy and / or industry challenges. highlight all your skills, knowledge and experience that help them move forward. show your alignment with thier purpose and values.This will demonstrate your critical thinking and motivation. good luck!
  • in reply to Vicky
    Thanks so much, that’s really helpful. The role is very training-focused, and the interviews so far have been about things like design, delivery, engagement and measuring impact. I’ve highlighted my strengths in training, consultancy and stakeholder engagement, and been upfront about wanting to develop further in employment relations. I think the role is about helping clients move beyond compliance to actually building confidence and good practice. The process has been thorough, but I can see they’re testing motivation and fit as much as skills
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  • in reply to Vicky
    Thanks so much, that’s really helpful. The role is very training-focused, and the interviews so far have been about things like design, delivery, engagement and measuring impact. I’ve highlighted my strengths in training, consultancy and stakeholder engagement, and been upfront about wanting to develop further in employment relations. I think the role is about helping clients move beyond compliance to actually building confidence and good practice. The process has been thorough, but I can see they’re testing motivation and fit as much as skills
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