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