Month: November 2024

The effectiveness of any training or course can often be related to how the way the message or content got relayed to the person or student. Teaching someone anything can be difficult, and it takes a certain type of person who understands how to communicate complex ideas in a way that resonates with different learning styles. 

A class that has been effective for my learning style has been Physics211. This class includes plenty of class time and a lab, where examples and collaborating on problems are the focus, rather than constant lecturing. Being in an in-person class helps me pick up the information easier, as I can learn through making mistakes in class, allowing the teacher to implement their teaching techniques to help me and other students find the correct solution. The teacher has plenty of time to discuss individual problems with each table, making the class feel more personal and encourages students to participate. 

A class that wasn’t effective for me was a construction design class I took last year. This class focused largely around AutoCAD, an intricate computer program I had never used before this class. The class was online, and with the use of a new software, I found myself falling behind quickly with many questions on how to use the software. Without having a place to easily ask questions, I was often confused with the material or assignments. Online classes can feel less personal to me, and it was easy to let assignments pass without fully understanding certain concepts.

Ultimately, a teacher’s style of teaching impacts a student’s understanding and view on if the course was effective or not. The effectiveness of a course can be tested when the teacher is challenged to help students comprehend the material at a deeper level.

Interviews can be a difficult and sometimes an unfair way of evaluating a potential employee. The individual being interviewed may find it hard to present themselves in the way they desire, which can impact the reliability and validity of the interview. This makes it all the more important that those in charge of interviewing have questions that are reliable and effective. 

At my current job at Dixon Recreation Center I have gotten the opportunity to be a part of the interviewing process. Seeing the other side has been incredibly valuable. Seeing the questions that my boss asks, and having the opportunity to analyze candidates alongside him and my coworkers, allows me to understand the validity and utility of the questions asked. My boss looks to not only observe if they are capable of doing the work, but if they fit in with the culture we have built. He knows people will be able to learn how to fix machines, but cares more about how we’ll function as a team. This approach results in the questions leaning more on a personal side, asking about life experiences and perspectives. Many questions that inquire about the candidates lifestyle and way of living are used. The validity of our interview process is reflected by the team we have built. It has largely been due to the questions that are asked, as they allow us to see the personality and views of whoever is being interviewed extremely well. From this perspective of interviewing, I have been able to see which questions provide valuable information about a candidate’s fit for the role. This has informed me on how to better present myself in my own interviews. 

If I could advise employers on how to improve their interviews, I would suggest spending ample time creating strong interview questions that have purpose and can apply to all candidates. A strong interview should lead the candidate through with questions that are not too difficult to answer, but allow those interviewing to gain information on the candidate as a person, along with their skills.

Work cited: https://hbr.org/2016/04/how-to-take-the-bias-out-of-interviews