Best examples of questions to ask about training & development in interviews

Strong examples of questions to ask about training & development

Let’s start with what you probably came for: real, ready-to-use examples of questions to ask about training & development that actually sound like a human, not a template.

Here are several you can adapt word-for-word or tweak to fit your style:

• “How do you onboard new hires in this role, and what kind of training do you provide in the first 90 days?”
• “Can you share an example of how someone in this position has grown their skills or advanced within the company?”
• “What types of training & development resources are available—such as online courses, conferences, or certifications?”
• “How do you support employees who want to build new skills, especially with how fast things are changing in 2024–2025?”
• “Is there a formal budget for professional development, and how do employees typically use it?”
• “Do you offer mentorship or coaching programs, either formal or informal?”
• “How do managers here talk about career growth with their teams? Is there a regular process for development conversations?”
• “Can you give an example of someone who moved from this team into another area of the company?”

These are some of the best examples of questions to ask about training & development because they do two things at once: they show that you’re serious about growing, and they invite the interviewer to share real stories, not vague promises.

Examples of questions to ask about training & development during onboarding

The first few months in a new job can make or break your success. So it’s smart to ask for examples of how a company supports you early on.

You might say something like:

• “What does a successful onboarding experience look like for this role?”
• “Do you have a structured training plan for the first few weeks, or is it more learn-as-you-go?”
• “Are there specific tools, platforms, or internal training modules I’d be expected to complete when I start?”

In 2024–2025, many companies are leaning on digital onboarding and learning platforms. Research from organizations like the Society for Human Resource Management (SHRM) highlights how structured onboarding improves retention and performance. When you ask for concrete examples of questions to ask about training & development tied to onboarding, you’re really asking: Will you set me up to succeed, or throw me in the deep end?

Listen for details. If the interviewer says, “We have a 30–60–90 day plan, peer buddies, and a checklist of training modules,” that’s a good sign. If the answer is mostly, “You’ll figure it out as you go,” you may be walking into chaos.

Real examples of questions to ask about skills, courses, and certifications

Because technology and best practices change so quickly, you want to know how the company helps you stay current. This is especially important in fields like tech, healthcare, finance, marketing, and data.

Here are some real examples of questions to ask about training & development focused on skill-building:

• “Does the company provide access to online learning platforms or internal training libraries?”
• “How do employees typically keep their skills current here—through internal training, external courses, or something else?”
• “Are there opportunities to earn certifications that are relevant to this role, and does the company help cover the cost?”

You can also get more specific to your field:

• For tech roles: “How do engineers here stay up to date with new languages, frameworks, or AI tools?”
• For healthcare roles: “How do you support continuing education requirements and staying current with clinical guidelines?” (For context, U.S. clinicians often rely on resources like the National Institutes of Health and Mayo Clinic to stay updated.)
• For data or analytics roles: “Do you encourage employees to learn new tools like Python, R, or BI platforms, and is there time set aside for that?”

When you ask these kinds of questions, you’re signaling that you don’t plan to coast. You’re saying, “I intend to keep getting better, and I’m looking for a place that supports that.”

Best examples of questions to ask about training & development in the age of AI

The last few years have changed how people work. AI, automation, and remote collaboration tools are everywhere now. Smart candidates are asking how companies help employees adapt instead of just expecting them to figure it out.

Here are some of the best examples of questions to ask about training & development in this new landscape:

• “How is the company helping employees build skills in AI or automation tools relevant to this role?”
• “Have you introduced any new training programs in the last year to help people adapt to changing technology?”
• “Is there time built into the workweek for learning or experimentation with new tools?”

This matters because organizations that invest in upskilling tend to perform better over time. Global reports from groups like the World Economic Forum have emphasized that continuous learning and reskilling are becoming a core part of work, not a side project.

If the interviewer shares real examples—like internal AI workshops, cross-team learning sessions, or paid access to online courses—that’s a signal the company isn’t stuck in the past.

Examples of questions to ask about training & development budgets and policies

Money and time tell you what a company truly values. A glossy careers page might talk about “growth,” but you want to know whether there’s an actual budget and structure behind it.

Here are practical examples of questions to ask about training & development that get at the money and policy side without sounding pushy:

• “Is there a yearly budget for professional development for this role or team?”
• “How do employees typically use that budget—courses, conferences, certifications, or something else?”
• “Do you offer tuition assistance or reimbursement for degree programs or longer-term education?”
• “If there isn’t a formal budget, how do employees usually get approval for training or conferences?”

You’re not just fishing for perks. You’re trying to understand whether you’ll be encouraged to grow or expected to do it on your own time and dime. Many U.S. employers, for example, offer tuition assistance or partial reimbursement for accredited programs, often guided by federal rules and tax considerations explained on sites like IRS.gov.

If the interviewer can point to clear guidelines—“Each employee has $X per year,” or “We send team members to at least one conference annually”—that’s a promising sign.

Real examples of questions to ask about mentorship and coaching

Formal training is great, but a lot of growth happens through people: managers, mentors, and peers. When you ask for real examples of questions to ask about training & development, don’t forget the human side.

You might ask:

• “Do you have any formal mentorship or coaching programs here?”
• “How do managers support ongoing development beyond the annual performance review?”
• “Are there opportunities to shadow colleagues in other roles or departments?”

Then you can follow up with something very revealing:

• “Could you share an example of someone who benefited from mentorship or coaching here, and how it affected their career path?”

That last question invites a story. You’ll quickly hear whether mentorship is something they talk about in theory or something that actually happens.

Examples of questions to ask about training & development for internal mobility

If you’re thinking long-term, you want to know: Can I grow here, or will I have to leave to move up?

Here are examples of questions to ask about training & development that focus on internal mobility and career paths:

• “How do people typically progress from this role over the next few years?”
• “Do employees often move between teams or departments, and how is that supported?”
• “Are there internal job boards or programs that help people explore different career paths within the company?”
• “Can you give an example of someone who started in this role and transitioned to a different position?”

Companies that genuinely support internal mobility usually have stories ready: someone who moved from support to product, from analyst to manager, from operations to strategy. If the interviewer struggles to think of any example, that tells you something.

How to tailor these examples of questions to ask about training & development

The best examples of questions to ask about training & development are the ones that match your level and your goals. A new grad, a career changer, and a senior manager won’t ask the exact same things.

If you’re early career or a recent grad:
Focus on structure and support.

• “For someone early in their career, what kinds of training & development programs are available?”
• “Do you offer any early-career programs, like rotational programs, bootcamps, or structured learning paths?”

If you’re changing careers or industries:
Highlight ramp-up time and skill gaps.

• “For someone transitioning from a different industry, how do you support the learning curve?”
• “Are there specific training resources you recommend for new hires coming from outside this field?”

If you’re mid- to senior-level:
Aim at leadership, strategy, and influence.

• “What opportunities exist for leadership development or advanced training for more experienced employees?”
• “How do you support managers in developing their people-management and coaching skills?”

By tailoring these examples of questions to ask about training & development, you avoid sounding scripted and instead come across as thoughtful and self-aware.

How to listen for red flags in the answers

The questions themselves matter, but the answers matter more. When you use any example of questions to ask about training & development from this guide, pay attention to:

• Specifics vs. buzzwords. Are you hearing exact programs, tools, budgets, and timelines—or just vague phrases like “we value growth”?
• Stories vs. slogans. Can they give a real example of someone who grew, changed roles, or developed new skills?
• Consistency. If you speak with multiple interviewers, do their answers line up, or does each person describe a different reality?
• Time and workload. Do they admit that people are too overloaded to use the training that technically “exists” on paper?

A company without much in place isn’t automatically bad—especially if they’re honest and open to change. But if training & development is important to you, you want more than a promise; you want proof.

FAQ: examples of questions to ask about training & development

Q: What are some simple examples of questions to ask about training & development if I’m nervous in interviews?
A: Keep it short and straightforward. You might say, “How do you support ongoing learning for people in this role?” or “Are there opportunities for professional development here?” Once they answer, you can ask one follow-up like, “Could you share an example of a training program people found helpful?”

Q: Can you give an example of a question that shows I’m interested in long-term growth, not just the first few months?
A: Try: “Looking one to three years out, how do you see someone in this role growing or expanding their responsibilities, and what training & development support is available to help with that?” This signals you’re thinking beyond the immediate job description.

Q: Is it okay to ask about training & development in the first interview?
A: Yes. Asking for examples of questions to ask about training & development early on shows you’re serious about your career. Just balance it with other topics—role expectations, team culture, and how success is measured—so it doesn’t sound like you only care about what you can get.

Q: How many questions about training & development should I ask?
A: Aim for one or two in each interview round, depending on time. You might start broad (“How do you support learning here?”) and then ask a more specific follow-up (“Is there a professional development budget?” or “Do you offer mentorship?”).

Q: What if the company doesn’t have many training programs yet?
A: That’s not automatically a deal-breaker. You can ask, “Is this an area you’re hoping to build out in the future?” and “How open are managers to supporting self-directed learning?” Some smaller or fast-growing organizations are still building their systems but may be very willing to support motivated employees.

If you remember nothing else, remember this: choosing and using strong examples of questions to ask about training & development is less about sounding impressive and more about getting honest information. You’re not just trying to get an offer—you’re trying to find a place where you can keep learning, stay relevant, and actually enjoy the process of getting better at what you do.