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If you’ve Googled “employment training specialist job description,” you’ve probably come across dozens of templates.
But here’s the problem:
Most of them don’t actually teach you how to attract a great training specialist.
They just give you a list of bullet points and buzzwords like “designs and delivers training programs”… and call it a day.
But if you’re serious about hiring someone who can actually improve team performance, help new hires ramp up faster, and shape your internal learning culture—then a generic job post won’t cut it.
In this article, you’ll learn how to write a compelling, human-centered job post that gets the attention of top candidates—whether you’re hiring an experienced L&D professional or someone you’re willing to train into the role.
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
What An Employment Training Specialist Actually Does
An Employment Training Specialist is someone who helps your team grow from the inside out.
They don’t just run workshops or tick boxes on a training checklist—they design programs that help employees learn faster, perform better, and stay longer.
Whether it’s onboarding new hires, training frontline workers, or helping managers develop soft skills, a great training specialist builds systems that make learning a part of your company culture.
They’re equal parts coach, content creator, and communicator—someone who understands your team’s real needs and turns that into practical learning experiences that stick.
So when you’re hiring for this role, don’t just focus on credentials or how many courses they’ve delivered.
Look for someone who can connect with people, simplify complex ideas, and adapt training to real business goals.
Two Great Employment Training Specialist Job Description Templates
✅ Option 1: Job Description For Experienced Employment Training Specialist
📌 Job Title: Training & Development Specialist — Help Us Upskill a Growing SaaS Team
📍 Location: Hybrid (2 days/week in Atlanta, GA)
💼 Type: Full-Time | 💰 Salary: $58,000 – $72,000/year + bonus potential
🎥 Meet Your Future Manager
A 90-second Loom from our VP of People, Dana Chen, on why this role matters to BrightCore → [Watch the video]
Who We Are
BrightCore Solutions builds subscription-management software for nonprofits. Our platform processes $160 million in annual donations for 1,400 organizations worldwide. We’re 43 people today, doubling revenue every year, and we’ve just closed a $12 million Series A to scale product and customer success.
What You’ll Do
- Design and deliver onboarding, product, and soft-skills programs for Support, Sales, and Engineering
- Turn tribal knowledge into bite-size SOPs, video walkthroughs, and self-paced courses
- Partner with team leads to identify skill gaps, set learning KPIs, and measure impact
- Own our 30-60-90 onboarding playbook and keep it current as the company grows
- Track training data in Notion and share insights with execs every quarter
What We’re Looking For
- 2+ yrs in L&D, instructional design, or enablement (B2B SaaS a plus)
- Confident facilitator—live, virtual, and async (Loom, Zoom, Miro)
- Obsessed with clarity: you simplify complex ideas into actionable steps
- Data-minded: you love proving ROI on learning initiatives
- Bonus: experience rolling out LMS platforms or micro-learning libraries
Perks & Benefits
- 100 % employer-paid health, dental, and vision
- 401(k) with 4 % match
- $1,000 annual learning stipend + free access to LinkedIn Learning
- Remote gear budget ($500) + monthly WFH stipend ($75)
- 20 PTO days + your birthday off + quarterly recharge Fridays
Why This Role Is a Great Fit
You’ll build training from a blank canvas, not tweak legacy courses. Your work will directly improve time-to-productivity, reduce support escalations, and help 1,400 nonprofits do more good. You’ll have genuine C-level support, budget to experiment, and clear metrics to showcase your impact.
How to Apply
We hire through WorkScreen to keep things fair and skills-first. Complete the short evaluation here → [BrightCore WorkScreen Link]. We review every application and update all candidates within a week—no résumé black holes.
🌱 Option 2: Job Description For Entry-Level / Willing-to-Train Employment Training Assistant
📌 Job Title: Training Assistant — Support Team Learning at a Fast-Growing Freight Tech Startup
📍 Location: Remote (U.S. only)
💼 Type: Full-Time | 💰 Pay: $20 – $24/hour
🎥 A Quick Hello from Our People Ops Lead
Watch Alexis Rivera explain what success looks like in your first 90 days → [Watch the video]
About Us
Beacon Logistics is a tech-enabled freight forwarder that helps 3,000 e-commerce brands ship internationally without the headaches. Our 75-person, remote-first team syncs across 12 time-zones and uses an internal Playbook Hub to stay aligned. As we onboard 8–10 new hires each month, we need an energetic Training Assistant to keep everything running smoothly.
What You’ll Do
- Coordinate onboarding sessions, calendars, and Zoom links
- Create step-by-step guides and GIFs using Loom & Scribe
- Maintain training records and gather feedback after every cohort
- Shadow team leads and turn their processes into checklists
- Pitch in during live workshops—notes, polls, breakout-rooms
We’re Looking For Someone Who
- Communicates clearly in writing and on video calls
- Loves organizing details and hitting deadlines
- Picks up SaaS tools quickly (we use Notion, Slack, and ClickUp)
- Has 1 yr in customer service, admin, or tutoring (preferred)
- Brings contagious positivity to remote teamwork
Perks & Benefits
- Medical, dental, vision (75 % employer-paid)
- $600 annual learning credit + mentorship from our L&D Lead
- Fully remote setup with $300 home-office stipend
- 18 days PTO + 10 company holidays + quarterly mental-health day
- Profit-share bonus after 12 months
Why This Role Is a Great Fit
You’ll get hands-on L&D experience without needing a decade of credentials. Beacon is big enough to offer resources, yet small enough that your ideas launch quickly. You’ll build a portfolio of real training assets, learn from a supportive People Ops team, and see your work directly improve onboarding speed and employee satisfaction.
How to Apply
Skip the résumé black hole—apply through WorkScreen → [Beacon WorkScreen Link]. We respond to every applicant within 7 days and keep you updated at each stage.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Breakdown of Why These Employment Training Specialist Job Posts Work
Now that you’ve seen two high-quality job description examples—one for an experienced training specialist and another for an entry-level hire—let’s break down what actually makes them effective.
These aren’t just pretty job ads. They’re built with purpose, psychology, and candidate experience in mind.
✅ 1. Clear, Specific Titles
Each job post starts with a title that actually tells the reader something useful. Instead of “Training Specialist” or “Assistant,” you see:
- Training & Development Specialist — Help Us Upskill a Growing SaaS Team
- Training Assistant — Support Team Learning at a Fast-Growing Freight Tech Startup
This adds context: what kind of team, what kind of company, and why the role exists.
It boosts relevance—and cuts through the noise.
✅ 2. Warm Introductions with Context
Instead of jumping straight into duties, each post opens with a real explanation of:
- What the company does
- What the team is working on
- Why the role matters now
This immediately grounds the candidate. It makes the post feel human, thoughtful, and worth their time.
✅ 3. Video From a Real Person
Both posts include a short Loom or video message from a hiring manager or people lead.
This builds trust, adds a personal touch, and helps your post stand out from a sea of faceless listings.
Candidates don’t just want to know what the job is. They want to know who they’d be working with.
✅ 4. Transparent Perks and Salary
No guesswork here.
Each post clearly lists:
- Salary or hourly rate
- Paid time off
- Benefits and stipends
- Bonuses or learning budgets
That level of transparency filters out mismatched applicants—and builds credibility with serious ones.
✅ 5. Respectful, Thoughtful Hiring Process
Instead of the cold “only shortlisted candidates will be contacted,” both posts explain:
- That every application is reviewed
- That candidates will hear back
- That WorkScreen will be used to ensure fairness and skill-based evaluation
This kind of clarity shows that you respect applicants’ time—and it raises the bar for your brand.
✅ 6. Human Language That Connects
Nowhere in the post do you see jargon like “stakeholder synergy” or “self-starter with proven track record.”
Instead, the tone is conversational and real.
It speaks directly to the kind of person you want to hire, using language that makes them feel seen.
Phrases like:
- “You’ll get hands-on experience without needing a decade of credentials”
- “We’re big enough to have resources, small enough that your ideas launch fast”
—these make your post memorable and magnetic.
Example of a Bad Job Description (And Why It Falls Flat)
Let’s look at the kind of job post that still shows up on job boards far too often—and break down what’s wrong with it.
❌ Bad Job Description Example
📌 Job Title: Training Specialist
📍 Location: New York, NY
💼 Type: Full-Time
🗓 Deadline: September 15, 2025
Job Summary
We are looking for a Training Specialist to join our team. The Training Specialist will be responsible for developing and delivering employee training programs to support workforce development initiatives.
Key Responsibilities
- Create training materials
- Conduct in-person and virtual training sessions
- Evaluate training effectiveness
- Coordinate with HR and department heads
Requirements
- Bachelor’s degree in Human Resources, Education, or related field
- 3+ years of experience in training or L&D
- Proficient in MS Office
- Strong communication skills
How to Apply
Interested candidates should send their résumé and cover letter to hr@company.com. Only shortlisted applicants will be contacted.
❌ Why This Job Post Falls Short
Let’s break down where it goes wrong:
1. The Job Title Is Generic
“Training Specialist” gives no context.
What industry? What level? What type of training?
The title doesn’t attract or filter—it just blends into a thousand other listings.
2. The Introduction Feels Cold and Corporate
No story. No mission. No explanation of why this role matters.
Just a vague summary that could’ve been written by ChatGPT on autopilot.
3. The Responsibilities Are Too Broad
Phrases like “Create training materials” and “Conduct sessions” are vague.
There’s no insight into the kind of training, the tools used, or the impact expected.
4. There’s No Mention of Culture or Team Values
Nothing tells the applicant what kind of environment they’d be stepping into.
No insight into how the team works or what the company believes in.
5. No Salary, No Benefits, No Perks
This is a red flag for top candidates.
If your job post doesn’t answer the basic “What’s in it for me?”, it will be skipped.
6. The Application Process Feels Dismissive
“Only shortlisted candidates will be contacted” sends the message:
“We get lots of résumés and don’t have time for you.”
It signals a one-sided process and leaves a bad first impression.
7. Zero Personality or Differentiation
There’s nothing here that makes the post stand out.
It could’ve been copied and pasted from any company, in any industry, at any time.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve written a clear, human, and compelling job post, here are a few high-leverage add-ons that can make it even more effective—especially when you’re hiring for a competitive or people-first role like an Employment Training Specialist.
💡 Tip 1: Add an IMPORTANT NOTICE for Trust
Many candidates are wary of scam listings or companies that ghost applicants.
A short trust notice reassures applicants and sets your company apart as transparent and ethical.
Example:
🛡️ We take the security and privacy of all applicants seriously. We will never ask for payment, financial details, or personal documents during the hiring process.
This single line builds trust—and can increase completion rates, especially among cautious or first-time applicants.
🏖 Tip 2: Mention Leave Days or Flex Time
Time off is more than a benefit—it’s a signal that you respect work-life balance.
Don’t wait until the offer stage to talk about it.
Example:
Enjoy up to 24 flex days off per year so you can recharge, reflect, and come back even stronger.
This detail, while small, can sway high-quality applicants who are comparing multiple offers.
📚 Tip 3: Highlight Training & Growth Opportunities
If you’re hiring for a learning-related role, don’t just say your company “values growth”—prove it.
Example:
We invest in growth. You’ll get:
• A $1,000 annual learning stipend
• Mentorship from senior leaders
• Full access to our internal L&D library
• Time set aside monthly for skill development
This is especially powerful for attracting driven, self-improving candidates—the kind of people who thrive in training roles.
🎥 Tip 4: Add a Loom or YouTube Video
We’ve mentioned this earlier in the templates, but it’s worth repeating:
A short, authentic video from the hiring manager or team leader can instantly boost engagement.
You don’t need a fancy production—just open Loom, talk to the camera for 60–90 seconds, and explain:
- Why this role matters
- Who they’ll be working with
- What success looks like in the first 90 days
It puts a face to your company and builds connection before the interview even starts.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
AI Caution – Why Most AI Job Descriptions Fail
With all the hype around AI, it’s tempting to ask ChatGPT or an ATS plugin to “just write the job post for you.”
And yes—AI can be a powerful writing tool.
But here’s the problem:
If you rely on AI to generate your job post without giving it any real context, you’ll end up with something that looks polished… but feels empty.
❌ Here’s What Happens When You Use AI the Wrong Way
You get a post that:
- Sounds robotic and generic
- Lacks emotion, purpose, or cultural insight
- Attracts low-effort applicants who mass-apply to everything
- Turns away the top 10% of candidates who are looking for something real
AI doesn’t understand your mission, your team culture, or what truly makes this role meaningful—unless you tell it.
✅ Here’s How to Use AI the Right Way
AI isn’t your copywriter. It’s your writing assistant.
So give it raw ingredients and use it to shape, clean, and polish your message—not invent it from scratch.
📥 Try Prompting Like This:
“Help me write a job post for our company, BrightCore Solutions. We’re hiring a Training & Development Specialist to help us onboard, train, and develop employees across Support, Sales, and Engineering.
Our culture is collaborative, remote-first, and results-driven. We value clear communication and continuous learning.
We offer full health benefits, a $1,000 learning stipend, and 20 days PTO.
We use Notion, Loom, and Slack internally.
Here are a few notes I’ve written to get started:
[Paste rough bullets or a draft job summary]
Please write this in a warm, conversational tone—like a real person, not a corporate robot.”
Let the AI take this input and organize your thoughts, smooth out the tone, or enhance clarity.
Then you come back in and make it personal.
🧠 Final Thought on AI
Using AI without direction is like building furniture without instructions—you might get something that looks okay, but it’ll wobble under pressure.
If your job post is meant to attract thoughtful, capable people… you need to write it thoughtfully.
Use AI to speed things up—not water things down.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Job Description?
✅ Option 1: Conversational, Culture-First Job Description
📌 Job Title: Training & Development Specialist — Help Us Build a Learning Culture
📍 Location: [Insert Location]
💼 Type: [Insert Job Type] | 💰 Salary: [Insert Salary Range]
🎥 A Quick Intro from Your Future Manager
Add a short Loom or YouTube video link here where the hiring manager explains what makes this role important and what success looks like.
👉 [Insert Loom Video Link]
Who We Are
At [Company Name], we’re building a team where learning is part of everyday life—not just a box to check.
Whether we’re onboarding new hires, rolling out new systems, or helping teammates grow into leadership roles, we believe structured learning is key to sustainable growth. As our first dedicated Training & Development Specialist, you’ll shape how we turn knowledge into action across the entire company.
What You’ll Do
- Design and deliver onboarding programs for new hires
- Create SOPs, how-to guides, Loom walkthroughs, and playbooks
- Partner with team leads to identify learning gaps and goals
- Run live and async sessions across departments
- Track training outcomes and recommend improvements
What We’re Looking For
- 2+ years experience in training, L&D, or employee enablement
- Strong communicator—written, visual, and verbal
- Comfortable facilitating sessions in Zoom, Teams, or in person
- Organized, proactive, and curious about how people learn
- Bonus if you’ve used tools like Notion, Loom, or Google Workspace
Perks & Benefits
- [Insert health/vision/dental benefits here]
- [Insert PTO or leave policy]
- [Insert learning stipend or mentorship info]
- [Insert remote/flexible work perks]
- [Insert any other team-specific perks]
Why This Role Is a Great Fit
You won’t be handed a binder and told to “make it work.”
You’ll be given space to build, refine, and lead how learning happens at [Company Name]—with real buy-in from leadership and the resources to make it stick. If you’re excited to build from the ground up and see the impact of your work daily, this is your role.
How to Apply
We use WorkScreen to make the process faster, fairer, and more focused on your strengths.
👉 Apply here: [Insert WorkScreen Link]
We reply to every applicant and keep you informed at each stage.
🛠 Option 2: Structured Format (Brief + Responsibilities + Requirements)
🎥 Add a Video Message (Optional)
Give your post a human touch with a short Loom video from the hiring manager or team lead.
👉 [Insert Loom Video Link]
Job Brief:
[Company Name] is hiring a Training Specialist to support employee development across multiple departments. You’ll help us build scalable onboarding programs, maintain training records, and support continuous learning through documentation, workshops, and feedback collection.
Responsibilities:
- Deliver and maintain training programs
- Create user-friendly materials (docs, videos, slides)
- Coordinate onboarding sessions and track completion
- Work with managers to assess team learning needs
- Monitor program effectiveness and adjust as needed
Requirements:
- Experience in a training, HR, or L&D role
- Excellent written and verbal communication skills
- Strong organizational and coordination skills
- Familiarity with tools like Zoom, Google Docs, and Notion
- Ability to manage multiple training requests and timelines
Location: [Insert Remote, Hybrid, or On-Site]
Job Type: [Insert Full-Time, Contract, or Part-Time]
Salary Range: [Insert Salary Range]
Perks & Benefits:
- [Insert health insurance or benefits summary]
- [Insert vacation or leave policy]
- [Insert growth/training stipend if applicable]
- [Insert any culture perks—flex time, team retreats, etc.]
How to Apply:
We use WorkScreen to evaluate applicants based on real-world ability, not just résumés.
👉 Apply here: [Insert WorkScreen Link]
You’ll hear back from us no matter the outcome.
Let WorkScreen Handle the Next Step
Writing a great job post is just the first step. Once you’ve got high-quality applicants coming in, the real challenge begins:
How do you quickly figure out who’s actually qualified—and who just looks good on paper?
That’s where WorkScreen comes in.
✅ Let WorkScreen Handle the Next Phase of Hiring
WorkScreen helps you:
🔍 Spot Your Top Candidates Automatically
No more guessing based on résumés.
WorkScreen automatically evaluates applicants, scores their responses, and ranks them on a performance-based leaderboard—so you can instantly see who’s most aligned with the role.
🧪 Test for Real Skills in One Click
Need to know if someone can create training guides? Host a Zoom session? Organize documentation clearly?
With WorkScreen, you can assign simple, role-specific skill tests that reveal how candidates think and communicate—not just what they claim on their résumé.
🚫 Eliminate Low-Effort and AI-Generated Applicants
WorkScreen helps you avoid the time-wasters—like candidates who:
- Use ChatGPT to copy-paste answers
- Mass-apply to every job in sight
- Don’t follow basic instructions
Only serious, engaged applicants make it through—so you can focus on quality, not noise.
If you’re tired of hiring based on gut instinct—or wasting time interviewing people who weren’t a fit—WorkScreen gives you a faster, smarter, and more confident way to hire.
FAQ
In addition to technical knowledge of adult learning principles or instructional design, look for soft skills that matter just as much:
- Clear communication — Can they simplify complex information and present it in a way others can absorb?
- Empathy and patience — Especially when onboarding new hires or training slower learners.
- Organization — Are they detail-oriented, able to manage training calendars, content libraries, and feedback loops?
- Facilitation skills — Can they lead a room, host remote sessions, or guide discussions?
- Adaptability — Great specialists tailor training to different roles, learning styles, and company phases.
The best candidates aren’t just teachers—they’re problem-solvers who care about impact.
As of 2025, the average salary in the U.S. is approximately $62,000 per year, according to data from Payscale and the Bureau of Labor Statistics.
However, this varies based on:
- Location (e.g., urban roles in tech companies can hit $75K–$85K)
- Experience level
- Industry (e.g., government and healthcare roles may pay less than SaaS or finance)
Entry-level roles may start around $45,000, while senior or specialized roles can exceed $85,000+.
Look for candidates who:
- Ask thoughtful questions about your team’s learning needs
- Show excitement for helping others grow
- Share examples of training they’ve improved or built from scratch
- Can explain how they measure training success
You can also run a short skill test through WorkScreen to evaluate their ability to structure learning material or explain a complex idea clearly.
