How to hire a region trainer

How to hire a region trainer, step by step

Here's a step-by-step region trainer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a region trainer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new region trainer
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the region trainer you need to hire. Certain region trainer roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A region trainer's background is also an important factor in determining whether they'll be a good fit for the position. For example, region trainers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of region trainer salaries for various roles:

   Type of Region Trainer	Description	Hourly rate
   Region Trainer	Training and development specialists plan, conduct, and administer programs that train employees and improve their skills and knowledge.	$18-34
   Facilitator	A facilitator is responsible for assisting a group event or program, ensuring that the participants coordinate well. Facilitators also monitor that the objectives of the event are smoothly delivered and organized... Show more	$13-33
   Training Coordinator	A training coordinator is a professional who develops and conducts training programs for employees or volunteers. Training coordinators create printed and instructional materials as well as maintain an online library of training resources... Show more	$15-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • PowerPoint
   • Training Programs
   • CPR
   • Field Training
   • Training Sessions
   • Training Materials
   • Customer Service
   • Product Knowledge
   • Training Courses
   • Regional Training
   • Training Curriculum
   • Learning Management System
   • On-The-Job Training
   • Training Effectiveness

   Check all skills

   Responsibilities:

   • Lead project management, curriculum writing and pilot facilitation in collaboration with advisory team.
   • Develop innovative ways to train through hands-on activities, use of PowerPoint, role playing, and audio-visual materials.
   • Utilize various training methods suitable for adult learners including PowerPoint.
   • Receive recognition as top level trainer for training to sales conversions in addition to winning numerous company presentation/vehicle walk around competitions.
   • Ensure all agents are compliant to the needs of Convergys and the client as well.

3. Make a budget

   Including a salary range in your region trainer job description is a great way to entice the best and brightest candidates. A region trainer salary can vary based on several factors:

   • Location. For example, region trainers' average salary in west virginia is 57% less than in new jersey.
   • Seniority. Entry-level region trainers earn 47% less than senior-level region trainers.
   • Certifications. A region trainer with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a region trainer's salary.

   Average region trainer salary

   $52,673yearly

   $25.32 hourly rate

   ---

   Entry-level region trainer salary

   $38,000 yearly salary

   Updated January 22, 2026

4. Writing a region trainer job description

   A job description for a region trainer role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a region trainer job description:

   Region trainer job description example

   Under limited supervision, this position provides quality and program management, and provides clinical supervision and work direction to Program Managers and Interventionists. The Regional Trainer also provides discipline-specific treatment for children with developmental delays, disabilities, and autism spectrum disorders (ASD). This position is also responsible for development and delivery of training materials on organizational products, processes and technologies so as to ensure that team members develop, maintain, and increase their own clinical and/or process knowledge
   
   + Partners with department heads to identify areas of concern and areas for improvement to provide and coordinate competency-based staff training. Attends staff meetings, in-services, trainings, and other meetings as requested, in addition to traveling within and across the organizational region(s).
   
   + Manages training system and records. Collaborates with Training and Quality Team and ensures training content meets program goals. Recommends, develops and oversees updates to existing training materials for continuous improvement in course and program content.
   
   + Manages and facilitates behavior programs based on the ABA (Applied Behavior Analysis) principles; Conducts behavior assessments and functions as an Assessor as needed; Provides parent education, develops and delivers specific intervention activities based on the participants treatment plan, and monitors development of individuals being served in natural settings. Supervises interventionists, which may include some direct therapist hours. Manages and oversees accurate documentation, reports, and program records.
   
   + Remains current regarding new research, current trends and developments in organizational behavior management, behavior analysis, training, autism, special education, and related fields.
   
   + Typically requires a Master's degree from an accredited college or university with a concentration in early childhood education/development, early childhood special education, special education, psychology, behavior analysis, or related field, and 5 to 7 years of experience working with children with Autism Spectrum Disorders in a multi-disciplinary team setting, or the equivalent combination of training, education and experience to perform the job successfully.
   + A Board Certified Behavior Analyst (BCBA) Certification is required.
   
   + Demonstrated knowledge and experience with behavior analysis teaching/training techniques used in organizational settings.
   
   + Demonstrated expertise in approaches to intervention based on the science of Applied Behavior Analysis. Competent in employing and directing behavior analytic methodologies including Pivotal Response Training (PRT), Natural Environment Teaching (NET), Picture Exchange Communication System (PECS) Behavior Skills Training (BST), and experimental functional analysis (EFA).
   
   + Demonstrated knowledge of scientifically-validated methodologies and approaches found to benefit individuals with ASD; familiar with current related research findings.
   
   + Knowledge of the field of early intervention, and other community resources and agencies that serve individuals with ASD.
   
   + Strong clinical, administrative, and leadership skills, with the ability to maintain customer service orientation and professionalism in all interactions, and demonstrate good judgement, decision-making, and communication skills with a variety of individuals and groups, while exercising discretion and maintaining confidentiality.
   
   + Ability to communicate effectively, through oral and written skills, and work cooperatively with a variety of individuals, groups, and all levels of staff throughout the organization.
   
   + Ability to interpret and implement policies, procedures, and regulations.
   
   + Expert knowledge and experience working with Microsoft Office (Outlook, Word, Excel, PowerPoint, etc.) and related computer software.
   
   + Ability to relate well with children and their families.
   
   + Ability to maintain valid CPR certification, as well as valid CA driver license, safe driving record, and proper auto insurance/vehicle registration. Ability to travel within and across regions with reliable transportation.
   
   ID: 2022-5869
   
   External Company Name: Easterseals Southern California

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right region trainer for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your region trainer job on Zippia to find and recruit region trainer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with region trainer candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new region trainer

   Once you've selected the best region trainer candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new region trainer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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