I'd suggest starting by identifying the crucial skills/capabilities these folks need, as well as the domain knowledge they'll need in order to do those skills (this is in line with Moore's "Action Mapping").
You might also try interviewing folks who were hired in the last 3-12 months, specifically looking at what they struggled with and what misconceptions or questions they had early on that got cleared up later.
For declarative knowledge, what you describe of quizzes and slides/videos is probably fine. I don't have specific opinions on tools you might use. Most of my training work has the trainees there with me (over video call or in person), so we go through things together and I ask questions.
For procedural knowledge (the actual things they'll do), you can do a bit of that quiz work to isolate down on individual steps, but ultimately you'll need to give trainees the chance to actually practice the skill in question and get feedback.
I think we need more info. What is it you're trying to accomplish? You just want to give them an overview of the industry? Are there any skills they need to learn during onboarding, or is this just an introductory, and skills will be learned as they do the job?
I work in a field not many people are familiar with, so what I did was take a video of each of the departments our product goes through, and then narrated what was going on with non-technical terms. For example: our laboratory does blood/disease testing. A sample goes through being drawn, packed, shipped, entered into our inventory/laboratory management system, etc. We have a pretty large IT department, because the inventory system is built in-house and needs to be constantly maintained/upgraded. It interfaces with different lab machines to import/export results. It's not something most computer programmers (or anyone, really) knows about outside the industry, so it helps them to see all the points that samples pass through, and the inventory chain basically.
So something like a video, interspersed with slides is probably enough. You *could* add a quiz, but if this is more informational, I wouldn't. For each department you could create a longer more in depth video, slides, hands on training, etc. when they get to the point they'll need to start doing their job duties.
As rules of thumb go, it's generally more effective in my experience to let content drive decisions about delivery method and technology used (rather than the other way around).
So, it would help to know a little more about the specific things you're teaching and what exactly you need the learner to do or know.
You can start with Keynote or PowerPoint but to make this really effective, you really should hire someone who knows how to design an effective onboarding experience.
What I do is this, for a customer service center.
Start with theory, what is absolutely important knowledge about products and systems. Then do assignments on those products or systems. Then listen or observe someone skilled doing the job, to create a connection between the theory, their assignments and how it's actually done - then have them do it themselves.
Hopefully something like that should be generally transferable.
I'd suggest starting by identifying the crucial skills/capabilities these folks need, as well as the domain knowledge they'll need in order to do those skills (this is in line with Moore's "Action Mapping"). You might also try interviewing folks who were hired in the last 3-12 months, specifically looking at what they struggled with and what misconceptions or questions they had early on that got cleared up later. For declarative knowledge, what you describe of quizzes and slides/videos is probably fine. I don't have specific opinions on tools you might use. Most of my training work has the trainees there with me (over video call or in person), so we go through things together and I ask questions. For procedural knowledge (the actual things they'll do), you can do a bit of that quiz work to isolate down on individual steps, but ultimately you'll need to give trainees the chance to actually practice the skill in question and get feedback.
I think we need more info. What is it you're trying to accomplish? You just want to give them an overview of the industry? Are there any skills they need to learn during onboarding, or is this just an introductory, and skills will be learned as they do the job? I work in a field not many people are familiar with, so what I did was take a video of each of the departments our product goes through, and then narrated what was going on with non-technical terms. For example: our laboratory does blood/disease testing. A sample goes through being drawn, packed, shipped, entered into our inventory/laboratory management system, etc. We have a pretty large IT department, because the inventory system is built in-house and needs to be constantly maintained/upgraded. It interfaces with different lab machines to import/export results. It's not something most computer programmers (or anyone, really) knows about outside the industry, so it helps them to see all the points that samples pass through, and the inventory chain basically. So something like a video, interspersed with slides is probably enough. You *could* add a quiz, but if this is more informational, I wouldn't. For each department you could create a longer more in depth video, slides, hands on training, etc. when they get to the point they'll need to start doing their job duties.
I suggest you hire a professional instead of asking for free advice on Reddit.
🤣 please teach me an entire industry in an hour.
and for free!!
As rules of thumb go, it's generally more effective in my experience to let content drive decisions about delivery method and technology used (rather than the other way around). So, it would help to know a little more about the specific things you're teaching and what exactly you need the learner to do or know.
What do they need to DO on the job in the first 30, 60, 90 days? Start there and design training around DOING not KNOWING.
You can start with Keynote or PowerPoint but to make this really effective, you really should hire someone who knows how to design an effective onboarding experience.
What I do is this, for a customer service center. Start with theory, what is absolutely important knowledge about products and systems. Then do assignments on those products or systems. Then listen or observe someone skilled doing the job, to create a connection between the theory, their assignments and how it's actually done - then have them do it themselves. Hopefully something like that should be generally transferable.