If you can’t deal with this, you aren’t very good at your job. It’s not hard to listen, and then redirect. They will get the picture.

ADHD. It’s not personal. Ask them to wait and not speak while you are speaking.

I’d arrange the room in a presentation format where you’re standing in the front of the room and they are sitting and tasked with note taking during the initial presentation. After that (no question time yet) represent the same information and have them follow along and do what you’re doing. Finish with questions and give follow up task for them to do on their own. Do the same thing again next week, having them present the follow up task to you so you know they understand it. Then you present a new skill same format as before. Rinse, repeat.

Eager beaver. Just help them cool it a minute. Say something like, I know you have experience in X however our procedures, processes, systems are different here. Going forward I’d like to explain the whole process to you first and then once you understand how we do things here jump in with your questions, ok?

Bummer. Email and Teams chat may be most effective. That way you can manage the conversation and also have a written record of expectations and instructions.

Hi,
I’m managing a new employee. This person just started two weeks ago, though they have experience in their previous field.
They do not have the exact experience completing tasks that need to be done.

There’s been times, where I had to tell the person “let me complete the sentence”.
It’s difficult to train because they over talk as oppose to just listening and following along.

How would you navigate answering questions that are helpful to their training, while also dealing with them jumping to their own assumptions.