Great Instructional Designers: How Recruiters Identify Them

Key Skills That Define Great Instructional Designers

Hiring the right Instructional Designer can significantly impact the quality of training and educational programs. This article delves into how to identify top-notch Instructional Designers by examining the importance of a strong portfolio, key resume terms, essential skills, and software.

Identifying Great Instructional Designers

1. The Power Of The Portfolio

A well-crafted portfolio is critical in showcasing an Instructional Designer’s skills and creativity. Hiring managers emphasize the following elements to look for in a portfolio:

• Diverse samples
  Examples of different types of instructional materials, such as eLearning modules, videos, infographics, and assessments.
• Real-world applications
  Projects that demonstrate practical application of Instructional Design principles in real-world settings.
• Interactivity
  Evidence of engaging and interactive learning experiences that cater to various learning styles.
• Results-oriented
  Case studies or examples where the designer’s work led to measurable improvements in learning outcomes.
• User Experience Design
  Samples that show attention to User Experience and accessibility.

A strong portfolio provides tangible evidence of a candidate’s capabilities and creativity, offering a glimpse into their potential impact on your organization. Many have emphasized the importance of portfolios: “A portfolio allows you to show your work rather than just talk about it. It’s tangible proof of your skills and abilities.”

2. The Resume: Key Terms And Indicators

When evaluating resumes, specific terms and phrases can signal a candidate’s proficiency and experience in Instructional Design. Experienced hiring managers often look for:

• Instructional Design methodologies
  Terms like ADDIE (Analyze, Design, Develop, Implement, Evaluate), SAM (Successive Approximation Model), and Agile Learning Design.
• Learning Management Systems (LMSs)
  Experience with platforms such as Moodle, Blackboard, Canvas, or proprietary systems.
• eLearning tools
  Proficiency in tools like Articulate Storyline, Adobe Captivate, and Camtasia.
• Instructional strategies
  Mention of strategies like blended learning, flipped classroom, and microlearning.
• Assessment techniques
  Experience with formative and summative assessments, data analysis, and feedback implementation.

It’s crucial how candidates describe their experience. Rather than a poorly written or confusing dump of Instructional Design terms aimed at “fooling” the ATS system, the recruiter, or the hiring manager, a well-constructed resume should clearly articulate the candidate’s role, responsibilities, and specific contributions to projects.

Recruiters need to identify the resumes that provide context and detail. For example, instead of just listing “ADDIE model,” a qualified candidate might say, “Led the development of a new onboarding program using the ADDIE model, resulting in a 20% reduction in employee ramp-up time.”

Reading Between The Lines

“Is there a career progression? Does the person have increasing levels of responsibility? Do the titles make sense? (You’re a VP of Marketing for a five-person company? Heck, I would be, too.) Do the responsibilities listed therein match what I’m looking for?” explains Richard Pereira, a recruiter, highlighting the importance of assessing the end results and the impact of candidates’ work rather than just their job titles and duties.

3. Essential Skills And Software Proficiency

Great Instructional Designers possess a blend of technical and soft skills. However, there is no one-size-fits-all set of skills; each role at each organization has its own unique characteristics. According to insights from hiring managers, the most sought-after skills often include:

Technical Skills

• Multimedia design
  Skills in graphic design, video editing, and audio production.
• Software proficiency
  Mastery of eLearning authoring tools, graphic design software, and video editing tools.
• Data analysis
  Ability to interpret data from LMSs and other educational tools to improve learning outcomes.

Soft Skills

• Communication
  Excellent verbal and written communication skills to convey complex ideas simply.
• Project management
  Strong organizational skills to manage multiple projects and deadlines.
• Creativity and innovation
  Ability to design engaging and interactive learning experiences.

Obviously, only the hiring team knows which qualities will best serve their task sets, stakeholders, and audience. The above is an overview of key elements industrywide.

4. The Value Of Teaching Experience

A growing and significant number of successful Instructional Designers come from teaching backgrounds, whether in higher education or K-12. Hiring managers note that teaching experience brings several advantages:

• Understanding of learning processes
  Teachers have a deep understanding of how people learn, which translates well into designing effective instructional materials.
• Classroom management skills
  Experience managing a classroom helps in developing engaging and interactive content.
• Curriculum development
  Teachers are often skilled in developing curricula that meet educational standards and learning objectives.
• Empathy and patience
  Teaching fosters patience and the ability to empathize with learners, important traits for creating user-centric designs.

Insights From Hiring Managers And Insiders

Here are some of the key observations and insights from hiring managers who regularly recruit Instructional Designers:

1. Portfolio Over Resume

“Finished portfolios with all the bells and whistles can be deceptive. Often, projects are team efforts, and the final product might reflect the work of the graphics artist or animator more than the ID. Even the writing can be changed by Subject Matter Experts (SMEs) at the last minute. Instead, ask candidates to provide a narrative with the sample. What were the ID’s ideas and contributions that added value to the project?” This advice aligns with best practices shared by industry experts like Cathy Moore, who emphasizes the importance of understanding a candidate’s specific contributions to projects rather than just viewing polished final products.

2. Diverse Skillset

“They also need to think critically and outside of the box to come up with learning programs that are effective, efficient, and creative.” This perspective underscores the need for a balanced skillset that includes both technical proficiency and strong interpersonal abilities [2].

3. Real-World Impact

Hiring managers look for evidence of impact through case studies or metrics showing how candidates’ work has improved learning outcomes. Demonstrating real-world impact is crucial for assessing the effectiveness of an Instructional Designer’s work.

4. Teaching Experience

“Many of the best Instructional Designers start their careers as teachers. They have a deep understanding of pedagogy and are skilled at managing and engaging learners,” states the Instructional Design Company. This experience often provides Instructional Designers with practical insights into the learning process, which is invaluable in creating effective educational programs [3].

The Complete Package Of A Great Instructional Designer

In summary, identifying a great Instructional Designer involves looking at a combination of factors:

1. Portfolio
   Prioritize candidates who provide a strong, diverse portfolio showcasing real-world applications, interactivity, and measurable results.
2. Resume keywords
   Look for key terms that indicate familiarity with industry-standard methodologies, tools, and strategies. Pay attention to how candidates describe their experience, ensuring clarity and context.
3. Technical and soft skills
   Assess the candidate’s proficiency in essential software and their ability to communicate effectively, manage projects, and innovate.
4. Teaching experience
   Consider candidates with teaching backgrounds, as they bring valuable insights into the learning process.
5. Unique role requirements
   Each organization has unique needs. The hiring team knows best which qualities will best serve their specific task sets, stakeholders, and audience.

Conclusion

Finding the right Instructional Designer can significantly enhance the quality of your training and educational programs. By focusing on the portfolio, recognizing key skills and experience, and valuing teaching backgrounds, hiring managers can identify candidates who will make a real impact. Engaging with experienced Instructional Designers who possess a blend of technical and soft skills, as well as practical teaching experience, will ensure your organization’s learning initiatives are effective and innovative.

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