What challenges do digital learning job interviewees face?

During an interview, don’t get too lost in your personal narrative that you forget to have a genuine conversation with your audience. Listen to the unique challenges they are facing and link your experiences and perspective in solving that challenge. That critical thinking and ability to be present can make the difference in your interview.

Knowing your audience is key when creating any type of learning. Unfortunately, many organizations do not have the time for their IDs to conduct focus groups, observations, or surveys. This generally leads to training being created for the sake of having another course. Being an expatriate in a country where culture is very different from the Western world, it is even more important to understand your audience and why perform or not perform an action. For example, living in the Middle East, their religion impacts every aspect of their life, so when working on a training solution, I need to not only understand why their audience does or does not perform a certain action, but how the culture impacts what they do.

In digital learning job interviews, the key challenge lies in addressing diverse employer expectations. My decade-long experience in this field, spanning corporate and non-profit sectors, has taught me that each values different Key Performance Indicators (KPIs). Corporates focus on aligning learning outcomes with business goals, while non-profits prioritize social impact. Intentional design and engaging learning methods are crucial in both contexts. For example, in a corporate setting, integrating real-time feedback into sales training significantly improved performance. In non-profits, including culturally diverse stories enhanced inclusivity and engagement. Adapting learning strategies to suit each sector's unique needs is essential.

Digital learning job interviewees often encounter challenges related to demonstrating technical proficiency in e-learning tools and platforms. They might face queries regarding their experience in instructional design, content creation, and adapting to various LMSs. Additionally, showcasing effective communication skills to explain complex e-learning concepts concisely is vital. Demonstrating creativity in designing engaging, learner-centric content and addressing questions about managing remote or diverse learners could also pose challenges. Interviewees might need to display adaptability to evolving technology and trends, emphasizing their ability to stay updated and innovative in the digital learning landscape.

Know your audience - part 2 While it is detailed in the article on the priority of the employers, it is equally important to provide a view of the consumers of learning - the employees. How will you engage the learners effectively?, How will you build interactivity, bring in Social learning in the design, how will you be able to nudge learners for completion of the program as part of the design, what kind of activities will you be able to create in helping them retain and apply their learning etc., Providing this view along with the value for the employers will help them understand that you take care of both. A parallel example will be - in a toy store, the parents are the payers and the children are the consumers of the toys.

Often portfolios are challenging to build because of confidentiality reasons. Also, it’s important to note that a generic portfolio might look glossy but really the contextualisation is what is key.

It is important to have a portfolio; however if you've been in the L&D world as long as I have, most of my work is proprietary to the organizations that I've worked for. I cannot share those eLearnings. Employers need to understand that unless someone is designing and developing materials on their own, they likely will not have things to share a potential employer.

Le montage d'un portfolio peut représenter un défi délicat en raison du respect de la confidentialité des renseignements partagés.

While I am a fan of showing your work, I do find that sometimes it can be cumbersome and not always necessary. For example, I have worked in the capacity of a Learning Strategist, Instructional Designer, and eLearning Developer. As you progress in your career, you may do more than just create eLearnings. Therefore, how do you show strategic decisions, contracts, commercialization, and other knowledge areas within a portfolio? Additionally, maybe you created a portfolio years ago and the eLearnings and other information has since changed so now that requires you to consistently update your portfolio, even if you are no longer working as an eLearning developer. As previously stated, there is the concern with confidentiality.

As a hiring manager, a professional portfolio is one of the most important ways I use to determine a candidate’s skills and depth of knowledge. My top three suggestions to maximize the impact of your portfolio: Insure the items you choose for your portfolio demonstrate the full scope of your abilities and creativity. Be prepared to explain the back-story for portfolio items; what problem was addressed, your reasoning for the approach you used and the outcome achieved. Choose portfolio items that showcase your ability to apply learning and development principles. This will help you stand out from the crowd!

It can be easy can get carried away so I always try to keep responses concise. A good tip is to use the STAR method; Situation, Task, Action and Result. Do your research and tailor the responses to the individual or organisations needs if you can, but most importantly keep things brief. Allow the interviewer to ask for more information if needed.

The more practial you get doing your scenarios the better the interviewer gets a closer look on your thinking and how you proceed things. It is therfore importat to bring in a systemic multiperspective view of the micro, meno and macrosphere of the discussed issue.

Skills assessments during an application phase are a two-way street. Once, as part of an application for an instructional design group, I was asked to complete a skills assessment that was horribly designed -- it essentially ignored all best practices around adult learning and assessment. That was a major red flag for me. If a potential employer - especially one that offers learning design services - doesn't seem to know what it's doing (or worse, doesn't care), then don't waste your precious time and energy on it.

In digital learning job interviews, a key challenge is demonstrating technical skills. For example, once a candidate had to create a digital learning module prototype, showcasing their software proficiency and design rationale. It's essential for interviewees to be adept with relevant tools and technologies, and to practice skills like storyboarding or creating mock-ups. I've found that the ability to explain design choices and accept feedback is crucial. This demonstrates not just technical expertise, but also adaptability and a willingness to learn. Being well-prepared in these areas can significantly enhance a candidate's prospects in the dynamic field of digital learning.

I believe a key perspective here is to demonstrate the ability to take a complex subject and break it down into easy to digest information. Flashy animation skills do not always translate into the ability to explain information in a training environment. So, highlight that ability as much as you might highlight your technical prowess.

In digital learning job interviews, the ability to zoom in on specifics and then relate those details to broader organizational goals and KPIs is crucial. A memorable instance involved a candidate adeptly connecting their project work to the company's overall objectives. My experience shows demonstrating this dual focus– on both technical details and strategic impact–is imperative. Candidates who can articulate how their work contributes to the bottom line and aligns with key performance indicators stand out. A helpful approach is explicitly linking potential contributions to organizational goals. This not only displays a deep understanding of the business aspect but also positions the candidate as a valuable asset in digital learning.

Crafting intelligent and pertinent questions at the conclusion of a job interview can be a formidable challenge for many candidates. However, it's a critical opportunity to showcase your genuine interest and to gather deeper insights about the company and the position. Inquiring about the organization's goals and objectives for the digital learning team can reveal the strategic direction and priorities. Asking how they measure the success of their digital learning offerings can provide a glimpse into their values and commitment to quality. Delving into their current or forthcoming digital learning projects can highlight innovation and growth opportunities.

One good practice is to think of these smart questions before the interview. Try to have a few ready to go in the interview. Also, don't be afraid of taking notes during the interview so you don't forget questions you would like to ask.

In digital learning job interviews, a key skill is identifying the right learning theory or tool for specific challenges. Once, a candidate impressively chose an apt learning model to solve a complex issue, showcasing deep understanding and practical application skills. My experience underscores the importance of this ability. It's not just about theoretical knowledge but also about applying it effectively in real-world scenarios. I've found it particularly helpful when candidates can explain their choice of theory or tool in context. This demonstrates not only their expertise but also their problem-solving capabilities, vital in the dynamic field of digital learning. Such practical, insightful approaches make a candidate stand out.

I think that in this space, it would be an asset to showcase your certificates, certifications and continuous self-development. This is key in this day and age to show that you take ownership for your own development. Additionally, this is a segue into what talents you can bring to the organization.