A Hiring Manager's Guide to Selecting a Quality Instructional Designer
By: Anthony Miller
24/7 Instructional Designer and Recruiter
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Demystifying the Hiring Process: A Hiring Manager's Guide to Selecting a Quality Instructional Designer
Throughout my years as an Instructional Designer (ID), I've sat on both sides of the interview table countless times. I've been interviewed for jobs and contracts, and I've also interviewed and hired other IDs. I've noticed that many individuals responsible for hiring IDs often lack a comprehensive understanding of what we do, and their interview questions often reflect this.
In light of these experiences, I've compiled a set of tips to guide hiring managers in identifying quality candidates who truly understand the art and science of instructional design:
1. Focus on Practical Application Over Years of Experience with Tools
Instead of asking how many years a candidate has used a particular software program or authoring tool, ask for an example of how they've used the features of a tool or program to enhance design and interactivity. Tools constantly evolve; a competent designer can adapt to new tools and versions. What matters is the design decisions made using technology, especially in the transition from outline or storyboard to screen.
2. Look Beyond the Portfolio
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 gives insight into the candidate's thought process and the design decisions they made.
3. Don't Rely Solely on Resumes or LinkedIn Profiles
Resumes and LinkedIn profiles only tell part of the story. I've seen glowing recommendations for individuals who turned out to be barely competent when I worked with them. Instead of relying on these, ask the candidate to perform immediately. Give them a hypothetical design problem and have them provide recommendations on how they would chunk the content and add interactivity. This can reveal a lot about their practical skills and problem-solving ability.
4. Understand the Value of Applied Knowledge Over Theoretical Recitation
Avoid asking for a recitation of academic theories and models. While theories like ADDIE, Bloom, Gagne, and Constructivism are essential, what matters more is the candidate's ability to apply these theories effectively. Some of the best designers I've known never took a course in instructional design. Instead, ask your candidate for a personal design philosophy and what drew them to the field. Passion for learning and continuous professional development is often a good sign of a quality ID.
5. Clarify Expectations and Ask for Honest Self-Appraisal
Don't expect instructional designers to wear all hats: project manager, graphics artist, video producer, audio technician, computer programmer, voice-over talent, etc. It's crucial to clarify your expectations and the parameters of the job. Ask for an honest self-appraisal of skills from the start to avoid unpleasant surprises down the line. It's often easier and less expensive to train a talented individual than to redo work done by someone who made false promises.
6. Recognize the Importance of Adaptability and Continuous Learning
Instructional design is a rapidly evolving field. New technologies, tools, and pedagogical approaches are constantly emerging. Therefore, a quality ID is adaptable and keenly interested in continuous learning. Ask the candidate about how they keep up-to-date with the latest trends in the field. Do they read blogs and white papers or subscribe to industry newsletters? Do they attend conferences or engage in professional development activities? This will give you insight into their commitment to staying at the forefront of instructional design.
7. Prioritize the Art of Communication and Collaboration
Instructional design is not a solitary profession. IDs often work in teams and collaborate with diverse stakeholders, including subject matter experts, graphic designers, and developers. Hence, strong communication and collaboration skills are essential. Ask the candidate to describe a project where they had to work closely with others. How did they handle conflicts or differing opinions? How did they ensure effective communication throughout the project?
8. Assess their Problem-Solving and Critical Thinking Skills
At its core, instructional design is about solving problems—how to effectively convey complex information, engage diverse learners, improve existing training materials, and so on. Present the candidate with a real or hypothetical problem related to instructional design. Ask them to walk you through their thought process in solving the problem. This will provide insight into their problem-solving, critical-thinking skills, and ability to articulate complex ideas clearly and succinctly.
9. Value Passion and Enthusiasm for Learning and Teaching
Finally, remember that an excellent instructional designer is someone passionate about learning and teaching. This passion often shines through in their work, creating engaging and compelling learning experiences. Ask the candidate about what sparked their interest in instructional design and what aspects of the field they are most passionate about. This can provide a glimpse into their motivation and dedication to the craft.
10. Understand the Role of Constructive Feedback and Iteration
A skilled instructional designer understands feedback's value and iteration's importance. They should be comfortable receiving constructive criticism and willing to revise and improve their work based on that feedback. Ask the candidate about a time they received feedback on their work. How did they respond? What changes did they make as a result?
In conclusion, hiring a quality instructional designer goes beyond evaluating their qualifications on paper. It involves a deeper understanding of their practical skills, adaptability, communication and collaboration abilities, problem-solving prowess, passion for learning, and receptiveness to feedback. By considering these elements, you're more likely to select a candidate who will bring value to your organization and create impactful learning experiences for your audience.
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