Instructional Design
Instructional Design is the process of creating effective learning materials and training programs for companies and educational institutions. It's like being an architect for learning - these professionals plan, design, and build training courses that help employees learn new skills or information. They work with subject matter experts to transform complex information into easy-to-understand lessons, whether that's through online courses, in-person workshops, videos, or training manuals. Think of them as the bridge between experts who have knowledge and the people who need to learn that knowledge.
Examples in Resumes
Developed 15 corporate Instructional Design modules for new employee onboarding
Led Instructional Design projects resulting in 40% improvement in employee training completion rates
Created Learning Design materials for customer service training program
Applied Learning Experience Design principles to redesign sales training curriculum
Typical job title: "Instructional Designers"
Also try searching for:
Where to Find Instructional Designers
Professional Organizations
Online Communities
Job Boards
Example Interview Questions
Senior Level Questions
Q: How do you measure the effectiveness of a training program?
Expected Answer: They should discuss collecting data through assessments, surveys, performance metrics, and ROI calculations. Should mention both immediate feedback and long-term impact measurement.
Q: How do you manage complex training projects with multiple stakeholders?
Expected Answer: Should explain project management approaches, stakeholder communication strategies, and how to balance different needs while maintaining quality and deadlines.
Mid Level Questions
Q: What process do you use to create a new training program?
Expected Answer: Should describe needs analysis, content gathering, design planning, development, testing, and implementation phases. Should mention working with subject matter experts.
Q: How do you adapt training for different learning styles and abilities?
Expected Answer: Should discuss various learning formats (visual, audio, hands-on), accessibility considerations, and creating inclusive learning experiences.
Junior Level Questions
Q: What authoring tools are you familiar with?
Expected Answer: Should be able to name common tools like Articulate Storyline, Adobe Captivate, or similar platforms, and describe basic experience creating learning content.
Q: How do you determine learning objectives for a course?
Expected Answer: Should explain how to identify key outcomes, write clear objectives, and align content with learner needs.
Experience Level Indicators
Junior (0-2 years)
- Basic course creation
- Using common authoring tools
- Writing learning objectives
- Creating simple assessments
Mid (2-5 years)
- Project management
- Stakeholder collaboration
- Advanced content development
- Learning needs analysis
Senior (5+ years)
- Strategy development
- Program evaluation
- Team leadership
- Budget management
Red Flags to Watch For
- No portfolio of training materials or examples
- Lack of experience with common authoring tools
- Poor communication or writing skills
- No understanding of adult learning principles
Need more hiring wisdom? Check these out...
Stop Training Like It's 1999: The Unconventional Guide to Upskilling Your Team for the Future
Future-Proof Your Workforce: Embracing Lifelong Learning
Why Your Hiring Process is a Maze (And How Design Thinking Can Turn It into a Superhighway)
