Step-By-Step Guide To Hiring The Right Instructional Designer For Your Project

FEATURED IN ELEARNING INDUSTRY (Read Here) 

Truthfully, finding someone like me is complicated. I say this because I frequently hear it from my clients. Hiring an instructional designer is a strategic move for companies and projects aiming to create effective and engaging learning experiences. And many times, the hiring managers don’t know where to look.

Whether you’re building employee training, academic courses, or online certification programs, a skilled instructional designer can transform complex content into explicit, engaging, and educational material.

However, finding the right fit requires a structured approach to ensure the designer’s skills and experience align with your specific needs. By following key steps, from defining project goals to assessing candidates’ technical abilities, you can hire an instructional designer who will bring valuable expertise to your project and deliver impactful learning outcomes.

Hiring an instructional designer requires thoughtful planning to ensure the right fit for your company or project needs.

Here are the key steps to guide you through the process:

1. Define Your Project Goals and Requirements

• Clarify Objectives: Outline what you want to achieve with the instructional designer. Identify specific learning outcomes, target audience, project scope, and required skills.
• Determine Scope of Work: Consider whether the instructional designer will create content, develop assessments, implement interactivity, or oversee the entire project.

2. Identify Skills and Qualifications Needed

• Required Skills: Look for a mix of educational theory, content design, eLearning tools (like Articulate Storyline or Adobe Captivate), and LMS management.
• Qualifications: Consider formal education in instructional design, learning sciences, or a related field, and certifications like Certified Professional in Learning and Performance (CPLP) if relevant.
• Experience Level: Decide on the experience level you need—junior designers for basic projects, and experienced professionals for complex or large-scale projects.

3. Develop a Job Description

• Role Responsibilities: Clearly state expected tasks, such as content creation, curriculum design, assessment development, multimedia integration, or project management.
• Qualifications and Skills: List required qualifications, specific tools or software knowledge, and any technical requirements.
• Preferred Soft Skills: Highlight desired traits like communication skills, adaptability, creativity, and attention to detail.

4. Source Candidates

• Job Platforms: Post the job on platforms like LinkedIn, Indeed, or industry-specific sites (e.g., ATD’s job board).
• Freelance and Contract Marketplaces: For short-term projects, use platforms like Upwork, Freelancer, or Fiverr.
• Professional Networks and Associations: Reach out to professional groups (e.g., ATD, eLearning Guild) and LinkedIn groups where instructional designers gather.

5. Screen and Shortlist Candidates

• Review Portfolios: Look for samples of previous work that demonstrate their instructional design skills, creativity, and familiarity with eLearning tools.
• Check Experience with Similar Projects: Focus on candidates with experience relevant to your project type (e.g., corporate training, academic courses, onboarding programs).
• Evaluate Technical Proficiency: Confirm they have the technical skills needed for your specific project, such as LMS integration or multimedia content creation.

6. Conduct Interviews and Skills Assessments

• Interview for Fit and Competency: Ask about their instructional design process, familiarity with your industry, and approach to challenges. Assess communication and project management skills.
• Skill-Based Assignments: If possible, assign a short task to evaluate their instructional design skills and creativity. You might ask them to draft a course outline, create a sample module, or explain how they would approach a specific learning need.

7. Evaluate Cultural Fit and Work Style

• Work Style Compatibility: Gauge how well they align with your company culture, preferred communication style, and any team collaboration needs.
• Availability and Flexibility: Ensure they are available for your project timeline and have the flexibility to adapt to any specific deadlines or changes.

8. Check References

• Contact Past Clients or Employers: Speak with previous clients or supervisors to get a sense of their work quality, reliability, and overall performance.
• Verify Skills and Strengths: Ask about their experience in the areas you value most, such as creativity, instructional design effectiveness, or technical proficiency.

9. Finalize the Offer and Contract Terms

• Set Clear Expectations: Define project milestones, timelines, deliverables, and review points.
• Compensation and Terms: Discuss payment rates, schedules, and any additional terms such as project ownership, revisions, and support after completion.

10. Onboard and Set Up for Success

• Provide Access and Resources: Give them access to the required tools, content, and company resources.
• Define Communication Protocols: Set up regular check-ins or progress reviews to stay aligned.
• Offer Support and Feedback: Offer feedback on early deliverables to ensure alignment and support for a smooth project experience.

Following these steps will help ensure you select a qualified instructional designer who understands your learning goals, aligns with your company culture, and can execute the project effectively.

In conclusion, hiring the right instructional designer is a crucial step toward building impactful and engaging learning experiences that meet your project’s objectives. By carefully defining your needs, thoroughly evaluating candidates, and ensuring a good cultural fit, you can find a designer who not only brings technical expertise but also aligns with your vision. A well-chosen instructional designer will help transform your content into an effective, learner-centered experience, ultimately contributing to your team’s or organization’s success. Following these steps will streamline the hiring process and set the foundation for a productive partnership in creating meaningful learning outcomes. Need one? Hire us!