8 Tips To Hire Remote Instructional Designers

How To Hire Remote Instructional Designers

Instructional Designers can be difficult to source given the shortages that still prevail in the eLearning industry. What could make it even more complex is when searching for an Instructional Designer to work virtually from another location around the world. It takes a special type of eLearning candidate to handle the responsibilities and requirements of working remotely. Fortunately, it is possible to overcome the challenges of hiring remote Instructional Designers.

The Traits Of The Best Remote Instructional Designers

Most experts agree that it takes unique qualities for remote Instructional Designers to be successful. Some of the top skills that are in demand in the eLearning market include:

  • Project and people management.
  • Knowledge of cloud Learning Management Systems.
  • Ability to archive and collate information.
  • Above average interpersonal and communication skills.
  • Design concepts as they apply to adult learning.
  • Willingness to change gears often.
  • Resourceful and technically capable.
  • Self-driven and accountable work style.

These are just the basics of what makes for a successful Instructional Designer in a standard role. Try to imagine what it will be like for an Instructional Designer to work on a high-level deadline-driven project.

When sourcing virtual Instructional Designers it's important to make sure that each candidate has at least most of the above traits. In addition, it is important to confirm the actual level at which the Instructional Designer is working. For example, an Instructional Designer may be used to working with an in-house team that is very collaborative. Another Instructional Designer may be used to working with difficult Subject Matter Experts who are scattered and hard to rein in. In any case, a remote Instructional Designer must have a veritable track record of creating effective courses under these conditions.

Finding The Best Remote Instructional Designers

As recruiters in the corporate learning space, it’s natural to have a wide range of tools and resources for locating, screening, and bringing in the best learning talent. Here are some of my recommendations for finding the cream of the crop learning and Instructional Design candidates for remote opportunities.

1. Choose Candidates Who Are Active In The Learning Community

Serious candidates in the eLearning market we'll take the time to be active in their communities. Because things change so often, candidates who participate in community forums and groups, as well as online learning opportunities, are those who are worth considering for career opportunities. Align your organization with Industry associations in learning and design.

2. Look For Well-Connected, Highly Engaged Candidates

Another sign of a strong candidate in the eLearning community is one that is passionate about learning themselves. Look for candidates who are very active in discussions, blogs, and educational centers for eLearning professionals. These are folks who are very engaged and their career and are likely to bring the same energy to a remote position.

3. Use College Outreach To Connect With Candidates

There are many colleges and universities that offer online programs for learning in design. Make sure that you are connected with somebody instructors at these colleges and ask for referrals of students who are graduating. Don't limit yourself to just degree programs, also consider adults who have returned to school to take certificate programs using distance education.

4. Post Regular Job Advertisements On eLearning Niche Job Boards

Take the time to remain ever present in the minds of eLearning professionals by maintaining up-to-date job advertisements. Use an eLearning industry job board for this purpose. A highly rated and traffic website that is geared specifically for eLearning candidates and experts will put you in the right place to find the right candidates.

5. Share Content And Insight About The Learning Markets And Careers

Don't just stop with posting job leads. Take your time to share regular content and information about what's happening in professional development and other learning markets. Talk about careers and opportunities that are available for those who wish to work remotely. Jobs like this can be hard to find, therefore any insight you can provide is valuable.

6. Develop Social Networking Groups To Attract Remote Learning And Development Pros

Make sure to link your eLearning industry profiles to social media networking groups other professional platforms too. Recruiters can create niche social media communities that specialize in discussing career opportunities that offer remote flexibility. If you have specific companies in mind, make sure to link to their company pages as well.

7. Post Company Profile Information On eLearning Industry Portals

In order to attract the top remote learning and design professionals, it's critical that you develop a strongly branded company profile online. Make sure that you have a consistent brand that highlights the unique and opportunities that your company offers including the option to work from home. Asked current employees who work remotely to share their story and a brief video testimonial. Include this information on all your networks.

8. Spot Candidates With Previous Telecommuting Experience

While it's not always an indicator of success, make note of any candidates who have worked remotely in the past. These are likely to be advanced professionals who understand the nature of telecommuting and are comfortable working independently. This can be one of the challenges of finding remote learning and design candidates who are custom to working face-to-face with their peers.

When interviewing eLearning candidates for remote positions, keep in mind that you will want to carefully assess their skills and abilities, as well as their cultural fit for each role. Be honest with candidates about how remote work can be different and clarify any and all expectations in advance of making an offer of employment.

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