3 Things To Focus On When Recruiting eLearning Candidates

3 Things To Focus On When Recruiting eLearning Candidates
Summary: Attracting eLearning candidates who understand and demonstrate agile capabilities, as well as a passion for learning and professional development, is key.

What To Focus On When Recruiting eLearning Candidates

Reviewing the profiles of eLearning candidates is no task for the meek. It takes a sharp eye to identify the right types of skills and qualities that make for a successful hire. This is especially the case when seeking out eLearning candidates, who come from such varied backgrounds that it can be difficult to distinguish experiences that are desired.

However, one thing is certain — all eLearning candidates must display the ability to be adaptable learning enthusiasts in their professional pursuits. Allow me to explain.

1. Lifelong Learning Is Good For A Career

As a career, learning and design is something that continues to evolve. What worked last year in terms of technology and process may be changing so rapidly that the best candidates are those who stay ahead of things. How is this accomplished? Continuous learning and pursuit of knowledge are the keys to a successful long-term career in the learning field.

eLearning candidates should also demonstrate a passion for the industries and subjects for which they serve. They should have a track record of being thought leaders in their industries, which springs out of this passionate pursuit of greater understanding. A candidate like this shows a progressive career path that includes plenty of classes, conferences, and community involvement in their industry.

Ongoing learning participation in the educational field is another hallmark of an eLearning candidate who has potential. It only makes sense that they would be interested in learning about new trends and theories around learning in addition to having a solid foundation of the principles of learning design. Look for those who can clearly describe the main theories around learning and can explain who learning theories apply to different kinds of learners.

In addition to a strong background in areas of learning, candidates who are worth the effort to recruit also demonstrate a willingness and ability to teach others. These are the ultimate candidates who are versatile and adaptable to corporate settings because they can both instruct and design courses. This higher level perspective makes it possible to work them into any team.

eLearning candidates who are strong in terms of learning technology are more apt to show an interest in using the best Learning Management Systems for creating course-ware. This may be evident by the number of application certificates that appear on their profiles. One good place to look for this information is on their social media networks, where they may display certificates or badges near their name. You may also find them on niche job boards, like eLearning Industry, where candidates can include their credentials on their profiles.

Now that you have a fairly good idea of what to look for in the career backgrounds of the top recruiting eLearning professionals, it’s important to understand why adaptability matters so much.

2. Hiring For Agility And Adaptability Is Crucial

As more workplaces shift to agile and SCRUM methodologies, the ability to be adaptable will become increasingly critical for candidates to thrive. Years ago, a team of 14 software industry leaders came together to define the development process of software — aptly naming it the agile manifesto [1]. The agile way of doing things requires individuals to accept responsibility for their time management and quality of workmanship. It also requires that they work together as a team, each drawing from the strengths of each other.

SCRUM often refers to the logical breakdown and best use of resources, including those that are human-based. This is a sub-category of agile Project Management. The reason that SCRUM methods are used can include the need to increase the quality of final deliverables, stay in better control of the project schedule, react, and cope better with changes, and more accurately predict the time and material estimates of every project.

This same philosophy has expanded to other areas of company process, including eLearning and professional development design. What used to be confined to software and technology firms is now something that other industries have adopted as a foundational philosophy. Agile business management requires collaboration between teams, ongoing and frequent communication, and accountability. A study from CEB indicated that employees who work well in agile work environments outperform other types of employees [2]. These traits are highly valued in eLearning candidates too — simply because of the nature of the work they perform.

Looking at eLearning candidate profiles, one will want to note if they have ever acted as a Project Manager, or team lead; roles that indicate the ability to think in agile terms. The use of Project Management Systems can also demonstrate that a candidate has the ability to manage multiple tasks at once. Many candidates will also mention that they have worked in agile work environments.

3. Using eLearning Industry Job Adverts To Attract Ideal Candidates

When creating job advertisements for eLearning candidates, it’s important to include the keywords and descriptions that lend themselves to attracting ideal candidates. Use the job format to include as many detailed words and phrases as job seekers need to know when applying.

Be creative and include things that speak to candidates who have a passion for learning, working on agile projects, and focusing on career growth. Make it easier for targeting the kinds of candidates you want to attract. Follow the form and include the right pieces of job and company information needed to make the job ads stand out.

Remember that eLearning candidates are those who embrace the ideals of agility, teamwork, and self-motivation in order to compete outstanding work in the learning industry.


  1. Manifesto for Agile Software Development
  2. Why You Need Agile Employees, and Not Just Hard Workers