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Data, AI & personalisation: What it means for talent acquisition in EdTech

Everywhere you turn, education and technology is merging. From digital degrees to remote workplace learning, EdTech is prominent, and it’s here to stay.

 

Technology isn’t taking away jobs in L&D, it’s simply transforming roles and developing skills amongst learning teams.

 

For L&D experts, training is not the product; results are the product. They aim to create learning modules that make a difference – to develop effective employees and build high-functioning teams. This is only being made easier by EdTech.

 

Expanding skill sets amongst L&D teams enables the delivery of engaging content for tech-driven learning.

 

But how does data, AI and personalisation fit into this?

 

What does this mean for recruitment in the EdTech space?

How Learning & Development is evolving

 

Learning & Development bridges the goals of an employee with those of an ambitious organisation. Technology bridges the gap between employee and trainer.

 

Since 2020, L&D Experts have been doing more with less. Departments have been tasked with restructuring learning plans and rewiring how employees approach their personal development.

 

There is a clear demand for hybrid and remote learning, meaning L&D trainers will need to be innovative to engage individual employees, by exploring new ways to teach.

KPIs of the future should include –

  • Knowledge retention
  • Participant satisfaction results
  • Training performance vs. organisation performance
  • Data analysis
  • Employee engagement
  • Stakeholder satisfaction

 

How skillsets are evolving in L&D

In Learning & Development teams, skills in demand are quickly changing.

Businesses are seeking a new breed of training professionals to move with the ever-growing technology world.

When building or growing your L&D team, it’s important to find candidates who adopt the following skills.

AI-driven learning

AI can offer a more personalised and interactive learning experience by interpreting employee interests and predicting their behaviour.

L&D specialists often need to track large amounts of information using artificial intelligence and machine learning. This provides insights that will help them create improved training programs for continuous and powerful employee learning.

Design relevant resources

To successfully develop and engage wider teams, L&D professionals must focus on designing and distributing relevant resources alongside digital and virtual courses.

Through live classes, in-person conversation and on-demand content, employees can learn independently. But they will only engage if the material is relevant to their development.

Leverage data and insights

To enhance benchmarks and success factors, L&D professionals should know how to collect data, analyse it and utilise those insights to improve the employee learning process.

Continuous improvement will lead to long-term engagement from L&D professionals and teams alike.

Personalised learning

The pandemic brought in long-overdue changes in the learning experience, like replacing week-long training sessions with personalised experiences that cater to individual schedules.

Personalised learning encourages people to learn more often, retain the knowledge, and apply it faster. This, as a result, helps elevate business productivity, employee performance and results.

 

What this means for talent acquisition in EdTech

Once you understand the importance of L&D, you can start to take steps to boost its role in your organisation.

 

Engage your workforce

 

Whether the learning is classroom or digital based, the goal is to add value to employees and the business. What do your employees need to know to be able to perform their job amazingly? How can you form learning experiences to address individual and team needs?

 

Focus on skills, not roles

 

Traditionally, there has been concern around the skills gap; how could leaders hire employees with the right skills to fill certain roles?

 

The working-from-home shift has shown that there’s another way to address the skills gap issue: by retraining existing staff with new skills.

 

LinkedIn found that reskilling and upskilling were a top L&D priority in 2021.

 

That trend is likely to evolve, with employees being trained for skills rather than for specific roles. This develops business resilience and it’s helpful for learners, who can utilise newly acquired skills to further their careers.

 

Hire Learning & Development specialists

 

According to LinkedIn’s latest Workplace Learning Report, 64% agree that L&D shifted from a “nice to have” to a “need to have” in 2021.

 

L&D specialists are there to map out skill gaps and create training programs and immersive learning experiences.

 

What are you waiting for?