Here at Instinct Resourcing, we’re eLearning recruitment specialists. We’re dedicated to connecting top talent with innovative companies, driving the digital revolution forward. So, whether you’re looking for LMS experts or development specialists, we can help you find them.

In this blog, we’ll discuss the future of eLearning and trends you can expect to face for many years to come, and how they’ll empower your business to feel more skilled, engaged, and ready for the future.

Let’s get into it…

What actually is eLearning? A quick definition

Before we start, let’s ensure you have a strong understanding of eLearning in the workplace. Wondering what is eLearning? eLearning is defined as a type of training that is delivered electronically, usually through an online course. It allows employers to train staff at an affordable price, conducted on a computer or digital device. 

Because of its easy access, eLearning at work has started to rise in popularity. However, it wasn’t always this easy to train staff. In the 90s, eLearning would’ve consisted of unengaging PDF documents sent to employees to read through. This made eLearning seem boring, ineffective, and a bit of a chore to plough through. Nowadays, eLearning content is much more engaging and user-friendly. 

There are plenty of types of eLearning platforms to choose from, and that’s because everyone learns in a slightly different way. It’s also important to offer flexible options that suit organisations and cash flow. Discover the full benefits of eLearning in more detail here.

The effectiveness of eLearning at work

There’s no denying that eLearning is incredibly beneficial for organisations and companies. Modern eLearning platforms are proving to be a powerful tool for driving improvements in employee performance, engagement, and productivity. 

Let’s have a quick look at ways that eLearning platforms can help commercial and educational sectors.

• Clear ROIs and cost savings – More traditional training comes with costs for travel, venue rental, and printed materials. However, by moving learning online, companies are drastically reducing these costs. Some studies have even shown that businesses can save 50%-70% on training costs by switching to eLearning.
• Increased knowledge retention – Interactive eLearning content continues to be highly effective at improving knowledge retention. This is achieved through interactive elements like quizzes, simulations, and real-time feedback, which encourage participation rather than passive listening.
• Better employee engagement – A key factor in the effectiveness of eLearning is flexibility. Employees can learn at their own pace, on their own schedule, from any location. Flexibility therefore leads to higher employee engagement. When a business invests in accessible and engaging learning opportunities, employees feel more valued.

A look into 5 future eLearning trends

Evolving at an incredibly rapid pace, eLearning is set to turn into a dynamic, on-demand experience tailored to each individual’s needs. With that in mind, let’s dive a bit deeper into some of the predicted trends…

1. AI-driven personalisation

AI is a game-changer in every sense of the technological world. And its role in eLearning courses is only becoming more prominent. It can analyse learner data, such as performance on quizzes, completion rates, and areas of struggle, to create truly personalised learning pathways. Instead of every member of staff getting the same module, AI-powered platforms can recommend specific courses or content that will address an employee’s unique skill gaps. This will make learning far more personalised and effective, boosting engagement. 

We’ve got more information on how AI & automation in learning tech are changing talent needs.

2. Immersive learning

Tired of passive video lectures? Luckily, the future of training is about to get much more hands-on, with technologies like VR (Virtual Reality) and AR (Augmented Reality) making it possible. The magic of VR can place your staff in a realistic and risk-free environment where they can practise complex skills such as troubleshooting a piece of machinery (depending on the sector you work in!). AR can overlay digital instructions onto a real-world object, providing guidance and support. Leading towards the future, this immersive type of learning can build confidence by already placing employees in situations that they may have to face in the workplace.

3. Microlearning

In the fast-paced environment of the workplace, companies are struggling to find time for long, drawn-out training sessions that are actually effective. That’s why microlearning is becoming a dominant trend. Essentially, microlearning delivers information in short, bite-sized modules (think 5 or 10-minute videos or quizzes) that can be assessed on a mobile device whenever and wherever they are needed. This more ‘go with the flow’ method of eLearning will allow employees to get the information they need right when they need it, whether that’s on a break, travelling, or facing a specific problem on the job. 

4. Skill-based learning and upskilling pathways 

Another prediction of the future of eLearning is that programmes and courses will be centred on skills-based learning pathways. Companies are cleverly using data to identify skill gaps and provide their employees with targeted and bite-sized training to fill them. This approach will probably be delivered through LXPs (Learning Experience Platforms), which will let employees earn digital badges or certificates as they acquire new competencies. This is a great way to give staff control of their own career development, and provides businesses with clear, measurable ways to track progress and improve workforce performance.

5. The importance of soft skills

As AI and automation take over routine, mundane tasks, the demand for uniquely human skills is increasing. The next generation of eLearning will put huge emphasis on the importance of soft skills such as emotional intelligence, leadership, critical thinking, and communication with team members. While it might seem difficult to teach these skills online, innovative eLearning solutions are using immersive and interactive simulations to create scenario-based training.

Put your soft skills to the test and make your CV stand out in 2025.  

Want to elevate your business’s eLearning offerings?

Now that we’ve seen the incredible impacts of eLearning at work, there’s no denying that the next wave of innovation promises to make training more engaging and effective than ever before. Embracing these trends isn’t just about staying competitive; it’s about building a future-proof workforce that is continuously learning, adapting, and innovating. 

At Instinct, we’re passionate about deepening our knowledge in the digital learning world. From staffing up the UK’s largest ever eLearning programme to partnering employers with top digital talent, we’re dedicated to offering you a compliant and hassle-free journey. 

Please get in touch with us today or upload your CV.

Here at Instinct Resourcing, we’re experts in the digital learning, eLearning, and educational technology sectors, so we know just how competitive the IT job market is. We’ve compiled a list of some of the highest paying digital and IT jobs in 2025, backed up by the latest market data, so that you can understand the skills you need to secure them.

We’re here to help you find any eLearning role, from LMS experts to development specialists. But for now, let’s focus on the best paid IT jobs…

Why is there a desire for digital jobs in 2025?  

There’s no denying that salaries in the tech industry are a lot higher than the average salary across all other industries. This is down to the fast pace at which the tech industry is transforming, meaning there is a constant demand for people skilled in the latest technologies. Here’s a look at the future of digital learning and how companies can stay ahead in 2025. Essentially, the complexity of the roles means that the salaries are often higher! 

Looking for some inspiration? Have a look at some of our latest job vacancies in digital learning and educational technology. 

What are some of the most highly sought-after skills in digital roles?

Usually, you’ll need a strong portfolio that showcases the following skills: 

• Cybersecurity 
• Artificial intelligence and machine learning
• Industry-specific technology and software 
• Cloud computing 
• Web and app development 
• Analytical and creative thinking
• Communication and collaboration

6 of the highest paying IT jobs at the moment

Keep in mind that salaries may vary depending on location, experience, company size, and the specific industry you’re wanting to get into. Let’s dive deep into the skills and responsibilities that are driving these sought-after IT positions:

Cyber security expert

National average salary: £61,446 per year 

One of the fastest growing IT sectors, cyber security is constantly evolving as more companies deal with consumer data and their own digitalised records. Computer science degrees often offer students classes tailored specifically to secure company resources from attacks, so you can benefit from taking them if you are interested in this role. A cyber security expert will identify possible routes for breaches, and if a breach does occur, security experts will stop the attack and control the possible damage to their company’s systems.

Data scientist

National average salary: £52,933 

A data scientist gathers and studies various types of information to make predictions for a specific project or company. Like other scientists, data scientists may identify relevant facts from non-essential information when analysing their particular problem. They will typically train in scientific methods and have a pretty good understanding of various databases. To really excel in this position, you’ll need a balance of technical and soft skills. Some soft skills could include critical thinking, problem-solving, and the ability to communicate effectively. 

We’ve got a list of top skills every technological designer needs on their CV for more inspiration.

Software architect 

National average salary: £72,477 

Software architects are the master builders of the digital world. This strategic role entails them to design the blueprints for the entire company’s system, ensuring it’s scalable, secure, and efficient. And, the high demand for well-designed and robust software systems makes this one of the best-paid IT jobs in the UK. Some of the most experienced and specialised professionals in London can even expect to earn up to £100k! 

Most successful software architects have expertise in multiple programming languages, such as Python and Java, and a deep understanding of cloud computing.

Digital learning engineer

National average salary: £55,559 

The people in this role are responsible for building the systems, frameworks, and platforms that enable digital learning to take place. As companies and educational institutions increasingly rely on digital platforms for training and skill development, there is a need for professionals who can create sophisticated and high-quality learning programmes. The above salary reflects this role’s importance, with some professionals demanding more money that can place them among the highest earners in the digital sector. 

To succeed in this role, you’ll also need a deep understanding of what an LMS is and experience in working with them. But don’t worry, we’ve got plenty of information on those.

UX/UI designers 

National average salary: £47,978 

A UX/UI designer is not only an area of tech that will let your creative juices flow, but it’s also incredibly high in demand and will continue to be. The main responsibility of a UX/UI designer is to help clients create both highly functional and visually appealing designs for websites, apps, and more. Having a well-designed product not only looks good but can significantly increase customer engagement, retention, and revenue. As a result of this, companies are willing to pay top salaries for professionals who can create really good digital experiences. 

If you’ve got a strong portfolio and a deep understanding of customer psychology, you can definitely expect more than the expected salary above.

Development operations engineer 

National average salary: £62,352 

Otherwise known as a DevOps engineer, this job role consists of an IT professional who bridges the gap between software development and IT operations. They’re key to companies that want to release high-quality software quickly and reliably. Essentially, they solve a common critical problem: how to deliver software faster without compromising on quality and stability. A unique blend of development, operations, and automation skills, DevOps professionals are highly valuable and often difficult to find, and this is reflected in their high salaries.

Secure your next role with Instinct 

Hopefully, this blog has showcased some of the highest paying IT jobs in 2025. The future of digital work isn’t just about staying up to date with the latest technology trends; it’s about being strategic with your career! By focusing on developing your skills in AI, cybersecurity, and data analytics, you’re future-proofing your career and setting yourself up for future trends. 

At Instinct, we’re passionate about connecting top talent with innovative companies and driving the digital revolution forward. We’re industry experts with a wealth of experience, so you can rely on us to match you with the perfect candidate for your eLearning job role. 

So, if you’re looking to find eLearning professionals in a crowded and competitive market, please get in touch with us today. Or, upload your CV to our website. 

Here at Instinct Resourcing, we’re dedicated to connecting you with eLearning design talent and LMS job roles, and we’ve helped countless learning professionals find their perfect role. In this blog, we’ll have a look at some of the top designer skills that employees are looking for right now and help you to create a CV that is strong and desirable.

Ready to find out the top skills that every instructional designer needs on their CV? Let’s get into it…

What makes a good instructional designer resume?

Instructional designers, in a nutshell, are responsible for creating educational materials that make learning easier. If you want this to be your career, you need to be able to analyse your learners’ needs and develop the right learning materials for them. So, what makes an instructional designer’s resume stand out? Before we start, you might be interested in our top tips for making your CV stand out in 2025, which include tips for all types of jobs you may be applying for.

Jobs that demand instructional designer skills

Here is a list of jobs that require strong design skills: 

• eLearning developer
• Instructional designer
• Educational technologist
• Learning experience designer
• Corporate trainer
• Instructional content developer
• Learning specialist
• Educational consultant

10 designer skills to help you stand out from the crowd

Without further ado, here are some of the best designer skills you need to have to pursue a career as a learning designer…

1. eLearning development

Did you know that 64.4% of hiring managers look at eLearning development when filling a role? This is because, as technology advances, so does the potential for eLearning. Businesses want to offer their employees effective and engaging educational experiences, and eLearning is an easy and ideal way to do that. ELearning development includes creating digital learning materials like online courses and learning modules. 

Therefore, you need to be familiar with the latest technologies and trends, including using the latest tools, software, and instructional design models. Discover more about eLearning platforms here.

2. Strong communication skills

As an instructional designer, soft skills are just as important as technical skills. You’ll need to be able to work effectively with others, including SEs and graphic designers. Therefore, strong writing, storyboarding, and verbal communication skills are required with other team members. You’ll also probably be working closely with clients, so consider coming up with creative and innovative ideas that will impress them. 

Writing skills will also play a strong role in this. You’ll need to be able to write storyboards, scripts, and craft compelling emails to stakeholders.

3. An understanding of learning management systems

An LMS is a learning management system that can store, manage, and deliver learning materials directly to learners. Instructional design and LMS are handy for organisations that have a large number of employees, as it lets them access a wide range of learning materials no matter where they are located. An LMS can also be used to track employee performance and progress to ensure that they’re getting the most out of their learning experience. 

On your CV, try to mention the platforms that you’re familiar with, whether that’s Blackboard or TalentLMS. Highlighting these will show that you can handle the technical sides of an instructional designer role and ensure a seamless learner experience from start to finish.

4. Visual design skills

Applying good visual design to your eLearning projects is a great way to create a successful learning experience. And, while you might not be a graphic designer, a strong visual eye is a non-negotiable skill. Good visual design can make the difference between a mundane learning experience and an engaging one. Try to highlight your familiarity with tools like Canva and Adobe Creative Studio and mention your ability to create clean layouts, select effective colour palettes, and design infographics that showcase relevant information. 

5. Project management skills

With the increasing complexity of projects and the rise of virtual teams, successful project management is key to meeting deadlines and ensuring quality outcomes. As an instructional designer, you’ll be working with SMEs, stakeholders, and other team members who will want to see you deliver projects on time and within budget. When it comes to crafting your CV, talk about your experience in scoping projects, creating timelines, and managing stakeholder expectations.

6. Storytelling

A skill that has been around since the beginning of time, storytelling continues to captivate audiences and leave a lasting impression. Try to include storytelling in your courses by including a plot, relevant stories, and even relying on your own personal experiences to craft a compelling journey that learners can embark on. It’s a great way to bring abstract concepts to life. Creating an interactive eLearning course can turn something mundane into a learning adventure!

7. Problem solving

Problem-solving can heavily rely on metrics, which is a particularly important part of an instructional designer’s skillset. The data that you gather can provide insights into the effectiveness of problem-solving efforts and can be used to make necessary adjustments.

In fact, instructional design is fundamentally about solving a problem. A business will have a challenge, such as a lack of sales, a compliance issue, or a need to onboard new staff. It’s therefore your job to design a learning solution that fixes it! On your CV, demonstrate how you’ve faced previous problems and how you have solved them, and be specific! For example, you might say ‘I designed a blended learning programme that reduced compliance violations by 30%’. This allows you to demonstrate that you can deliver measurable impact and not just content.

8. Managing cognitive workloads

If a learning experience is overwhelming, learners will need help to process the material effectively in a way that makes it easier to understand. The cognitive load theory is the idea that the human brain can only process so much information simultaneously. Therefore, understanding how to manage cognitive load can help you create effective courses that promote learning and retention. 

On your CV, talk about how you’ve previously designed courses with cognitive load in mind. You can mention techniques you’ve used, such as using visual cues and designing scenarios that build from simple to complex. This will show employers that you can create effective training that respects the limits of the human brain, leading to better learner satisfaction.

9. Creativity

While instructional design is a science, it’s also technically an art form. A good instructional designer isn’t just a good problem-solver; they can turn complex or boring information into an experience that captivates learners and sticks with them long after the training is over. Instructional design is also about creating physical spaces that are conducive to learning, including classrooms, libraries, or even areas in a home or an office. 

When it comes to crafting your CV, don’t just say that you’re creative. Prove it! Showcase your previous work, including any interactive stories or experience of using AR to demonstrate a technical process. Be sure to check out our creative recruitment agency, where we can easily and quickly pair you with suitable creative positions.

10. Good critical thinking 

And finally, on our list of skills that make a good instructional designer resume, is having the ability to engage in good critical thinking. As a learning designer, you’re not just a content creator. You have the ability to be a critical thinker who can look beyond requests for videos and eLearning courses and determine if that truly is the best solution. Employers will be looking for professionals who can challenge assumptions, question decisions, and propose solutions that are truly effective. 

On your CV, try and show ways that you have made data-driven recommendations and how you’ve acted as a consultant. Instead of saying that you’ve created training programmes, showcase ideas that you’ve pitched or ways that you’ve added value and creativity. Employers will find it more desirable and impressive!

Build your CV, and more, with Instinct Resourcing

Hopefully, this blog has taught you how to craft the perfect instructional designer resume. By mastering the skills above, you should be able to create a CV that sets you apart from the competition. 

At Instinct Resourcing, we’ve been an industry-leading eLearning recruitment choice since we started way back in 2011. And, we’re dedicated to connecting top talent with innovative companies, driving the digital revolution in how the world learns forward. Our team of specialist recruiters are ready to help you find your next opportunity in the digital learning world! 

Simply submit your CV or contact us today. 

In this blog, the experts from Instinct Resourcing will tell you all you need to know about learning management systems, including what they are and, more importantly, what benefits they can offer to your business. As a leading learning and development recruitment agency, we can help you fill your LMS job roles, admin and E-Learning maintenance jobs, and plenty more. Our dedicated team works across a wide variety of sectors, supporting you every step of the way.

But for now, let’s dive into some of the benefits of learning management systems and how your business can benefit from them…

What is an LMS?

First of all, it might be beneficial to understand what an LMS actually is. An LMS, or a Learning Management System, is a software application that is designed to deliver educational courses, training programmes, or learning and development programmes to members of staff in a business.

An LMS can enable you to:

• Deliver consistent eLearning programmes to employees
• Track course completion 
• Monitor correct compliance with industry regulations
• Assign tailored learning paths and goals
• Identify skill gaps and provide support
• Reduce manual admin

And usually, an LMS has two main interfaces.

Admin: This is where the person responsible for your learning and development performs organisational tasks for learning programmes. They can create and manage courses, add learners, and analyse results and reporting for all types of learning, whether that’s online or otherwise.

User: This is where learners can see what courses have been assigned to them and complete online training. They can also view catalogues of optional courses to enrol in to expand their knowledge and add any extra learning, such as webinars, conferences, or in-person sessions that support their development.

What are the benefits of an LMS? 8 Advantages

There is a whole wealth of benefits that LMSs can offer, and they go beyond making training easier for employees. You can discover our full list of pros and cons of using an eLearning platform here.

With a good learning management system, you can effectively manage sign-ups, users, students, courses, online content, supervisors, notifications, and plenty more! Let’s have a look at some more of the advantages in a bit more detail:

1. Efficient training management

An LMS can act as the central hub for all your training initiatives. Gone are the days of manual tracking, scattered spreadsheets, or confusing email chains. With an LMS, you can easily enrol employees in courses, track their progress in real-time, and schedule reminders and certifications. This will not only save you countless admin hours but also mean that your training programmes are always organised, consistent, and easy to manage.

2. Cost-effectiveness

eLearning solutions are also much more cost-effective than in person sessions. Businesses and educational institutions can save on costs used for travel or staying in hotels, and this money can be used for other resources. Online learning can also allow people to study from different geographical locations, and these courses can also be used again and again with new groups of learners.

3. Enhanced reporting & analytics

To get a clear view of the effectiveness of your training programme, an LMS is essential. It allows you to track individual progress, monitor course completion rates, and identify knowledge gaps across your team. It’ll give you a crystal clear picture of your training’s impact, showing you in detail who is completing their courses and where knowledge gaps might exist. 

Having the ability to analyse these insights means that you can make smart choices about your future training, adjust existing content, and guarantee that every team member has the skills they need to excel.

4. Engaging learning experiences

Modern LMSs, like Coursebox and Teamie, are built to make learning more engaging and interactive. They go far beyond just basic text and static presentations; they’re built to incorporate a variety of features like video, quizzes, and even gamified elements like leaderboards and badges. This makes a seemingly boring training module feel much more fun and exciting, due to these interactive elements. 

By making your eLearning courses more fun and competitive, you can encourage your whole team to perform better and keep them feeling sharp and motivated.

5. Accessibility and flexibility

One of the greatest benefits of an LMS is its accessibility for users. Your team members can join and have access to training programmes from anywhere, at any time. That’s whether they’re in the office, working from home, or on the go. Most Learning Management Systems are mobile-friendly and accessible on any device. That means that you can offer training as and when you’d like, improving the work-life balance and ensuring that your employees can learn at a pace that suits them.

6. Easily track learner progress and performance

The best learning management systems are the ones that give you the ability to keep track of learner progress and ensure that they are meeting their performance milestones. For example, if you have noticed that an employee is not able to successfully complete an eLearning scenario, you can offer them supplemental resources to improve their performance or learning behaviours.

Most LMSs feature reporting and analytics tools that allow you to pinpoint areas of your eLearning courses that may be lacking. If you discover that a member of your team has not been completing their courses, then you can offer extra support or a meeting that ensures they stay on track to meet their goals. 

7. Personalisation for your team

With LMS software, you have the ability to create and assign learning paths that can be tailored to individual roles. This allows every single member of your team to receive training that is most relevant to their needs, maximising the impact of each learning module. Instead of giving everyone the same generic courses that they’ve probably seen before, you have the ability to assign completely personalised modules that deliver impactful and relevant information. 

For example, you could design a bespoke onboarding curriculum for new hires that covers everything from your company’s culture to specific recruitment software. For more experienced recruiters, you could provide advanced learning paths that focus on more niche market trends. The possibilities are quite literally endless, and this will help to empower your employees and accelerate their professional development. 

Here are 10 types of E-Learning platforms to get you started.

8. Reduced learning and development time

Because your staff can carry out all of their training online, it can save them a lot of time if they were doing it manually. This is because an LMS can give learners the information they need in a much more direct and organised manner. Instead of having to sit through a lengthy half-hour online training course, online learners can simply click through their online modules and absorb the information they need in a fraction of the time. They can even partake in things like: 

• Taking online exams
• Participating in interactive scenarios and simulations
• Watch eLearning videos that highlight complex processes or tasks

9. Accommodate organisational growth

Another key benefit of an LMS is its ability to scale with your business. An LMS can remove the logistical headaches of training large groups of new hires simultaneously, making the onboarding process efficient and consistent no matter the size of your team. This can be particularly valuable when you need to quickly train large groups of new hires all at the same time. You can quickly create training modules for hundreds of users at once, meaning that everybody is on the same page from day one. 

If you’re a business that regularly hires, you can upload your vacancy here. 

10. Communication and collaboration   

And finally on our list of LMS benefits is the ability it gives your team to connect and learn from each other. A central hub for communication and collaboration, it transforms training into a shared, social experience. Lots of modern LMS platforms include built-in features like discussion forums, chat functions, and shared workspaces that encourage knowledge sharing and communication between peers. Ultimately, this allows your team to connect and learn from each other, whether they’re in the same office or working remotely.

What about the disadvantages?

While there are many advantages of an LMS, there are some things that it’s not best suited for. Most of the time, an LMS will not be aimed at: 

• Providing employees with opportunities to take control of their own development
• Providing employees with a wider breadth of training, such as audio, eBooks, and virtual classrooms
• Providing employees with a wide range of E-Learning resources that are based on assessments that evaluate personal strengths 

It’s essentially down to you. Finding the right LMS and eLearning platform can take a bit of time, but with the right support, you can select a platform that offers a great user experience and benefits your organisation. We’ve got a blog that explains the difference between an LMS and eLearning platforms here, so that you can understand the best fit for your business.

Find your perfect fit with the help of Instinct Resourcing

Hopefully, you’ve now discovered many of the key benefits of LMS. The right LMS can be a game-changer, allowing you to upskill your team effectively and ensure that your company stays ahead of the curve. An LMS is not just a tool; it’s a smart investment in your team and future success.

Here at Instinct Resourcing, we’ve delivered the UK’s largest ever E-Learning recruitment programme. And, over the past decade, we’ve deepened our knowledge of the digital learning world so that we can connect top talent with innovative companies. 

If you’re ready to bring in an expert LMS specialist, our team here at Instinct Resourcing can help. Please do get in touch with us today to find the perfect fit for your team!

As an eLearning professional, it is probable that a candidate’s core responsibilities centre on some kind of learning, engagement, and outcomes, but these are approached differently in the Higher Education and Commercial sectors. In Higher Education, roles can be centred on students or academic staff, retention and learning outcomes, work across technology systems such as Blackboard, Canvas, and Moodle, and have a focus on deep learning and pedagogy. On the other hand, eLearning has more of an L&D focus centred on improving the productivity, performance, and behaviours of staff, utilising different learning systems such as Docebo and Cornerstone, and moves at a faster pace. There, while the tools and outcomes may differ, key elements of the roles such as designing and developing learning, LMS administration, and learner engagement, easily translate between the two.

Transitioning from Education to Commercial

The challenge for Higher Education professionals looking to transition to the private sector includes being perceived as too academic or not used to the ‘pace’ of the commercial space. They may also have had less exposure to metrics and may not be familiar with the kind of business stakeholders within this sector. To position yourself correctly, it could be worth rephrasing some wording in your CV to show fluency with the new sector. It could also be worth building a commercial portfolio, focusing on onboarding or compliance to show an understanding of L&D. This can be done using trials for tools such as Articulate Storyline and Rise, and starting small with a collection of examples which can eventually build up to portfolio size. Aside from this, you may need to really emphasise any transferable skills you have, such as managing an institution-wide learning platform such as Canvas, and therefore having confidence with picking up a new commercial platform such as Docebo or Cornerstone.

Transitioning from Commercial to Education

Commercial candidates can be viewed as able to work at a fast pace with tight deadlines and with a performance-focused mindset. However, the challenge for these professionals when looking to transition into Education is that they will of course have less familiarity with academic governance, pedagogies, and may be viewed as ‘too corporate’. To overcome this, commercial candidates could emphasise their understanding of well-known learning theories and models, as well as focusing on occasions working with SMEs or knowledge experts, particularly those working as academics. Hiring managers will also be looking for an understanding of learner diversity and designing programmes in line with accessibility guidelines such as WCAG.

As mentioned, both sectors will value good quality learning design, created with appropriate learning outcomes in mind, and will look for individuals with clear communication, technical fluency, and a learner-first mindset. As a result, you just need to communicate exactly what you have done but make it relevant to the sector you’re looking to break into. Having a good CV to translate this is really important, but a portfolio covering either side even with just a small sample of examples can help even more.

As AI becomes increasingly prevalent, the need for eLearning experts who can harness its potential grows in tandem. At Instinct Resourcing, we’re a learning and development recruitment agency that can help you find the experts that you need to elevate your operations. To find out how we can help you, simply contact us and we can explain our rigorous process that involves an initial consultation, all the way through to an aftercare service.

But, before you explore what we can do for you, let’s explore how AI could present benefits and challenges for you in the very near future.

How is AI in recruiting changing the industry?

The recruitment industry is already witnessing how AI can be brought in to streamline operations and shorten the length of time necessary for the hiring process. This is being done by taking over the repetitive, time-consuming tasks of replying to job applications, sifting through submissions, and even organising interviews. This can lead to an improved experience for both the applicant and the hiring team.

Many large companies have already taken advantage of the time-saving potential of AI. “We’ve reduced the time it takes to schedule an interview by more than 85%,” stated Matthias Leitzmann, Head of Global Talent Discovery at Mastercard, in May 2025, who have adopted Phenom’s AI-enhanced platform. Continuing, he explained, “This efficiency not only improves the candidate experience but is streamlining internal processes, reducing administrative burden, and helps us more efficiently land great talent”.

The Pros and Cons of AI in recruitment

While several companies have already successfully implemented AI into their operations, this process isn’t without its challenges. Indeed, there are a significant number of positives and negatives when it comes to the use of AI in recruitment. To help you decide whether AI in recruitment should be a priority for your business, we’ve outlined both sides below.

AI and recruitment: The advantages

Elevate your operations by using AI to streamline the hiring process.

Speed up screening

Screening potential candidates for your new instructional design job, LMS job or beyond takes a considerable amount of time and effort, particularly for popular roles. AI helps to considerably shorten this process by pre-screening candidates and filtering out the ones who didn’t fulfil the established criteria. This might be the strongest positive of artificial intelligence in recruitment, saving a hiring team time and money in the process.

Reduce general admin needs

Similarly to how AI can screen large numbers of potential candidates quickly and efficiently, it can also be used to write job descriptions, schedule interviews and much more. By taking over the small, repetitive admin tasks, the hiring team can spend more time on the jobs that make the process more fluid and efficient, for example, being on hand to answer applicant questions as and when they come in. NHS recruitment agencies, in particular, could benefit from this, helping to ease stretched workloads and limited budgets.

Improve the experience of candidates

A complex, ambiguous and lengthy recruitment process is an applicant’s worst nightmare. But, by using AI, you can simplify the procedure, streamlining communication and quickening the time it takes to get back to the candidate. This can be further enhanced with an AI chatbot. Better still, the time your team saves on administrative tasks could be reinvested in a live chat service, allowing applicants to speak directly with the hiring team

Intelligent candidate analysis

Intuitive AI systems can not only match a good candidate to an appropriate role, but they can also look beyond the keywords and experience. Indeed, AI can identify behavioural patterns across roles and analyse broader qualifications and experience to match the best candidate to the ideal position. Doing this may also diversify your pool of applicants, as these high-potential candidates would have otherwise slipped through the net.

Look beyond the job boards

AI is excellent at being proactive, analysing not only those who have applied for the role, but also those who haven’t. Able to analyse and extract useful information from job boards and professional social media networks, passive candidates can be identified and reached out to. This aspect could be particularly useful when searching for niche candidates looking for eLearning jobs.

AI and recruitment: The challenges

While it seems as though AI and recruitment are perfect for one another, there are significant downsides to its use that may have a detrimental impact on the hiring process.

Loss of personal touch

AI can be seen as cold and deeply impersonal, particularly in the recruitment world, where a hopeful candidate is looking for a life-changing opportunity. An applicant could be put off by a process that seems entirely AI-driven, especially if they are looking to find the personal human benefits that they may be able to get from a role. Searching for jobs is a stressful process, so getting rid of AI from the process makes for a more compassionate, personalised experience.

Miss out on quality candidates

While there are certainly benefits to an AI system sifting through the initial bulk of applications, it is certainly true that prime candidates could be missed by a methodical AI model. A badly written AI prompt or job description paired with a qualified candidate who doesn’t include the keywords in the strict criteria will mean that your company misses out on the superior applicant.

High cost of implementation

It may not be in the financial interest of an organisation to implement AI into their recruitment process, thanks to how much this costs to achieve. The costs of the technology, possible infrastructure change and training needs can massively impact a company’s cash flow if it isn’t set up to handle such a change. For small companies that don’t hire too often, AI for recruitment isn’t necessary.

Algorithmic bias

The AI algorithm that decides who is and who isn’t suitable for a role can be biased, after all, the prompt was given to it by a human who has bias, either consciously or subconsciously. It isn’t always clear how an AI model comes to the decisions it makes, which may mean it becomes biased toward a certain gender or type of applicant. By putting in a robust hiring criteria and process, this can be avoided.

Security Concerns

Since AI recruitment software collects large amounts of personal data from candidates, a robust security and privacy framework must be established to protect this data and remain compliant with GDPR

AI could certainly lead to an evolution in the recruitment process, but if you’re looking for a new way to transform how your company can find eLearning candidates today, contact Instinct Resourcing. A comprehensive and specialised eLearning recruitment agency that can secure you a wide range of digital roles across multiple professional sectors, we can effortlessly find the experts you need to revamp your online learning tools.

Find the eLearning experts you need and submit a vacancy with Instinct Resourcing today!

Hiring challenges are always evolving, which is dependent on a number of factors. However, we’re often asked the same core questions by clients. So, we’ve pulled together a quick Q&A based on the most common client queries.

What roles are most in-demand in 2025?

Right now, we’re seeing the highest demand for:

• Learning Technologists (Primarily Canvas and Moodle)
• Specialists within Data, Analytics & AI Fluency
• Learning Designers (both generalist and subject-specific)
• eLearning Developers (Articulate, Rise, Storyline)

In truth, the core positions we get asked to provide most regularly has largely remained the same over the last 5-10 years. By this I am referring to Learning Designers, Digital Learning Developers and Learning Technologists. However, recently we have seen a marked increase in the demand for Data & AI specialist.

What are the going rates and salaries?

We recently published our 2025 Salary & Day Rate Guide, which benchmarks average pay for digital learning roles across the education sector.

Want the full breakdown? Just get in touch and we’ll send you a free copy!

What’s the current market like for contractors?

The contractor market is going strong. Due to sector wide redundancies, many Institutes are operating with very lean structures, and therefore when there is a particularly busy period, organisations simply don’t have enough resource to cope. Especially for business-critical projects such as platform migrations.

Education providers are increasingly using contract resource for flexibility, especially where budgets are tight or internal approvals for permanent posts take so long to get approved.

IR35 compliance and ease of onboarding remain important to clients – which is why we’ve built processes that minimise admin and risk.

How quickly can we get someone started?

Contract hires: We can source suitable candidates within 24 – 48 hours of receiving a brief. Permanent roles typically take 1 working week to source, depending on how niche the requirements. For very specific skill sets, this may take slightly longer.

In terms of getting somebody started in post, you can expect to wait 6-8 weeks depending on notice periods, interview stages, and salary competitiveness.

All candidates are fully vetted and pre-screened meaning they can hit the ground running.

Can you provide teams for larger digital learning programmes?

Absolutely. We regularly support:

• Institution-wide LMS rollouts
• New online course launches
• Digital transformation and AI-led learning projects
• Content digitisation and accessibility improvements

We can provide a blend of contractors and permanent hires, or fully contract-led delivery teams with embedded PMs as an Statement of Work (SOW) contract

What we’re looking for is a bit of a ‘Unicorn’ can you help?

Yes, we frequently get asked to provide Unicorns. After all, if Unicorns were easy to find, we would be out of a job!

As an example, we have experience placing:

• VLE migration consultants, with specific VLE’s
• SC-cleared instructional designers, Digital Learning Developers etc
• Accessibility specialists – WCAG 2.2
• Multilingual Learning professions: Mandarin, Dutch, Arabic etc.
• Learning analysts with Power BI/Tableau skills
• AI and Chatbot learning developers

We maintain deep networks within the sector, meaning we can often find talent others miss.

Have a question we haven’t covered?

Feel free to get in touch – whether you’re benchmarking, planning, or just exploring options, we’re always happy to help.

Historically, Instinct has supported with the provision of permanent and contract resources in equal measure. However, with ongoing budget pressure and ‘hiring freezes’ (a popular term in 2025), many institutions are facing a similar challenge.

“We are inundated with work, but we can’t hire permanently right now.”

Likely a result of many institutes currently operating with a much leaner structure. In response, more organisations are finding contract resource as a way to maintain momentum on critical projects – without having to go through the arduous process that is permanent recruitment!

Of course, I am not saying permanent recruitment is dead, but contract resource is certainly playing a much bigger part than ever before.

So, what’s driving this shift?

Due to the uncertainty across the Education sector, Universities have had to remain agile, and contractors offer the ability to bring in specialist skills at short notice. Whether it’s for a fixed-term project, an LMS/LXP rollout, or to cover internal gaps. This has become essential for teams trying to stay responsive while working within current financial constraints.

High-impact, short-term delivery

We’re seeing a sharp increase, particularly within short-term contract needs (3–6 months). These needs are often tightly scoped and very much based on deliverables that are aligned with specific projects.

Popular ones include:

• Instructional design for new online modules or CPD programmes
• LMS configuration, implementation, and migration work
• Accessibility updates to meet WCAG 2.2
• SCORM packaging and multimedia production for a specific modules

Better control over budget and output

One of the advantages of using contract resource is the level of flexibility it gives you in managing both budget and delivery outcomes.

At Instinct, contractors log their time via online timesheets, which means you’re only ever invoiced for the time worked and approved by you. While we agree on an estimated number of days and duration up front, this is primarily for planning purposes – you’re always in control of how the resource is used.

This approach is especially useful when priorities shift mid-project (which they often do). For example, if an SME you’ve been waiting on suddenly becomes available, or a project phase moves forward unexpectedly, you can scale up resources quickly without going through another round of approvals.

It also helps avoid the risk of under-utilising internal teams or committing to fixed-term headcount before you’re sure of long-term needs. Contracting allows you to move faster, stay flexible, and make decisions based on the value being delivered, not just what’s in the original plan.

The result?

Despite numerous internal challenges, Universities and Professional Education Institutes are staying active. Unlike 10 years ago when there was arguably lot less uncertainty, institutes are building more lean, flexible digital learning teams made up of trusted external contractors.

These needs are more than just a short-term stopgap. In many cases, it’s becoming the new normal – especially in environments where strategic priorities are shifting faster than recruitment cycles can keep up. Until the sector finds greater stability, contracting is likely to remain the more practical route for many organisations compared to committing to permanent hires.

We’re currently working with several institutions that are:

1. Facing restrictions with permanent recruitment
2. Struggling with the speed to hire quality talent, leading to project delays
3. Using contractors to bridge capability gaps during permanent hiring rounds
4. Engaging Instinct on an SoW basis, which can unlock different budget lines and allow projects to move forward even when traditional recruitment is ‘frozen’.

If this sounds familiar, or if you’re unsure how to move forward with reduced internal capacity, contact us, we are always happy to talk through examples of how we may be able to help.

As specialist recruiters in the digital learning sector, we know the importance of securing the perfect candidates for your LMS jobs, instructional design roles or beyond. Effortlessly connecting hiring managers with the ideal candidates for their vacancies, at Instinct, we can help you elevate your operations and optimise your recruitment process.

Recognising how robust eLearning solutions can revolutionise how your business functions, we prioritise helping you to put the right people in the right places as quickly and efficiently as possible. This is why we offer a 24-hour turnaround time for companies looking for contracted candidates. To make the most of this kind of efficiency, submit a vacancy or contact us today to optimise your eLearning capabilities.

We specialise in finding you the best eLearning candidates in the industry so that a ‘bad hire’ is firmly off the cards. But, to discover the pitfalls of a bad hire and the efforts of a lesser eLearning recruitment service, read on.

What is a ‘Bad Hire’?

When hiring for a new role, a robust recruitment and interviewing process should take place. But sometimes, due to various circumstances, the individual you eventually hire may not live up to the expectations you laid out for them upon their arrival. Failing to fulfil what is required of them, these bad hires can go on to disrupt the workflow and performance of your wider team.

What Are the Costs and Consequences of a Bad Hire?

The costs and consequences of a bad hire can vary from one sector to another – while a creative business may feel economic hurt, improper recruitment in the medical sector could lead to major consequences. Specialist NHS recruitment agencies should be used for those in the relevant sector to make sure they don’t waste valuable time and taxpayer money when hiring for new roles.

The Financial Costs of a Bad Hire

Financial losses of varying severity can be experienced as the result of a bad hire, regardless of the specific sector, with these losses including:

• The cost of hiring for the role (including money spent on paying recruiters, running advertisements and paying hiring managers).
• The cost involved in the onboarding and training of the individual to a high standard.
• The salary given to the bad hire during their time in the role. This includes any benefits they might have received during their employment.
• The costs involved in the lack of productivity during the time when the individual was employed.
• The eventual cost of re-hiring and going through the onboarding and training process once again for the bad hire replacement.

One 2017 study from the Recruitment & Employment Confederation claims that billions of pounds are lost from UK businesses each year thanks to improper recruitment. The study further claims that, thanks to the financial consequences listed above, the poor hiring of an individual at mid-manager level with a salary of £42,000 could cost a business more than £132,000. The full report also adds that an average of £9,730 is lost in the recruitment and training of a new employee, with a further £9,625 lost in wasted productivity.

Other Hidden Costs of a Bad Hire

While some costs of a bad hire are obvious, others are more subtle, affecting your cash flow and the future of potential business collaborations. Indeed, a bad hire can result in a whole range of financial difficulties for your company, with money being lost through:

• Missed deliverables: Work being completed late or to an insufficient standard can damage your reputation with the client.

• Increased stress levels: Accommodating the bad hire may result in increased workload and stress, which can have an impact on mental health and the number of sick days taken by employees.

• Eroded trust among your employees: The hiring of an unsuitable individual might make your employees doubt hiring managers and seniors.
• Missed opportunities: If your bad hire was onboarded during a particularly important time, you may have missed an opportunity for greater financial and general business success.
• Severance package: If the bad hire receives a severance or redundancy package during their departure, the business will have shed cash.

The Operational Consequences of a Bad Hire

Bad hires can affect more than just your cash flow. A disruptive, unqualified hire in the eLearning sector can cause a whole range of issues that can damage several areas of your business. While the influence of a bad hire on your business can vary massively from one individual to the next, the operational consequences of their disruption can potentially cause:

• Damage to team synergy, efficiency and output.
• Harm to customer relationships.
• Harm to the reputation of your business and brand.
• Decreased morale among your workforce.
• A loss of general productivity and performance, thanks to the disruption of the bad hire.
• Wasted time, particularly among hiring managers, HR personnel and trainers.
• The compromise of your business security.

Five Ways to Identify a Bad Hire

There are a variety of ways in which a bad hire can be identified in your business, particularly someone brought in to work in the eLearning sector. Often, these hires come after an individual has overstated their abilities, lied about their qualifications or simply cannot keep up with the pace of your organisation.

Affecting the performance of your whole business, identifying a bad hire in the eLearning sector is crucial. Here are five warning signs to look out for:

1. Distinctly Different Personality

When recruiting for a new role, the interview stage is the first real chance you get to assess a candidate’s personality and suitability for the position. But, since they’re often high-pressure situations, with applicants doing much preparation for an interview, you may not get an accurate reading of what the candidate is actually like.

They may present as being enthusiastic and hard-working, but once the role is secured, they may become unmotivated and unwilling to learn.

1. Their Claimed Skills Don’t Match Their Performance

In the eLearning sector, a potential candidate must have an array of specific technical and digital skills for employers. Unfortunately, however, to secure a position, a candidate may exaggerate just how experienced they are with a certain tool or programme to get the role. Then, once they are in the position, their lack of claimed skills doesn’t match the necessary level of performance.

Considering just how technical the eLearning sector can be, a new employee should (within reason) be expected to hit the ground running, armed with the necessary skills and qualifications as claimed on their CV.

1. Inability to Assimilate With The Company Culture

The importance of synergy in a company culture cannot be understated. An engaged, motivated workforce will be ready and willing to embrace the inherent values of the business into their everyday work. If a new hire comes into this system and fails to assimilate or, worse still, threatens to upend the health of the company culture, they should be removed.

In addition to embracing the business culture, new hires should be expected to abide by company rules and practices. If a new hire doesn’t abide by these codes and expectations, they should be removed.

1. Conflict and Lack of Communication

Moving naturally on from a new hire’s inability to assimilate is their lack of potential to communicate and learn, causing conflict as a result of their disruption. If a new hire is failing to listen to the recommendations of their peers and is frequently clashing, their behaviour should be closely monitored, particularly if their skills aren’t meeting expectations.

Communication is king. Do what you can to make sure that they’re settling in properly with honest and open dialogue. But if they’re failing to communicate their issues and challenges, then it may be a sign that they’re not suitable for your business.

1. Negative Attitude

If you’ve taken years to foster a strong and positive working culture in your business, never forget how just one negative individual can sow doubt and toxicity among your workforce. If your new hire is pessimistic, critical, and generally negative in how they go about their work, you’ll want to consider a one-to-one intervention and potentially a dismissal.

How to Avoid a Bad Hire

While it’s useful to be able to identify and potentially eliminate a bad hire from your company, the easiest way to prevent them from disrupting your company is to create a robust onboarding process. Perfecting your hiring process will help you to avoid hiring unqualified eLearning ‘experts’, saving you time, money and resources in the process. Creating a comprehensive onboarding process involves:

• Performing a reference check: Check with previous employers that the candidate has the right work ethic and relevant eLearning qualifications. 

• Incorporating assessments into the interview process: Use the interview process to learn more about the candidate than their personality. Set them an activity or assessment that asks them to put their claimed skills to the test. How well they do on this test will determine their suitability for the role. Just be careful not to ‘turn off’ prospective candidates with an exhaustive process. 

• Using a probationary period: A probationary period is a space of a few months in which the employer can assess the progress of the new hire, and the candidate can assess the suitability of the role for them. If you decide to let a person go while they are still on probation, you can do so with a shorter notice period.

• Using your existing team of employees: Your employees are already accustomed to the pace and culture of your business, and, since they’ll be working directly with the new hire, they’re in a good position to assess their progress. Ask your current team to keep an eye on the progress of the new hire, help their development and provide feedback on any areas of concern.

• Being proactive: Be vigilant and proactive when monitoring the possible warning signs of a new hire. Feedback on any areas of improvement with the new hire, and maintain a strong line of communication so that they also feel happy asking you questions. Strong communication will help to foster improvement, but will also make dismissal more straightforward if necessary. 

The Basic Skills You Should Expect From an eLearning Hire

If you’re looking to hire an eLearning professional, there are a number of skills you should expect, regardless of which discipline you’re looking to fill. A reliable hire in the eLearning industry should possess a range of technical soft skills and be fluent in digital literacy, allowing them to effortlessly fulfil their position, no matter if it’s in design, development or admin and maintenance.

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Instinct Can Help You Avoid a Bad Hire

Perhaps one of the easiest ways you can avoid a bad hire in the digital learning sector is to collaborate with a quality eLearning recruiter like Instinct Resourcing. Taking your onboarding responsibilities, our tireless work allows you to focus on the things that matter to your business, all while we handle finding you the perfect candidate for your new position. Actively seeking professional, hard-working candidates, there are several benefits to working with a specialist digital learning recruiter. We can help you avoid bad hires by:

• Screening candidates for the necessary skills and qualifications before submitting them to the next stage of interviews with your company.

• Offering an aftercare service that allows you to track the progress of your new hire with access to our timesheet portal.

• Offering a boutique service that prioritises your needs and seeks new hires from a vast talent pool of qualified candidates and individuals from across the eLearning industry.

To pierce through a crowded eLearning market, work with Instinct, a specialist digital learning recruiter, to connect you directly with the candidates that you need. Streamline your recruitment process and save time and resources by allowing us to take care of your onboarding while you focus on the work that matters most. Effortlessly elevating your operations, Instinct Resourcing is the solution to your eLearning needs.

Reach out to us today

As a specialised learning and development recruitment agency, we can help your business find the professionals you need to streamline your operations. Contact us and submit a vacancy for your eLearning job, and we’ll do the legwork for you, connecting you with the industry expert who can elevate your operations. Able to organise an eLearning hire for you in just 24 hours when searching for on contract employees, at Instinct, we are here for your needs.

Learning management systems (LMS) are already making AI digital learning technology more accessible, moulding the technology into practical tools that make for engaging teaching solutions. But to find out exactly how AI is changing talent needs, read on.

What does the digital learning industry currently look like?

Recruiting for LMS jobs and other eLearning positions in the digital learning industry has become increasingly difficult thanks to the widening skills gap between hopeful candidates and AI knowledge. Indeed, business executives estimate that approximately 40% of their workforce will need to reskill within the next three years, thanks to the adoption of complex AI technologies.

While the need for more AI specialists has risen, so too has the demand for eLearning solutions, with the industry estimated to reach $686.9 billion by the year 2030. This rapid growth in both areas has made eLearning recruitment an extremely competitive industry, with there not being enough AI specialists to fill the necessary digital learning roles. It’s quite clear that the digital learning space is in a period of transition, with an eagerness to embrace AI’s potential and the wishes of consumers, without the necessary professionals to facilitate this change.

How AI & Automation are changing how digital learning operates

AI and automation have already substantially changed how students study in just the past two years, offering more intuitive and adaptive opportunities for learning in comparison to traditional teaching methods. This has allowed students to become more independent in their learning experience, with AI intelligently tailoring skill levels to the needs of the learner. But this is just one way in which technological advancement has begun to transform digital learning.

• Automation makes the grading of papers and the tracking of student progress streamlined, allowing teachers to better prioritise their time.
• AI allows eLearning to advance beyond a rigid, linear system, offering an adaptive model that provides tailored learning journeys and different formats of study, from quizzes to video content.
• AI chatbots can provide learners with constant support, allowing students to stay engaged with a 24/7 course guide.

Challenges that AI & Automation are posing to digital learning

While AI and automation options may mean that digital lessons are quicker to produce and more personalised in their delivery, they do pose several challenges that will upend the normal order of learning. These challenges include:

• The death of the traditional classroom method of learning. Teachers may feel redundant with the emergence of intelligent AI platforms. To avoid this, AI should be incorporated into the classroom rather than shunned.
• AI is still imperfect and prone to mistakes; therefore, it should not be relied upon as a source of absolute fact exempt from verification.
• Thanks to the level of data they collect, AI-enhanced digital learning platforms raise significant GDPR issues
• As previously discussed, the rapid rise of appetite for AI tools in eLearning doesn’t match the number of qualified industry professionals, with this skill gap becoming an increasing concern.

How is AI and automation changing talent needs?

As eLearning tools become more reliant on AI technologies, there has, understandably, been a growing need for industry experts in the sector. The increased data analysis and content delivery required to deliver such solutions may mean a decrease in more traditional L&D roles and an increase in the need for more technically proficient specialists. No doubt, this has led to quite a significant skills gap.

AI demands in the eLearning sector require the need for specialists with a blend of specific skills that range from technical proficiency to business intelligence. Thanks to the specificity of hiring for these roles, many companies are instead turning to internal upskilling, where the following eLearning abilities are being prioritised:

• Comprehensive AI understanding: A knowledge of how AI platforms work, with experience in interpreting learner analytics that could be gathered from such platforms.

• AI automation and integration experience: Experience and knowledge of managing and integrating AI content into LMSs while ensuring quality control. 

• Fusing AI into instructional design: Instructional design jobs will demand experience incorporating personalised AI elements into a varied eLearning content platform.

As a result of these changing talent needs, new roles have emerged in the eLearning sector that have been built to attract a new kind of technical professional. Such roles include:

• Learning Experience Designers (LXDs): Using insights from AI, LXDs create personalised learning pathways with engaging, innovative solutions.

• KOL/Content Creator Managers: Key opinion leaders (or KOLs) and content creator managers essentially oversee the work of educators and creators, ensuring content is engaging and adhering to educational guidelines.

• Community Builders For Learners: These experts use AI tools to maintain engaging and energetic learner hubs where users can support each other’s learning.

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But, talent needs in the eLearning sector have always evolved

The sector of eLearning has been evolving all the way throughout the new millennium, with the emergence of new technologies making it an increasingly engaging and viable option for educators. Indeed, such innovations as the CD-ROM in the 1990s through to the popularisation of mobile learning in the 2010s forced changes in the eLearning sector, encouraging the demand for new skills and job roles, just like AI.

While it may seem like a turbulent era in the eLearning sector with AI, automation and the emergence of new, innovative technologies changing how learning is experienced, in reality, it’s merely another challenge for the industry to embrace. Your own business should follow suit, using changing eLearning demands to evolve your strategy rather than retreat from its menacing appearance.

Case Studies: Where has AI already been integrated into eLearning platforms?

With 47% of education leaders using AI every day, eLearning creators have already begun integrating automation and AI into their practices. Such companies have taken advantage of a clear trend in the market, seeking specialists with a comprehensive understanding of AI to transform how their platforms operate. Let’s explore how these companies have harnessed the versatility of AI across their platforms.

Absorb LMS

Claiming to be able to quickly close skill gaps, Absorb LMS has integrated AI to help fulfil compliance training requirements and much more. Trusted by the likes of Sony and Samsung, the platform uses AI to improve learner engagement while making administrative tasks far more streamlined. By wildly enhancing the administrative experience and making interactive formats of eLearning, Absorb LMS was named the number one corporate LMS by G2.

SC Training

An eLearning platform optimised for mobile learning on the go, SC Training gives employees a dynamic space where they can fulfil their training expectations. For course leaders, the platform includes an AI creation feature that allows lessons to be generated with ease and simplicity. This helping hand when designing and delivering eLearning courses allows thought leaders on the platform to spend more time incorporating innovative interactive elements.

Thinkster Math

Based in America, this maths platform, built for primary school and secondary school-educated children, uses AI to enhance learning. It does this through offering lessons that are tailored to the student’s skill level and their own preferred format of interpreting information, using automation to provide immediate feedback. With innovative feedback options for course leaders, Thinkster Math has become a leading competitor in its field.

How Instinct Resourcing can make sure you get the talent you need

As we’ve established, the increasing need for AI integration in the eLearning sector has led to a significant skills gap – but this is where we can help you. A multi-faceted eLearning recruitment agency that specialises in everything from securing digital roles in the public sector to recruiting for the NHS, at Instinct, we can connect your business with the exact eLearning expert that you need.

Offload your recruitment responsibilities to us, and we can utilise our impressive talent pool to allocate the exact digital learning expert to fulfil your needs. In such a competitive market for talent, we can quickly and efficiently find the AI-literate candidates for you, allowing you to focus on the jobs that matter in the meantime. From our initial consultation with you through to our aftercare offerings, we can lead the entire process.

Elevate your eLearning services by reaching out to Instinct today.