We’re obviously very pleased with that. But when we looked through some of the reviews recently, something else stood out:

The vast majority come from candidates and contractors we’ve worked with – some recently, and some who’ve known Instinct for well over a decade.

So why should that matter to a client?

For a lot of people, the recruiter is their first real interaction with a role. They’re the person explaining the opportunity, answering questions, giving feedback and keeping them updated while they wait to hear what happens next.

How that’s handled really matters.

One of our recent reviews described the experience as:

“supportive, friendly and totally transparent through the entire process”

And another contractor said:

“What sets them apart is how genuinely personal they are. They take the time to really understand your skills, your goals, and the kind of work that suits you and their clients.”

That’s the sort of feedback we want to hear!

We work in a specialist market. So if we’re speaking to someone about a digital learning role, we need to understand what they actually do, where their experience sits and whether the opportunity we’re discussing makes sense for them.

One reviewer, who first found a role through Instinct in 2019 and has recently worked with us again, said:

“They have a strong network of high-quality talent and a real understanding of the sector.”

And people coming back to us is something we noticed quite a lot in the reviews.

One contractor wrote:

“I secured my first contract role with Instinct back in 2014 working with Andy and they’ve remained my trusted recruitment partner ever since – offering support, feedback, advice – and some inspiring positivity when most needed.”

Another said:

“I’ve had the pleasure of working with Instinct on multiple occasions as a contractor and every time I’ve found them to be absolutely fantastic.”

Recruitment can be quite transactional. There’s a role, somebody gets placed and everyone moves on. We don’t really want it to work like that, and we never have.

The learning market isn’t enormous. People we’ve placed become hiring managers, contractors come back for their next project, and someone who isn’t right for a role today might be exactly who a client needs further down the line.

Those relationships are a big part of the network our clients are accessing when they work with us.

The practical side matters as well, particularly with contract recruitment. One reviewer summed up their experience as:

“The onboarding process was smooth and efficient, and communication was clear throughout.”

None of this is particularly complicated. People want recruiters to understand what they do, communicate properly, be straightforward with them and do what they say they’re going to do.

But when a recruitment agency is representing your vacancies in the market, those things reflect on you too.

So yes, we’re very happy to have reached 330+ Google reviews and maintained a 4.9 rating. But we’re probably more pleased with what people are actually saying in them.

Because if candidates and contractors consistently have a good experience with Instinct, that’s good for them, good for us – and good for the clients we’re representing.

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. 

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.

–

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

Adapting to the Latest Tech Trends

In the learning sector, technology plays a pivotal part in our day-to-day roles. The landscape of Learning & Development is unrecognisable compared to how it was 20 years ago. From the very early learning courses published on CD-ROMs to courses now housed on cloud-based LXPs and built to incorporate interactive elements like gamification and virtual and Augmented Reality (VR & AR). The world of learning has changed beyond belief, and technological advancements aren’t slowing pace!

Changes in Learning Methodologies and Approaches 

Historically, methods like “chalk and talk” have always been one of the main approaches to learning, but as we know now that is of course not always the most impactful method. Digital learning revolutionised learning methodologies and since its implementation, it has continued to evolve. Newer methodologies such as 5Di and a more human-centric approach become popularised and can replace the tried and true methods such as ADDIE, hence we find ourselves back at the heart of this blog, The Importance of Continuous Development!

How Can You Stay Current?

Luckily, the world of Digital Learning is built up of some truly amazing individuals, who pride themselves on ensuring they are up-to-date with trends and sharing that with their peers! As such, networking has to be one of the best tools in your arsenal! Attending webinars, L&D Meet-Ups, and industry events such as the Learning Technologies Exhibition & World of Learning are fantastic ways to meet like-minded professionals, swap new ideas and trends and share what is and isn’t working!

Looking outside of learning has to be where the majority of technology enhancements have come from. VR was first introduced to immerse viewers in Cinema, then widely adopted by the Video Game Industry now being one of the bigger tech trends in Digital Learning! Often our biggest technological advancements weren’t initially designed for L&D, so don’t be afraid to look outside of the learning sphere and see how it can be used to enhance learner experiences!

If your current organisation is a bit more old-fashioned in their approach, looking into professional qualifications is sometimes the best way to stay abreast of the latest trends and to show potential new employers or clients that you have the skills and knowledge to add significant value to their learning teams.

Conclusion

In the dynamic world of digital learning, it is not just a personal advantage, but a professional necessity to change, learn and focus on continuous development. By embracing change, new skills and technologies, and being a lifelong learner, you can position yourself as a leader in this ever-changing industry!

After working in the Education Team at Instinct Resourcing for over 2 years, I have spoken to countless teachers looking to make the career move into the eLearning sector. Although many career paths can lead to eLearning, a teaching background is often the most logical route to making the leap. Who wouldn’t see the appeal in flexible work arrangements, scrapping endless hours of marking, but still utilising your expert knowledge of learning theories? In this article, I will cover some of the trends I have seen firsthand that have assisted ‘transitioning teachers’ into eLearning.

Deciding which eLearning role is right for you. 

Before delving into some tips and tricks on how to transition into eLearning, let’s identify the eLearning roles you could potentially move into.

Starting by breaking down the entry-level roles into three positions:  Instructional Designer, eLearning Developer, and Learning Technologist. These are some of the most popular entry-level roles we recruit for.

• An Instructional Designer meets with Academics/SMEs, determines learning objectives, implements a pedagogical approach, and builds a course blueprint.
• An eLearning Developer takes the blueprint and creates the course using authoring tools, develops media, and interaction pieces, and presents the course for review.
• A Learning Technologist maintains the Virtual Learning Environment (Moodle, Blackboard, Canvas, etc), uploads courses, ensures easy navigation of the platform, troubleshoots, ticketing, and supports and trains staff and students on best practices of the VLE.

The role responsibilities do crossover and are open to interpretation, but I would say at an entry-level position these are the three roles you could start in your eLearning career.

Although skill sets are not exclusive to a role, in my experience each role tends to attract similar skill sets. Typically, Instructional Designer’s research adult learning principles, and understand how students learn best, as well as being strong writers. eLearning Developers have a creative flair with an eye for the arts and multimedia. While Learning Technologists help people to use the technology, lead workshops and enjoy working with technical tools.

How to transition into eLearning 

If the role of an Instructional Designer is more suited to you, I suggest researching the Instructional Design principles. These are practices and theories of how to create an eLearning course. Including the ADDIE Model, SAM, ABC, 70:20:10, 5DI, etc.. They are the backbone of eLearning courses and if done well, ensure a good student experience. There are several courses, including a course by the Digital Learning Institute, which is a paid-for course that will cover the above. Also, various University degrees are available to complete, and charities are always looking for volunteers to help.

Portfolio, portfolio, portfolio. I cannot stress this enough. While Teachers create lessons day after day, they are not the same as an eLearning course. You may have the knowledge of creating a pedagogically sound classroom lesson and there are similarities to this and an eLearning course, but keeping an individual focused and entertained without using your presence is a new skill. You can download a demo of Articulate 360 and familiarise yourself with its tools and techniques. Just remember to save these courses and create a portfolio, make something you are proud of. Also, LDN Apprenticeships have a course on how to use an array of authoring tools, so you are ready to walk into a role as an eLearning Developer.

Lastly, for a Learning Technologist position, it may be hard to get your hands on a VLE, unless your current employer has one, but some skills are easy to bring out into your CV. You will be coaching members of staff and students on how to use certain tools, leading workshops, 1-to-1 sessions, and drop-in sessions. Working with students to understand their queries and advising how to fix them. We would likely see people from a technical background or an Academic background where they can advise on TEL (Technology-Enhanced Learning) Tools.

As is the same with moving to any new position, it can probably be broken down into 4 key steps, earn a qualification, develop technical and specific tools, get relevant work experience, and then keep on being proactive in learning more and more. While I cannot guarantee this advice will lead to instant success, this is advice I give daily to the education sector.

If you a teacher looking to make the transition into eLearning, it would be great to hear from you. Or, if you have already made the leap into eLearning, what was a determining factor that helped you get your first eLearning position?

Get in touch today – gus.beecroft@instinct.co.uk

• How do I prepare for my interview?
• Please can you advise on what I need to do before my interview?
• How can I give myself the best chance of a successful interview?

So, here are a few tips from the team to help prepare for your first stage interview:

Research, research, research!!

• Get to know the company you are interviewing with inside and out. So, in the event of being asked: What do you know about us? You are equipped with the answers. Things to research include: The company history, size, financials, team, core values, recent projects, the sector they are in and their footprint in that sector. The more research the better! This helps you understand the company better to help you decide if it is the kind of organisation you want to work for, and will enable you to prepare a range of questions in readiness for your interview.
• Get to know your interviewers. Prior to your interview, you should have been advised who is going to be conducting the meeting. It is important to look at their personal profiles, on Linkedin, company website etc, to get an understanding of their backgrounds, skillset, and role in the company along with their progression path. Also, you may find some common values, for example, you may have worked at the same companies or gone to the same School / University which can be an instant icebreaker in an interview scenario!
• Know your CV. Your interviewer has seen your CV before they meet you and that CV is the reason you are in the interview. So, making sure you know what you have written and can answer any questions about your CV experience is crucial – or this could end up being an awkward conversation when they recite something from your CV, and you forgot you had written it!
• Understand the position. You will be asked questions that relate to the job you are interviewing for, so digesting and analysing the job specification will allow you to formulate your answers that relate to the role more accurately. If the role mentions using Articulate Storyline and the Adobe Creative Suite then the chances are, you will be asked about your competency with these tools. 
• Practice! This relates to the point above – if you are going to be asked about your experience in a certain sector then practice your answers so you aren’t struggling to formulate one when in the hot seat! Practice formulating your answers so that the interviewer will not have to ask for you to expand. 
• STAR – At Instinct, we recommend the STAR Methodology when answering interview questions – competency-based or not. STAR stands for situation, task, action, and result and using this technique will enable you to structure your answers to interview questions. The benefit of the STAR method is that it should help you provide clear and concise answers — be specific, but don’t get caught up in the details.

Preparation will allow you to be more confident when interviewing as you will have all the knowledge you need to hurdle any question thrown your way. Confidence is key in the heat of an interview environment and will in turn allow you to feel more relaxed, less pressured, and enjoy the interview rather than dreading it!

Culture issues: 

One of the most common reasons people look to leave their current roles is due to a poor company culture. This can appear in many different ways, but typically centres on feelings of distrust between employee and employer, colleague dispute, office gossip, high staff turnover rates, poor boundaries between work and personal life, or even a general low feeling of morale. While there is no such thing as a ‘perfect work culture’, it has become increasingly important for people to feel as though they feel comfortable in an environment for which they spend a large proportion of their lives.

Work-Life Balance:

Following the previous point, a poor work-life balance typically ties into feelings of poor company culture. The most common points indicating a desire for a better work-life balance can include feelings of burn out or a lack of motivation to work, a lack of flexibility for remote/flexible working, or an increased need to spend more time with friends and family. The pandemic in particular has rapidly fuelled the conversation around the ability to adapt certain professions to home-working, with some now valuing this is a key addition to their work-life balance.

Career Progression: 

More generally, many of our candidates discuss a desire to progress further in their career journeys and often feel they are unable to achieve this without changing organisations. Often, candidates see a very black and white progression route ahead of them, which typically requires a senior staff member to step out of their current role in order to form a space for any other employees to move upwards. This is a very common reason for a candidate looking to put themselves on the job seeking market, but it’s always worth speaking with a direct report to firstly see if there is any potential to advance into a more senior role before actively applying elsewhere.

Job Satisfaction / Fulfilment:

A lack of job satisfaction is particularly apparent for the slightly more experienced workforce, who have developed a greater depth of understanding for their key moral drivers in their overall lives. We have countless conversations with candidates who reach a certain point in their career and have the urge to move into a sector which aligns closely with their personal interests or values. If their current organisation or the role itself does not align well with these values, it can become difficult to remain motivated and typically begin the process of looking elsewhere.

Redundancy / Threat of Redundancy:

This may seem an obvious one, but a threat of redundancy can scare an employee to the point of feeling anxious that their role may be taken away at any given point. With significant events impacting the economic growth of organisations or even entire sectors, whispers of redundancies can cause candidates to panic and begin the process of ‘jumping before they’re pushed’. More plainly, if a candidate is made redundant, they will typically start looking for a new role straight away.

Relocation / Lifestyle change:

On the more logistical side, some candidates simply need to change their jobs as they are looking to relocate. This can involve a partner finding a new job, or even the hunt for a different life overseas. Some organisations have different bases to choose from or can even facilitate transitioning to a fully remote version of their role. However, if this isn’t an option, most candidates will look to change jobs entirely.

These are just some of the most common reasons for transitioning jobs for the current market of candidates that are open to work. If we’ve missed any, what are some further trends you’ve seen as of late, or what have your own drivers been in the past?

Whether you’re a contract designer switching between projects, or you are in permanent employment looking for that next career move, a portfolio is an essential part of your job seekers tool box.

Where to start

Building a portfolio can be a time-consuming task. However, it’s a brilliant way to present your talents as a digital learning professional.

As a starting point, there are several key elements we believe you should include. Adding a short biography to document your education and professional background. Ensuring you have relevant and interesting project examples that showcase your skills. Including testimonials from employers, clients or co-workers to prove your capabilities. There are also the small details to remember – don’t forget to include your contact information – we know it’s simple, but it can easily be forgotten.

Include examples that show your abilities

Your portfolio should be engaging, professional and concise. Don’t overload it with examples and irrelevant information. ‘Less is more’ is the phrase we like to use here.

You want to impress, so select digital learning projects that really highlight your skills and knowledge. If you are a Developer, evidence your experience of using authoring tools. As an Instructional Designer include your knowledge of storyboards and digital learning modules.

Explain your choice of examples

It’s important to describe why you have included your chosen projects. Writing a short summary will help you to explain your involvement and the outcome of your examples. Ensure you include important details such as:

• What the brief was
• What software and tools you used
• If you used multimedia elements such as video or podcasts
• Whether you overcame any problems
• Most importantly if the objectives and goals were achieved

The extras

Tailor your portfolio

It’s important that you use appropriate examples that relate to the job you are applying for. This could mean creating several portfolios for different sectors or positions. Although this may seem a tedious task, it could emphasise your enthusiasm for the job you are applying for.

Don’t forgot to update

Think of your portfolio as ‘work in progress’. Whether you’re in a permanent, contract or fix term position, it’s important that you stay current by regularly maintaining your portfolio. We know it can easily slip your mind. Nonetheless, it could save you a lot of time when you decide to take that next step.

Become an expert

Actively engage with content online. Build a presence on social media, interact with topical forums and groups, and network with digital learning professionals. You may even want to consider posting your own blog. This may seem a little daunting, however could really raise your profile with prospective employers.

So, creating a great portfolio is the perfect tool to showcase your potential. It allows you to stand out from the crowd and secure that dream job!

It could come tied to a variety of incentives or perceived negative connotations, such as:

• More money (this being the most common approach)

• A promotion, offering more responsibility or a modified reporting structure

• Greater flexibility (such as work from home options)

• Shares/equity in the business

• A “confidential” pitch on the “exciting new developments happening this year”

• Promises of future considerations for promotions or reward schemes

• Disparaging remarks towards your new employer or role

• Guilt-tripping dialogue in reference to “abandoning” your colleagues and friends

Remember your training, so to speak, and keep in mind the reasons that lead you to the definitive decision in the first place. Your goal is most likely personal and professional progression and the best thing is that, at this point, the hard work is done. You have already secured a fantastic and hopefully exciting new role and so you owe it to both yourself and your prospective employer to see it out and go ahead with your decision.

Consider the following before committing to a back-and-forth negotiation regarding your future and your happiness: 

Moving on was the only way to get a significant increase in pay

Notice how you become more valuable once you’ve handed in your resignation letter? It’s worth considering why you weren’t offered a justified increase in pay before now. There may be legitimate business reasons, however, those reasons are still holding you back. It’s conveniently easier and cheaper for your current employer to put forward some small incentives to keep you on board.

Things won’t change

The phrase “a leopard never changes its spots” comes to mind when dealing with the workplace. All of those frustrations, stifling feelings and ongoing dissatisfactions will still be there, even with a new job title and a few extra quid in your bank account. It’s a harsh reality but one that must be kept at the forefront of your mind and taken into account when making definitive decisions about your life and future. 

Where has this new position suddenly come from?

Don’t be too glamoured by the prospect of new titles and tweaked responsibilities. Unless you are being offered a promotion to an existing position, then you should question how they came up with such a job description so quickly. Chances are if these prospects didn’t exist before your revelation of parting ways with the company, they still don’t. There’s always a risk element involved when taking on a newly created role, but that risk could be somewhat increased under such circumstances.  
How safe is your job?
By all means and rights, your decision to resign and chase career development should never impact the way an employer behaves towards you, should you decide to accept the counter offer. The fact is, people, more often make emotion-based decisions rather than calculated ones and if an individual feels personally offended at your previous flirtation attempts with another business, they may have your name on the tip of their tongue when redundancies are lingering in the air.

You’ve already accepted an offer

By virtue of hiring you, your prospective new employer has already demonstrated a strong belief in you and your capabilities to be of great value to their team, and you haven’t even had your first day yet. Additionally, it would be less than great practice to be leading an organisation on by accepting an offer, encouraging them to end their search, allowing them to put procedures in motion (contract write-up, payroll, pension plans, bonus schemes etc) only to then let them down at the last minute. It would be a reflection of your character and in 9 months time, when 4 out of 5 people who have accepted a counter offer, leave their jobs anyway, you could be left with one less solid employment option (if you find yourself in the same position).

So, don’t be too flattered to the point of staying put and putting your aspirations on hold. Remember what made you want to better yourself and improve your circumstances in the first place. Always give serious thought and consideration to moving jobs before you begin the process – you’ll thank yourself for being decisive from the start.