That’s where AI LMS comes in. The future of a competitive workforce demands learning that is quick, adaptive, and personalised, and an AI LMS can enhance this by making sure every single employee receives the right training at the right time. 

As a leading LMS recruitment business, we know a thing or two about digital learning. And in this blog, we’ll explore what an AI LMS is and detail exactly how it will shape your L&D strategy.

Let’s dive into it…

What is an AI LMS?

Firstly, let’s explore what an AI LMS actually is. Essentially, an AI LMS is a learning management system that uses artificial intelligence to automate tasks and personalise the learning experience. Unlike more traditional LMS systems, an AI-powered one will use machine learning and other AI technologies to: 

• Create learning paths
• Generate content
• Provide data-driven insights
• Automate administrative duties like progress tracking 

All of these things can result in significant time and cost savings. Another great aspect of AI-powered LMSs is that they facilitate more personalised learning. Similar to a recommendation algorithm on platforms like Spotify, an AI LMS can recommend courses to learners based on their previous activity.

What to look for in an AI-powered LMS

Now that you know what an AI LMS is, it’s a good idea to know what features you should look out for. Choosing an LMS can feel overwhelming, so here are some essential capabilities that we think you should look for in an LMS platform that’ll deliver on the promise of AI-based online learning:

Admin task automation – AI is highly capable of performing human-like tasks such as data analysis and decision making, which, when integrated into an LMS, automates more mundane training processes like tagging content and suggesting personalised courses, allowing staff to focus on more meaningful tasks. 

Content curation & aggregation – By assessing learner preferences and prior successes, AI can automatically curate and filter content such as courses, videos, and articles. It filters through these to provide only the most relevant and engaging content, meaning that users actually enjoy the learning process. 

Personalisation of learning – Most employees want to learn on their own terms and have high expectations of flexibility, which is why interactive learning material should be engaging and relevant. AI will make your learning platform responsive to individual needs by adapting intelligently to their requests, also helping to increase engagement.

How does it change the learner experience for the better?

There’s no denying the fact that technology is infiltrating every aspect of our personal and professional lives, and that extends into our learning environments. In fact, the future of digital learning is rapidly changing and relying more and more on efficient technological solutions. 

As a result of this, learners and L&D admins are expecting fully optimised and user-friendly eLearning content and experiences. With the addition of AI, admins now have new opportunities to develop more immersive learning while automating more menial tasks. 

However, it’s not just the admin’s time that AI saves. Learners will benefit from not having to complete training courses that are irrelevant to them and their roles. Instead, they’ll get worthwhile recommendations that will upskill and cement them in your workforce.

How will it shape the future of the workplace?

Investing in an AI LMS will, without a doubt, reshape the future of your workforce by transforming their training into something that’s more strategic, personalised, and engaging. This, in turn, will make employees more compliant and actually eager to complete work on their eLearning platforms. 

Here are some other ways that AI LMSs are reshaping the future of workforces:

Hyper-personalised career paths

An AI-generated LMS makes sure that the learning experience is highly individualised, meaning that employees can adopt skills much quickly. The system can analyse a learner’s current knowledge, behaviours, and skills, and in turn adjust their training path by skipping content they already know and recommending courses that will fill skill gaps. This will ensure that employees are only spending time on skills that they actually need and get rid of any fluff.

Proactive skill gap identification

An AI LMS can also change learning and development from a reactive activity to a proactive strategy. They can do this by predicting which skills may be needed in 12-24 months’ time, and which ones will need less focus. This can allow organisations to proactively roll out training programmes to build skill gaps before they become a critical issue.

Automated assessments

One of the most time-saving impacts that an AI LMS will have on the future is automation of the entire assessment pipeline. An AI-generated LMS can provide real time scoring and feedback to the learner immediately after they complete a module, allowing them to correct mistakes while the content is fresh. Beyond this, it can also analyse why a cohort has struggled with specific learning or concepts, creating personalised reports on the effectiveness of the training itself.

What about problems that companies may face?

While it’s clear that AI LMSs are transformative, there are some roadblocks that you might face when adopting them. That’s why we’re making you aware of problems you may come across in order for a smooth and successful transition. These may include: 

Data integrity and ethical concerns – Some businesses might be wary when it comes to the data that AI consumes. If the existing data feeding the AI is incomplete, outdated, or inconsistent, then the results it comes up with may be flawed personalised recommendations and skill gap analyses.

Upfront costs – The initial cost for licensing, system customisations, data migrations, and completing the right cloud infrastructure can be quite expensive, so it will demand a strong ROI justification. 

Employee resistance – Some employees fear that AI is a surveillance tool, which might lead to low engagement or reluctance to fully participate in this new system. Equally, over-reliance on AI can dehumanise the whole learning experience. Some human elements are likely preferred. 

Still slightly worried? Learn more about AI & automation in learning tech here.

Use our expert guidance to future-proof your workforce

Hopefully, this blog has taught you a bit more about AI LMS and has shown that it’s now a fundamental architecture required for your future workforce. A shift to adopting AI LMSs will ensure that your employees aren’t just compliant, but efficiently skilled to thrive in their role for years to come. 

Here at Instinct Resourcing, we’ve been building our expertise since 2011. That’s why you can rely on us for expert knowledge on the digital learning world. Our mission is straightforward: to drive the digital revolution forward by connecting top talent with innovative companies. 

Get in touch with us today or send your CV to be matched with top LMS job opportunities!

The benefits of eLearning are that users can do it anytime and anywhere, which means the content development has to have minimal errors so learners don’t run into any issues whilst studying. Due to it being a complex task, there are several parts that need to be considered.

How do you develop eLearning content? 

Content for eLearning courses should align with the audience’s needs and pain points. Even if you have great, engaging content, it won’t be beneficial to the learners if it doesn’t resonate with them. 

E-learning developers often use tried-and-tested frameworks, such as the Universal Design for Learning (UDL) and Mayer’s Multimedia Principles, to help shape the content they design. This ensures that the structure and flow of the course are at the forefront.  If you are already familiar with tools like Microsoft PowerPoint, this is an easy place to start. However, for a more polished and interactive presentation, Articulate Storyline or iSpring Suite can improve your content and take it that step further. Alternatively, rather than having to develop the content yourself, we can pair you with a professional e-Learning content developer to help you build courses without the stress.

Why is e-Learning content development important?

The main reason that e-Learning content development is so important is the aspect of flexibility. Learners should be able to access the course on the go, and your course should reflect this style of learning. It is also more cost-effective than having to spend on in-person resources. This process is scalable; it can be distributed to a large audience without bearing any further costs. 

Whilst being accessible, customisable, and cost-effective, another benefit of e-Learning is that it removes the pressure from learners. They can study from their own homes and at a pace that suits them best. It promotes active engagement and continuous learning.

The stages of content development

Step 1: Analysis

Before going straight into developing your content, you need to have an understanding of what you want this course to achieve and what skills the learners will get from this course. It’s a good idea to ask these questions: 

Who is the target audience and what skills do they need? 

What are the learning objectives, outcomes, and expectations?

How will you align your content with the learning objectives?

Talking to potential participants and getting answers to these questions is helpful to know how to develop your content with a learner-centric approach. It’s also a good idea to understand how they want and prefer to learn, as this can direct the types of content and interactivity that will get the most engagement. 

Step 2: Creating a design vision

A design vision is a rough idea of how you want your course to look and come across to learners. You can think about the style, tone, format, and also the delivery methods you plan to use. This could be AR/VR, videos, animations, or a combination of them all. 

Tip: Include interactive elements to increase engagement potential.

Think about how you will structure the content into different modules, lessons, and activities. It’s important to group similar themes and subjects so the learning journey feels smooth and well-connected.

There are several tools you can use to help out at this stage: 

• Mind maps – this technique helps with grouping ideas and options
• Storyboarding – organise your content into a coherent sequence that flows through modules
• Wireframing – this allows you to establish basic layouts and draft content, enabling you to test any interactive elements.

Step 3: Developing your content 

This is the exciting stage where you can start to produce your content on your chosen platform. Using tools like Articulate Storyline, Lectora, or Adobe Captivate allows you to create interactive and responsive content. Similarly, video editing and graphic design software are great at this stage for creating engaging visual and audio content. 

We would always recommend producing a prototype first before launching your course, so it can be tested and run through to look for any bugs or errors. With feedback, you can refine your design before the launch. 

Step 4: Review

Testing your content is a really valuable step. Test it out in front of a group on the actual platform you intend to use when you launch the course. Similarly, test out the interactive elements. You want to make sure the learners are engaged and the course is meeting the learning objectives even in this testing phase, so that you can go back and refine anything that might not be working. 

This stage often takes a few revisions, but this just helps to make the final design as optimised as possible. 

Step 5: Go live & monitor

After reviewing your content and making sure it all works smoothly, you are ready to launch!

It’s important to keep monitoring your course and the content, as you may need to tweak and amend things over time, for example, if you need to switch platforms or the content becomes outdated. 

Things to consider when monitoring are: the number of users, the length of session times and whether they are sticking around for the full length of the course, any specific drop-off points, consider which pages or content types lose engagement consistently and amend those, and finally, which modules and activities are getting the most traffic, is it a particular interactive feature or format? This will help you amend the drop-off points and develop any future courses.

Trends in e-Learning content development

As with anything online, e-Learning is a fast-paced, dynamic environment. New trends in platforms, tools, and content can come and go at any time. 

Here are some we have our eye on: 

Adaptive learning – this is self-paced learning where students can set their own pace and control how much time they spend learning and where. AI is increasingly being used in e-Learning content development to enable customisation of needs and preferences. 

Micro-learning – this technique is used by breaking up content into easy, manageable chunks, which aligns with adaptive learning. Learners can focus and digest the most important information. 

Immersive learning – this allows learners to act out real-life scenarios and use the knowledge they have absorbed in situations that are realistic to their roles, but in a safe environment where it’s acceptable to make mistakes.

E-Learning with Instinct Resourcing 

At Instinct, we can help connect you to experts in the industry who can help with discussing e-Learning content development.

If you are looking for an expert to join your team or to partner with an e-learning content developer, contact us, and we can help you find the right person to fit your needs. Similarly, if you are looking for a role as an e-learning content developer, submit your CV to us.

For decades, immersive learning has been used to master practical skills, from fire safety drills to emergency evacuation exercises. The difference today is that VR and AR can simulate real-life scenarios in a safe, controlled digital environment. Learners aren’t just watching or reading; they’re actively practising and applying their skills in realistic settings.

In both corporate training and education, immersive learning is opening up opportunities to make learning more engaging, memorable, and effective.

What Is Immersive Learning?

Immersive learning is about learning by doing and it is a type of behavioural science with the idea that repetition and hands-on practice helps retain knowledge and refine skills. Role-playing and simulation exercises have long been used in training, but AR and VR bring these exercises into a fully interactive digital world.

Immersive learning is used for hard skills like technical processes, operational procedures, or even learning to fly a plane. It’s also effective for soft skills, such as leadership, customer service, and managing difficult conversations.

Studies from PwC show that learners using VR completed training up to four times faster than those in traditional classroom settings. Participants also reported being 40% more confident applying their new skills in real-world situations after VR training.

The Technology of Immersive Learning

What makes immersive learning so compelling is the sense of actually being in the environment. Creating that experience requires expertise.

• Instructional design helps structuring learning experiences effectively
• UX and UI design in making interactions intuitive
• Data science for personalising and analysing learning progress
• Sound and media design help with creating realistic, engaging environments
  

Learners enter these virtual worlds through VR headsets, desktops, or mobile apps. They interact with digital versions of tools, virtual human avatars, and lifelike environments. The result is a learning experience that’s engaging, memorable, and as close to reality as possible.

The rise of the metaverse promises even more possibilities. As physical and digital worlds merge, learners and educators will be able to interact, practice, and explore immersive environments in ways that were previously unimaginable, all from their own homes.

What’s the Difference between VR and AR?

Virtual Reality (VR) creates fully immersive experiences that are delivered through a headset. You can see, hear, and interact with a digital world as if they were really there. VR is particularly effective for situations where real-life practice is risky or costly.

Augmented Reality (AR) adds digital elements to the real world. It overlays images, videos, or 3D models onto physical environments. It’s more accessible than VR, as it doesn’t require specialised equipment.
Both VR and AR are transforming the way organisations teach skills, engage learners, and deliver training content.

Building Effective Immersive Learning Environments

While immersive learning is exciting, creating it effectively takes planning. 

Choose the right technology

Consider your budget, physical space, and learning objectives. Technology should support outcomes. If you introduce it just for the sake of it, it can be ineffective and expensive.

Focus on the learner

People will have different levels of tech confidence. Keep sessions short (15–20 minutes) and accessible, including support for learners with disabilities. Unlike traditional classroom learning, immersive learners control their experience. 

Blend with digital learning

Combining immersive experiences with online modules lets learners practice at their own pace and revisit content as needed.

Enhancing Digital Learning with Immersive Learning 

Immersive learning can boost focus, engagement, and retention. Learners can actively practise in real-life situations, make mistakes safely, and repeat exercises as needed.

Unlike traditional online learning, immersive environments remove distractions. No open tabs, notifications, or interruptions, just learners fully engaged in the task. This combination of practice-based learning and self-paced digital access makes for an excellent training tool.

Challenges of Immersive Learning and How to Overcome Them

While immersive learning is transformative, it comes with some challenges.

Technology Adoption & Accessibility

Not all learners are comfortable using VR or AR technology. Overcome this by providing clear instructions, beginner-friendly tutorials, and short sessions to build confidence. Some learners may have physical or cognitive limitations that require adaptive technology or support. Plan for accessibility from the start to ensure everyone benefits.

Cost Considerations

VR headsets, AR devices, and development software can be expensive. Start with pilot programs or mobile-based AR experiences to keep costs manageable while still delivering impact

Content Design

Immersive learning experiences need to be well-structured. Poorly designed simulations can frustrate learners or fail to achieve learning outcomes. Collaborate with designers and experts to create engaging, realistic scenarios.

Scalability and Integration

Ensure immersive learning can integrate with existing Learning Management Systems (LMS) and workflows. Start small, collect feedback, and scale gradually to maintain quality and consistency.

Immersive Learning at Instinct

At Instinct, we are committed to deepening our knowledge of immersive learning. We staff the UK’s largest ever eLearning programme and strive to partner employers with high-quality digital talent, from design to development. 

Ready to transform your digital learning strategy? Talk to one of our experts today or submit your CV.

Frequently asked questions

Can immersive learning replace traditional classroom training?

Not exactly. Think of immersive learning as a powerful addition to your existing training, rather than a replacement. It works best when paired with other digital or in-person learning, letting learners practise real-world scenarios that build on what they’ve already studied.

Is VR suitable for all learners?

VR can be great for most people, but not everyone feels comfortable wearing a headset or using immersive tech right away. Shorter sessions, clear tutorials, or AR alternatives can help make sure everyone gets involved and benefits from the experience.

How much does immersive learning cost to implement?

That depends on the type of technology and how big your programme is. Mobile-based AR tends to be more affordable, while full VR setups with headsets and custom simulations require a bigger investment. A good approach is to start small with a pilot, see the results, and then scale up.

How long should a VR or AR session last for optimal learning?

Keep it short and focused. Around 15–20 minutes is usually ideal, enough time for meaningful practice without overwhelming the learner. This keeps engagement high and helps information stick.

Can immersive learning be applied in soft skills training?

VR and AR aren’t just for technical tasks, they’re perfect for practising communication, leadership, and problem-solving. Learners can rehearse difficult conversations, customer interactions, or job interviews in a safe, risk-free environment.

Here at Instinct Resourcing, we know a thing or two about digital learning. We deliver exemplary online recruitment services, partnering with you to find top LMS talent and eLearning development experts that’ll support your search for candidates.

Interested? First, let’s have a look at some of the ways that you can make eLearning a bit more fun and interactive…

What does eLearning look like in 2025?

Before we dive straight into our top tips, it might be beneficial for you to understand a bit more about eLearning and its demands in 2025. eLearning has moved beyond simple online courses and static content. Instead, it’s now heavily influenced by cutting-edge technology and a shift in what learners expect. In fact, the whole future of digital learning is adapting to new tech and exciting inventions that promise to transform the way in which we absorb information. 

In the UK, eLearning is quickly becoming one of the most important formats of training, allowing companies to save money and streamline their policies and operations with ease. That’s because it makes the process easier to deliver and more effective to digest by users.  Discover these 10 types of eLearning platforms to give you a head start.

The importance of interactive elements

Modern learners have high expectations for digital experiences, and this doesn’t stop at learning. They’re more accustomed to engaging platforms like streaming services, social media, and video games. A static bulk of text or information can feel outdated and fails to hold their attention as well. That’s why there’s a demand for more interactive eLearning experiences.

How to make eLearning interactive: 5 innovative steps 

Now that we understand why eLearning is on an unstoppable incline and why users crave these interactive elements, it’s time to implement them. Below, we’ve got 5 proven ways that make online courses more engaging and more enjoyable. Let’s have a look at them in a bit more detail…

1. Implement employee-generated learning

One of the most effective ways to create interactive eLearning is to opt for collaborative learning, where employees take an active role in content creation. This allows employees to share their expertise and contribute to their own training materials. 

This makes courses more interactive because: 

• It increases relevance – Employees can create practical, real-world training, addressing actual challenges that learners face. 
• It encourages participation – Employees will feel a sense of ownership when creating courses, naturally increasing engagement levels. 
• It improves knowledge retention – Teaching others is one of the best ways to learn. When employees take part in training development, they reinforce their own knowledge while helping other colleagues learn. 
• It keeps training up to date – Employees can quickly revise and update content based on the latest developments in their field. 

2. Use real-world scenarios

One of the biggest challenges of eLearning is making the content feel relevant to employees. Many learners struggle to see how training applies to their daily work, which leads to lower engagement levels. Real-life scenarios and case studies can solve this problem by placing learning into the context of real job situations. This will enhance interactivity by: 

• Connecting theory to practice – Instead of just reading about a concept, learners can see how it works in real-life situations. 
• Encouraging decision-making – Interactive scenarios require learners to make choices and experience the consequences. 
• Making training more engaging – Employees are more interested in training when it relates to actual workplace challenges. 

You can utilise real-life scenarios by creating specific modules where learners encounter a problem and choose how to respond. The course can then adapt based on their choices, making learning much more interactive. Instead of presenting solutions, ask learners to critically think about the problem and propose their own solutions. 

This scenario-based learning is one of the most effective methods for increasing engagement and knowledge retention. It’s also one of the many benefits of using eLearning platforms. 

3. Enable microlearning 

More traditional training often overwhelms learners with long, content-heavy courses that are boring or hard to retain. Microlearning can solve this problem by breaking down learning into small, focused lessons that employees can access as and when they need them. This improves interactivity by: 

• Boosting retention – Short, focused lessons are easier to absorb and remember than long lectures. 
• Encouraging self-directed learning – Employees prefer quick, practical content. Microlearning won’t disrupt their flow of productivity. 
• Improving the application of knowledge – Learners can apply what they’ve learnt right away, reinforcing knowledge through practice. 

Try to keep your courses under 10 minutes long. You can also use a mix of formats, such as video-based learning, infographics, quizzes, and flashcards. Ensure that this content is mobile-friendly and easily integrated into your learning management systems so that employees can learn anytime, anywhere. 

Find out more about what an LMS is by reading our blog here. 

4. Utilise gamification to make training more engaging

There’s no denying the fact that people are naturally motivated by goals, rewards, and competition. That’s why eLearning gamification can tap into this by using game-like elements to make learning much more fun and engaging. It improves interactivity by: 

• Making learning entertaining – When training feels like a challenge rather than a task, employees are more likely to participate and stay engaged. 
• Increasing motivation – Earning points or competing on a leaderboard can give learners a sense of accomplishment. 
• Encourages active participation – Passive content is turned into interactive learning experiences, requiring employees to take action. 

Gamification allows employees to stay motivated and excited to complete their eLearning courses. Therefore, it stands out as a powerful tool for increasing participation and knowledge retention. Here are some ways you can implement it: 

• Introduce progress tracking, like completion badges
• Incorporate leaderboards to encourage friendly competition
• Create interactive challenges by using simulations 
• Provide immediate feedback and let learners see areas for improvement right away
• Set up milestone rewards like certificates or perks 

5. Implement skill-based training 

And finally on our ways of how to make eLearning interactive is skill-based training. Most online courses focus on knowledge transfer, but knowledge alone isn’t enough. Skill-based training is a pretty powerful approach to make your online courses more interactive. It shifts from theory to hands-on learning, ensuring that employees are developing practical and relevant skills. 

This is why skill-based training makes courses more interactive: 

• It enhances real-world application – Instead of passively absorbing information, learners can practice skills that directly impact their job performance. 
• It boosts engagement – When training is tied to specific, measurable outcomes, employees will feel a stronger connection to the content they’re learning. 

It encourages problem-solving – Interactive skill-building exercises help employees think more critically and make informed decisions.

Build an effective LMS team & beyond with Instinct Resourcing

Hopefully, this blog has taught you how to make eLearning more interactive. As we can see, by making your eLearning courses more interactive, you’re investing in memorable training. Interactive elements and features are key to transforming passive viewers into active learners. 

Remember, at Instinct Resourcing, we’re dedicated to partnering you with the top level of talent in the industry. We’ve solidified our position as the industry-leading eLearning recruitment choice over the past decade, and engaged in more eLearning discussions than we can count! 

Ready to take your eLearning platform to the next level? Get in touch with our experts today.

Here at Instinct Resourcing, we specialise in connecting talented professionals with leading organisations within the digital learning and technology space. In this blog, we’ll guide you through the essential steps to identify your needs and how to choose the right LMS that will help your organisation thrive! We’re already dedicated to recruiting the best LMS administrator jobs and finding suitable candidates.

Let’s dive into it…

What is a learning management system (LMS?)

First of all, it might be beneficial for you to understand what an LMS actually is. Essentially, an LMS (Learning Management System) is a digital platform that is designed to create, deliver, and manage learning experiences for your employees. A good LMS for businesses is equipped to make the learning and development team’s job easier by automating different administrative tasks and ensuring that the entire learning process is efficient, accessible, and measurable. 

For your organisation, some of the benefits of an LMS include:

• Cost and time savings
• Improved onboarding
• Consistency and compliance across all employees
• Improved scalability

How to choose the right LMS for your business: 4 crucial steps

Picking the right LMS means that you’re powering learning experiences in your business for a long time, and there are plenty of other benefits you can learn about. If you choose incorrectly, then it’ll leave you scrambling to find another vendor. Thankfully, we’ve put together some top tips when it comes to choosing so that you make the right decision.

Let’s have a look at them in a bit more detail.

1. Define your goals and audience

Start out by asking yourself who is going to be using your LMS and what goals you want it to achieve. The main things to think about when it comes to your audience are: 

• How old are they?
• How many learners are you going to have?
• What skill levels do your employees have? 

The kind of learners that you’ll have will affect your learning strategy and the type of content that you’ll need to make. Next up, you’ll need to think about your company goals. While building a learning culture is nice, don’t forget that it has to be in the service of a measurable business goal. 

Ask yourself what you want to achieve with your training strategy. Diving deeper into your goals can tell you which LMS features you’ll need to look out for.

2. Define your desired features

Now that you know who your audience is and what your goals are, it’s time to define the requirements and features of your new LMS. We’d recommend creating a list of requirements that you want. You can split these into ‘must-haves’ and ‘desirables’ to prioritise. Some important features to consider include:

• Ease of use – An easy interface for both learners and administrators is essential.
• Reporting & analytics – The ability to track progress and completion is a core function of an LMS. 
• Mobile accessibility – Can learners use the platform on their mobile devices?
• Integration – Will the LMS be able to integrate with your existing software, such as your HRIS (Human Resources Information System) or CRM? 
• Security & compliance – Ensure your LMS platform meets data privacy standards like GDPR and other industry standards. 
• Artificial intelligence – The AI revolution is well and truly underway, and is already set up in many cloud-based LMSs like Docebo, for example. Having AI features can help automate menial tasks such as enrollment and provide a better user experience. 

Discover more about the future of AI by reading our blog, AI & Automation in Learning Tech. 

3. Research potential vendors

You’ll now have a pretty good understanding of what you want to get out of your LMS. The next step is to research potential vendors that fit the bill. Since there are so many out there, it’s a good idea to make a spreadsheet or have a list to refer back to. Here’s a list of the world’s top 50 LMS systems to get you started. 

If you’ve got a long list, find ways to shorten it. Ask peers in your industry about their experiences with LMSs to gain insight into how a platform performs in real-world situations and what the everyday learner experience is like. To manage the list even further, look into your vendor’s track record. Look into things like whether they have any industry awards, and how many years they have been in business. You can also look at their user reviews on platforms like Trustpilot.

4. Evaluate your costs

LMS prices vary widely, with some asking for a per-user fee or even a custom quote. Make sure that you get a clear breakdown of all costs, including the implementation fees, maintenance, and support. You should also assess the level of support that the vendor offers. What are their response times like? Do they offer an account manager? Having a reliable support system can be just as important as the software itself. 

Then, it’s time to make your choice. Picking an LMS is no easy task, and there are so many options out there that all offer different things. Approach your selection carefully, and create a detailed implementation plan once you’ve made your choice. Remember, a smooth launch depends not only on the software, but also on a well-executed strategy and the right team to lead the process.

Build your dream digital team with Instinct Resourcing

Hopefully, this blog has taught you how to choose an LMS. Deciding on the right one is a great investment for your business and acts as a powerful engine for employee development and your overall success. By following our tips above, you’ll be confident in the choice that you make. 

Remember, here at Instinct Resourcing, we specialise in connecting businesses with exceptional digital learning professionals. So, whether you’re a talented eLearning designer or a strategic developer, we have a network of top-tier talent ready to help you unlock the potential of your new platform.  

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

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.

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!

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.

Experts in our field, at Instinct Resourcing, we can effortlessly connect your business with the digital eLearning professionals who can make a difference. Making IT online recruitment simple, we can help businesses across a range of different sectors to secure the specific specialists they need, from development experts to instructional designers.

Prioritising the needs of our customers, we realise that a quick eLearning hire can transform how your business operates. That’s why we promise a 24-hour turnaround time on contract clients, using our unrivalled talent pool of network and industry contacts to fulfil this. A boutique service that can help businesses of all sizes, our team is ready to be of service.

But, before you contact us and upload a vacancy, you’ll want to understand exactly how LMS is different from eLearning, so you know who you need to hire.

What is eLearning?

Short for electronic learning, and otherwise known as digital learning, eLearning is, put simply, the production and delivery of learning materials through digital means. Distributed in a variety of formats, eLearning can include training or education that’s carried out online on computers or through hand-held devices such as tablets and mobile phones.

Though eLearning is certainly not restricted to these platforms, with the emergence of new technologies allowing for digital education to take place using virtual reality (VR) or augmented reality (AR). Transforming how businesses educate new employees and clients, eLearning makes the onboarding process simple, saving companies time and money that would have been spent on physical training sessions.

What types of eLearning are there?

No two people learn in exactly the same way, with some people benefiting from some face-to-face contact, while others are happy to work totally independently. The need for different types of delivery for eLearning lessons is, therefore, essential, offering businesses flexible learning options that will suit their workforce. Just some of the most popular types of eLearning include:

• Asynchronous eLearning: Providing constant access to courses, learners can move through these eLearning lessons independently and at their own desired pace.

• Synchronous eLearning: This type of eLearning is a collaborative experience that encourages discussion in a real-time digital environment, with students working through courses collectively. 

• Blended eLearning: This type of eLearning sees students engage in a blend of digital lessons and face-to-face training courses. 

• Game-based eLearning: Game-based eLearning is becoming increasingly popular and uses games and competitive lessons to make learning more engaging.

• Mobile eLearning and microlearning: This type of eLearning delivers mini modules to students who can access lessons on their mobile phones to complete tasks in short bursts of training. 

Examples of eLearning platforms

Technological advancements and the opportunity to save time and money with digital learning options have made eLearning particularly popular in recent years. Businesses of varying sizes are creating eLearning courses for themselves, and consumers are taking advantage of preexisting services, both free-to-use and paid, that can elevate their skills. Just some of the most popular modern eLearning platforms include:

• Skillshare: Popular in the creative sector, Skillshare offers video-led sessions for its over 600,000 members. 

• Masterclass: Beloved by customers for the number of famous professionals who lead video-led courses on the platform that cover everything from cooking to acting. 

• Coursera: Take part in university-standard education and earn legal certifications and degrees. The platform hosts such global brands as Google and IBM. 

• Khan Academy: Made specifically for those in early education, Khan Academy is completely free for all users and provides video content and gamified lessons.

• Treehouse: Created specifically for coders in mind, Treehouse offers comprehensive video-led courses, with students going on to work with the likes of Nike and HubSpot.

What is an LMS?

Standing for Learning Management System, an LMS is a software used to deliver eLearning courses. Often tailored to the specific needs and working practices of a business, LMSs can be implemented using cloud-based software or traditional installation-based methods. Different from normal eLearning platforms in their accessibility and functionality, LMS’ hold the following benefits:

• Comprehensive compliance tracking and content management.
• Detailed reporting options.
• Robust analytics and certification management.
• Offer support for data storage, document sharing, instant messaging and more.
• Optimised for standardised training for large businesses.

What types of LMS platforms are there?

Your company can choose from a range of platforms for your LMS, depending on what kind of eLearning courses you wish to create. Different platforms will offer different benefits, so it’s important to choose the right one before you commit to hiring LMS specialists. Some of the most popular LMS platforms include:

Moodle: A free, flexible and open-source LMS that’s created for companies in the education sector to take advantage of.

Querium: Enhanced by AI, Querium is designed for mobile learning and is built to integrate with your existing LMS platform. It focuses on delivering key courses in the education sector.

Google Classroom: Google Classroom can be easily integrated with your existing LMS to offer intuitive courses with real-time feedback.

How is an LMS different from an LXP?

Standing for Learning Experience Platform, an LXP differs from an LMS and is favoured by many organisations. While LMS platforms are headed up by a course leader before being digitally transferred to each learner, LXPs offer more personalised learning experiences. This is achieved through the use of AI-driven content and better-integrated collaborative features.

Often preferred by learners, the use of an LXP allows an individual to personalise their learning journey and take responsibility for their experience. These platforms also feature a more in-depth use of data, tracking the learning experience of users more effectively than an LMS.

How do LMSs and eLearning platforms compare?

While LMSs and eLearning are similar and often interpreted as the very same thing, there are significant differences that separate them from one another. An LMS is a platform that can be used for tracking, reporting and implementing a rigid eLearning service. Meanwhile, an eLearning platform offers specialised, specific courses where learning is delivered in a variety of formats.

Let’s break down exactly how both are different from one another.

Integrated features

LMSs are far more flexible than eLearning platforms, offering extra functionality such as file sharing, data storage and internal messaging options. On the other hand, eLearning platforms are far simpler in their integrated functionality, being limited by the capabilities of the programme you choose. If you want to easily keep track of your learners, an LMS is for you.

Accessibility

One of the main benefits of eLearning platforms is that they are generally hosted, which means they can be accessed anywhere where someone has an internet connection, giving them the accessibility to learn whenever they want. LMSs are hosted on the premises of the relevant organisation and are only available on that specific network.

Complexity

LMSs are far more complex to set up than eLearning platforms, which is why you need to invest in the necessary specialists to help you construct a comprehensive solution. The hiring of these technical experts and the considerable time it takes to create an LMS and integrate it with your current applications make them more expensive than eLearning solutions.

For clarity, study the graph below for a clear and concise breakdown of how eLearning and LMS compare.

Which is best for you? LMS or an eLearning platform?

While you will now know the difference between an LMS and an eLearning platform, you may still be wondering which option is best for you and your business. Offering different strengths and weaknesses depending on what kind of platform you’re looking for, it’s crucial to consider the needs of your business before committing.

An LMS is perfect for your company if…

• You’re a large business wanting to deliver corporate compliance training, track progress and confirm certifications of completion.
• You’re a university or an organisation in higher education that needs to deliver consistent, unvarying, large-scale courses.
• You want to deliver blended learning.
• You want to execute a structured learning experience.
• You’re looking for built-in features, such as performance tracking, that eLearning platforms lack.

LMSs are ideal if you’re working in a structured environment, such as a large business or educational institution, where rigid learning with performance tracking is a priority. 

An eLearning platform is perfect for your company if…

• You’re in the creative sector and need a versatile platform that’s suited to constantly changing modes of working.
• You’re looking for more creative, innovative ways to engage your students, including videos and quizzes.
• You’re an SME with evolving business needs.
• You want to deliver focused teaching on specific skills.
• You want to keep training informal.

While an LMS is perfect for standardised learning for many people, a company would use eLearning if they wanted to deliver a more focused, self-paced digital learning experience. 

Ready to invest in either an LMS or an eLearning platform?

You should now be ready to choose between an LMS or an eLearning platform for your organisation, recognising the strengths and weaknesses of both options. Next comes the recruitment of the industry professionals who can bring your digital learning platform to life, whether you’re looking for administrative and maintenance experts or project managers.

No matter what kind of specialist you’re looking for, when you choose to recruit through Instinct Resourcing, you can easily be connected with a large talent pool of professionals. Putting the needs of your eLearning project at the very heart of our operations, we are a boutique service that’s dedicated to optimising how your business works with a focus on high-quality hires.

Able to connect you with contracted professionals in just 24 hours, we can help to effortlessly streamline your commitment to digital learning, using our vast network of professionals to get the hire you need. Able to pinpoint the perfect individual in a crowded, competitive market, by working with Instinct, you can optimise your recruitment process. Allow us to do the heavy lifting of recruitment, from the initial consultation all the way through to our aftercare services.

Elevate your eLearning capabilities today with Instinct Resourcing.

Reach out to us

FAQs

What is SCORM?

Standing for Shareable Content Object Reference Model, SCORM is an authoring tool. It is used alongside the creation of content to make sure technical standards are appropriate for learning resources to be easily implemented into any LMS. When making a course, it’s crucial to make sure that it’s SCORM-compliant since most LMS platforms recognise this model as standard, allowing you to easily run it and track learner data.

What is xAPI?

Also known as ‘Tin Can API’ was created to perfect learner tracking and recording. Essentially a more intuitive version of SCORM, xAPI allows you to track learning data from students from a variety of different places, including websites, videos and VR, even when offline. Data from this is sent to a Learning Record Store (LRS), which collects this for the use of the course leaders and software managers.