You might be wondering, ‘What is eLearning gamification?’ Luckily for you, in this blog, we’ll tell you exactly what gamification in eLearning is and how to incorporate it into your eLearning platforms. Here at Instinct Resourcing, we’re constantly connecting businesses with top eLearning designers so that they can revitalise their training programmes. 

Ready to boost course completion rates and performance? Let’s get into it…

What is gamification?

First things first, it’s important to get to grips with the definition of gamification. Gamification applies design elements like achievements and rewards, rules of play, and leaderboards to non-game contexts. The goal is to enhance the user experience and encourage participation by leveraging discovery, open explanation, time constraints, social collaboration, and other typical gamelike elements. 

Gamified learning, or game-based learning, is the application of game mechanics to the learning experience, in this case, your eLearning platforms. For example, one of your training courses might contain gamification elements like a leaderboard, badges, rewards, or certificates. Some other key elements can include: 

• Points scoring
• Digital icons or medals
• Competitive leaderboards
• Levels and progression settings
• Quests and challenges 
• Avatars and personalisation 
• Immediate feedback 

In essence, it’s a valuable resource for helping learners engage with the material and with each other, even from different locations.

What are the benefits of gamification in eLearning?

Now that you know what gamification is, you might be wondering why you should invest in it. For both learners and organisations, there are plenty of benefits to gamified eLearning, including:

Increased engagement – Gamified eLearning utilises interactive and immersive learning experiences to make it more enjoyable for the learner. By offering a strong sense of personal achievement, users are more motivated to complete the task and come back for more. 

Better completion rates – Organisations that use gamification techniques see much higher completion rates because learners are motivated to finish engaging courses. Greater completion rates lead to increased knowledge retention, quicker knowledge application, and more motivated learners. 

Improved training ROI – When employees are engaged through gamified achievements and rewards, they are more motivated to complete training. It feels like less of a chore, and breeds faster time to value for customers, leading to an improved return on investment for training programmes. 

Enhanced motivation – Elements like leaderboards, levels, and certificates build motivation by giving employees an enhanced sense of autonomy. The competitive nature of gamification can also lend itself to increased motivation and a sense of wanting more. 

Personalised learning – With gamification, you can easily cater to personal learning preferences like pace, giving the user a sense of ownership of their learning journey. Learners can personalise their own character name or avatar, and levels can be started, paused, and completed at will, where the immersive experience is centred around the individual.

How to use gamification in your eLearning

If you feel like you’re looking for ways to make your training more effective, gamification is a great solution. Here are some ways to utilise it that might inspire your programmes:

Earning badges for professional skills training

Having gamified elements can take the pressure off mastering a new skill. When designing an eLearning course to train staff on new professional skills, consider adding badges to award your learners for completing their objectives. This will not only add a fun way to symbolise employees’ accomplishments, but it also gives them something to be proud of upon completing a course. 

Badges and visual elements are also beneficial to digital learning for dyslexic learners. 

Creating employee onboarding missions

Employee onboarding programmes often come with a lot of information about the company, which can feel overwhelming for new hires. Instead of creating multiple online courses, you could consider turning them into various onboarding ‘missions’. 

For example, a mission for their first week might be to complete an eLearning course on company policies. For their first month, you might set their second mission to be getting to know key members of their team. You can even offer badges or certificates upon the completion of each mission. 

Simulations for compliance training 

Gamification can even liven up something as formal as mandatory compliance training! To encourage your learners to engage with the content, consider taking them through simulations where they need to make decisions based on your company’s code of ethics. You can even add elements like a scoreboard to track how many questions they’ve answered correctly, which can act as a motivator to continue the course. 

Building a compelling narrative 

Many of the best games out there use storytelling to create deep and meaningful journeys and involve users in the world of the game. You can take this concept and apply it to an educational eLearning scenario, which can illustrate common problems and allow learners to practise real-life situations in a low-risk environment. 

You can do this by creating different characters in your course and making your learner be the protagonist. You might even design an interactive map that they can explore, reinforcing the course material while also entertaining with world-building elements. You can even label different lessons or modules as chapters in a story. 

Looking for more ways to maximise your platform and make eLearning interactive? We’ve got plenty of knowledge and advice in our Instinct blog.

Engage your learners with the help of Instinct Resourcing

Hopefully, this blog has answered your question ‘What is eLearning gamification’. As we’ve discussed, gamification is a powerful strategy that can transform passive learning into an engaging and memorable experience. By considering things like storytelling, interactivity, and competition, you’ll have happier employees who will find your eLearning courses more fun and exciting. 

At Instinct Resourcing, we’re experts in eLearning recruitment. Thanks to this expertise, we can help you turn your next eLearning module from a necessary task into a rewarding achievement. 

Ready to level up your training? Get in touch with our experts or submit your CV today, and we’ll match you with top digital talent.

Here at Instinct Resourcing, we know that eLearning can be transformed into a powerful and enabling tool for employees of all abilities. And in this blog, we’ll have a look at how to design digital learning for dyslexic learners that’ll boost engagement and make them feel powerful. 

Ready to unlock the full potential of your team? Let’s get into it… 

What is accessible learning?

First of all, it might be beneficial to understand what accessible learning is. Essentially, accessible learning is the process of designing and delivering educational content or training so that all employees can participate fully, regardless of their abilities and disabilities. This can involve making your eLearning platforms more inclusive through features like: 

• Closed captions
• Alt text 
• Keyboard navigation 
• Clear layouts 

What is dyslexia?

Dyslexia has often been associated with poor reading and writing skills and has had a negative connotation for a period of time. In fact, it wasn’t until recently that we became aware of what dyslexia symptoms look like, and there is still some confusion on the term itself, and definitions might vary across countries, cultures, and approaches to it. 

According to the NHS, a person with dyslexia may: 

• Read or write very slowly
• Confuse the order of letters in words
• Be confused by letters that look similar and write letters the wrong way round
• Have poor or inconsistent spelling
• Understands information when told verbally, but has difficulty with information that’s written down 
• Find it hard to carry out a sequence of directions 
• Struggle with planning and organisation 

With this in mind, dyslexic employees may therefore find digital learning hard to fully grasp and find it difficult to carry out the training that is asked of them.

How to design digital learning with dyslexia in mind

Moving towards accessible design doesn’t require a complete overhaul of your L&D budget; it requires intentionality and a commitment to your employees. And, you should think about ways to minimise stress. Here are some ideas to create accessible learning for dyslexic members of staff:

Use text-to-speech technology

Start off with text-to-speech accommodations. Dyslexic employees might need to use special assistive technology to process your training, so ensure that: 

• Font types are accessible 
• There is a clear contrast between the on-screen text and the background
• Type feedback instead of handwriting it
• Allow learners to access training in multiple formats, not only written but also video-based learning or audio formats 
• Allow full text customisation
• Choose a learning management system that can be customised for individual needs

Encourage the use of calendars and note-taking

Dyslexic learners are also more likely to find it difficult to manage their own time and learning, so you’ll want to support them in scheduling as much as possible. They might be easily distracted and find some information irrelevant or confusing. To assist them, try the following: 

• Use a calendar of events and activities, such as Google Calendar, or an in-built feature of your learning platform
• If you’re going for a blended learning approach, make sure live sessions are scheduled well in advance 
• Provide all assessment dates and training deadlines in advance 
• Suggest visual note-taking tools 
• Divide your learning into smaller, digestible chunks so that they can take notes and take breaks when learning 

Inform and support your staff

In order to support employees, you should have clarity about your online offering and make sure you plan it well in terms of the learning path and its flow. Having objectives and milestones within your digital learning courses, as well as: 

• Having a clear navigation of your online courses. Try to use repetitive structures and terminology to make it easier for learners to find what is in your platform
• Teach learners how to use your platform. You could do this by recording a welcome video or creating a handbook that will outline how to navigate your courses 

Ensure you provide access to FAQs so that they have an instant way of finding a solution. We’d also recommend suggesting spelling check tools like Grammarly.

Other considerations

The key for dyslexic learners is keeping things simple, goal-oriented, and easily accessible. You can also bear in mind: 

• Making sure all materials are accessible at all times
• When doing demonstrations, make sure you’re recording them and ensure the recording is accessible to all employees, in an easy place to find
• Ensure all hyperlinks are well described and link to further resources
• In quiz or assessment scenarios, allow extra time to read and process information
• Use visuals where possible to enhance learning experiences and grab attention 
• If giving feedback, use bullet points or numbered lists to improve clarity 
• Avoid using timers or countdowns when not necessary, as this can increase anxiety and impair performance 
• Encourage the use of assistive technology that removes the burden of pure written output and allows the employer to focus on demonstrating their knowledge 

Find out more about AI LMS and how it’s shaping the future of workforces by reading our blog.

Recruit top talent with the help of Instinct Resourcing

Hopefully, this blog has covered crucial ways that you can create accessible learning for dyslexic learners. From using appropriate fonts to prioritising video learning and audio techniques, you’re making the right move by looking after your employees.

Implementing these specialised design changes requires the right expertise. That’s where Instinct Resourcing comes in. We’ll help you find the right eLearning designers and eLearning developers who can transform your training materials. 

Interested in elevating your digital learning strategy? Then get in touch with us today.  

Accessible learning FAQs:

What is the most important design element to consider? 

One of the main things to consider is reducing cognitive load. This is easily achievable by using white space, breaking up long blocks of text into short paragraphs or bullet points, and maintaining a consistent layout throughout your LMS. 

Which fonts are best for dyslexic people? 

Sans-serif fonts are usually recommended because the letters look less cluttered and easier to distinguish. Some great choices include Arial, Verdana, or Calibri. Try to avoid highly stylised or capitalised texts. 

Are images and videos beneficial? 

Images and video are highly beneficial as they provide alternative, non-text-based ways to convey information. They’re also great at providing practical examples. You should also consider adding captions and audio description options.

As leading experts in digital learning recruitment, we’re constantly on the ball when it comes to new ways of learning. In this blog, we’ll take a look at what video based learning actually is, and why it’s becoming a non-negotiable standard for forward thinking businesses and organisations. 

Ready to transform your training strategies? Let’s get into it…

So, what is video based learning?

Video learning, to put simply, is learning that is facilitated by video. Unlike other types of eLearning platforms, videos offer a multisensory experience as they can integrate camera footage, animations, graphics, text, and other elements to become a rich audio-visual learning experience. With all of these features combined in one platform, it’s no surprise that video based learning is swiftly taking over the norm for online training.

What are the benefits of video learning?

There are plenty of benefits of eLearning platforms, but videos are an extremely useful medium because they have the ability to combine visuals, sound, and text. As well as obvious benefits for the learner, video learning also has plenty of benefits for organisations. It’s unique as it can show how tasks can be completed in the form of a tutorial. Users can immediately put to use what they have seen, which can help to build skills, not just transfer knowledge. 

Some other key benefits of video learning include:

• Increased knowledge retention – When it comes to using an LMS, the main goal is that you want employees to actually learn and apply their skills. Video learning reduces the cognitive load and actually shows users what to do, allowing them to apply it to their role. 
• Great accessibility – Videos can easily be captioned, subtitled, or even dubbed, making training accessible to remote teams without the expense of travelling into the office to partake in training. 
• On demand solutions – With videos, employees can easily access a quick, 3-minute video exactly at the moment of need, for example, resetting a password or processing a client request. They can request solutions anytime, anywhere. 
• Better attention span – Video learning excels at delivering information in bite-sized, focused chunks. This fits better with modern attention spans and workplace flow interruptions.
• It enables microlearning – Because these videos don’t last long, they’re an ideal format for facilitating a microlearning strategy. Sharing short yet engaging videos can actually create a more meaningful learning experience and leave a better impact on employees.

Types of video learning (with examples!)

When it comes to video learning, there are some standard formats that are most commonly used. Let’s have a look at them in a bit more detail, along with some examples…

Instructional videos

These are your classic ‘How To’ videos. They can either be instructor led, or generated by another user. These types of videos are often found through searches in a moment in need and are used to clearly demonstrate a task, particularly perfect for microlearning. This type of video can also be used to reinforce learning.

Screencasts

A screencast is a video recording that captures the actions that take place on the screen. This type of video learning is a great solution if you need to train your employees on how to use complicated software, because it shows somebody else demonstrating the software exactly how it would be on their screen.

Animated videos

This is the most fun one, where animations are used to create visuals or infographics. Sometimes, it might not be practical to use real footage and this can be a good way to incorporate characters or a story line to engage the audience.

Interactive videos

Interactive videos are just one of the many ways to make learning more immersive. It’s a newer format, but it usually offers a scenario where viewers are asked to respond to situations by choosing a ‘this or that’ action. The scenario then plays out based on the decision they make. 

Interactive videos can also offer a sense of eLearning gamification, which involves adding a gaming element to the format, which is usually some way of rewarding the learner for the tasks they complete and shows their progression through modules. It’s a great way to increase engagement and retention.

Start strategising with the help of Instinct Resourcing

Hopefully, you’re now equipped with knowledge about video learning and understand why it’s a great step towards a more engaging and effective learning experience. The scalability of videos makes them one of the most powerful tools in the L&D toolkit. So, if your organisation is not already utilising it, what’s stopping you? 

At Instinct Resourcing, our mission is clear: to drive the digital revolution forward by connecting top talent with innovative companies. We’re industry experts with a wealth of experience, so you can rely on us to recruit a successful team for years to come. 

Get in touch with us and let us help recruit staff that can impact your next video based learning project today!

Video based learning FAQs:

Is video based learning only for technical or software training?

No, it’s not. While video learning is great for demonstrating technical skills and software walkthroughs, its benefits extend across a whole organisation. It’s great for soft skills training, compliance and HR onboarding, sales enablement, and even a change in management.

What is the ideal length for a training video?

Most training content should adhere to microlearning principles, with an ideal length ranging from 2 to 6 minutes. If you have longer topics, these should be segmented into a series of short, focused videos. This’ll allow users to digest the information easier and it reduces the risk of cognitive overload.

What is the biggest challenge in implementing video learning?

One of the biggest challenges is often your internal capacity and expertise. A lot of organisations might struggle to find skilled instructional designers, eLearning developers, or video production specialists who can create these videos for you without you paying excessive costs. 

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!

How to price your online course

Step 1: Rethink your pricing strategy

It is common for e-learning content creators to undervalue their courses and play it safe. However, you need to think about the hard work you have already put into the course to get it to the stage of launching. You have thought of the idea, built an audience, and created the content, so that all adds up in value. 

Our advice is to have a minimum price of £100. That’s because every topic has an audience, big or small, that is willing to pay to learn more about it and upgrade their skills. Not to mention, an e-Learning course isn’t just information; it’s a shortcut to becoming more professional in your chosen niche. Students may spend months trying to piece together the same knowledge on their own, so you are saving them the time and the effort. 

Similarly, your course, whilst it may cover a popular topic, might use a different learning approach, which can be used as the USP when it comes to marketing the course. This could be the teaching style, the interactive elements, or using visual prompts to simplify complex concepts. This is what students are paying for. 

Step 2: Make them an offer they can’t say no to

It’s always a great idea to turn your course into an irresistible offer that students won’t want to miss out on. 

Pricing tiers

Not every student will need or want everything your course has to offer. Breaking your course down into tiers makes it more accessible to a wider audience while still highlighting the bonus content that can then add extra value. Think about which content will deliver the most impact or the most knowledge, and set that at a price that reflects the educational value. 

Payment plans

Another great option is to offer a payment plan. This means that students who want to do your course but can’t afford to drop one big payment can still take part. Smaller, spread-out payments make it more manageable and achievable for more people. You can also set a higher price, or add interest, to those who are paying via a payment plan, so that you still earn what your course is worth.

If you price your course in a way that feels accessible and good value for money, students will want to take part and feel like they are investing in themselves. You want to convince your audience that this is the course they have been searching for. 

Step 3: Add value along the way

Adding value as a student makes their way through the course, making them think they are getting extra knowledge or benefits for free. The good thing about this is, adding value doesn’t have to be complicated; it can be small enhancements that make a big difference. 

This could be a free, downloadable worksheet or guide that gives them a tool to reference back after they have finished the course. You could host live sessions that allow students to drop in and get real-time support and ask any questions. Scheduling these at different times throughout the day can also help accommodate time zones and busy schedules. Many courses have group chats or private forums where students can connect, ask and answer queries, and build a community among themselves.

Tips for pricing your e-learning course

Charging less usually means earning less. Many people tend to shy away from premium pricing as they fear it can scare away any potential students. However, this can also backfire. A price that is too low can undervalue the time and effort you have put into creating the course and reduce engagement and motivation among students if they haven’t got a lot to lose. 

Thinking about the price of the software and equipment you paid for to create the course is a good idea as the price of the course can cover this. It is also important for the price to cover the time you spent developing the course, the value of the knowledge and expertise you are sharing. By packaging the knowledge into a course, you are making it easier and more accessible for someone to learn it. It saves them the time and energy of learning it online themselves. 

Start with a strong but fair price that reflects your expertise but also sets the tone for how your content should be perceived. You can always run promotions or sales after you launch the course but it is harder to raise the price once you have advertised a lower number originally. Premium pricing helps students understand the value of what you are offering. 

Think about your personal income goals and how much you ideally want to make by launching this course. If you price it too low, you will need more students to take part to achieve these goals. This potentially could then lead to spreading yourself too thin by managing more students. A higher price means you need fewer students to hit your targets faster, and it frees up your time to focus your attention, create the added value aspects, and improve the learning experience. 

If a course is on the higher end of the pricing scale, students tend to be more motivated to learn, engage and complete the course as they are making a big investment. If the course is priced too low, you might attract people who aren’t necessarily your ideal target audience. They may be disinterested quickly and not return to complete the course.

How much should you charge for your e-learning course?

Set your income goals

Decide how much you want to make from this course based on what money and time you have already invested and what profit you want to achieve. Based on the price, calculate how many students you will need to enroll to reach your income goal. 

Estimate your audience

It’s good to get a rough idea of how many people are likely to purchase your course, whether this is from previous marketing or sending out an email list. By combining your income goals with the number of likely buyers, you can get a realistic estimate of how to piece your course.

E-Learning with Instinct Resourcing 

At Instinct, we can help connect you to experience e-learning professionals in the industry who can help with discussing designing, developing and pricing your e-Learning courses.

Whether you need an expert to join your team, partner on a project, or guide your course, contact us, and we can help you find the right person to fit your needs. Similarly, if you are looking for looking for your next opportunity, submit your CV to us.

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.

Like with each individual doing the training, each course is different. Some offer engaging visuals and live tutorials, whilst others are lots of copy and prerecorded lectures. In this post, we explore some of the examples of eLearning that make your training more effective.

Why effective eLearning matters

E-Learning isn’t just about writing up your content and publishing it online; it is more about getting people to engage with your content and helping them learn in a way that sticks. 

Well-designed courses and content support a higher retention rate and increased engagement. When learners are engaged, they are more likely to complete courses and be able to apply them to real-life situations. From an efficiency and cost-saving perspective, e-learning reduces the need for in-person training sessions.

Examples for Effective E-Learning

Put the learner first

This is arguably the most important thing to consider when designing an e-Learning course. Put yourself in the shoes of the learner and think about what they will realistically encounter in their day-to-day role and what skills or tools they need to learn to handle these efficiently and effectively. How can you make their job easier? Doing this allows you to create an e-Learning course that addresses the pain points more precisely and effectively. 

Using real-life scenarios

It is important, when delivering online courses, to make sure the lessons you teach reflect what the learners are likely to encounter in real life. This means you should set up questions, conflicts, and activities that cover common scenarios. Learners can then practice behaviours and solutions that they will realistically use in the correct context. Not only does this mimic the real situation as closely as possible but also stimulates high engagement. 

Use compelling writing and visuals

Nobody loves to read huge chunks of text when they are trying to absorb information. Using shorter, snappier sentences alongside relevant visual prompts will help learners absorb and retain information much more effectively. With e-Learning and prerecorded lessons, users can always replay and go back to content if they have missed something. Similarly, it is more engaging to stimulate ideas and conversations among learners rather than have them try to read lots of words on a page before moving on. 

Relate content to the job role

It is important to consider what trials and tribulations the learner will likely face in their role and base your e-Learning around how to provide solutions for these. This will make it easier for the learner to relate and engage with the information if they know when, why, and how to use it. 

If you are teaching tools or complex processes, it’s a good idea to create a visual that can be easily accessed post-course when it is needed. This is a great approach as learners can constantly have it to hand and come back to it when necessary. 

Add context

It’s important to make the learners feel like what they are learning is important to them and their role. They want to know they are going to use the information you are giving them. You can provide context by adding images of familiar locations that they usually work in, scenarios that they will likely encounter with objects or behaviours relevant to their workplace. This connects the learner to the information. 

Use mixed media 

Flat, static slides one after another can be boring and disengaging. Incorporating gifs, moving graphics and video can go a long way in engagement and creating a diverse visual learning experience. Mixing up the delivery of information helps strengthen your message and generate interest. 

Connect with storytelling

Telling a story that relates to the learner’s working environment or experience allows you to connect with the learner and allows them to connect deeply with the information, all whilst weaving in important lessons. Storytelling can elaborate on real-life situations and demonstrate what to do when you encounter them. You can offer multiple choices and decisions alongside multiple possible outcomes and consequences. 

Engage with interactivity 

This is along similar lines to using mixed media. Employing interactivity into lessons means that you can easily build engagement with learners and they can apply what they have learnt straight away in an activity-based format. It can also encourage exploration and challenging perspectives if it is among a group. 

Encourage micro learning 

Micro learning is the idea of delivering learning through short, snappy lessons. This allows learners to gain information that is relevant in small, absorbable sections. It makes sure that the audience is consuming manageable chunks of information. To achieve this, you need to understand what your audience wants and needs to learn and make sure that, although it is a small amount of information, it contains everything they might need to apply it in the future. Think about structuring the information as bullet points or graphics.

E-Learning with Instinct Resourcing

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

If you are looking for an expert to join your team, contact us and we can help you find the right person to fits our needs. Similarly, if you are looking for a role, 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.

These days, a generic job description won’t cut it. To attract the best eLearning development experts or LMS professionals, you need to speak their language and showcase why your organisation is the perfect place for them to grow. In this post, we’ll teach you how to write a digital learning job description that will highlight the right skills to sell your company’s culture. 

Remember, you can even submit your CV to us here at Instinct and wait for us to be in touch!

Why should you have a good job description?

First of all, you might be wondering why a good job description matters so much. Well, it’s your best shot at making a good first impression. Think of it as a marketing tool for the role that you need to fill. You’ll easily be able to filter out those who aren’t a good fit, saving you time and effort in the long run. Some benefits of having a good digital learning job description include: 

• Attracts the right candidates, like eLearning designers or eLearning project managers  
• Sets clear expectations
• Improves performance management
• Reduces employee turnover
• Improves the candidate experience 

This allows you to attract only the top talent. Instead of hiring a digital learner, you might be someone who’s interested in applying for the job. If this is the case, you can have a read of our CV tips for 2025 that should help you land an interview!

How to write a digital learner job description that stands out

So, what is the secret when it comes to writing a digital learner job description? It isn’t just about listing requirements… It’s about telling a story. Your job description is your first and best opportunity to sell your role and your company’s vision. Below, we’ve got some top tips when it comes to writing one and how this can assist you in building a high-performing digital learning team. Let’s have a look at them in a bit more detail. 

1. Lead with impacts 

Make sure that you aren’t leading with statements like “responsible for designing modules.” You’ll want to be more open with how the role directly influences business objectives. Instead, try saying “you’ll be instrumental in reducing time-to-completion for new hires by 15%.” This will immediately show the candidate that this isn’t just a role, it’s an opportunity to make a real difference. It allows you to tell more of a story and connect their work directly to business goals. 

2. Include salary bandings

In today’s competitive talent market, being transparent and honest is crucial. If you’re leaving the salary out of your job description, you’re losing top-tier talent who will move on to another job ad that has this crucial information to hand. Including a clear salary banding in your job description is a non-negotiable step and will immediately filter out candidates who are not aligned with your budget. More importantly, it demonstrates that your company is progressive and confident. This small action builds trust from the very first interaction and gives applicants a clear, honest portrayal of the role they are applying for. 

Interested in the salaries of digital learning jobs? Have a quick read of our updated salary benchmarking guide for tech professionals. 

3. Showcase your tech stack

Digital learning professionals are both creators and technicians. So, if you’re using generic phrases like “proficient with eLearning software”, this simply isn’t enough. By listing your tech stack in your job description, you’re immediately showcasing the sophistication of your L&D function. Will your candidate need experience with tools like Vyond or Camtasia? Or will they need to be an expert in Learning Management Systems like Docebo or Moodle? Being this specific in the job description will immediately filter for candidates with specific skills, and filter out those who don’t have as much relevant experience. 

This small detail can be the difference between attracting a qualified candidate and an actively engaged one. 

4. Define your L&D philosophy

Another great tip is to clearly articulate your team’s philosophy. Every company has a unique approach to learning, whether that’s in the commercial or educational eLearning industry.  By having this in your job description, you’re helping candidates understand if they’ll be a crucial fit. This level of transparency doesn’t just attract people with the right mindset, but it also filters out those who would be a poor match. It’ll ensure that you’re getting people who have a small understanding of what it’s like to be a part of your team. 

5. Be open and transparent

And finally, on our list of how to write a digital learning job description is being honest. It’s a powerful way to build trust and set realistic expectations from day one. We’ve already touched on the importance of including salary bandings, but you should also be honest about things like whether the role is fully remote or hybrid, and whether it’s replacing someone permanently or part-time. It will help your candidate to make an informed decision and lead to a better-quality hire. By pulling back the curtain, you’re inviting them to be a part of a team where they already know what to expect. 

Eager to find out more? We’ve got a list of some of the highest paying digital jobs in 2025.

Stand out from the crowd with Instinct Resourcing

We hope this blog has been useful in teaching you how to write a digital learning job description. Remember, your job description is more than just a list of responsibilities; it’s your first conversation with your new hire. Having a well-written description demonstrates that you value the expertise of digital learning professionals who want to commit themselves to your business. 

Here at Instinct Resourcing, we’re an industry-leading eLearning recruitment business that aims to connect top talent with innovative companies, driving the digital revolution forward. And, we specialise in matching visionary organisations with the right digital learning professionals they need to succeed. 

Contact us today to find the perfect fit for your team!

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.