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

Transitioning from Education to Commercial

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

Transitioning from Commercial to Education

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

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

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.

There’s perhaps no better way to combat the ever-growing changes in the eLearning sector than by hiring the right qualified professionals in the right positions. Offering eLearning jobs to specialist candidates and a space for hiring managers to submit vacancies and reach out directly to potential candidates, at Instinct, we deliver a comprehensive solution for all your eLearning needs.

No matter what sector you might be hiring for, at Instinct, we specialise in providing a range of eLearning roles, from instructional design jobs to LMS vacancies for a wide variety of industries. Contact us today to discover how we can help you optimise your operations with contracted specialists and permanent eLearning professionals.

From breaking down the latest tech innovations to explaining the easiest ways you can future-proof your company, explore our blog below to streamline your operations.

What does the current eLearning landscape look like in the UK?

In the UK, eLearning is quickly becoming the most important format of training, allowing companies to save money and streamline their operations with ease and efficiency. In fact, according to Technavio, the eLearning market in the UK is expected to increase in size at a compound annual growth rate of 16.8% between 2024 and 2029.

This statistic is progressively rising thanks to the sheer variety of available eLearning formats that have made the process easier to deliver and more effective to digest for users. The rise and availability of mobile eLearning, video eLearning and gamification platforms, for example, have made digital training more ubiquitous, leading to an increasing number of businesses taking up the practice.

The Challenges of Contemporary eLearning

Despite the growth in companies adopting the benefits of eLearning platforms, the industry isn’t without its challenges. Just some of the roadblocks to eLearning innovation include:

• Adapting to technological change: New ways of using eLearning tools are constantly being introduced, so finding candidates with up-to-date skills can be a challenge.

• Allocating the right qualified experts: Complex sectors often wish to utilise eLearning platforms but find it difficult to find qualified experts to carry this out properly. 

• Market competition for talent: There is a large demand for eLearning experts, but not enough of them to go around, which creates fierce market competition to secure the best candidates.

• Slow hiring process: Thanks to how in-demand they are, eLearning experts are quickly hired, making it tricky to find who you need. At Instinct, we offer a 24-hour turnaround time for on-contract positions, easily combating this challenge.

Don’t believe our expertise, just look at the array of feedback our team has received from businesses across the country.

The technological innovations that will change digital learning

Technological innovation is adapting how the world works from top to bottom. The eLearning industry is no different; in fact, it sits on the very cutting edge of innovation, making use of all of the exciting inventions that promise to transform how we take in information. Just some of these solutions include the following systems.

Natural Language Processing (NLP)

First of all, let’s explain exactly what NLP is. Natural Language Processing refers to the processes that machine learning tools use in order to understand human language and communicate (written or spoken) a relevant response. This is the technology that has facilitated the rapid development of generative AI platforms such as ChatGPT and Microsoft’s Cortana.

There are countless formats in which NLP could be utilised for the benefit of eLearning, with interactive chatbots being just one. As the technology becomes increasingly more advanced, it’s clear that interactive chatbots that take you through an eLearning course while providing real-time conversation will be a staple of future digital learning.

In addition to this real-time chatbot could be an accurate and tailored constructive feedback generator, producing insightful feedback for users to learn from once their course is complete. Implementing a system like this would save considerable time and money while also providing a more intuitive, engaging space that fosters efficient learning.

Virtual Reality (VR) and Augmented Reality (AR)

VR and AR are no longer futuristic pipe dreams; in the contemporary world of technological invention, both innovations have come to inhabit a genuinely useful and unique role. NHS recruitment has already begun to explore implementing VR solutions, with certain sub-sections of the industry having already incorporated VR into training schemes.

The limits of VR implementation are boundless, providing everything from the medical sector to the education sector a new outlet for effective training for teachers and caregivers. But it’s not just the caregivers who can benefit – mental health patients can utilise the power of VR for rehabilitation, and students can use its boundless limits to interact with fascinating environments.

The industry of AR is a little different, with the process overlaying digital content over a real-world environment, but it is producing similar effective results as VR. While AR can be used on your phone, it’s best utilised in wearable devices like Apple’s Vision Pro. Here, and in other wearable tech solutions, an interactive network of information is overlaid on reality, enhancing opportunities for active, tactile eLearning.

Artificial intelligence (AI)

Artificial intelligence is already shaping how we work in the modern world, and this will only accelerate in the coming years. Indeed, according to government research, approximately one in six UK organisations, totaling around 432,000, have incorporated at least one AI technology into their operations. To stay ahead of competitors, now is the time to invest in the capabilities of AI.

There’s no doubt that AI holds the key to the future of operations, too, transforming how digital roles like coders and software engineers will work. So metamorphic, AI has the potential to totally unravel and remould how companies are structured.

The same can very much be said for the eLearning industry, with its ability to personalise each lesson by intuitively understanding the pupil through their performance and preferences, perhaps being the most exciting prospect. Not only this, but AI-enhanced eLearning can deliver training in multiple languages and create video content effortlessly, saving hundreds of hours of human power in the process.

1. Cloud Computing

Cloud computing removes the need for bulky and expensive servers and more by providing this over the internet, or ‘The Cloud’. Accessible across the globe, harnessing the power of Cloud Computing allows a cost-effective form of scalability, allowing flexible expansion in the knowledge that your data is being protected by multi-layered encryption.

But, how does this impact the world of eLearning? The scalable nature of cloud computing has meant eLearning platforms can accommodate far more simultaneous users at a cheaper cost thanks to the lack of necessary infrastructure. Such has made cloud-based eLearning considerably more accessible and reliable to users across the world.

While cloud computing has already made an impact, what does it hold in store for the future of eLearning?

• Personalised lessons: Using NLP and targeted feedback for tailored study.
• Blockchain utilisation: Create a secure chain of records and qualifications.
• Space for innovation: Versatile cloud technology allows for experimentation with new methods and pedagogical approaches.

Blockchain technology

Blockchain technology is most commonly associated with the world of cryptocurrency, but there’s far more to the innovation than just that. Decentralising data, blockchain enhances security with a tamper-proof solution that stores information across several different digital devices, making it of particular interest to financial companies and medical services.

While companies who deal with sensitive information may feel the direct need to utilise blockchain technology, they won’t be the only ones. This innovation also makes it far easier to track the transaction of goods and services through the supply chain. This gives transparency and security to every deal, reducing the risk of financial crime.

Blockchain technology can guarantee the integrity of eLearning data while optimising how these platforms operate. The transparent and secure nature of data storage means that the progress of individual pupils can be easily monitored and tracked before targeted feedback is provided. Once the lesson is complete, you could receive a verified qualification that is effortlessly traceable and almost impossible to falsify.

The Internet of Things (IoT)

Referring to the communication network that is created when digital devices are paired with multiple others, the IoT streamlines and simplifies day-to-day operations to make your life simpler. A domestic example of the IoT in action is how a smart fridge connects with your phone, showing you what’s nearing its use-by date while you’re out and about.

As well as being useful in domestic life, proper utilisation of the IoT can help you automate, optimise and save significant amounts of money for your business. Helping workflow in a number of different ways, a property management company in the public sector might link smart devices to centralise information regarding heating, electricity and more into one place. This would help to make the space as safe, energy-efficient and comfortable as possible.

When it comes to the world of eLearning, the IoT can be incorporated to create an interactive learning environment that includes other tech innovations such as VR and AR. By connecting devices into a communicating network, students can access eLearning courses from multiple devices no matter where they are in the world and effortlessly enhance their learning experience.

Gamification

Using each of the six aforementioned technologies, gamification can revolutionise eLearning, repackaging the experience as something immersive, engaging and intellectually advantageous. In a world where the convenience and interactivity of the IoT have seized the imagination of a new generation, it’s no wonder that eLearning courses with gamified elements see a 90% completion rate, in comparison to 25% without gamification.

An extremely effective way to consolidate information, gamification has become popular in higher education and beyond thanks to its versatility and enticing nature. This only becomes more apparent when considering how gamification could be amalgamated with VR, NLP and AI to create a superior working environment.

Many companies have already realised the addictive nature of gamification, with the following brands thriving thanks to its benefits.

• The language learning app Duolingo.
• Educational and corporate training app Kahoot!
• The multi-purpose youth education platform Minecraft: Education Edition.

How to future-proof your eLearning company

While it’s a good idea to stay on top of the technological innovations we just outlined, implementing each and everyone may not be efficient or cost-effective. Instead, focus on practical ways you can future-proof your eLearning service.

• Keep things personable: Although eLearning is digital, this doesn’t mean that it can’t also be personable. Without the human factor, lessons will lack the motivation to actually learn. Understand your audience, personalise feedback and instil aspiration into your eLearning courses.

• Prioritise engagement: If you really want to future-proof your eLearning course for the future, focus on how you can make your service as engaging as possible. Put interactive learning into practice to engage skills and foster an intriguing environment. 

• Focus on modularity: Some eLearning courses involve large bulks of information, but by focusing on modularity you can break things down into concise units that will increase engagement. Not only this, but modulation also creates a more flexible, focused way of learning.

• Incorporate tech innovations: In this blog, we’ve outlined seven areas that will shape the future of digital learning, but this doesn’t mean you have to wait years to incorporate its benefits. Research the values of VR, invest in blockchain technology and consider implementing gamification. 

What Instinct Resourcing can do for you

Other learning and development recruitment agencies don’t share the same passion and dedication to the industry as we do. At Instinct, onboarding new eLearning candidates has never been easier. Thanks to our impressive talent pool of digital professionals we can quickly and efficiently help you find the right expert for your needs.

But we don’t only find candidates, we also vet them to make sure they’re suitable for your needs and prepare them for interviews, too. Even once you think we’re done, we go one step further by offering an aftercare service that gives you access to our timesheet portal, which will help you keep track of the progress of your new hire.

Recognising the challenges of recruiting into the eLearning sector, we are experts in our field who are dedicated to serving our customers with quality service. Effortlessly connecting qualified candidates with hiring managers, we make eLearning recruitment comprehensive but simple, matching you with the professionals who can elevate your operations with ease.

Reach out to us today

What is Adobe Captivate?

Commonly referred to as Captivate, Adobe Captivate is a frequently used piece of software that developers use to create engaging, interactive, and custom digital learning courses. Captivate is used across the eLearning industry to create an array of content including videos, simulations, and courses.

Features

Some of the main features used in Adobe Captivate include:

• Interaction – Captivate has drag-and-drop functionalities, triggers and variables that are used to create personalised digital learning content.
• Immersive – Create screen grabs and virtual reality learning to increase user experience and engagement. This allows the option to use video and audio as part of the content.
• Engagement – To ensure the evaluation of learners is accurate, the developer can include quizzes, assessments, and branching scenarios.
• Responsive Design – Digital learning courses can be adapted for any screen size and type, such as desktops, tablets and mobiles.
• Accessibility – To ensure accessibility standards are met, you can create courses in multiple languages using AICC, Rustici or SCORM.

What does a Captivate Developer do?

Captivate Developers are expected to work with SMEs to convert instructional design material such as scripts and storyboards into engaging digital learning experiences.

Learning tools such as JavaScript, CSS, and HTML can help create custom experiences. Having experience in various Learning Management Systems is also beneficial.

To become proficient in multimedia content creation, captivate developers undertake training courses in the Adobe Creative Cloud Suite on software such as Premiere Pro, AfterEffects, Illustrator, and Photoshop.

Captivate developers must keep up to date with emerging digital learning trends and technologies to ensure a consistently high level of creative and technical ability.

Developing into a Captivate Developer:

Platforms such as LinkedIn allow users to display the engaging projects and courses they have created, gain feedback from other professionals in their field, and keep a keen eye on the birth of the latest trends to discover them faster than their competition.

In turn, this will grow and improve your network to ensure you connect with like-minded individuals in your field. This will create more chances of employment as LinkedIn is a hot spot for recruiters headhunting and targeting individuals for potential work opportunities.

Courses

To become a proficient Adobe Captivate developer, you can pursue various courses, certifications, and qualifications that focus on eLearning development, instructional design, and multimedia content creation using Captivate.

Here is a list of courses and certifications that will help you become an expert in Captivate development:

• Adobe Certified Expert (ACE) in Adobe Captivate (Official Certification)
• Or you can even familiarise yourself with the platform with a Free trial
• LinkedIn Learning offers a course ideal for beginners to provide the foundations in Adobe Captivate
• Introduction to Captivate Training – https://www.armada.co.uk/course/captivate-training/
• Adobe Captivate Courses –  Udemy – Adobe Captivate Courses
• Various universities offer Bachelor’s or Master’s degrees in Instructional Design or Educational Technology, often covering tools like Adobe Captivate.

Looking for captivate developer jobs, please submit your CV Here. 

Need a Captivate Developer? We have a wide network of professionals available today! Check out their portfolios to find the perfect match for your project – Contact Us. 

Solutions

Founded in 2011, Instinct Resourcing Limited have delivered high-end recruitment and staffing services within the Learning & Development sector – Encompassing a focus on Digital Learning, Learning Strategy, Training, Learning Technology, Leadership and L&D Solutions.

Since our existence, Instinct has developed an enviable customer portfolio spanning across various economic sectors. We have provided highly skilled Interim and permanent Learning Professionals for a range of programs to accommodate vast client needs.

Instinct now covers a wide range of sectors including Automotive, Defence, Public Sector, Construction, Engineering, Transportation, Aviation, Technology, Higher Education, Energy, Oil & Gas, Professional Services, Finance, Emergency Services and many more.

Resource Capability

We are proud to have developed a specialist network of learning, training & digital learning-specific talent pools, that we categorise as follows:

Not just Digital Learning…

Although Instinct specialises in the digital learning / e-learning space, in reality, our services offer so much more.

Whether you require support within Leadership Development, Change Management, Organisational Development, Learning Capability, Learning Technology or even Learning talent with a focus on AI, Gamification and 2D / 3D Animation… Instinct can certainly assist with specialist, tailored, high calibre resource.

Not just recruitment… (SoW based – Training provision option)

It’s worth noting that Instinct offers a Learning & Training Solutions provision, alongside our recruitment services. Are you experiencing a direct hire freeze? No problem… A Learning & Training Solutions provision allows you to leverage your training budget, rather than your recruitment budget when engaging Instinct as a supplier. Our SOW-based (statement of work) services offer tailored training solutions to fill key skill gaps without acquiring additional headcount.

We of course still offer our recruitment service, providing all the positions mentioned above on either a day rate contract or permanent member of staff basis. If you have an upcoming need in this space, be sure to get in touch and we can discuss this further.

To disuss your learning needs, book a free consultation with our learning and development recruitment experts today!

Mobile-focused Learning

With the demand for flexibility and the ability to learn anywhere – at any time, the need for fast and accessible eLearning has led to the surge of mobile-focused learning. We predict mobile-focused learning will continue to drive the constant availability of learning material in 2025.

Gamification

Gamification is commonly used to elevate learning material in a fun and exciting way, creating engaging experiences for learning of all levels. By incorporating elements such as leaderboards, challenges, points and rewards, the learning material can be entertaining as well as educational, which ultimately enhances the learner’s level of engagement.

Microlearning

Trends such as mobile-focused learning, and gamification lead us to the ever-growing need for bitesize learning. Microlearning ensures the learning content is quick, concise, fast-paced, and attention-grabbing. You could say mobile-focused learning and gamification wouldn’t be possible without microlearning.

Sustainability Focused

The modernisation of learning material has seen an organisational shift from traditional in-person learning to the more accessible techniques of blended and immersive learning. Not only does this shift reduce the overhead costs of in-person training, but it also reduces the carbon footprint of each training session, allowing learners to access the learning material remotely.

How Instinct Support Change

Here at Instinct, we play a big part in the world of eLearning by connecting clients with the right candidates. We’re here to help you succeed! Whether you are looking to implement new learning programmes or have goals to optimise your existing learning material, we are here to help you stay ahead of the trends!

Get in touch today
0161 714 0600
info@instinct.co.uk

Common questions about how we work

Is there a cost to candidates?

There is no cost to candidates in using Instinct’s services, any recruitment costs are on the client’s side as they opt to use our services to secure the best talent for their roles.

Are candidates at any disadvantage coming through an agency?

There is no disadvantage to candidates embarking on their job search through an agency and there are in fact many advantages. Instinct will construct an individual profile for each candidate we work with, we offer preparation calls for interviews and can support with tailoring CVs. On top of this, we often work on exclusive roles that aren’t on the market to apply to anywhere else!

Do you have people on your books who match this certain skill set?

It is a common misconception that we have a ‘catalogue’ of candidates. We have a very well-developed network within the areas we cover, however above all we function as an executive search agency and any candidates or contractors that Instinct supplies your business will be contacted, screened and carefully chosen to meet your specific business needs.

Recruitment of contract individuals 

Contract recruitment is our speediest form of recruitment. On average it takes us around 48 hours from initial vacancy consultation to the delivery of CVs. How quickly things turn around thereafter depends simply on the interview process, we can have someone start the same week if required!

Once we have established a client need for contract resource, whether that be for a specific project, maternity/sick cover, or simply an extra pair of hands, we go ahead with arranging a vacancy consultation. This is where the contract need is discussed. We consult on the best skillset for the job, the average market day rate, different ways of working with contractors and any other details about the work.

We have a wide network of contractors, and this will always be our first port of call for client needs as these are referenced individuals for whom we have received positive feedback in the past. Following that we conduct a search for the specific skills discussed during the consultation and will reach out to new individuals in the space to ensure we are uncovering the best talent for the client’s specific needs.

Contractors are provided with a brief for each of the contracts they are put forward for and have the time to ask questions about the client themselves and the project work before we move ahead. Day rates are also discussed from the get-go to uphold full transparency throughout the process with both our candidates and clients.

Following the interview stage, Instinct will deliver any offers that clients wish to make to contractors, this involves providing details such as start date, confirmed rate, days per week etc. Each contractor has a contract with Instinct either via a limited company or Umbrella service and Instinct contract directly with the end client.

Contracts are run via a timesheet portal which is filled out and submitted to the hiring manager monthly for approval. Instinct offers a credit facility to our clients which means they have time to pay and ensures that each of our contractors are paid on time. This proves particularly popular with our contractors (check out our Google reviews!).

Instinct’s fee for contractors is incorporated into the day rate which means there are no hidden costs whatsoever, all you must remember to do is to add on the VAT.

Recruitment for permanent and FTC positions 

When it comes to Permanent and Fixed Term Contract recruitment types, these are conducted in very similar ways, as both are for salaried roles where the candidate will be becoming a part of the client’s workforce.

Instinct’s turnaround time from initial vacancy consultation to delivery of CVs for permanent and FTC roles is 5 working days. The remaining process time is determined by interview processes similar to contract recruitment. We can facilitate interviews on a remote or a face-to-face basis and have seen more of a demand for the latter in recent months.

Following vacancy consultation, each role will be allocated to two Resource Professionals on Instinct’s team to allow the required time to be dedicated to the position. An executive search will be conducted from the beginning as we look to start uncovering the most relevant talent for that specific role. We will look to uncover and speak with not only those who are actively on the market but also the individuals who aren’t looking, and who would have not naturally stumbled across the job advert. A study by LinkedIn showed that around 60% of employees were passive job seekers who would be open to new opportunities, whilst only 25% of these are actively applying.

Following screening to establish that candidates are the right fit for a role, Instinct offers complimentary services such as CV advice (tweaking & tailoring) and preparatory calls to our candidates. Should a client wish to make an offer we will deliver this and clarify details such as start date, salary, and working arrangements (onsite/hybrid/remote). We will collect any documents needed for onboarding in addition to references and provide these to the client’s HR team.  

The fee for permanent recruitment is a percentage of the candidate’s annual remuneration package and is separate from the salary itself, which does not affect what the candidate earns. FTC recruitment works in a very similar way, with the only difference being that anything less than a year is pro rata to the length of the contract.

I hope this helps to provide an insight into the world of agency recruitment and what that process looks like if you choose to partner with us as it really isn’t complex at all! If you have any further questions about the way our contract or permanent recruitment works, please feel free to get in touch.

As the demand for eLearning courses and professionals rises, there is increased pressure for eLearning specialists to develop projects without encountering problems. The demand for expertise and efficiency within the sector is leading to project difficulties, such as skills gaps, tight deadlines and budgets, fluctuating and unmanageable workloads and evolving training needs.

In this guide, we will explore the different eLearning project challenges within the industry and discuss the various interim and contract solutions that will quickly address development challenges and ensure eLearning projects run smoothly.

What are the eLearning Project Challenges?

So, what are the current eLearning project challenges, and how can they be addressed?

1. Skills Gap

The global eLearning market is set to reach $336.98 billion by 2026, meaning the demand for skilled professionals is significantly rising.

The primary contributor to the talent gap in eLearning professionals is the limited investment and encouragement of employee learning and development, such as training courses. When workers need to gain the necessary knowledge for their roles, it often creates a perception of poor support from management. To address this challenge and unlock the full potential of employees, there is a need for a balanced approach that combines the required support with the required skills.

Training is usually one of the first budget items to be disregarded within the eLearning industry, as most organisations primarily focus on revenue and are conscious of tight budgets. The lack of investment in training professionals further broadens the skills gap, making it difficult for businesses to stay competitive, optimise performance and stay on top of the workload.

How can an eLearning Interim and Contract solutions help?

• Access to specialised expertise – Contractors within the eLearning industry are a quick solution to bringing the required expertise to the business, with little need for training.  Contractors have domain-specific knowledge, enabling them to succeed in various placements within eLearning project development.
• Experience – Most eLearning contractors already have significant experience before joining an organisation, enabling businesses to source the specific skill set needed to develop eLearning projects. This also saves time on training and establishing eLearning contractors, and they can make a positive difference immediately.
• Exclusive networks –  It is easy for businesses to connect with contract and interim professionals within the digital education environment and access exclusive networks filled with pre-existing eLearning talent, which ensures eLearning project skills are sourced in time.
• Reduces time to market – Permanent recruitment can often take up a lot of time, as hiring managers must undergo extended interviews and screening to determine whether a candidate fits the role. However, eLearning contractors are readily available and can quickly adapt to internal processes, allowing businesses to obtain the required skill sets and providing more time for developing eLearning projects.

2. Evolving Training Needs

In many instances, the absence of support for employee development doesn’t stem from a lack of employer interest but rather from the rapidly evolving skills landscape driven by ever-changing eLearning technologies. E-learning organisations must begin investing in professional training resources to maintain expertise and develop skills in areas like authoring tools, management and analytical abilities to reduce talent gaps in the eLearning industry.

Developing eLearning projects involves using advanced technologies, such as authoring tools within course creation, like Adobe Creative, for multimedia development and instructional design. As skills are extremely subject-specific and authoring tool technology evolves, it is essential to have the correct training resources in place.

How can an eLearning Interim and Contract solutions help?

• Experience –  E-learning contractors and interim professionals come with pre-existing talent and a specialised skill set, meaning there is little need for investment in training resources. Most eLearning contractors have substantial experience, can immediately begin efficient work, and adapt quickly to new training and technological advances.
• Project management – Onboarding experienced eLearning contractors means that workload and demand are lowered as a whole, and there is more time for investing in training sessions and resources for employees to keep up with the evolving technologies and skills of the eLearning field.
• Time effective – On-demand contractor training demonstrates a commitment to interim and contract professionals and facilitates seamless digital training for an evolving workforce, resulting in time and cost savings. It is also easy to filter training resources so contractors are only exposed to relevant information whenever needed.
• Cost-effective – Opting for interim and contract solutions means employers can stay on budget, and limited funding will go into training contractors. Practical training also translates to cost efficiency. For hourly-paid contractors, eliminating unnecessary training ensures their time is maximised for tasks that contribute directly to their performance, ultimately benefiting your organisation.

3. Tight Deadlines and Budgets

The implementation of eLearning projects can take up a lot of time. A recent study estimated that developing an entire eLearning course would take around 450 hours. The eLearning project development process is lengthy, so ensuring your business already has the resources and required professional expertise is essential in meeting tight project deadlines whilst remaining on budget.

Many organisations avoid investing in training courses for professionals to acquire the skill set needed for project solutions and course development due to tight budgets and a primary focus on revenue. However, eLearning contractors can help challenge these difficulties.

How can an eLearning Interim and Contract solutions help?

• Project management – Gaining eLearning interim and contract professionals can free up a lot of spare time to focus on project development, increasing the possibility of meeting tight deadlines. As mentioned, contractors are readily available and can begin project work immediately.
• Cost and time-efficient – Seeking contract and interim workers means that recruiters can access a pre-existing talent pool, saving time and money on recruitment processes and training resources. Contractors already have the skills required for eLearning project solutions and development, meaning their knowledge can immediately be put into practice, and deadlines can be met with little cost involved.
• Contracts can be extended  – One huge solution contract and interim workers provide is that if deadlines are struggling to be met, it is easy for recruiters to extend employment contracts if necessary, meaning the expertise can remain until the project development is complete. Employers only have to pay for the services they need when required, which is highly cost-effective and helps to remain within budget.
• Quick Collaboration – The digital education environment is highly collaborative, meaning sourcing talented eLearning contractors is a quick process. The combination of a speedy hiring process of top eLearning talent means work on development projects can be started quickly to ensure tight deadlines are met.

4. Fluctuating Workloads

Workload fluctuates massively within the eLearning industry, and permanent hiring usually leads to over or under-employment. This can lead to challenges like costly salary bills and reduced efficiency. Workplace wellbeing can also be affected, as eLearning professionals will find that they do not have the essential resources and support required to complete project development work.

Onboarding interim and contractor professionals are highly advantageous in addressing these challenges, as the power of flexibility means employers can invest in top talent quickly,  as and when they need it.

How can an eLearning Interim and Contract solutions help?

• Free time for core tasks – By onboarding interim and contract professionals, businesses can easily source the required eLearning talent needed to complete high-demand project developments and meet tight deadlines. This effectively eases the workload for other employees, creating a positive workplace well-being and culture.
• Limits burnout – eLearning interim and contract professionals can ease workload demand and drive project progress quickly, as they come with pre-existing skills and experience, and little training is required. This reduces burnout of other employees as project demand is lowered, creating a more positive and efficient work environment.
• Contracts can be extended – Whether project demand is high or low, employers can negotiate contracts of employment based on as and when they need work. Organisations can quickly source specific skills and expertise for as long as needed, which is cost-efficient and time-efficient.
• Rapid project initiation – Time is extremely valuable in eLearning project developments. The digital education environment is highly collaborative, meaning contractor recruitment services like ours can quickly source interim and contractor workers with top eLearning talent. This means professionals can hit the ground running, reducing market time and increasing efficiency.

For more information on the benefits of eLearning interim and contract professionals and how they could address project challenges, discover our insightful guide – The Benefits of Utilising eLearning Contractors.

Interim and Contract Solutions – Key Skills

When looking for the most suitable interim and contract professionals, there are several essential skills hiring managers need to look out for. It is also important to consider the eLearning project’s scope, needs and goals to pinpoint precisely what you need from a candidate.

Essential Skills to Look Out For:

• Instructional Design Expertise – Having skills in planning and designing the structure of an online eLearning course is essential. Contractors must be aware of the ADDIE and Bloom’s Taxonomy models.
• Authoring Tool Skills – In the eLearning industry, it is essential for interim and contract professionals to be knowledgeable on authoring tools to create content within online courses. Authoring tools can involve Adobe Creative and iSpring.
• Project Management Skills – Interim and contract professionals must have strong project management skills, which are important to ensure a project runs smoothly and tight deadlines and budgets are met.
• Gamification Expertise – Expertise in gamification is a vital component that eLearning contractors must have to incorporate interactive and engaging elements into eLearning resources.
• Multimedia Development – It is equally important for interim and contract professionals to have multimedia development skills so that eLearning can remain engaging.

If you want to learn more about the essential skills of interim and eLearning contractors, discover our insightful guide – Essential Skills Employers Need From eLearning Contractors.

Key Takeaways – Interim and Contract Solutions

The ever-changing field of eLearning projects presents numerous challenges, from skills gaps and evolving training needs to tight deadlines, budgets, and fluctuating workloads. However, exploring interim and contract solutions offers a strategic response to these challenges, providing agile and efficient measures to ensure the successful development of eLearning projects.

Ultimately, integrating interim and contract solutions addresses eLearning projects’ immediate challenges and positions organisations to thrive in a rapidly evolving digital education industry. The collaborative digital environment enables quick connections and recruitment, making it easy to leverage the expertise and flexibility of interim and contract professionals. Businesses can navigate the complexities of eLearning project development with confidence and innovation.

Interim and contract professionals have substantial pre-existing talent, meaning they can immediately start working on eLearning project solutions, making meeting tight project deadlines and budgets easier.

In the search for the right interim and contract solutions, a focus on essential skills such as instructional design expertise, authoring tools, project management skills, gamification expertise, and multimedia development ensures that organisations can pinpoint candidates who are well-equipped to tackle the unique demands of eLearning projects.

Need Help Sourcing Top Interim and Contract Solutions?

The specialist consultants at Instinct Resourcing have been connecting eLearning interim and contract professionals to global businesses for over a decade. Our recruitment experts possess the expertise to source your business with the talent and project solutions it needs, connecting you with experts in design, development, project management and more.

Trust us to find the talent to drive innovation in your business. Contact us today to discuss your eLearning requirements.

Animator / Motion Graphic Designer

• A creative Designer who uses visual effects, moving illustrations and graphics, primarily within Adobe Creative Suite software.

Community Manager

• A liaison/representative responsible for the learning community on any given learning platform.

Digital Learning Developer

•  A creator of digital learning assets via the use of existing storyboards and authoring tools such as Articulate Storyline and graphics / multimedia tools such as the Adobe Creative Suite.

Digital Learning Manager

• A forward-thinking team-player who works to devise the digital learning strategy; liaising with senior stakeholders and providing both innovative ideas and solutions to benefit distance learning programmes.

Digital Learning Project Manager

• An organised coordinator who project manages the digital learning projects; looking after each element of the design and development stages, through to completion.

Director of Learning / Digital Learning

•  One of the most senior positions available, the Director will apply a strategic focus to the wider learning infrastructure, overseeing the digital learning offering and liaising with stakeholders to ensure the company needs are being met.

Head of Digital Learning

• A senior leader, working to devise the digital and blended  learning strategy. As the main liaison for stakeholders across the company, they will offer solutions and innovativeideas surrounding learning and distance learning programmes.

Head of Learning & Development

• Heading up the entire L&D department, this position takes complete ownership of all learning and development aspects within the business and acts as the first contact for internal and external senior stakeholders.

Helpdesk Support

• Predominantly platform/IT centric; this role supports the VLE (virtual learning environment) by accepting and resolving queries. This role accepts the responsibility of escalating relevant queries to senior members.

Instructional Designer / Digital Learning Designer

• Typically operating with 3-5 years’ experience; Instructional Designers take a pedagogical approach to their digital online learning designs. This is considered ‘early stages’instructional and learning design.

Junior Digital Learning Designer

• A junior-level digital designer that works under instruction of the stakeholder liaison, to assist in the design and developments of digital learning project requirements.

Junior Digital Learning Developer

• A junior-level digital developer that works under instruction to assist in the development of learning assets via the use of authoring tools .

Junior Instructional Designer

• Typically operating with 1-3 years’ experience; Junior Instructional Designers take a pedagogical approach to their digital online learning designs.

Junior Learning Technologist

• Typically operating with 1-3 years’ experience; Junior LT’s provide an academic and pedagogical focus towards tasks. Along with administration support, Junior LT’s will assist in the development of online learning content.

L&D Manager (Learning & Development)

• Usually operating under the Head of L&D, the L&D Manager will work towards the enhancement of employees’ skills and knowledge.

Learning Architect(Curriculum Designer)

• A senior position, the Learning Architect is a well-rounded professional that utilises the latest learning trends and technology to make learning simple, engaging, and accessible. Often responsible for defining the entire learning programme/curriculum, end-to-end, to a high level.

Learning Consultant

• Working with the wider business, it is the objective of the Learning Consultant to enhance the overall digital learning offering – staying on top of new trends and offering advice around the latest learning developments.

Learning Programme Manager

• A technical position that oversees the end-to-end delivery of high-budget learning programmes.

Learning Technologist

• Typically operating with 3 – 5 years’ experience; LT’s will work with primarily academics and support staff to help them make the best use of the various digital technologies provided by the University to support learning and teaching. Along with administration support, LT’s will take on the development of online learning content.

LMS / LXP Administrator (Learning Management System/Learning Experience Platform)

• This role takes administrational control of learning management systems and learning experience platforms within and L&D department. They often have exceptional computer software skills and knowledge of web design technologies.

LMS / LXP Implementation Specialist

• Working with an organisation to implement learning management systems / learning experience platforms from both a technical and business perspective.

LMS Manager

• This role owns and oversees the running production of the learning management system within an organisation and may include the management of a small team.

Senior Digital Learning Designer

• A senior creative, responsible for the development of digital learning assets via the use of existing storyboards and authoring tools, including the Adobe Creative Suite.

Senior Instructional Designer / Senior Digital Learning Designer

• With 5+ years’ experience; Senior Instructional Designers take a pedagogical approach to their digital online learning designs and are often granted managerial responsibilities.

Senior Digital Learning Consultant

• Working with the wider business, it is the objective of the Senior Learning Consultant to oversee and enhance the entire digital learning offering – staying on top of new trends and offering advice around the latest developments within learning. Responsibilities can vary greatly, depending on project scale and complexity.

Senior Learning Technologist

• With 5+ years’ experience; Senior LT’s provide an academic and pedagogical focus towards tasks. Along with administration control, senior LT’s will take on, and often oversee, the development of online learning content.

Software Developer

• Possessing a variety of technical skills; Software Developers will take on numerous projects that require back-end coding and development.

TEL Manager

• Predominantly platform/ IT centric; this role manages the VLE (virtual learning environment) by the distribution of queries via ticketing system. This role accepts the responsibility of resolving escalated queries.

VLE Administrator/TEL Officer (Virtual Learning Environment/Technology Advanced Learning)

• A fairly junior role, the VLE Administrator will provide basic administration and upkeep of the virtual learning environment. They will likely have good foundation level IT skills, including Word, Excel, Outlook and databases.

*Specific role descriptions/responsibilities vary depending on sector and organisational structure.

Instinct can appreciate why certain processes are in place, however we will share some of the more arduous processes we have encountered and why we would suggest steering away from certain routes. Likewise, we will share the most successful processes for candidate retention and therefore securing the perfect person.

The (really) Bad

Safe to say, the most outrageous interview process was a whopping 13 stages stretched over a period of 10 months. Yes, you read that correctly, 13 stages over 10 months. We understand that Senior level professionals need to speak to relevant members of the company, and the fit needs to be correct, but our view is that 4 stages should be sufficient for any Senior/Director level posting.

Process Duration

There are many drawbacks of lengthy recruitment processes, the main being – if you move too slowly, your favourite candidate (usually the best candidate) will be offered a new position from a company (competitor) that moved quicker. Your own competition will beat you to the best candidate.

Candidates (especially if the recruitment process is not outlined from the start) will view the process, and therefore the company, as inefficient. Their impression will be that in order to get anything done within the organisation, they will have to get through layers and layers of red tape whilst trying to jump through several hoops simultaneously. This will either make them not interested in the role or chose another company (with a streamlined process) and you will be firmly back to square one.

Initial Application

Before getting to the interview stage however, candidates need to apply. Instinct does not disagree with this, it is very important that they apply, and that the hiring manager can see information about the candidates before moving them forward within the process. However, is it necessary for them to fill in an online form taking 3 working days detailing their life story in a series of boxes, attaching their CV, and a personalised cover letter along with a copy of their medical history, diversity monitoring and their family tree? No, it isn’t!!!

The longest application form we encountered was an outrageous 9 pages with the request for a diversity monitoring along with their CV and Cover Letter. Suffice to say, the best candidates, with multiple opportunities declined this unnecessary admin.

Attracting the Best

The highest quality candidates are usually rather busy individuals. They have a job, they have a social life & responsibilities, they may have children and any of the spare time they do have doesn’t need to be spent writing their autobiography for a career application page. If people aren’t actively searching and desperate to move, then the chances are they won’t be willing to do this lengthy application process therefore, this automatically narrows your pool of suitable candidates.

We understand “if they aren’t willing to do the form, then they aren’t invested in the process”, however, we find that following a first initial call directly with the client to find out more about what you can offer them, that candidates automatically become more interested and invested. This call can be 15-20 minutes of your day – a similar amount of time it takes you to read through the form.

Instinct’s Value

At Instinct we thoroughly screen all candidates, give them an insight into the company and the position along with any additional information. If the candidates have the correct skillset, you will see their CV. This process acts as an initial application process, so you can be assured that the candidates are relevant to your opportunity and have provided written confirmation that they would like to apply. For the candidates, all they need to do is provide an updated version of their CV.

Our Polite Suggestions

Throughout our 10-year history, we have found the following to be the best for a recruitment process:

Following an initial screening call with Instinct, you will see their CVs & Portfolio (if applicable)…

Contract:

·        Junior & Mid-Level: 1 stage

·        Senior/Director Level: 2 stages with presentation or task

Permanent:

·        Junior & Mid-Level: 2 stages (with task or presentation if necessary)

·        Senior/Director level: 3 stages (with task or presentation if necessary)

Overall, there is no reason to complicate things. Keep it simple, be agile and don’t miss out on the perfect person because of a slow, unnecessary process.