Instructional Designer

Instructional Designer interview questions:

Instructional Designers are responsible for creating educational materials for various forms of training, including traditional classroom sessions and online courses. Their primary role involves identifying training needs and developing content that is both informative and engaging.

Given the critical role of educational activities in enhancing employees’ skills and knowledge, it’s essential to hire individuals who recognize the significance of employee training and ongoing learning. Ideal candidates should possess the ability to identify training gaps, establish clear learning objectives, and choose effective instructional methods to design programs that align with your organization’s employee development goals.

During the interview process, ask candidates to provide examples of their previous projects, with a specific focus on initiatives similar to the training programs you intend to develop, such as instructor-led courses or e-learning modules. Additionally, assess candidates’ proficiency in relevant technology, including design software, video editing tools, and audio scripting applications. If applicable, request candidates to present a portfolio showcasing their work samples and ask them to elaborate on the design process for one or more of those programs.

Role-specific questions:

• How proficient are you in creating and recording scripts? Could you mention the software tools you typically use for this purpose?
• Are you well-versed in generating graphics using software applications such as Photoshop and Illustrator?
• What methods or criteria do you employ to assess the effectiveness of a training program?
• Could you provide a detailed overview of your curriculum planning process, outlining the key steps involved? Additionally, please elaborate on the collaborators you work with during this process and any constraints or limitations you consider.

Operational and Situational questions:

• We are interested in creating a brief training course for employees who will be using a new software. Would you recommend designing separate courses for technical and non-technical staff? Please explain your reasoning for this approach.
• Can you describe the types of simulation activities you would develop to provide effective training for our sales team?
• If you were to join our team, how would you go about evaluating our existing training courses? What specific data or information would you utilize to gauge their effectiveness?
• In order to enhance the engagement of a theoretical course, what interactive elements, such as graphics, videos, or quizzes, would you incorporate?

Behavioral questions:

• Can you provide an example of a learning program you designed that was particularly successful? How did this program contribute to the development of employees’ skills?
• When you’re tasked with designing a new course, how do you go about researching the appropriate learning technology to use and structuring the course content effectively?
• Have you ever encountered a situation where your trainees struggled to grasp educational material? If so, how did you address this challenge?
• Could you describe a specific instance where you had to instruct educators on how to use an e-learning platform? Please outline the various methods you employed for this training, such as manuals and presentations.