Often, current and former graduate students ask for advice about how to be successful when they interview for instructional design positions. Yes, I have my opinions, but I wanted you to hear from someone I admire. Let’s welcome guest blogger, Alice Cutter, who has been interviewing MANY IDs for positions in her firm. And these are not the first ID positions she has attempted to fill. Not by a long shot.
Here’s what Alice wrote:
We just finished a job search to find four Instructional Designers. One of our requirements is that the ID being hired must have experience in all phases of instructional design. There were hundreds of resumes and it took four months to fill the four positions.
My team was surprised to find that many candidates were unable to answer the simplest of questions. Is it too much to expect that an ID would be able to answer questions regarding the specifics of the learning deliverables they’ve produced or the delivery strategy that was used? What about the reasons for those learning solution(s)? How about details about the process used to design/develop? What of the value added as a result of the effort?
There are countless reasons why some interview well and others don’t. I certainly don’t have the answers to all of that. But when reflecting on our recent hiring journey, one key reason for IDs “messing up” the interview seemed to surface. They couldn’t talk about specific examples of their experiences in all phases of instructional design (one of our requirements). In many cases they couldn’t give specific experience examples of even one phase.
Another thought is that perhaps candidates don’t take enough time to carefully read the specifics of a job posting. This can lead to applying for something that they’re not qualified for or to not preparing to speak their match to those requirements. They may not be taking the time to prepare themselves with specific examples that demonstrate their qualifications against the requirements of this job description.
In her current position Alice is responsible for creating and overseeing the implementation of a strategic approach to design and development of learning throughout the company. This includes building the capability and providing leadership to the learning design function and team.