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What do you do if your digital learning professional candidate lacks key qualities during an interview?

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Hiring a digital learning professional is crucial for the success of your educational programs. But what if you encounter a candidate who doesn't quite meet the mark during the interview process? It's a common dilemma, and it's important to approach such situations with a clear strategy. This article aims to provide guidance on how to handle an interview where the candidate lacks key qualities for a digital learning role, ensuring you make informed decisions for your team and organization.

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Mike Rognlien

4 个答复
Linda Figueroa
Dr. Tony Welch, MBA

Experienced Training Manager

1 Assess Skills

When you notice a candidate falling short in certain areas during the interview, it's essential to assess which skills are lacking and how critical they are to the role. Some skills can be taught, while others are intrinsic and harder to develop. If the missing skills are teachable, consider if you have the resources to provide training. If they are more innate, like the ability to engage an online audience, it may be a sign that the candidate is not the right fit for the position.

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Judy Albers

Director, Research Enablement at i4cp
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I wouldn't interview someone who hadn't already demonstrated the skills. A digital learning professional should have a portfolio you've already viewed before the interview. If they don't, red flag! Because our field requires expertise in marketing and user experience design, not just instructional design and ability to use development tools. Some of the marketing skills a portfolio should demonstrate: Write for the web Apply marketing-quality visual design Integrate video and audio Iterate on your designs with usability testing Create an immersive, contextual learning journey the way marketers create a customer journey Journalists can become great digital learning professionals, as can user experience designers.

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Bhushan Jayaram

Project Manager | Product Owner | L&D | Educational Consultant | Scrum Master | eLearning | Curriculum Designer | Training Specialist | Learning Experience Designer | Technical Writer | Engineer
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Focus on their strengths and areas for growth. Provide scenarios or case studies to assess problem-solving and adaptability. Inquire about their willingness to learn and develop missing skills. Assess their cultural fit and alignment with the organization's values. Consider offering additional training or mentorship opportunities if the candidate shows promise. Alternatively, explore whether their strengths compensate for the lacking qualities in the context of the role. Prioritize candidates who demonstrate potential, a growth mindset, and a strong cultural fit.

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Carolyn McCall- McWilliams

Digital change and adoption lead Northern Ireland Civil Service. Learning and Change Management specialist. Putting people into digital & building a digitally skilled workforce.
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I’m a big believer in strengthening people’s existing strengths as opposed to focusing on solving their weaknesses. If you see something you think your candidate is missing then you or someone else in the team probably already has that value or strength. I’d encourage interviewers to look deeper and ask questions about the values and skills the candidate has that could be valuable to the job/organisation. You might find something you didn’t think about (maybe because you don’t have it). Diversity cannot be underestimated, it is key in a strong successful team. Sometimes people don’t ‘fit’ but before making that decision look deeper at what difference they can bring to the table. Sometimes what you least expect is what you need most.

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2 Probe Deeper

If a candidate seems to lack key qualities, use the interview as an opportunity to probe deeper. Ask situational and behavioral questions that allow them to demonstrate their problem-solving and adaptability skills. Sometimes, a candidate may not express their abilities effectively through standard interview questions but can showcase their potential when given the chance to elaborate on specific scenarios.

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Judy Albers

Director, Research Enablement at i4cp
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Assuming you've seen their skills demonstrated in their digital portfolio, ask about the process of creating those products. What were the collaboration challenges? How did they ensure "ruthless relevance", when so much digital learning is an information dump because that's what your stakeholders demanded? More and more, Chief Learning Officers and Chief People Officers are transforming the people function into one that creates capability in a product-centric way. Use your AI assistant to generate the kinds of interview questions that would be asked of a content marketer, a product manager, or a user experience designer, and see how you'd probe differently in an interview for a digital learning professional.

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Joseph Bork

President @ ProEd | MBA, Ed. Specialist
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Explain a situation where you had to showcase your key qualities to a panel of peers and give an impromptu talk. This effort and hopefully positive results will give the interviewer a better idea of how they handle questions on the fly

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3 Cultural Fit

The cultural fit of a candidate is as important as their technical skills. If they lack certain qualities but show a strong alignment with your organization's values and a willingness to learn, they might still be a valuable addition to your team. Assess their interpersonal skills, motivation, and enthusiasm for digital learning, as these can be good indicators of their potential to grow within your company.

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Mike Rognlien
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The root of the word 'culture' is 'cult' - and too many companies and people apply the term culture fit accordingly: slavish compliance with norms, whether those norms are healthy or not. Culture is the sum of everyone's behavior and actions every day - some of which are positive, some are negative - but there are far too many inputs to apply them to a candidate to determine if they 'fit' or not. Instead, look at how they will make you better, find ways to improve the way things are done and have positive impact without so much regard for 'do they do things the way we already do them?' Why hire someone new if their newness will be used against them?

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Linda Figueroa
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I lean more towards cultural add where the person you hire still aligns to your company's core values and is able to get along with current employees but also may offer different perspectives and strengths

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4 Training Potential

Consider the candidate's potential for training and development. If they are eager to learn and have a track record of picking up new skills quickly, investing in their professional growth could pay off. Evaluate the resources your organization can allocate for training and whether the candidate's learning curve aligns with your operational timelines.

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Dr. Tony Welch, MBA

Experienced Training Manager
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This could mean that as part of their probation period they need to pick and implement in their role those necessary skills. This may include period reviews after first month, third month and then sixth month.

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5 Alternative Roles

Sometimes, a candidate might not be suitable for the role they applied for but could fit another position within your organization. Look at their broader skill set and consider if there's an alternative role where they could excel. This approach can help you fill other gaps in your team and provide the candidate with an opportunity that better matches their strengths.

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6 Next Steps

After considering all factors, decide on the next steps. If you determine that the candidate isn't right for the role, provide constructive feedback to help them in their career journey. If you're leaning towards giving them a chance, outline a clear development plan that includes milestones and regular check-ins to ensure they are progressing as expected.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your digital learning professional candidate lacks key qualities during an interview?

1

2

3

4

5

6

7

1 Assess Skills

2 Probe Deeper

3 Cultural Fit

4 Training Potential

5 Alternative Roles

6 Next Steps

7 Here’s what else to consider

Digital Learning

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What do you do if your digital learning professional candidate lacks key qualities during an interview?

1

2

3

4

5

6

7

1 Assess Skills

2 Probe Deeper

3 Cultural Fit

4 Training Potential

5 Alternative Roles

6 Next Steps

7 Here’s what else to consider

Digital Learning

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