Describe a time when you took a risk on a new design approach. Was it successful?

"During my time at Preferred CX, I was tasked to design learning materials for the customer response team (CRT). Their job was to handle customer feedback via chat and email. My manager instructed me to create writing exercises with different letter formats through email. She forwarded me a few references, which were college textbooks. I found the examples from the textbook to be overly prescriptive. So, I designed a few materials with a task-based format. I talked to the CRT Manager and asked for a few real-world scenario examples. From there, I sat with different team members to understand best practices in replying to customers. Then I created the exercises to fit the scenarios, apply the best practices, and at the same time apply formal writing rules from the textbook. When I showed it to my manager, he was very impressed. We ran the pilot after some weeks and saw a significant increase in the CRT's net promoter score."

The tolerance for risk-taking will differ from company to company, so use your best judgment with the example you give. Your example should be aligned with the company's values or something that you believe will be supported at the company you're interviewing with. A successful example is one that demonstrably improved learner experience or made a significant business impact. Recall the new approach, how you implemented it, and its measurable impact. If you were not empowered to take any risks, talk about small initiatives you implemented and explain the results and your observations.

How do you adapt when you need to make last-minute changes to a training program?

"I adapt well in last-minute situations. Working with people means that there are no promises on how my day will go. This reality is one that I learned early on in my career. Last year, our company was acquired by a larger firm, and we adopted their brand and culture. I was tasked to develop the materials for an instructor-led employee culture training, which included the mission, vision, core values, communication standards, and the like. A day before the pilot session, my manager informed me that the CEO and other executives would be dropping in for the pilot and needed 15 to 20 minutes to address the group. Employees were given an hour off for the session, so I fit the session plan within that time, and there really was no room to add 15 minutes. So, I went over the session plan again and pared down what I could. I originally designed the session to be interactive with many opportunities for group activity and discussion. Ultimately, I created a second version of the session plan with the 15 minutes for the executive team baked in. I was glad that I kept the original plan, though, because the executive team was only available to join three out of the 10 sessions we scheduled."

Learning and development, at its core, is a human resource function, and humans deal with changes all the time. With this question, the hiring manager is gauging your adaptability to change. Show the hiring manager that you are adaptable and flexible. If possible, provide an example of when you adapted and made last-minute changes to a program or session.

How do you handle negative feedback about the courses you design?

"In my life and career, I have long learned to seek and welcome feedback. I have great empathy for others' experiences. While I strive to consider as many of those experiences as I can during the design and development of training programs, I can only account for so much. When I first started as an ID, I was resistant to constructive feedback. I thought that the evaluation phase only applied to the learners. I've since learned to evaluate the program's effectiveness, specifically the content and delivery method. What I do now is help facilitate the feedback process and ensure that learners have an easy and quantifiable way of assessing the effectiveness of the courses they go through. If I'm designing a self-paced online course, for example, I will add a short questionnaire once the modules under one topic are completed. Questions are around the length of the course, the relevance of the content, whether the objectives were met, among others. I also give learners space to comment freely. This way, I can make improvements to the current course and apply useful feedback to new courses. Not only that, but I also value their opinion."

Evaluation is a key part of the instructional design process. The hiring manager wants to learn that you value feedback and are well equipped to process it properly. Talk about instances in which you received impactful constructive feedback about courses or training materials that you designed. A successful answer will highlight the steps you took to use the feedback to your advantage.

What is your greatest work-related accomplishment?

"There are a couple of work-related accomplishments that I'm most proud of. The first one came up during my annual performance review, in which my superior told me that I'm the most innovative instructional designer the community college has ever had. That year, we made improvements on five curricula and developed three new ones. It was very challenging, but I soldiered through the four months of work. The second accomplishment would be the collection of comments that I've gotten from students about the courses I've designed. They always leave notes on the evaluation at the end of the course, saying it's the most engaging learning content they've taken and how much they value what they've learned. The most memorable feedback I've received was from a student who ended up becoming an instructional herself. She sent me a message on LinkedIn letting me know that her aspirations stemmed from one of my designed programs. I feel so much joy from knowing that I make an impact on the learners."

The interviewer would like to learn what you are most proud of as an Instructional Designer. Think of the different personal goals you set for yourself throughout your career and talk about your feelings toward achieving them. A successful answer will highlight your passion for your work and its aspects that give you fulfillment. Assure the interviewer that you continue to set career goals in the field and that the job you are applying for offers the opportunities for you to do so.

Tell me about a time when you failed to meet an objective.

"At ABC & Co, I designed an up-skilling program for customer care representatives. The company had just rebranded, and there was a new direction concerning representing the brand from the customer care side. Because of bandwidth limitations, we decided to pull the reps out for 30 minutes and rolled out the training in a classroom setting. We had visual aids and handouts that outlined the brand values and how they should be reflected in the language used when interacting with customers. After a month, we went back to assess how well the reps retained their knowledge by listening to their calls. We found that only 15% of them applied what they learned, compared to our initial target of 60%.Looking back at the delivery method, I would say that we should have tried something else. There was minimal demonstration involved, so the representatives didn't really see everything in action. It would have been more effective if we allowed for simulations and let the learners devise different ways to apply what they just learned. This could have been done in shorter sessions after the first 30-minute class. Now, whenever I develop training for cross-skilling or up-skilling, I take a couple of extra steps. I add more modeling and demonstration techniques to paint a clearer, more realistic picture for the employees. And two, I test the materials out with a smaller group first, evaluate the outcomes, and then improve the material further before rolling it out 100%."

Failures are inevitable at any job. Fortunately, evaluation is part and parcel of the instructional design process, and Instructional Designers are typically thick-skinned when it comes to negative results. Take advantage of this opportunity to describe a notable time when you did not hit your targets. A strong response will focus on ownership and the learnings you took from the experience. Further, the hiring manager will want to hear about the long-term impact the experience had on you as an Instructional Designer.

Why did you aspire to be an instructional designer?

"I come from a family of teachers. Both my parents were public school teachers, and they both have siblings who also taught in the traditional academic field. So, instruction has always been a part of my life. However, I never really imagined myself as someone who would thrive in the academe. I was always more drawn towards the corporate world. Further, I've always had a knack for multimedia design and writing, so it all came together for this role. I'm very fortunate that my current company gave me the opportunity to become a training coordinator, but I've learned so much on the instructional design side. Because of my background in the same industry and my passion for continuous process improvement, I really think that I'll be a perfect fit for this role at your company."

This question provides an opportunity to show your passion for the role and why you think you're a good fit. Research the company's mission, vision, and core values and illustrate how your values align with theirs. A successful answer will also mention how you foresee yourself contributing to the organization through this role and how you foresee yourself progressing in your career path.

How do you continue to educate yourself in the field of instructional design?

"There are two general ways in which I ensure that I am continuously learning. The first way is through my regular tasks. A lot of my work hinges on research. I always make it a point to have a 360-degree point of view to research. Regardless of the subject I'm designing a course for, I look at contemporaries, competitors, and even academic resources to inform my design. I learn from what they do and what they don't do. The second way that I ensure continuous learning is by following certain influencers in the learning and space, as well as L&D networking groups in social media. I like to read up on the latest news, innovation, and what better source than the best in the business."

Instructional Design is a dynamic field, especially on the technology side. The interviewer wants to learn that you are updated on the new research, the latest technology, best practices, and resources. Talk about a few sources that you subscribe follow, any forums that you are part of, and other resources that keep you up-to-date in the world of learning and development. A successful answer will reveal a commitment to be a lifelong learner.

What are you looking forward to in your next job?

"In my current job, I really like that I was able to plant roots in the field. Over the last four years, I've been able to hone my training facilitation skills, as well as my course development skills. In addition, the company has given me a lot of opportunities to broaden my skill set. However, I feel there's not much upward mobility for me outside of becoming a training supervisor. I would really like my career focus for the next few years to be instructional design. When I found your job post, I thought that it would be the perfect role for me because of the way the training department is structured in that there is a dedicated course developer. I also like the idea of working with the center of excellence in coming up with courses that help improve the company processes. In the next few years, I will work to carve my career path to becoming a senior instructional designer."

The interviewer asks this question to assess whether you can fulfill new responsibilities at their company and whether you fit well with their culture. When putting your response together, align the responsibilities and opportunities at your current role with the one you're applying for. Assure the interviewer that you've done your research on the job and the culture by speaking about what makes you excited for the new job.

What about your current role do you like? What about it do you dislike?

"There are many reasons I like about my role. At the top of my list are independence and mastery of the subject. Currently, I'm an individual contributor and the only instructional designer. Thus, I enjoy a lot of autonomy in designing and developing courses. In addition, I have been in this position for three years, and I've become a subject matter expert on most of the company's lines of business. However, those reasons are both double-edged. While I do enjoy autonomy, I also crave collaboration, and that's why I'm applying for this role. I could grow so much from sharing ideas and practices with others who may have a different background from me. Similarly, I also think that I could benefit from widening my horizon regarding the subject matter. I can only learn so much from my current industry, and I'm really looking forward to designing for many other fields. Your work with clientele from a wide gamut of industries really appeals to me."

With this question, the interviewer wants to learn the reasons you are applying for a new job. Assure them that you are applying for the right reasons and have done your research about the role and the company. When crafting your response, talk about the advantages that the new role offers. On the other hand, avoid making personal comments about your current job. A successful answer will focus on growth, whether you want to deepen your knowledge and skills in instructional design or widen its breadth by practicing said knowledge and skills in a new industry.

Describe your communication style. How has it benefitted you in your work?

"I would call myself a diplomatic communicator. I like to see a situation from all sides, as much as possible. When it comes to developing courses, I begin with the end in mind. The best way to do this is by gathering information from everyone involved, especially those who can provide perspective from and about the learner. I wasn't always like this, especially growing up. In fact, I have a solid mathematical side. However, I realized that to become more effective at work, I have to develop my interpersonal skills further. It has helped me to become a more charismatic person. I have an easier time persuading and collaborating with others."

Effective communication throughout the design process is crucial in the success of an Instructional Designer. They should lead conversations with subject matter experts, cross-functional stakeholders, team members, and learners. The interviewer will want to hear that your communication style fits well in the environment in which you work.

Would you describe yourself more as creative or analytical?

"I would consider myself more as a creative person, in general. As a child, I was always drawn to the arts, whether drawing, painting, or theater. As I grew older, I began to adapt these skills with available technology, and that's how I ended up as a Fine Arts student majoring in Graphic Design with a minor in Animation. However, I also have a great appreciation for data. I always collaborate with our business analytics team to establish baselines for training metrics and evaluate training results. One way that I ensure I develop courses objectively is by consulting with my peers. I'm not the savviest with numbers, but I think that as long as I know how to create measurable objectives for training, I can thrive in this role. I hope that your company is open to me learning new analytical skills as needed."

Instructional design requires both creative and analytical skills, but the interviewer doesn't necessarily require you to have an equal balance of both. When crafting your answer, be honest about your strengths and weaknesses in each area. Further, you will also want to mention what you are doing to continually improve your instructional design skillset.

What qualities do you possess that have helped you become a successful instructional designer?

"I believe that being a well-rounded instructional designer will help me to become successful in this role. In college, I majored in human resource management, where I took training and development classes. That's how I discovered my passion for this field. So, I planned my internship around it and applied at Pearson in their Content Strategy team. I realized that being naturally creative really gives me an edge. When I graduated, I immediately applied for a job as a training assistant. I took some online classes to further develop my talent in content writing and my graphic design skills. After being a training specialist at a large organization for three years, I believe that I've really sharpened my people skills, and it's given me the experience to facilitate training. It has also given me the opportunity to work with data, therefore honing my analytical skills."

Recent innovations in education and training have created a multi-dimensional landscape, and the job requirements for Instructional Designers have also evolved. Whether you are applying for a role in an academic institution or the corporate world, you will want to demonstrate to the interviewer that you have the skillset, knowledge, and experience to excel as a learning designer. A successful answer will cover creativity, content development skills, analytical skills, technological savvy, facilitation experience, people skills, and a relevant program or curriculum design portfolio. A bachelor's degree or higher in instructional design or a related field will also be an advantage.

Describe a time when you disagreed with your superior's directive. What was the outcome?

"When I worked as a curriculum designer at Horizons, the owner decided that we should offer students the option to join live classes online. The idea was to put a computer with a microphone and camera in a location so that the online attendees would be able to see and hear the teacher and some of the other students. I immediately expressed my objection to this idea. I thought it would be a horrible experience for the online attendees unless we poured a lot of money into good equipment. Further, it would have been challenging to facilitate participation from the online students. We would have so many limitations on the type of activities we could run in class. For example, if we were to assign class presentations, it would be a totally different learning experience online versus in person. Despite my opposition, the owner insisted we run a test on an upcoming class. To mitigate negative feedback, we offered online students a 50% discount. As I had predicted, the experience was not at all ideal for online attendance. They could barely hear the lectures, and it was challenging for them to participate in the discussions because the teacher's attention was divided between the in-person students and one monitor with three students. After that run, we paused all our plans for online classes."

With this question, the hiring manager is gauging your negotiation skills. As an instructional designer, you are expected to own certain decisions in the learning and development process. The hiring manager would like to learn that you are capable of standing your ground. They would also like to hear that you can leverage facts and data to persuade superiors and defend your stances. Explain the situation or task, followed by the action you took or the recommendation you made, and the result of your objection.

How do you ensure quality when deadlines are tight?

"I would say that I'm highly adept at detecting errors in my work. I can attribute this to my years-long experience as a speech-to-text transcriber during and immediately after college. Our typing accuracy target was 98%, and transcription work had a standard turnaround time of 24 business hours. I've adopted this skill into my instructional design work, in which I always read content aloud as much as possible. In addition, whenever I get a chance to wrap up work on one training material, I try to work on something else that's not related to the content. Either that or I take a quick break and take my mind off the subject. Then, I go back into the material I'm working on to look at it with 'fresh eyes.' I make sure I don't submit anything without thoroughly checking. I also have spell-check and grammar check always active on my devices."

Interviewers ask this question to gauge your attention to detail. They will want to learn that you can produce error-free work despite time constraints. Talk about the different ways you check for mistakes in your work and focus on providing quantifiable examples.

What instructional design methodology or methodologies do you follow?

"At my current job, training is often reactive rather than proactive. When designing reactively, I usually resort to the Successive Approximation Model. I prefer it because I often have limited time to analyze. Because it is agile, I have the opportunity to analyze results and apply improvements almost in real-time. It's the most viable when I have limited time to develop a course. Plus, training is rarely something we conduct only once. So the SAM framework is perfect because we can evaluate after a pilot run and improve before the next one. On the other hand, when designing proactively, I often employ ADDIE or ASSURE. The latter differs from the ADDIE model in that it typically caters to learners through technology and media. I like that it is very objective-driven, which is crucial in a corporate setting. We often get a clear target metric to work towards, so it's essential for us to select delivery methods based on the skills, knowledge, and attributes associated with the target metric. It's like working backward by identifying the target metric, then parsing out the behaviors that contribute to it, and then focusing on honing the skills and attributes that promote the correct behavior."

Most learning and development professionals are adept in instructional design methodologies. Selecting the best methodology depends primarily on the industry, the audience, and the subject of training. Popular ones include the ADDIE Model (Analysis, Design, Development, Implementation, Evaluation), Bloom's Taxonomy, and SAM (Successive Approximation Model). Talk about your experience in utilizing an instructional design process and for which applications you would select each. A successful response shows a demonstrable knowledge of instructional design theory.

What is your preferred Learning Management System? Talk about the reasons you favor it over others.

"I've encountered and implemented a few learning management systems in my career. The most remarkable one so far is Moodle. Because of the industry's unique needs I'm in, a highly customizable LMS like Moodle is perfect. We could use many of its out-of-the-box features, but we really need to develop some of the functionality. I like that it's open-source, so our own developers could tinker with it and tailor it to our needs. As a designer, I like the freedom that it provides. The set of functionalities are robust, and it allows our teams to collaborate. Moreover, it offers online and offline learning, so learners can take their learning modules and learn at their own pace when needed."

Technological advancements have done wonders for training organizations. One of these advancements comes in learning management systems (LMS), a software application for administration, documentation, tracking, reporting, automation, and delivery of training or learning and development programs. Based on your course development experience, talk about a noteworthy LMS you have utilized. Remain objective when presenting its advantages by outlining how the tool helped your training organization achieve program goals.

What is your favorite form of interactive learning?

"There are a couple of interactive learning methods that I've successfully utilized over my entire career. The first one is gamification. Many of the materials I design at my current job are for the sales organization, and salespeople are naturally competitive. To gamify courses, I add gaming elements like score-tracking, badges, and team competitions. This method really works because the concept of winning is highly motivating to this type of audience. So far, I've seen that engagement rates from gamified modules are between 30 to 50% compared to other delivery methods.Another interactive method that I really like is role-playing. I used this for a lot of the training programs I developed for our financial advisors. Participants are assigned different fictional characters and provided with a dossier of that character's background, including their job, income, household size, expenses, hobbies, and habits. It helps the participants to empathize with the different customers they might encounter on the job. As a result, they can prepare better for their meeting with clients."

Adults enjoy learning in active ways more than passive listening or reading. Further, adults seek control over the learning content and process to a certain level. Talk to the interviewer about the different methods of interactive learning you've applied in your design. You'll also want to touch upon the factors you consider when selecting an interactive learning method. Focus on impact and measurable outcomes.

What kind of learning materials have you developed from scratch? What was the content, and how was the content delivered?

"My content development experience has run the gamut from language proficiency to business acumen and job-specific training. When I started, I developed PowerPoint slides to support English as a Second Language lessons for an international school where I worked for three years. At that time, I was also working part-time at a real estate firm for which I helped develop some creative real estate workshops, which included materials such as workbooks and slides. Then, I joined the 123 Group as a Learning and Development Trainer. I developed full training suites for negotiation skills, leadership training, market analysis, and goal-setting. These suites included presentation decks, facilitation guides, e-learning modules, and quizzes, among others."

The development of training content and materials is the bread and butter of Instructional Design. The interviewer will want to learn about your experience in materials from scratch and the breadth of your experience with different delivery media. Talk about the training materials you have created, whether virtual courses or presentation slides delivered in person. Discuss your favored formats and some of the most impactful training you have provided in the past.

Tell me about a recent learning program you developed. What was its impact, and what did you learn in the process?

"Last quarter, I developed a communication skills improvement program with a total of six modules. The program was aimed toward entry-level employees who want to develop leadership skills in the workplace. The program was delivered 100% online with a mix of instructor-led workshops through Zoom and self-paced virtual learning. The modules were on business writing, business presentation, objection handling, coaching, and meeting facilitation. I used iSpring Suite to develop the learning materials, which our facilitators are also familiar with, so we could collaborate virtually. My favorite thing about the program was that it was very interactive. Our attendees were highly engaged during the sessions, and most of them aced their evaluations. Further, we received an overwhelmingly positive response from them. In fact, our enrolment rates were through the roof after our first two classes. We had people on the waitlist for months. What I learned from the whole experience is that when it comes to personal improvement training, a deep understanding of the learner's real-world needs in the workplace is the best foundation in determining the content, developing materials, and delivering the training."

The interviewer wants to hear you discuss a successful learning program that you designed and implemented. Explain the training program's goal, how you developed it, and what made the experience positive. Show enthusiasm for your work as an Instructional Designer by sharing details of the results you achieved and discussing what you learned during the process.

What are your favorite tools to use when it comes to developing learning courses?

"I'm pretty well-experienced in Articulate Rise, Adobe Captivate, and the Microsoft Office suite. My preferred tool for learning programs is Adobe Captivate because of my experience in using it with other Adobe Suite applications such as InDesign, Premiere, and AfterFX. This is one of the reasons your job post really caught my eye. My favorite feature about Captivate is that it can produce content that works well with different devices, which is great for your virtual workforce. Because of my programming background, I find a lot of freedom with the tool. I also think it's perfect for creating software courses, which makes it a great fit for this role."

As an Instructional Designer, you are expected to have deep experience in course authoring tools. The interviewer would like to know which tools you utilize the most and what you use them for in your work. Discuss your top choices, and explain how you use these tools and their impact on training delivery. If you are unsure which resources will have access to while working in this particular role, be sure to ask. If you know the tools and resources used in this role, it's a good idea to discuss your level of familiarity.

To what factors do you give the most value when designing instructional materials?

"There are two main factors that I consider when designing instructional materials. One is that my design is learner-focused. All the courses I design have SMART (Specific, Measurable, Attainable, Relevant, Time-Bound) objectives. I think that all other factors may be categorized under these two. First, I always put myself in the learners' shoes to understand their challenges, needs, and goals. In my experience, determining the best delivery method, instructional materials, and other factors comes easily this way. Second, I set objectives for every course that align well with business goals by following the SMART format. Objectives have to be specific to the content and relevant to the learner. Its success should be measurable and attainable. Lastly, I have to ensure that the course delivery time, as well as the time to achieve the set goals, are established, whether those are learner performance goals, business performance goals, or both."

With this question, the interviewer is gauging your qualities as an instructional designer. Valuable factors in the instructional design process include the learner, the delivery, the goals which the business aims to achieve, and the instructor, to name a few. When crafting your answer, think about the first few steps you take when ideating for course design. Talk about the different considerations you take and how you see each one impacting the outcome of the course. The interviewer will want to hear that you have a holistic view of the process and are not focused on a single element.

Tell me about your experience in working with subject matter experts. How do you ensure you can work with them effectively to achieve learning goals?

"I have worked with a wide variety of subject matter experts. In fact, I deal with them regularly in my current role. I work for an outsourcing company that specializes in new hire training for hospitality workers. Each client provides subject matter experts who work with me in developing the new hire training. I visit them in their workplace from time to time to observe how they go about their day. While there, I continue to document the process and really assess the best methodologies to employ when designing the course and materials. Overall, I've had a fantastic experience collaborating with SMEs. I enjoy being able to interpret their work and create something that helps facilitate the knowledge transfer and foster business continuity."

Instructional designers are typically not expected to be subject matter experts on the topics for which they create instructional materials. However, they are expected to work harmoniously with SMEs to distill information about tasks and processes from them, document the information, and turn it into learning courses or materials. The hiring manager will want to learn about your concrete experience in successfully collaborating with SMEs. Describe the process and the outcome.

What was the biggest program change you have implemented? Provide your reasons behind the change.

"The most impactful program change I made was for our onboarding training. When it was first developed, we intended it to be facilitated fully through instructor-led classroom sessions. However, as the company scaled and expanded its footprint, it became more and more challenging to ensure consistency in the delivery of the material. Further, employees started working from home, and many of the activities involved were impossible to conduct online. The solution was to develop an onboarding program that would translate as well virtually as possible in person. I gathered all of the pain points from when we first tried to virtualize the program and researched what bigger companies were doing to alleviate the issues. Then, we ran a couple of pilot runs with smaller groups and followed up with a comprehensive feedback survey. After two rounds of fine-tuning, we finally came to an iteration that resulted in a 95% satisfaction rate from new hires."

With this question, the hiring manager is assessing whether you are learner-centered. Assure them that you are highly driven by the needs of learners when making decisions about the learning programs you develop and improve. Dig deep and find the root cause as to why you decided to change the program. Talk about outcomes and lessons learned.

Tell me about a time when you had to modify and improve a training program. What was the impact?

"Last year, I was asked to improve and then facilitate a training session with our frontline workers on the signs of Post-Traumatic Stress Disorder and available treatments. Frontline workers face trauma every day, and it can take a toll on their well-being. From our pilot run, I got the existing material was heavy, and I wanted to find ways to lighten up the delivery while still keeping the right tone regarding the serious topic of PTSD. I decided to add a few team-building exercises and improv exercises where the attendees would get a hypothetical situation, and they needed to act out how they would approach the issue. It was amazing to see how quickly the attendees jumped into the role play and how they supported each other when one person felt 'stuck' with what to do or how to respond. In the end, my leadership team was impressed with how I added my style to the existing material. When the subject matter is serious, it's okay to add a lighter component to put the attendees at ease and help them feel more comfortable with opening up during the sessions."

When hiring managers ask this question, they are looking for an Instructional Designer who is capable of making impactful changes to their work. Talk about your experience in adding to, taking from, and changing training content or materials to help improve the learning experience and outcomes. They will want to learn about the reasons you made the changes and the measurable success that resulted from said changes.

How do you track and monitor the effectiveness of training sessions?

"The success of the courses I design is incorporated into my employee scorecard in many ways, and that is why I always have my eyes on a few different key performance indicators. Thankfully, we use a learning management system that automates evaluations such as attendance, quizzes, and post-training performance. Through the LMS, I can view performance reports and analyze trends in the data. The KPIs that are directly associated with my scorecard are completion rates, test pass rates, feedback survey results, and certification rates."

Every training organization has its own way of monitoring training performance, whether incorporated into the learning management system or done separately through different tools. For example, online assessments and features within a software program can be tailored to evaluate learners at every phase, and results can be reviewed through a metrics dashboard. Share some of the tools and methods that you have found the most helpful for tracking and monitoring the impact of your training sessions. A successful answer will include key performance indicators specific to training.

What does your typical work day look like as an instructional designer?

"My typical day starts with me going over my calendar to plan for meetings. I like to prepare bulleted discussion points before joining any calls or in-person meetings, especially if I'm the organizer. Then, I would start going over the different courses on the docket that I'm working on and start or resume work on the one with the closest deadline. Depending on where I'm at with these courses, the rest of my day would usually be divided between actual design or sitting with subject matter experts to document processes. When I'm designing, I would be using Adobe Captivate, MS Powerpoint, and Adobe InDesign for the most part. In between those tasks, I would likely use a search engine to further research whatever topic I'm creating a course about. Sometimes, I run out of ideas when coming up with content. For example, if I'm designing a course about handling sales objections, then I'm going to look up different scenarios to come up with example dialogue."

With this question, the hiring manager is validating your experience in instructional design. Describe your daily tasks and tie them back to the responsibilities of an instructional designer. Align your answers with the job requirements as much as possible. A strong response will include task objectives and reveal a sound work ethic.

Have you ever created more than one prototype when designing a course? Why or why not?

"I've never experienced creating more than one prototype for a course. That is simply because of my bandwidth limitations at work and not because I don't see its value. In fact, I'm a big fan of A/B testing when it comes to training components. For example, I would create two quizzes for the same module and have our training facilitators try both. We then go over the questions and answers together to compare what worked and what didn't. From there, we decide what to keep and what to remove. Overall, I'm not opposed to creating more than one prototype if time and budget allow it, and if we set quantifiable objectives for prototyping."

There are two aspects that the interviewer is gauging with this question. One is whether you are flexible if the company has required Instructional Designers to create more than one prototype before. The interviewer also wants to learn if you see the value in creating multiple prototypes, which indicates that you can leverage data to determine the best outcomes. Whether or not you have created multiple prototypes for a course, or if you were even empowered to do so, be sure to talk about its advantages and disadvantages.

What do you do to make the training courses that are engaging?

"Once the training needs analysis is done, and I have determined the best delivery format based on the learner's needs, there are a few techniques that I practice in course design to ensure that I retain the learners' interest and engagement. In the interest of time, I'll talk about my top three. The first one is interaction. This could be interactions between the course itself and the learner or interaction between people. Interaction really helps recall because it creates multi-sensory memories in the learner's mind. Second, I ensure that I facilitate note-taking. Attendees should take notes effortlessly when taking the course, be provided with participant guides, or have a way within the learning environment to revisit the information. The third technique is using real-world examples. For instance, if I'm creating a course about workplace ethics, I will describe realistic scenarios about conflicts of interest that I know employees experience. If I speak my audience's language, then it will be easier for them to achieve their learning objectives and apply what they learn."

Regardless of one's background, there are proven ways to make training more effective and engaging. A lot of these techniques apply to most audiences, whether employees or customers. Talk about the top three to five techniques you employ in course design that have historically resulted in high engagement from participants.

Talk me through your design process.

"In general, I follow the ADDIE (Analyze, Design, Develop, Implement, Evaluate) model or some form of it. In my current role, I usually get directives from my superiors on the training subject, so there isn't much training needs analysis needed. The only analysis I would then conduct is on the audience to determine how best to deliver the training and on the content to assess its viability for training. Then, I'll put together the session plan containing the general topics, the modules under them, the delivery method for each one, and time allotments. This will need to be evaluated and approved by my training manager first. Once approved, I can start the actual design. First, I'll write all the content, gather graphic and video assets, then create the storyboard. If I decide that asynchronous, virtual delivery would be best, I'll create the module in the Articulate Rise platform. If it's going to be instructor-led, then I will have to develop slides, audio or video assets, and printed materials. As each module is completed, I submit it to my manager for evaluation and approval."

Numerous factors influence the instructional design process of any given company: the industry, the size and structure of the workforce, the training subject, timeline, and budget, to name a few. As such, the hiring manager is not expecting a standard answer to this question. They will want to hear that follow a process at all, and not just develop courses willy-nilly. Ensure them that there is rhyme and reason to every step that you take in the development process.

How do you track and monitor the impact of your training sessions?

"At Acme LLC, there are few key performance indicators that we monitor, depending on the learning program. If the program is skill-oriented, then there will be assessments integrated into each of the learning modules. For these types of programs, we track KPIs such as overall pass rate and in-training and post-training test scores, among others. We would track completion rates and time to complete knowledge programs such as company-wide workplace harassment training or safety training. We currently use Canvas LMS for all of our development and evaluation. It's really convenient for us to gather and analyze data from the Outcome feature. I see from the job post that your company uses Moodle, which has very similar features."

Depending on the company's tools, there are many ways Instructional Designers monitor the performance and impact of training programs. For example, many Learning Management Systems include data analysis functionalities that can be configured to align with training goals. Cite a few examples of different measures of success, such as pass rate or post-training performance, that you have experience in tracking and monitoring, as well as the tools you have utilized to do so. If the company you are applying with has specified an LMS, focus your answer on similar functionalities that you are already familiar with.

Instructional Designer Interview Questions

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1. Describe a time when you took a risk on a new design approach. Was it successful?
2. How do you adapt when you need to make last-minute changes to a training program?
3. How do you handle negative feedback about the courses you design?
4. What is your greatest work-related accomplishment?
5. Tell me about a time when you failed to meet an objective.
6. Why did you aspire to be an instructional designer?
7. How do you continue to educate yourself in the field of instructional design?
8. What are you looking forward to in your next job?
9. What about your current role do you like? What about it do you dislike?
10. Describe your communication style. How has it benefitted you in your work?
11. Would you describe yourself more as creative or analytical?
12. What qualities do you possess that have helped you become a successful instructional designer?
13. Describe a time when you disagreed with your superior's directive. What was the outcome?
14. How do you ensure quality when deadlines are tight?
15. What instructional design methodology or methodologies do you follow?
16. What is your preferred Learning Management System? Talk about the reasons you favor it over others.
17. What is your favorite form of interactive learning?
18. What kind of learning materials have you developed from scratch? What was the content, and how was the content delivered?
19. Tell me about a recent learning program you developed. What was its impact, and what did you learn in the process?
20. What are your favorite tools to use when it comes to developing learning courses?
21. To what factors do you give the most value when designing instructional materials?
22. Tell me about your experience in working with subject matter experts. How do you ensure you can work with them effectively to achieve learning goals?
23. What was the biggest program change you have implemented? Provide your reasons behind the change.
24. Tell me about a time when you had to modify and improve a training program. What was the impact?
25. How do you track and monitor the effectiveness of training sessions?
26. What does your typical work day look like as an instructional designer?
27. Have you ever created more than one prototype when designing a course? Why or why not?
28. What do you do to make the training courses that are engaging?
29. Talk me through your design process.
30. How do you track and monitor the impact of your training sessions?

Instructional Designer Interview Questions

1. Describe a time when you took a risk on a new design approach. Was it successful?

2. How do you adapt when you need to make last-minute changes to a training program?

3. How do you handle negative feedback about the courses you design?

4. What is your greatest work-related accomplishment?

5. Tell me about a time when you failed to meet an objective.

6. Why did you aspire to be an instructional designer?

7. How do you continue to educate yourself in the field of instructional design?

8. What are you looking forward to in your next job?

9. What about your current role do you like? What about it do you dislike?

10. Describe your communication style. How has it benefitted you in your work?

11. Would you describe yourself more as creative or analytical?

12. What qualities do you possess that have helped you become a successful instructional designer?

13. Describe a time when you disagreed with your superior's directive. What was the outcome?

14. How do you ensure quality when deadlines are tight?

15. What instructional design methodology or methodologies do you follow?

16. What is your preferred Learning Management System? Talk about the reasons you favor it over others.

17. What is your favorite form of interactive learning?

18. What kind of learning materials have you developed from scratch? What was the content, and how was the content delivered?

19. Tell me about a recent learning program you developed. What was its impact, and what did you learn in the process?

20. What are your favorite tools to use when it comes to developing learning courses?

21. To what factors do you give the most value when designing instructional materials?

22. Tell me about your experience in working with subject matter experts. How do you ensure you can work with them effectively to achieve learning goals?

23. What was the biggest program change you have implemented? Provide your reasons behind the change.

24. Tell me about a time when you had to modify and improve a training program. What was the impact?

25. How do you track and monitor the effectiveness of training sessions?

26. What does your typical work day look like as an instructional designer?

27. Have you ever created more than one prototype when designing a course? Why or why not?

28. What do you do to make the training courses that are engaging?

29. Talk me through your design process.

30. How do you track and monitor the impact of your training sessions?