Hiring a course developer can be tricky when resumes and degrees dominate the first impression. While formal education has its value, it often doesn’t guarantee the ability to build impactful e-learning courses. What matters most are the skills, adaptability, and problem-solving capabilities that align with your organization’s unique needs. Let’s break down the real criteria hiring managers should prioritize.
Portfolios Over Resumes
A degree in instructional design may sound impressive, but a portfolio shows how a candidate actually thinks and works. It reveals their design process, decision-making, and ability to align learning content with business goals. Instead of skimming final products, hiring managers should ask candidates to walk through specific projects. This way, you’ll learn how they tackled constraints, solved challenges, and measured results. Strong portfolios also demonstrate variety—building one compliance course repeatedly doesn’t compare to creating diverse solutions across industries. If possible, look for evidence of measurable outcomes such as completion rates, learner feedback, or performance improvements.
Testing Technical Skills in Real Time
Academic knowledge doesn’t always translate into technical proficiency. Tools like Articulate Storyline, Captivate, or SCORM compliance frameworks require hands-on expertise. A smart approach is to include a short skills test during the interview. Provide a small design challenge and observe how candidates structure files, manage assets, and create user-friendly interactions. Beyond button-clicking, attention to detail in version control and file organization highlights whether a developer can scale projects without chaos. Candidates should also demonstrate flexibility—knowing when to use different tools for different scenarios rather than clinging to a single platform.
Practical Understanding of Workplace Constraints
In the corporate world, the “perfect” instructional design often collides with tight budgets, limited timelines, and demanding stakeholders. The best course developers recognize these constraints and adapt quickly. Ask about situations where they had to negotiate content overload, manage scope changes, or streamline training when budgets shrank. Look for developers who can work with subject matter experts, distilling complex knowledge into digestible learning without overwhelming the audience. Their ability to manage multiple revisions and communicate delays transparently is as valuable as technical know-how.
Experience Over Degrees
Some of the strongest course developers are self-taught. They’ve built skills through real-world projects, online communities, and self-directed learning. These individuals often stay sharper with industry trends than recent graduates who rely solely on theory. Developers engaged in forums, webinars, and professional groups tend to bring fresh, practical perspectives to projects. While degrees can matter in strategic or research-heavy roles, they shouldn’t be the only factor in hiring decisions.
When Formal Education Matters
That said, degrees shouldn’t be dismissed outright. They carry weight in organizations where credibility with executives or clients is critical. For senior roles involving curriculum design or strategic program development, academic backgrounds in learning theory and instructional research can complement hands-on skills. The strongest candidates combine theory with proven application.
Red Flags to Watch For
Whether degree-holding or self-taught, avoid candidates who can’t explain their design choices clearly. Complex animations and flashy interactions mean little without clear learning outcomes. Good developers should articulate how their work supports learner needs and organizational objectives. Another red flag is rigidity—those who stick to one methodology regardless of the situation may struggle in dynamic business environments.
Conclusion
In the end, skills, adaptability, and practical experience outweigh formal education when hiring course developers. The best way to evaluate candidates is by examining their portfolio, testing their technical expertise, and probing their ability to navigate workplace realities. Degrees can add value in certain contexts, but they should be one factor among many. The ideal hire is someone who not only creates engaging e-learning but also adapts to shifting demands, communicates effectively, and delivers measurable results.
