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Companies face recruiting challenges in the training industry

Navigate L&D recruitment for your unique needs

Vanessa Rodriguez
May 2024

The intricate and evolving landscape of Learning and Development (L&D) recruitment presents a challenge for companies. The industry’s lack of standardization, with numerous job titles and undefined essential tech skills, makes it difficult to assess candidates. Additionally, the diverse backgrounds of L&D professionals—from teachers to programmers—complicate the task of finding the right fit for specific roles. Addressing these challenges requires a nuanced approach to recruitment.

Challenges you face

Solutions to overcome

Clutter & Confusion

Numerous titles like Instructional Designer, Learning Experience Designer, and Training Specialist are used interchangeably across orgs. This inconsistency makes it difficult for employers to assess candidates solely based on their job titles.

 

For instance, a candidate labeled as a "Learning Experience Designer" in one organization might possess different skills and experience compared to another candidate with the same title elsewhere. This lack of standardization hampers employers' ability to accurately evaluate candidates and select the most suitable individuals for their teams.

Our solution

With over a decade of rich and varied experience in the Learning and Development (L&D) sector, including roles such as Instructional Designer, VP of L&D Innovation, and Head of Learning at prominent organizations like Morgan Stanley and Vivint, our expertise uniquely positions us to understand and meet your hiring needs.

 

1. Deep Understanding of the L&D Landscape: Our extensive tenure in the L&D industry has provided us with a profound understanding of its ever-evolving landscape. We are intimately familiar with the latest trends, technologies, and best practices shaping the field, enabling us to anticipate your organization's requirements accurately.

2. Fluency in L&D Language: Having traversed various roles and organizations within the L&D domain, we are fluent in the language of learning and development. We understand the nuanced terminology, methodologies, and concepts integral to the field, allowing us to communicate effectively with candidates and assess their suitability for your specific needs.

3. Established Hiring Practices: Over the years, we have honed and refined our hiring practices to align with the unique demands of the L&D industry. Our methodologies are tailored to identify candidates who not only possess the requisite technical skills but also demonstrate a deep understanding of instructional design principles, learning theory, and organizational development.

Bad skillsets

The Learning & Development (L&D) industry is unique in that it brings professionals from all backgrounds from teachers, programmers, graphic designers, and even social work. This variety can make it difficult to figure out if your candidates have the right tech skills, training skills, and project management skills to do the job well.

Additionally, even if candidates have their tech and soft skills listed on their resume, it's hard to identify how advanced those skills are.

Our solution

We prioritize understanding your organization's culture, objectives, and expectations for the role, even if they are not clearly defined. LDM takes their 10 years of learning & development (L&D) experience and combines it with the insights gained from thorough consultations with you. The outcome is a small handful of highly qualified already pre-qualified candidates custom-fit for your needs. The only thing you need to interview for when speaking with these candidates is finding culture fit.

Battling attrition

According to the Society for Human Resource Management (SHRM), 20% - 30% of new hires in white-collar jobs leave within the first six months.

 

This high turnover is particularly costly for positions with significant company knowledge, like those in Learning & Development (L&D), and can take at least a year for the company to recover from such losses.

If your employee quits in 6 months and is paid $90,000, you lose this money:

Salary paid during onboarding

Six months' salary: $90,000/2 = $45,000

Onboarding

Onboarding = $4,000

Training = $1,000

Taxes & Benefits

Employer payroll taxes = $3,442

Benefits (~30% of salary) = $13,500

Salary + Onboarding + Taxes + Benefits

$66,942 lost

 

Our solution

Nearly one-third of new hires quit their job within the first six months. At our company, we address this challenge head-on by guaranteeing a six-month tenure for all Learning & Development (L&D) professionals we place. If a candidate doesn't stay for six months, we will replace them at no additional cost to you.

Why do we offer this guarantee? We have a high level of confidence in our recruitment process, built on years of experience and a deep understanding of the L&D industry. Our rigorous vetting and matching processes ensure that the candidates we place are well-suited to both the role and the company culture. In the rare event that a candidate leaves early, we are committed to finding the right fit for your organization, demonstrating our dedication to your success and satisfaction.

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