Increased course completion rates by 35% through implementation of gamification elements in e-learning modules.
Designed and delivered 20+ custom training programs, resulting in a 28% improvement in employee performance metrics.
Collaborated with subject matter experts to develop comprehensive curriculum for new hire onboarding programs.
Amelia spearheaded the development of a virtual reality-based safety training program for a manufacturing client. The immersive experience allowed employees to practice hazardous situations in a risk-free environment. As a result, workplace accidents decreased by 40% in the first six months after implementation.
Reduced training development time by 50% through the creation and implementation of reusable learning objects.
Achieved a 95% learner satisfaction rate across 15 instructor-led training sessions.
Expertise in adaptive learning technologies and personalized learning path design.
Darnell led the redesign of a corporate leadership development program for a Fortune 500 company. He incorporated microlearning modules and social learning components to enhance engagement. The revamped program saw a 60% increase in participation and a 25% improvement in leadership competency scores.
Developed 30+ mobile-friendly e-learning courses, resulting in a 45% increase in on-the-go learning engagement.
Reduced training costs by 25% through the implementation of a blended learning approach.
Proficient in creating accessible learning materials that comply with WCAG 2.1 guidelines.
Sophia designed a comprehensive customer service training program for a large retail chain. The program utilized scenario-based learning and interactive simulations to improve real-world application of skills. Post-training surveys showed a 30% increase in customer satisfaction scores.
Increased knowledge retention by 40% through the integration of spaced repetition techniques in training materials.
Designed and implemented a learning management system that served 10,000+ employees across 5 countries.
Experienced in creating engaging video-based learning content and interactive assessments.
Marcus developed a series of microlearning modules for a financial services company to improve employees’ cybersecurity awareness. The bite-sized lessons were delivered via a mobile app, allowing for easy access and quick completion. The initiative resulted in a 70% reduction in security breaches caused by human error.
Improved employee productivity by 22% through the design and implementation of a just-in-time learning platform.
Created 50+ infographics and job aids, reducing support tickets by 30% and improving self-directed learning.
Skilled in developing branching scenarios and interactive storytelling for complex decision-making training.
Evelyn led the creation of a comprehensive onboarding program for a rapidly growing tech startup. She developed a series of interactive e-learning modules combined with peer mentoring sessions to acclimate new hires to the company culture and processes. The program reduced time-to-productivity for new employees by 20%.
With our extensive candidate network and dynamic team search approach, Redfish recruiters can greatly reduce your time to hire compared to in-house hiring processes.
Redfish recruiters handle every step of the process, including finding talent, screening candidates, scheduling interviews, conducting reference checks, and negotiating the offer, freeing up your in-house HR staff to focus on their other responsibilities.
We form the same in-depth relationships with clients that we establish with candidates, taking the time to fully understand your company and needs and giving each client a single point of contact for all communications.
We understand the roles we recruit for inside and out, whether that’s the technical jargon familiar to engineers and programmers or the skills that make an exceptional sales or marketing hire. When we send along a candidate, you can trust they have what it takes to excel.
With 20+ years in the recruiting industry, Redfish Technology has built an extensive network of connections and candidates, and our reputation precedes us. We’re a recruiting firm top talent wants to work with, giving you access to better talent than you’ll find from other services.
Look for candidates with a degree in Instructional Design, Educational Technology, or a related field. Experience in creating e-learning content, familiarity with authoring tools, and strong communication skills are also important.
Ask for a portfolio of their work, including samples of e-learning modules, training materials, or instructional videos. You can also give them a small design task as part of the interview process to evaluate their skills in action.
While there’s some overlap, Instructional Designers typically focus more on the theory and strategy behind learning experiences, while Training Developers often concentrate on creating the actual training materials and delivering the content.
This depends on your needs. A generalist can handle various projects and adapt to different subjects, while a specialist might be better for specific industries or types of training (e.g., compliance, software, or soft skills).
While industry knowledge can be beneficial, a skilled Instructional Designer can usually adapt to new subject areas quickly. Their ability to collaborate with subject matter experts and translate complex information into effective learning experiences is often more crucial.
Ask about their design process, experience with different learning theories, familiarity with authoring tools, and how they measure the effectiveness of their training programs. Also, inquire about challenging projects they’ve worked on and how they overcame obstacles.
Look for candidates with strong collaboration skills and experience working with diverse teams. During the interview, ask about their experience working with subject matter experts, graphic designers, and other stakeholders in the training development process.
Timelines can vary greatly depending on the complexity and length of the module. A simple 30-minute e-learning course might take 4-6 weeks, while a more complex, interactive program could take several months. Discuss specific timelines with candidates based on your projects.
This depends on your ongoing needs and budget. A full-time designer is beneficial for consistent, long-term projects and maintaining institutional knowledge. Freelancers can be cost-effective for sporadic needs or specialized projects.