Back in November 2021, Nick Prior, Principal Lecturer (learning and teaching manager), from the Nottingham Trent University School of Architecture, Design and the Built Environment (the university I am at), was looking to recruit their own school-specific Learning Technologist. Having previously worked with this manager on H5P developments they had a feel for my role purpose and abilities. And that I am now working in the School of Social Science, in the Institute of Health and Allied Professions in what I define a proper learning technologist role. As the hiring manager was new to hiring a learning technologist and wanted them to be a successful investment in the school, they contacted me directly for advice and input on what kind of learning technologist might work best for them. A welcome invitation, having previously been contacted by people in other organisations to discuss the role of a learning technologist and supporting them in creating new roles and associated job descriptions. Internally, I feel this is a good move long-term as other schools seem to be going down this route in having their own contextual support and developers.
Prior to the job advert going out, the hiring manager and I had a discussion about my role and what I do for the institute. In which similarities were identified in what they wanted their own learning technologist to do. To clarify the role and purpose, I asked the hiring manager about their vision for the role and duties and tried to uncover the type of learning technologist they need. Post-chat, I shared with them my current job description and other suitable ones I had curated over the years, to help shape and further inspire their thinking. I also suggested my blog post 'Describing my learning technologist role' as further reading. And that down at the very bottom is a four-part Association for Learning Technology (ALT) blog series '“What makes a Learning Technologist?”' I and some others wrote based on some research of learning technologist roles - containing different perspectives of roles, specialisms, titles and where they are situated in orgs etc. There is also another ALT blog post series 'Learning Technologist: You’re Hired!' that I suggested we review. I also offered if/when they do get a learning technologist, I would be happy collaborate/share good practice on similar digital learning projects etc and perhaps even mentor them and support the transition of the role into their department.
Eventually the job was approved and the vacancy advert was published. I encouraged the hiring manager to advertise via the ALT Digest to cast the net wider and in an effort to reach higher calibre candidates. As well as sharing via social media and other mediums. As I am in a similar role that understands the day-to-day requirements and typical duties, I was subsequently invited to shortlist candidates and to be present on the interview panel that occurred in May 2022. A familiar experience having last been on an interview panel for graduates in 2020, and apprentices in 2014 and 2015 in a previous further education role.
I suggested that the interview questions be circulated a couple of weeks before the interview panel. But we ended up collaborating on these asynchronously. Applications were submitted, however the hiring manager was concerned about obtaining further detail of direct experience of candidates, and wanted them to provide/submit a bit more. As the typical process (application, cover letter, CV) was followed, I reassured them that we'll evaluate them thoroughly and we can tease out further experience if invited to interview. Though usually that documentation is enough for the application stage, I recommended they could in future get them to articulate specifics. Additionally, as part of interview they could get them to do a 5-10 min presentation on a topic or how they approach a specific scenario, which will demonstrate their direct experience. The hiring manager said they could get candidates to link to active learning and need to engage students. I followed up with saying; what approaches candidates may use to interest and motivate staff in the uptake of available digital tools to support/improve active learning and maintain student engagement, in-person and online etc. Also, if the hiring manager has a current strategic piece on digital/online, test/ask them questions around that and how they would support and drive it? I further advised on specifics to ensure that we ask the right questions and collect the information we need to make a fair judgement.EDIT:
At the end of June 2022, I saw that my neighbouring department Nottingham Institute of Education, within the School of Social Sciences, posted a job vacancy for a Teaching and Learning Digital Technologist.
I thought I’d reach out to the hiring manager, Matt Varley, Deputy Director Nottingham Institute of Education, on a couple of things. 1) When they successfully appoint someone to the role, I'd be keen to collaborate with them as we have similarities in our roles and we both can benefit from exchanging knowledge and practice, and perhaps any cross-department projects. Especially when it comes to PebblePad. 2) They will most likely have arrangements in place for interview panel members, however I suggested if they need a seasoned learning technologist to assist, am happy to do so. As I supported Nick, learning and teaching manager, in ADBE last month (above) with shortlisting and interviewing for their learning technologist. 3) Advertise the post via ALT Digest again.