Actionable Micro-Learning Strategies

You’ve heard the buzzword—microlearning. You’re probably thinking, isn’t it just splitting long-form content into 5-10 minutes chunks? You’re not alone in this misconception. But learners won’t receive the benefits if you try to teach 60 minutes of continuous content in 5 minutes chunks over 12 days. Instead, they’ll receive the information haphazardly because it was originally designed to carefully build on previous concepts. So they’ll either end up confused or misinformed.

It is important to know and understand the workforce because as of 2019, Millennials are projected to number 73 million, overtaking Baby Boomers as the largest living adult generation (25), and by 2025 Millennials alone will make up 75 percent of the workforce (24).

You need to design microlearning modules that will leave learners empowered to do their jobs, while still fitting into the learner’s busy schedule.

Branching Logic

People have limited time to engage with content. Also, everyone starts at a different level with each concept. Branching logic as a simplified form of personalized learning allows every eLearning designer to create differentiated learning regardless of the resources at their disposal.

What branching logic does is shows one topic if the learner chooses one answer and another topic if a different answer is chosen. This maximizes the short time that the learner has to devote to learning. To get practice use a survey creator and see what happens when you apply branching logic to a survey.

Inject knowledge over time and remember more

Microlearning facilitates self-directed lifelong learning, as short activities can be easily integrated into everyday activities. Small learning steps with small chunks of information can be used for learning in between and on-demand. In this way microlearning enables individuals to stay up-to-date in today’s knowledge society. Small injections of information to review what was learned helps to reinforce knowledge, and remember.

The Ebbinghaus Forgetting Curve

Pick the Big Idea

With Micro Learning, you have about 5-10 minutes to make an impact on the learner in a way that is transferrable and can lead to demonstrable changes in behavior. That is a tall task! Whereas in traditional eLearning design, you might have picked 3-4 big ideas to cover in a module, in Micro Learning you need to stick to ONE idea. Use this idea to guide all of the decisions you make with regards to learners and what is important for them to experience in the course.

Allow for Testing Out

Consider creating an assessment at the beginning of the content that is everything you would expect the learner to master at the end. If this test can be mastered, then the learner can move on and choose a different micro learning module.

Memory and Microlearning

In the mid-1880s, Hermann Ebbinghaus became the first person to create a scientific approach to study and classify memory and introduce the world to concepts like the learning curve and forgetting curve. Learning is most applicable, when it is remembered.


The old phrase, “If you don’t use it, you lose it,” rings true, but could be improved by saying, “If you don’t use it or review it, you lose it.” With repetition and the passage of time, you can convert a short-term memory into the more resilient, long-term memory. There is a lot of research that suggests Microlearning improves the act of absorbing and using information.

In Ebbinghaus’ forgetting curve graph shown above, you can see that when someone first learns something, they retain all of that information. As the days pass, memory retention begins to drop. But as you perpetually review information, you retain more and more information.

Precursor to Longer Learning

Even though Micro Learning is the latest trend in online learning, it does not mean that Macro Learning is no longer needed. Sometimes, Micro Learning should be used in preparation for an annual conference or workshop or as a pre-test before a face-to-face training. This type of design helps to prepare everyone for the conference/training session so that they can maximize their time there.

Similarly, Microlearning can be used after a conference or workshop to follow up on what was discussed in the professional development event. In this case, it should be used as a reflection or as a connection to the workplace to encourage a transformation of actions based on the concepts learned.

Granular Learning Outcomes

This can actually be one of the most challenging aspects of Microlearning design. Whereas before large and abstract learning objectives could be sufficient for assessing learning, that is not enough in Microlearning where there are very targeted outcomes. What was originally one learning objective should be made into 3 or 4 assessable outcomes.

Ask yourself


1. How will you measure learning results?

Did they look at the content?

  • How long did they look at the content for?
  • Did they go back to content?
  • Did they skip content?
  • Did they complete lessons?

Did they understand the content?

  • How did they score on assessments, answer accurately in quizzes

Did they like the content?

  • Did they give feedback on their level of satisfaction and application of their new knowledge? What did they like or didn’t like? Why or why not?

Did they transfer their knowledge?

  • How are you tracking behavioral change?
  • How quickly do you expect to see the changes?

2. How will you analyze learning results?

  • What specific learning metrics are you concerned with? Beyond completion and time on site?
  • Can you identify learning patterns that lead to positive and negative business outcomes?

3. How will you measure business results?

  • Who are the stakeholders?
  • How do they measure training success?
  • What specific KPIs do they want to influence?
  • Do you have an agreed upon ROI model to understand the impact that learning had on those results?
  • Can you correlate learning behaviors to business outcomes?

4. How will you adjust content based on results and feedback?

  • Can you identify patterns that explain if you have high quality content or not (i.e everyone answering the same question incorrectly may prompt you to audit the content to ensure that the question is worded properly, that the answer is actually in the preceding content, etc.)
  • Does one modality have a greater adoption than others? (i.e. if video gets better engagement than slide decks, maybe invest more in videos and spend less time creating decks)
    What retrieval practices will you use to reinforce the learning?
  • Are you achieving the desired, measurable behavioral change that the content was intended to create?

5. How will you scale?

  • Do you have the technology to scale?
  • How will you personalize content further?
  • Will you use recommendations?
  • Will you use AI / Chatbots?
  • Will you allow for learner collaboration to create personal connections with team members/co-workers?
  • What are your challenges?

Microlearning Best Practices Checklist

1. Microlearning content aligns with business goals

Your learning strategy should be aligned with the overall business goals of the company. Microlearning chunks should build to a greater and applicable initiative.

2. Production quality is superior

Everyone can create content, but not everyone has the ability to make quality content and maintain quality over time. Use high-quality assets like video, audio, and design.

3. Keep Microlearning videos short, targeted and lean

Microlearning’s strength is in short and targeted messaging. The longer the video becomes, the more difficult it becomes to utilize while on the go. Keep microlearning videos no more than 10 minutes per each learning objective.

4. Demonstrate knowledge in a variety of ways

Follow up content with multiple choice questions, but also a demonstration of knowledge.

5. Access anytime on any device

Give users the option to learn on their mobile devices, at any time of day. Give people the flexibility to learn when they want, how they want, online or offline.

6. Create a social learning environment

Give users the opportunity to review and create their own content, create discussion boards, etc. Use feedback to improve content.

The Future Of Corporate Learning And Development

E-learning is forever changing the way corporations learn and grow. As technologies and capabilities around data delivery and how educators engage people online improve with every passing year, it becomes clearer that online learning and development programs will dominate most corporate development programs in the very near future.

In a snapshot, it’s hard to miss how many companies are riding the L&D trends 2021 and the preceding years since the rise of the digital age has brought upon us. 90% of corporations now use e-learning for their employee development programs, a huge uptick from just 4% back in 1995.

For any executive or business owner that wants to stay relevant in these fast-changing times, learning and development are crucial. It determines whether our teams will continue growing—hence leading to company growth in the process—or get left behind. With that, we need to know where corporate L&D is heading and how we should be adapting to these changes. Here are some unmistakable trends in corporate learning and how companies should respond accordingly.

Video-dominated Content

One of the biggest emerging trends in training and development 2021 has affirmed is the power of video content. It’s not a secret that people love watching videos. People watch over 4 billion videos on Facebook daily. So if any company wants to create a learning and development program for their teams that will truly engage with them, video is the way to go. 

How to implement: Using video content in a learning and development strategy can go two ways. A company can sign their staff up to pre-existing courses that might align with skills training needs or develop their own training materials. Both have their pros and cons and choosing one or the other really depends on whether there are existing programs that align with your development roadmap. Some companies take the route of using a heterogeneous mixture of both.

Analytics and Automations

When measuring L&D success, analytics and data are of great importance. Most learning management systems provide a system that collects data and presents it on a dashboard. The numbers matter, even in e-learning. Some numbers that people in charge of training and development should look into include completion rates, learner performance, learner ratings and feedback, manager ratings, and course completion. 

In the future of learning and development 2021and beyond, automation will also be another learning management feature that will continue to be a necessity. Applying computer learning to LMS allows for features like recommendation lists, test delivery, certification logging, notifications and reminders on unfinished courses, and many others. 

How to implement: Your company should look into using a learning management system that provides analytics and automations to help save significant time having to manage staff learning progress. By using a platform like NeoHire, a company can also start using learning development systems in their recruitment and succession planning activities as well. 

Mobile-friendly Learning

The future of training and development in the workplace is starting to look a whole lot smaller, meaning people are switching to watching videos, taking assessments, and completing courses on their mobile phones. Mobile learning could grow to over $78.5 billion in value by 2025, and that only indicates that e-learning should start shrinking down for the average phone screen. 

How to implement: Ensure that all your materials fit into a large screen. This also means that any learning and development tool your company starts to use must have a mobile-responsive website or mobile app. 

On-demand Formats

A big challenge to any learning experience is dealing with information overload. Educators and staff development personnel can curb this by allowing for on-demand formats. Amidst the COVID-19 crisis, the world started to see the staggering effects of Zoom fatigue on people’s physical, mental, and social health. On-demand training programs help ease that overwhelm.

How to implement: Design your learning programs to come in bite-sized pieces. Video training materials can range from anywhere between ten to twenty minutes long. But avoid having content that can go on for more than an hour. It also helps to provide people with other formats of content consumption to help break the monotony. The most common variations of video training are an audiobook version or transcribed notes.

Conclusion: An Emphasis on User Experience

Many of the highest paying college majors have to do with improving humans’ interactions with technology. It’s unlikely that the workplace will ever go back to a technology-deprived environment and so the user experience is of great importance. User experience is the practice of determining whether a system’s design connects with the user intuitively. 

It’s difficult to undermine the importance of user experience in any digital platform or tool, and e-learning and development are no different. When setting up and running corporate learning and development programs, try to see it from your employee’s eyes as much as possible. The more that we cater to the experience, the more that people will continue growing. As a result, the company will grow with them.

Creating User Experiences for the Modern Learner

L&D is becoming much more than traditional face-to-face or e-learning standards. The job of the instructional designer (ID) is changing, and learning experience designers are on their way in. As a result, L&D professionals are now tasked with new challenges outside their comfort zone.

UI/UX Design

For good reason, user interface (UI) and user experience (UX) design is increasingly being used in digital learning. The user interface design anticipates what a user might need to do and ensures that the interface features parts that are simple to access, understand, and use to help them accomplish their goals. It is a process that doesn’t just include the design but the entire experience users have with a product from purchasing it to troubleshooting it.

Learning Experience Design

Learning experience design is created by combining UX and a focus on learning content (the ID method) (LxD). Simply put, designers in LxD concentrate on the learner journey and make it pleasant, engaging, relevant, and enlightening. LxD is more user-centered and takes a comprehensive approach to learning than standard instructional design. Instead of simply conducting a requirements analysis, LxD employs the concept of learner personas. In addition, LxD is technology-enabled and considers content curation, situational learning, data, and analytics. LxD does not require IDs to change their current practices; rather, it requires them to add some new tools to their toolbox.

Learning experience design is more user-centered and looks at a holistic learning experience.

Designers should use the design thinking paradigm, a new method of addressing training development, when producing learning inside the LxD framework:

  1. Discover: Understand the learners and assess their needs.
  2. Define: Obtain insights and define the program.
  3. Curate: Select relevant content.
  4. Develop: Develop and refine the learning experience solution through testing and feedback.
  5. Learn: Deliver the course and gather feedback from learners.
  6. Evolve: Iterate the course as necessary.

Improving Your Learning Experience Design Skills

  • Working out loud is one way to get started on your LxD journey: share your experiences on Twitter or LinkedIn. You may participate in one of several Twitter conversations to meet people who share your interests.
  • Consider all digital experiences while thinking outside the L&D box. Learners today are very comfortable using the internet, using apps, and gathering information on their own. Take a look at the user interfaces of your favourite apps, and make a list of what you like most about them and why. This will help you design your next learner experience.
  • Hold brainstorming sessions on a regular basis for all of your tasks. Other designers, developers, and authors should be invited. Toss around ideas, be inventive, and, above all, have a good time.

Here are some other tips you can use to improve your learning experience

Incorporating Video into Your L&D Strategy

Video appears to be infiltrating every aspect of our life, and for good reason. It’s simple to consume, swiftly distributes a lot of information, and is frequently more interesting than written or audio content formats.

For these reasons and more, video needs to be a part of any modern talent development strategy. Recent research proved that 41% of talent development professionals are incorporating more video into their learning programs, citing video as a catalyst for engagement in training and e-learning that can improve the ability to remember concepts and details.

Here are a few examples of great ways your organization can use video to take its talent development strategy up a notch.

Onboarding and training employees


One of the most crucial and sometimes ignored parts of cultivating fresh talent is onboarding. It is critical to the long-term performance and engagement of employees since it generates the all-important first impression of the organization. Whether it’s sharing the ins and outs of your industry or setting a first-time manager up for success, a well-thought-out and smoothly executed onboarding program is critical.

It is also a great opportunity for organizations to leverage engaging video content while also enables corporates to train employees very effectively, increasing retention as well as engagement

Work video into your onboarding courses

Video training not only keeps new hires more involved in the process, but it also speeds up the onboarding process, reducing the period between when they are hired and when they can begin making important contributions.

Make more info available to keen employees who want to know more


During their training, many employees may feel compelled to go deeper. They could wish to understand more about the company’s vertical, the skill sets and processes it employs, learn about new skills that could improve their contribution and so on. It’s ideal to make classified on-demand video available for simple access and consumption in these situations.

Video reference materials


The trainer can use instructional videos to get the right instructions and assist the trainees through their program. In these hands-on settings, where visual clues can help make the actions clearer and easier to follow, video is very important.



As eLearning designers, you have to step out of the mindset that your job is only to create basic programs. As a content curator, your job is to facilitate learning by being the bridge that connects learners to relevant and optimized content. Just as museum curators open up a hidden and unknown world of art to the naïve public, a content curator leads his audience to a world of relevant and valuable information which is engaging and drives the user towards newfound knowledge

Strategies For Reducing Corporate Learning And Development Content Overload

The learning and development (L&D) industry has been rapidly changing to keep up the technological advances, current trends and recent events impacting the modern workplace. Businesses are working with their L&D departments to find learning solutions that will help solve common business challenges, such as low levels of employee engagement and high rates of turnover. Not all information represents valuable knowledge; we can receive conflicting information and find it hard to differentiate between useful and trivial content. Moreover, too much information can overload cognitive processes and renders the knowledge useless. This is because the brain has limited bandwidth for stocking new information. The same issue can appear in eLearning.

There’s a growing need for efficiently discerning between what to include in an employee training course, and what should be left out. If the learner receives a content load that is too heavy, learning capacity drops. Thus, it is important to present the learner with only the key concepts, the right amount of information, and in the right format.


Putting people first is a priority


No matter how big your budget is, or how much time you can dedicate to content and tools, it is important to remember that L&D is all about people. As trainers, educators, and coaches, the primary responsibility for L&D professionals is the development of people. This is sometimes overlooked, especially as employment has shifted from lifetime employment to a model where workers are retained only as long as they add value to the enterprise.

Simplify Content


Key concepts need explaining in simple language. Take away any convoluted phrases, nonessential information, and elaborate explanations, and what you should have left is highly relevant content that helps the learner’s working memory pass the data into the long-term memory. The learner will be able to activate their germane cognition processes and easily retain new information.

Prepare bite-sized information (chunking, microlearning)


Chunking and microlearning are the perfect knowledge delivery methods for long-term recall. Breaking heavy concepts down into a series of specific lessons will allow learners the memory space and time to process the new information, which leads to a deeper understanding of information that will effortlessly pass into long-term memory.



Keep in mind that memory has two components, and you’ll need to organize information efficiently and mix your content delivery styles. This way, you will maximize the amount of data that reaches long-term memory.

Make a note of these tips to avoid cognitive overload and research more information about designing eLearning to reduce cognitive overload. To discover the training options best for your employees, contact our team today!

Why using Simple Online Forms for Campus Recruitment Assessments is bad

Online forms such as Google Forms, Microsoft forms are widely used for campus recruitment assessments in many companies because of it being simple to set up and conduct evaluations with it. But glaring problems lies with using these simple forms in conducting important recruitments. We shall see these problems and how we could overcome them

Popular form builders lack security, conditional logic, the ability to accept payments, and can look unprofessional. So, most companies need a simple but effective alternative for the forms if they want to hire the best candidates for their job roles

Problems with Simple Online forms

Assessment Integrity
– The integrity of the test is of uttermost importance to every corporate as this will ensure that only the best students get shortlisted for the latter rounds. Not only will it help in reducing the number of candidates to the top performers, but it will also reduce the load on the organizers and thus reducing the resources required to acquire a new hire
This can be a problem in such common forms as they give minimal security in dealing with such security measures.

  • No option to verify the user authenticity – Without Video feed of the student, it is impossible to determine if the student itself is taking the test or not
  • Difficult to set different sets of Question Papers – Without setting a large enough Question set to shuffle up and mix the questions, it has the potential to be passed down to other candidates through other means of communication such as Whatsapp, iMessage etc

Weak Conversion Rate – The more secure and feature rich the test taking platform is, the better is the conversion rate. Using a simple test taking form will enable lesser than top performing students to sweep through the latter rounds which makes the selection process much for difficult for the company and not to mention resource hungry.

Alternative to the Simple Online Forms

For conducting secure and scalable recruitment assessments, you need a tool which can provide you a myriad of features as well as fool proof in terms of the assessment integrity. Introducing neoHire

AI Proctored Evaluations – neoHire facilitates AI Proctored Test, helping corporates to make sure the candidates get used to the online test taking environment

We track every single movement of the test-taker & also monitor third-person presence, and capture screenshots for future audit. Thus, every recruitment drives are 100% secured and malpractice-free.

 With neoHire you can get,


Performance Analysis and Detailed Reports


Hiring and Evaluation matrixes



Participation and Performance metrics




Learner Performance over Skills




Overall Participation Comparison Reports




Overall Comparative Performance Report

  Comparative reports

With detailed reports of individual test takers on a variety of data points, neoHire makes sure you shortlist the best candidates

System Level Security Features


  1. Tab Switch Lock & Suspicious activity capture: Prevents test takers from switching tabs and captures screenshots of tab switches made
  2. Plagiarism Check: Reports plagiarism on exercises & assessments
  3. Copy/paste lock: Prevents copy/pasting answers from clipboard
  4. Test Resume/ Re-take: Support for immediate resume/ re-take tests with or without cooling period
  5. Support for key-based access to tests
  6. Assessment Audit: Audit-trail of assessments managed across multiple attempts
  7. Face verification: Prevent proxy test takers
  8. Additional Hardware Detection: Ability to detect a second monitor if connected
  9. Dedicated Service & Support
    1. Platform orientation: Helping Corporates to demo and train candidates to use the platform
    2. Dedicated account manager: to solve all the queries of the test-takers as well as the HR team throughout the project.
    3. Chat/email/Whatsapp/phone support: available on the platform chat, email, Whatsapp group as well as on phone call for all the recruitment related support.
    4. In-person support: there might be some critical situations, for that our team will be readily available to tackle the situations if any.
    5. Live chat support: in-platform chat box to help test takers in any way possible


In a situation where remote hiring is becoming all too common, it is vital to start looking at secure alternatives to conduct your campus and lateral recruitment drives. This will ensure smooth drives where you can minimize cost, maximize your returns and of course, bag that perfect hire!