Selecting the right instructional design modality requires balancing learner needs with organizational goals. In this blog, I explore video learning, its benefits, challenges, and cost considerations, helping you determine when video-based learning is the right choice for your training needs.
What is Video-Based Learning?
Video-based learning leverages multisensory engagement by integrating camera footage, animation, graphics, text, and narration. It has rapidly become an industry standard for online learning due to its effectiveness in knowledge retention and ease of distribution. With over 2 billion YouTube users worldwide, video is now one of the primary ways people learn new skills.
Simply put, video-based learning delivers instruction via video through a classroom recording, animated explainer, software screencast, or real-world scenario demonstration. Chances are, you've already learned something from a video—whether in elementary school science class or a YouTube tutorial.
To describe it simply, video-based learning is the use of video to convey information or skills. It's almost sure that you have learned something from watching a video at some point in your life, whether in elementary school science class or a YouTube tutorial.
Benefits of Video Learning
✔ Consistency & Scalability – Videos ensure a uniform learning experience, eliminating trainer variability. Distributed teams can access the same content anytime, anywhere.
✔ Increased Engagement – Videos capture attention better than text and offer an interactive experience when enhanced with quizzes and checkpoints.
✔ Better Retention – Studies show that video learning improves knowledge retention compared to text-based instruction because it activates both visual and auditory learning pathways.
Flexibility & Reusability – A single video can serve multiple purposes, from onboarding to compliance training, without incurring ongoing facilitation costs.
✔ Cost Efficiency – Video can reduce expenses related to in-person training, instructor travel, and live sessions, especially when content is reusable and scalable.r needs, quickly updated, and reused. Videos are a very cost-efficient and efficient solution to train your employees, whether they are produced internally or by a qualified partner.
Examples of Video-Based Learning in Organizations
Adding short videos to PowerPoint presentations to make training more dynamic.
Animated screencasts demonstrating how to navigate a company dashboard.
Scenario-based videos addressing common workplace challenges and solutions.
Microlearning clips reinforcing key skills in bite-sized segments.
Challenges of Video Learning
🚧 Time-Intensive Production – Creating high-quality video requires planning, scripting, filming, and editing. Poorly produced content can harm engagement.
🚧 Potential for Passive Learning – If not designed with interactivity, learners may zone out rather than actively engage.
🚧 Inconsistencies in Messaging – Videos need to be aligned with other training materials to avoid contradicting existing resources.
🚧 Cost Considerations – High-end video production (e.g., animation, professional editing) can be expensive, requiring a cost-benefit analysis.
Cost Analysis of Video Learning
Creating professional-quality training videos doesn’t have to break the bank, but there are several cost factors to consider:
📌 Production Time: If an in-house team spends 16 hours creating a video at $50/hour, the base cost is $800, excluding equipment, licensing, and talent.
📌 Videography Rates: Costs range from $25/hr (beginner) to $250/hr (experienced professional) for filming and editing.
📌 Scriptwriting Fees: Hiring a scriptwriter can cost $50-$150/hr depending on expertise.
📌 Stock Media & Effects: High-quality stock footage, animations, and special effects can range from $10 per clip to $300/hr for custom animations.
📌 Music & Licensing: Using royalty-free or custom-scored music varies from free (e.g., BenSounds) to hundreds of dollars per track.
🔹 Key takeaway: Video learning is an investment—but when executed effectively, its scalability can justify the cost by reducing the need for repeated live training sessions.
When to Select Videos for Learning
🎬 To introduce new topics – Video captures attention and provides an engaging hook for learners.
🎬 For just-in-time learning – Short, on-demand video snippets can be a great resource for quick skill refreshers.
🎬 To reinforce classroom training – In a flipped classroom model, learners watch videos before attending live sessions.
🎬 For compliance & governance training – Video is a strong option when a distributed workforce needs to access consistent content.
🎬 For onboarding programs – Recorded sessions allow new hires to revisit key topics at their own pace.
⚡ Pro Tip: Consider interactivity! If videos aren’t paired with quizzes, discussion points, or application exercises, they may result in passive learning.
How to Decide If Video Is the Right Modality
📌 Is the learning content job-specific? – If yes, a short video may be ideal for demonstrating tasks visually.
📌 Does the training involve soft skills? – If yes, consider role-playing exercises over video for greater impact.
📌 Are you offering compliance training? – If yes, on-demand videos can provide consistent messaging across locations.
📌 Is this onboarding-related? – If yes, recorded sessions can streamline training and save time.
📌 Do learners need just-in-time training? – If yes, microlearning video playlists work well for quick reference.
Conclusion
No single learning modality fits every situation. Video learning is highly effective, but costs, engagement levels, and alignment with training goals should be considered. When used strategically, video can enhance knowledge retention, provide scalability, and streamline training operations.
Next Steps: In our next post, we'll explore Instructor-Led Training (ILT) and its role in effective training delivery. Stay tuned! 🎯
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