Question 1

Which training format is right for the brief?

Accepted Answer

Most L&D teams know they need video. Fewer know exactly which format will land. The right format follows the learning outcome, the audience, and the moment in the learning journey. Here is the decision tree we use during brief.

Question 2

What behaviour does the training need to produce?

Accepted Answer

If the goal is Onboarding new hires to systems, processes, and culture USE Onboarding module 5 to 15 minute structured content. Lives inside the LMS or onboarding portal. Sequenced to deliver the right information at the right point in the first 90 days. If the goal is Meeting a regulatory or audit obligation USE Compliance training Audit-trail content. Built to pass regulator review and actually change behaviour. Includes assessment touchpoints, completion tracking, and refresher cadence design. If the goal is Capability uplift in a specific role or skill USE Skills training Long-form modular content. Software training, sales methodology, cu

Question 3

What should the learner do differently after watching?

Accepted Answer

The brief starts with the specific behaviour the module is trying to produce. Not "understand the policy". Not "be aware of the change". The exact action, decision, or capability the learner needs to demonstrate afterwards. Output A written learning outcome statement, signed off by the brief owner, that every script and visual decision is measured against. 02 Audience

Question 4

Who is the learner and what do they already know?

Accepted Answer

Training aimed at everyone teaches no one. The brief identifies the specific learner cohort, their role, their existing knowledge, and the gap the module needs to close. Training a new graduate is not the same as refreshing a 10-year veteran. Output A learner profile and a "before / after" frame for what the module needs to change in their capability. 03 Structure

Question 5

How does the module unfold to drive retention?

Accepted Answer

Order matters in training. Hook the learner with relevance, build the concept, demonstrate the application, reinforce the key behaviour. The strongest training videos follow proven instructional structure rather than presenter-led monologue. Output A locked structural outline showing how the module moves from hook to retention check. 04 System

Question 6

What lives beyond this module?

Accepted Answer

The module is one piece. The training system needs to extend to every future module. The brief scopes the visual identity, presenter style, learning design framework, and reusable graphic system documented during production. Output A learning video system document, ready to brief any future module on the same standards. Four stages. Each produces a specific output the next stage needs. Skipping a stage almost always surfaces as a problem in retention rate, not completion rate. One production, Multiple Modules What one training production day actually delivers. Most training shoots deliver one module. Ours deliver an entire learning programme'

Question 7

What is training video production?

Accepted Answer

Training video production is the planning, learning design, scripting, filming or animating, editing, and delivery of video content built to teach a learner something new. The category covers onboarding videos, compliance training, skills training, microlearning, leader-led modules, and multi-module learning programmes. Training video sits inside the operational layer of an organisation: it answers "can the learner now do the thing?" rather than "who is this brand?" or "what does this product do?". The distinction matters because training is scoped against learning outcomes, not against features or brand messaging.

Question 8

What is the difference between training video and corporate video?

Accepted Answer

Training video is learning-led. It is scoped against a specific behaviour change in the learner. Corporate video is a broader category that covers internal communications, executive communications, town halls, all-hands updates, and other organisation content that does not have a structured learning outcome. Most enterprises need both. See corporate video production for the broader internal communications category.

Question 9

How is yourfilm different from a traditional eLearning vendor?

Accepted Answer

A connected video production platform rather than a single-service eLearning vendor. Three integrated capabilities: a vetted global production network with presenter-experienced crews, a centralised learning content library, and AI-guided learning production. Every module builds on the last. The second module runs faster than the first because the visual identity, presenter style, and learning design framework are already in the library. Traditional eLearning vendors typically deliver the module and end the engagement; the learning system is captured and carried forward.

Question 10

Do you work on single training projects or ongoing programmes?

Accepted Answer

Both. Most engagements start with a single module, often a compliance update or an onboarding piece. Enterprises move to subscription when their learning content volume justifies it, usually around four or more modules a year. There is no requirement to commit. Project clients and subscription clients are both first-class engagements and both use the same crews and producers.

Question 11

How much does a training video cost in Australia?

Accepted Answer

Training video pricing in Australia ranges from around $4,000 for a focused single module to $18,000+ for multi-module learning programmes or sales academy builds. Most training shoots and short programmes sit between $9,000 and $18,000. The biggest cost drivers are number of modules, presenter requirements (internal SME vs professional presenter), animation complexity, LMS integration scope, and localisation. See the yourfilm project pricing page for the full breakdown.

Question 12

How long does a training video take from brief to delivery?

Accepted Answer

Standard delivery is three to four weeks from approved brief to final module. Learning design and scripting typically run one to two weeks. Production runs one day per multi-module production. Post-production runs one to two weeks. Multi-module learning programmes with 10+ modules can run eight to twelve weeks. Rush timelines are available for time-sensitive briefs, particularly for subscription clients with priority delivery.

Question 13

How long should a training video be?

Accepted Answer

Length follows the learning outcome and the moment of consumption. Microlearning sits at 60 to 180 seconds. Standard training modules run 3 to 8 minutes. Skills training and onboarding modules can run 10 to 15 minutes when the topic justifies it. Compliance training is usually 5 to 12 minutes per module to allow for required content coverage. The strongest training video respects the learner's time: it cuts everything not directly serving the outcome.

Question 14

Should we use a professional presenter or an internal subject matter expert?

Accepted Answer

It depends on the learning outcome. Compliance, policy, and culture content usually lands better with an internal leader or SME on camera because authority and authenticity matter. Skills training, microlearning, and high-volume content often work better with a trained presenter for consistency and pacing. Hybrid approaches (SME giving the technical content, presenter handling the framing) work for complex topics. yourfilm directs both confidently and scopes the right choice at the brief stage.

Question 15

Where do you produce training video?

Accepted Answer

Across 40+ markets globally. Vetted training-production crews operate in Australia, New Zealand, the United States, the United Kingdom, Singapore, Hong Kong, Canada, and beyond. All crews briefed and managed centrally from Sydney HQ. One producer runs point regardless of where the production happens. Presenter and SME availability usually drives location, and we work to that constraint.

Question 16

How do you handle compliance and regulatory training requirements?

Accepted Answer

Compliance training is scoped against the specific regulator and the audit standard the module needs to satisfy. Subject matter expert review built into the script stage. Compliance team approval gates built into final delivery. Version control on every clip for audit trail. Accessibility standards (captions, transcripts, audio descriptions where required) built into delivery as standard, not added at the end.

Training video production, from a single module to always-on learning content

Training and education video, on one platform.

Why teams trust us to make training that sticks.

A dedicated team

Built to be learned

One crew standard

Produced for you

See what we produce.

Training video scales when it is built as a system.

Structured to learn

Live or screen capture

Consistent module to module

LMS-ready and reusable

Every kind of video, on one platform.

How a process becomes training video.

Structure the modules

Script and capture

Build it

Deliver and keep it

Indicative ranges. Every brief priced individually.

Training video, answered.

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Teach it once.