When hiring trainers and assessors for seamless, high-quality training delivery, training providers should prioritise the following six aspects:
- Qualifications and Expertise: Ensure that candidates possess the necessary qualifications and expertise relevant to the training programs being offered. Look for individuals with a strong educational background, industry certifications, and practical experience in the subject matter.
- Teaching and Facilitation Skills: Evaluate candidates' ability to effectively convey information and engage learners. Look for individuals with excellent communication skills, the ability to adapt teaching methods to different learning styles, and experience in facilitating interactive and engaging training sessions. Conducting a microteach at 2nd interview stage is often very beneficial.
- Assessment Skills: Assessors play a crucial role in evaluating learners' competency and providing constructive feedback. Look for candidates with experience in designing and conducting assessments, as well as the ability to provide fair and accurate evaluations that align with regulatory requirements and industry standards.
- Commitment to Continuous Improvement: Seek candidates who demonstrate a commitment to ongoing professional development and improvement. Look for individuals who stay updated on industry trends, attend relevant training workshops or conferences, and actively seek feedback to enhance their skills as trainers and assessors.
- Adherence to Quality Standards: Ensure that candidates are familiar with and committed to upholding quality standards and regulatory requirements relevant to the training & apprenticeship sector. Look for individuals who prioritise compliance, accuracy, and ethical conduct in their work.
- Cultural Fit and Values Alignment: Consider candidates' fit with the organisational culture and values of the training provider. Look for individuals who share your commitment to excellence, integrity, and learner success, and who will contribute positively to the overall training environment. This is often an area that doesn’t get enough visibility but is crucial to ensuring a good hire!
By focusing on these key aspects when hiring trainers and assessors, training providers can build a team of dedicated professionals who are equipped to deliver high-quality training experiences and drive positive outcomes for learners.
To explore things further feel free to reach out to www.nationalskillsagency.co.uk or call 020 3953 1984
When hiring trainers and assessors for seamless, high-quality training delivery, training providers should prioritise the following six aspects:
- Qualifications and Expertise: Ensure that candidates possess the necessary qualifications and expertise relevant to the training programs being offered. Look for individuals with a strong educational background, industry certifications, and practical experience in the subject matter.
- Teaching and Facilitation Skills: Evaluate candidates' ability to effectively convey information and engage learners. Look for individuals with excellent communication skills, the ability to adapt teaching methods to different learning styles, and experience in facilitating interactive and engaging training sessions. Conducting a microteach at 2nd interview stage is often very beneficial.
- Assessment Skills: Assessors play a crucial role in evaluating learners' competency and providing constructive feedback. Look for candidates with experience in designing and conducting assessments, as well as the ability to provide fair and accurate evaluations that align with regulatory requirements and industry standards.
- Commitment to Continuous Improvement: Seek candidates who demonstrate a commitment to ongoing professional development and improvement. Look for individuals who stay updated on industry trends, attend relevant training workshops or conferences, and actively seek feedback to enhance their skills as trainers and assessors.
- Adherence to Quality Standards: Ensure that candidates are familiar with and committed to upholding quality standards and regulatory requirements relevant to the training & apprenticeship sector. Look for individuals who prioritise compliance, accuracy, and ethical conduct in their work.
- Cultural Fit and Values Alignment: Consider candidates' fit with the organisational culture and values of the training provider. Look for individuals who share your commitment to excellence, integrity, and learner success, and who will contribute positively to the overall training environment. This is often an area that doesn’t get enough visibility but is crucial to ensuring a good hire!
By focusing on these key aspects when hiring trainers and assessors, training providers can build a team of dedicated professionals who are equipped to deliver high-quality training experiences and drive positive outcomes for learners.
To explore things further feel free to reach out to www.nationalskillsagency.co.uk or call 020 3953 1984
Bridging the Skills Gap
Bridging the Skills Gap: Candidates from Electrical and Construction Should Become Trainers.
In today's rapidly evolving job market, the electrical and construction industries face a common challenge: a shortage of specialist trainers. This shortage not only hampers the growth of these sectors but also limits the opportunities for aspiring apprentices. To address this pressing issue, the National Skills Agency, the UK's leading recruiter of apprenticeship managers, trainers, coaches, and assessors, urges candidates from the electrical and construction industries to consider becoming apprenticeship trainers. In this article, we explore the key reasons why individuals from these industries should seize the opportunity to become apprenticeship trainers and help bridge the skills gap.
Expertise and Industry Knowledge
Candidates from the electrical and construction industries possess valuable expertise and industry-specific knowledge. Their experience in working with complex electrical systems, building structures, and technical installations equips them with the practical insights needed to effectively train future professionals. As apprenticeship trainers, they can share their real-world experiences, impart industry-specific skills, and offer valuable guidance to apprentices, ensuring they receive high-quality training.
Addressing the Skills Shortage
The shortage of specialist trainers in the electrical and construction industries directly impacts the quality and availability of apprenticeship programs. By becoming apprenticeship trainers, candidates from these industries can actively contribute to addressing this skills shortage. Their decision to pass on their knowledge and skills to the next generation ensures a sustainable pipeline of skilled professionals, supporting the growth and development of the sectors.
Personal and Professional Growth
Becoming an apprenticeship trainer offers tremendous personal and professional growth opportunities. Sharing knowledge and skills with apprentices not only enhances one's communication and leadership abilities but also strengthens their own understanding of the subject matter. As trainers, candidates will continuously learn and adapt to new teaching methodologies, honing their own expertise while nurturing the talents of apprentices.
Competitive Remuneration and Job Stability
Apprenticeship trainers enjoy competitive remuneration and job stability. The demand for skilled trainers is high, and organisations recognize the value of experienced industry professionals in this role. By becoming trainers, candidates can secure a stable and fulfilling career path while earning a respectable income.
Fulfilling a Noble Responsibility
Being an apprenticeship trainer means contributing to the development of the future workforce and making a positive impact on individuals' lives. By helping apprentices gain the skills and knowledge needed for their careers, trainers play a pivotal role in shaping the industry's future. This sense of fulfillment and responsibility is a driving force for candidates from the electrical and construction industries to become trainers and coaches.
Conclusion
The shortage of specialist trainers in the electrical and construction industries presents a significant challenge to the growth and development of these sectors. However, candidates from these industries possess the expertise, industry knowledge, and practical experience required to bridge this skills gap. By becoming apprenticeship trainers, they can contribute to the development of a skilled workforce, ensuring the industries thrive in the face of evolving demands. The National Skills Agency, as the UK's leading recruiter of apprenticeship managers, trainers, coaches, and assessors, encourages candidates from the electrical and construction industries to step up and take on the noble responsibility of training the next generation of professionals. Together, we can overcome the skills shortage and build a prosperous future for the industries.
Author:
Spencer Mehlman
Managing Director
National Skills Agency
www.nationalskillsagency.co.uk this link takes you to the article in FE News
Could you train the next generation?
Could you train the next generation?
“Why not become an Apprenticeship Trainer and help tackle the shortage of specialist trainers & coaches preparing the next generation. The country the needs you!” says Spencer Mehlman Managing Director of the National Skills Agency.
The current lack of specialist trainers has become a pressing concern across most industries. There are huge shortages in sectors such as Childcare, IT (Data, Cyber, Software, Networks), Electrical, Mechanical, Carpentry, Brickwork and Automotive to name but a few.
However, professionals who are ready for a new challenge can make a meaningful impact by transitioning into apprenticeship training or coaching roles. By sharing their knowledge and expertise, they can address this shortage while empowering the next generation. As the leading recruiter of apprenticeship managers, trainers, coaches, and assessors in the UK, the National Skills Agency encourages professionals to consider this rewarding career path.
Understanding the Need for Specialist Trainers: In an ever-evolving landscape, industries require specialised skills to remain competitive. However, the shortage of specialist trainers has emerged as a hurdle in meeting this demand. Stepping out of industry roles and becoming an apprenticeship trainer allows seasoned professionals to bridge this gap. Their firsthand experience and expertise make them invaluable mentors who can equip apprentices with the necessary skills to succeed. By embracing this role, professionals can contribute to closing the skills gap and fostering a highly skilled workforce.
Sharing Knowledge and Empowering the Next Generation: Becoming an apprenticeship trainer offers an opportunity to make a profound impact on the next generation of professionals. By sharing their knowledge, trainers can guide apprentices through firsthand learning, mentorship, and real-world experiences. They provide invaluable insights and practical advice that goes beyond what can be learned from textbooks or classrooms alone. Apprentices gain a competitive edge as they receive industry-specific training and benefit from the wisdom of experienced trainers. By empowering apprentices with the skills, they need to excel, trainers shape the future workforce and contribute to overall industry growth.
Personal Fulfillment and Continuous Development: Stepping into the role of an apprenticeship trainer is not just about helping others; it is also a path to personal fulfilment and growth. Trainers have the opportunity to witness the progress and success of their apprentices, which brings immense satisfaction. Moreover, trainers themselves continue to learn and develop through their interactions with apprentices. This process keeps them updated on the latest industry trends, enhances their own skills, and ensures they remain adaptable in an ever-changing professional landscape. The journey of becoming an apprenticeship trainer becomes a mutually beneficial experience where trainers contribute to the growth of others while continually expanding their own horizons. Opportunities to progress within the trainer provider market are plentiful many trainers often become managers or quality assurers.
Partnering with a specialist recruiter: Will give you access to an extensive network across the apprenticeship sector and enable skilled individuals to connect with organisations that require their expertise. Skilled professionals can then access a wide range of apprenticeship programs that align with their background and aspirations. This collaboration not only facilitates a smooth transition into the training role but also provides ongoing support and guidance throughout their career journey as apprenticeship trainers.
Stepping out of industry roles to become an apprenticeship trainer offers a unique opportunity to address the shortage of specialist trainers while sharing knowledge and empowering the next generation. The National Skills Agency is dedicated to supporting professionals in making this transition, ensuring a robust and skilled workforce for the future. So, get out there showcase your skills and take your career in a new direction.
Author: Spencer Mehlman Managing Director of the National Skills Agency.
Why use the National Skills Agency
Why use a specialist recruiter?
Using the National Skills Agency as your apprenticeship sector specialist recruiter to find key hires such as Assessors, Trainers, Quality Managers and Business Developers will offer a raft of valuable advantages.
Here are just some of those key benefits:
Industry Expertise: We have in-depth knowledge of the apprenticeship sector, including its regulations, trends, and specific needs. This expertise allows us to identify candidates with the right skills and experience for the roles.
Access to a Niche Talent Pool: Our established networks and databases of candidates gives us a unique reach into our busy market. We can tap into a targeted talent pool that if often hidden to general recruitment methods.
Understanding of Apprenticeship Standards: Our team of specialist recruiters understand the intricacies of apprenticeship standards, assessment processes, and training requirements. This ensures they can identify candidates who are well-versed in the unique aspects of the apprenticeship sector.
Efficient Screening and Matching: With strong industry knowledge, we can efficiently screen candidates, ensuring that only those who meet the necessary criteria and have a genuine interest in apprenticeships are presented to you.
Quality over Quantity: The focus is on quality over quantity. We are to prioritise candidates who are not only technically qualified but also aligned to the values, and goals of your organisation.
Faster Time-to-Hire: The specialised nature of our search means we can identify potential candidates more quickly, reducing the time it takes to fill critical roles. We are constantly in dialogue with candidates across all aspects of our sector.
Industry Insights: The team can provide valuable insights into current market trends, salary expectations, and competitor activities, helping you make informed decisions during the hiring process.
Reduced Recruitment Costs: We have a sensible fee’s associated with our services, and our targeted approach will lead to quicker and hopefully more robust long term hires, potentially reducing the overall cost of recruitment.
Reputation and Trust: Working with a reputable specialist recruiter in the apprenticeship sector can enhance your organisation's reputation as it demonstrates a commitment to finding top-quality staff who understand the unique demands of the industry.
Overall, using a specialist recruiter such as the National Skills Agency with expertise in the apprenticeship sector can save you time, improve the quality of your hires, and contribute to the overall success of your apprenticeship programs and business development efforts.
To have an informal exploratory chat reach out to:
Spencer Mehlman
Managing Director
National Skills Agency
T- 020 3953 1984
M- 07775 805714
spencer@nationalskillsagency.co.uk
Recruiting Great Sales People.
Recruiting great salespeople is a crucial part of any business. Here are some tips to help you recruit the best salespeople for your company:
- Recruit all the time: Recruiting top talent won’t happen overnight, which means it needs to be an ongoing process. You should always be on the lookout for top talent, even if you don’t have an open position.
- Create a referral program: You should be incentivizing your current salespeople to always be on the lookout for top talent. This can be done by creating a referral program that rewards employees for bringing in new hires.
- Use sales assessments: It’s not easy to be successful in sales. Using sales assessments can help you identify candidates who have the right skills and personality traits to succeed in sales.
- Focus on fit: When recruiting salespeople, it’s important to focus on fit. You want to find candidates who fit in with your company culture and who share your values.
- Put them to the test: Salespeople need to be able to sell. Putting candidates to the test can help you identify those who have the skills to succeed.
- Work with a specialist recruitment agency: If you’re having trouble finding the right candidates. They can help you find top talent and streamline the recruitment process.
These tips can help you recruit great salespeople who will help your business grow and succeed.
When top sales people come along don’t let them pass, find a way to integrate them into you company and they will generate business!
Talk to the National Skills Agency about Businesses developers across training and apprenticeships… 020 3953 1984
Good luck!
Lifelong Learning a positive experience...
Lifelong learning is the process of acquiring knowledge and skills throughout one’s life. It is a continuous process that helps individuals to adapt to the changing world and stay relevant in their field. The value of lifelong learning cannot be overstated. It is essential for personal and professional growth, and it can help individuals to achieve their goals and aspirations.
Lifelong learning can help individuals to stay up-to-date with the latest trends and developments in their field. It can help them to acquire new skills and knowledge that can be applied to their work. This can lead to increased productivity, better job performance, and career advancement.
Moreover, lifelong learning can help individuals to stay mentally sharp and engaged. It can help to prevent cognitive decline and improve memory and cognitive function. It can also help to reduce the risk of developing age-related diseases such as dementia.
Lifelong learning can also have a positive impact on personal growth and development. It can help individuals to discover new interests and hobbies, and to develop new skills and talents. It can also help to improve self-confidence and self-esteem.
In today’s fast-paced and ever-changing world, lifelong learning is more important than ever. The rapid pace of technological change and globalization means that individuals need to be adaptable and flexible in order to succeed. Lifelong learning can help individuals to develop the skills and knowledge they need to thrive in this environment.
In conclusion, lifelong learning is essential for personal and professional growth. It can help individuals to stay up-to-date with the latest trends and developments in their field, improve job performance, and advance their careers. It can also help to prevent cognitive decline, improve memory and cognitive function, and reduce the risk of developing age-related diseases. Moreover, lifelong learning can have a positive impact on personal growth and development, helping individuals to discover new interests and hobbies, and to develop new skills and talents. It is a continuous process that can help individuals to achieve their goals and aspirations, and to stay relevant in their field. Keep up to date with our latest blogs for more information within the industry https://www.nationalskillsagency.co.uk/blog/blog
You can also look into some of our rolees here https://www.nationalskillsagency.co.uk/job-search/browse/assessors/coaches/trainers/tutors/jobs
The importance of recruiting the best possible staff....
Recruiting the best possible staff is an essential factor in the success of any organization. In today's highly competitive business world, it is imperative to have a skilled and talented workforce that can help an organization achieve its goals and objectives. The value of recruiting the best possible staff cannot be overstated, as it can have a profound impact on an organization's productivity, profitability, and reputation. The Apprenticeship and training sector must aim to do this to ensure that those going through programmes have the best possible experience.
One of the key benefits of recruiting the best possible staff is that they bring valuable skills and experience to the organization. Skilled and experienced employees have a wealth of knowledge that can be leveraged to improve business processes, streamline operations, and drive innovation. They are more likely to have a track record of success in their respective fields, which can help boost the organization's overall performance.
Another important benefit of recruiting the best possible staff is that it can improve employee morale and job satisfaction. Employees who feel valued and appreciated are more likely to be motivated, productive, and engaged in their work. When an organization invests in recruiting the best possible staff, it sends a message that it values its employees and is committed to their success. This can help create a positive work culture and reduce employee turnover.
Recruiting the best possible staff can also help an organization stay competitive in the marketplace. In today's fast-paced business environment, companies that fail to attract and retain top talent are at a disadvantage. By recruiting the best possible staff, organizations can ensure that they have the skills and expertise necessary to compete effectively in their industry. This can help them stay ahead of the curve and respond quickly to changes in the marketplace.
Moreover, hiring the best possible staff can improve an organization's reputation. When an organization has a skilled and talented workforce, it is more likely to be viewed as a reputable and trustworthy company. This can help attract new customers and clients, as well as retain existing ones. It can also help attract investors and business partners, who are more likely to be interested in working with a company that has a strong reputation for success.
However, recruiting the best possible staff can be challenging and time-consuming. It requires a thorough recruitment process, which includes advertising job vacancies, screening resumes, conducting interviews, and checking references. It also requires an investment in training and development programs to help new hires develop the skills they need to succeed in their roles.
In conclusion, recruiting the best possible staff is an essential factor in the success of any organization. Skilled and experienced employees can bring valuable knowledge and expertise to the organization, improve employee morale and job satisfaction, help an organization stay competitive in the marketplace, and improve its reputation. However, it requires a significant investment of time and resources to recruit, train, and retain top talent. Organizations that are willing to make this investment are more likely to achieve long-term success and sustainability. Call the National Skills Agency team to chat through your requirements: 020 3953 1983
To see our full list of roles available please look at https://www.nationalskillsagency.co.uk/job-search/browse/education/jobs
Check out some of or other blogs! - https://www.nationalskillsagency.co.uk/blog/blog/recruiting-great-sales-people or click here to send us your vacancies
