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
FE News article
Nurturing Tomorrow's Talent: The Case for Career Changers to Embrace Training and Coaching Roles ????????
Spencer Mehlman, Managing Director at National Skills Agency, explores how transitioning into training and coaching presents a rewarding new career direction for those seeking purpose.
With escalating demand in the skills development market, it allows professionals to impart their knowledge to shape aspiring talent while enjoying continual learning, camaraderie, and promising prospects.
Why use NSA?
What happens when you have outstanding roles?
>Additional pressure across the rest of the team
>Impacts the student experience
>High cost, low return, short term contractors
We are not your standard education recruiter, our database and reach has grown out our passion for supporting those delivering a range of apprenticeships and training programs.
Find out why we support a large number of key leading brands in the sector.
We are honest, transparent and we will manage your expectations correctly.
If you are serious about finding the "best candidates" they are often below the radar and need our expert approach and reach.
Get in touch to open up a conversation, we are only paid on success, it's a great incentive to do a great job for candidates and clients alike.
Reach out >>>spencer@nationalskillsagency.co.uk 020 3953 1984 <<<
Successful outcomes for apprentices
Ensuring Successful Outcomes for UK Apprentices: The Crucial Role of Quality Teaching, Assessing, and the use of Specialist Recruiters
In the dynamic landscape of modern education and professional development, the quality of teaching and assessing stands as a cornerstone for the success of apprentices in the UK. The journey from apprenticeship to a fulfilling career hinges on a robust learning experience that empowers learners with the skills and knowledge needed to thrive. To achieve this, the significance of top-notch teaching and assessment cannot be overstated.
Firstly, quality teaching forms the bedrock of effective learning. Apprenticeships are not just about acquiring theoretical knowledge, but also about gaining practical skills that can be seamlessly integrated into real-world scenarios. Skilled educators possess the ability to translate complex concepts into more easily digestible insights helping apprentices to explore, question, and innovate – vital traits in a rapidly evolving job market.
Secondly, assessments play a pivotal role in gauging an apprentice's progress and ensuring they meet the required standards. Well-structured assessments are tailored to reflect the practical applications of acquired knowledge, offering a comprehensive view of an apprentice's capabilities. Accurate assessments not only provide feedback for improvement but also boost apprentices' confidence in their skills, motivating them even further.
This is where the expertise of specialist recruiters like the National Skills Agency comes into play. Collaborating with a specialist agency ensures that apprentices are matched with mentors, educators, and assessors who have a deep understanding of industry requirements. These agencies connect apprentices with the professionals who possess a wealth of experience, helping to ensure a higher level of teaching and assessing.
There is a real shortage of quality trainers, coaches, assessors, lecturers, and teachers right across apprenticeships and training sector. This shortage puts a great deal of pressure on the current delivery staff, and this will ultimately affect the apprentices experience.
It's clear that the quality of teaching and assessing is pivotal in securing successful outcomes for UK apprentices. Effective teaching transforms learners into skilled practitioners, while accurate assessing validates their progress and boosts their confidence. Engaging with a specialist recruiter like the National Skills Agency elevates this process by ensuring that apprentices are matched with the best educators and assessors in their respective fields. Through this relationship, apprentices are equipped to thrive in a competitive job market, armed with the skills and confidence to achieve their professional aspirations.
Check out this article in FE NEWS
Spencer Mehlman
Managing Director
National Skills Agency
T- 020 3953 1984
The role of an Internal Quality Assurer (IQA) in apprenticeships is crucial to maintaining the high standards and integrity of the apprenticeship assessment process. IQAs play a pivotal role in ensuring that the delivery of apprenticeship training, assessments, and end-point evaluations align with the established standards and regulations. Their responsibilities encompass a range of tasks aimed at upholding quality, consistency, and fairness throughout the apprenticeship journey.
IQA responsibilities start with a thorough understanding of the apprenticeship standards, assessment plans, and the specific requirements of the qualifications being pursued. They work closely with trainers, assessors, and apprentices to validate that the training provided is comprehensive and accurately reflects the prescribed curriculum. IQAs collaborate with trainers to create assessment materials and tools that effectively measure apprentices' progress and competencies.
One of the primary functions of an IQA is to conduct regular reviews and observations of assessments. Through meticulous sampling and monitoring, IQAs assess the validity and reliability of the assessments, ensuring that they are rigorous, unbiased, and aligned with the criteria outlined by regulatory bodies. Their evaluations aim to detect any deviations from the standards and to provide constructive feedback to assessors for continuous improvement.
IQA involvement continues during the end-point assessment (EPA) phase. They help ensure that the EPA is conducted with integrity and in adherence to guidelines. This includes verifying that the assessors conducting the EPA are qualified and impartial. IQAs oversee the EPA process, including reviewing portfolios and assessing the appropriateness of the final assessments against the standards.
Communication is a critical aspect of an IQA's role. They liaise with training providers, employers, and apprentices to provide guidance on assessment processes, address queries, and facilitate a transparent assessment journey. In cases of discrepancies or concerns, IQAs play a mediating role, ensuring that issues are resolved in a fair and consistent manner.
Overall, the role of an IQA goes beyond administrative tasks; it is a key driver of quality assurance. By rigorously monitoring, evaluating, and enhancing assessment procedures, IQAs contribute to the credibility of apprenticeship programs and the development of a skilled and competent workforce that meets the demands of industries and the economy.
Check out the latest IQA roles and explore how the National Skills Agency can help.
The Value of Apprenticeships for Young People
The Value of Apprenticeships for Young People: A Pathway to Success
Introduction:
Apprenticeships have emerged as a transformative educational pathway that offers young people an invaluable opportunity to gain practical skills, earn a wage, and embark on a fulfilling career journey. In the United Kingdom, the National Skills Agency stands as the leading recruiter of apprenticeship managers and assessors, promoting the profound benefits that apprenticeships bring to both individuals and the nation as a whole.
- Empowering Hands-on Learning:
Apprenticeships provide a unique blend of theoretical knowledge and hands-on experience, allowing young people to bridge the gap between academia and the real world. By working alongside industry professionals, apprentices gain practical skills that are highly sought after by employers. The National Skills Agency recognizes the significance of this hands-on learning approach and actively supports the cultivation of a skilled and competent workforce through apprenticeships.
- Earning While Learning:
One of the most appealing aspects of apprenticeships is the ability to earn a wage while gaining valuable experience and qualifications. This financial independence allows young people to support themselves during their training, reducing the burden of student loans or other educational expenses. The National Skills Agency acknowledges the importance of financial stability for young individuals and emphasizes the economic value of apprenticeships in empowering the next generation.
- Enhanced Employability:
Apprenticeships equip young people with the skills, knowledge, and practical experience required to thrive in the job market. With employers increasingly valuing work-ready candidates, apprenticeships provide a distinct advantage by demonstrating a candidate's commitment to their chosen industry. The National Skills Agency's emphasis on recruiting apprenticeship managers and assessors underscores the recognition of the positive impact apprenticeships have on enhancing employability prospects for young individuals.
- Meeting Industry Needs:
Apprenticeships play a vital role in addressing the skills gap within industries, ensuring that businesses have a pipeline of competent and qualified professionals. By working closely with employers, the National Skills Agency identifies industry needs and tailors apprenticeship programs accordingly. This collaboration ensures that young people are equipped with the skills that are in demand, making them valuable assets to employers from day one.
Conclusion:
Apprenticeships are a gateway to success for young people, offering them a unique opportunity to gain practical skills, earn a wage, and enter the workforce with confidence. The National Skills Agency, as the UK's leading recruiter of apprenticeship managers and assessors, recognizes the value of apprenticeships in nurturing a skilled workforce and fostering economic growth. By promoting the benefits of apprenticeships, the agency contributes to the development of a vibrant and prosperous future for the nation, one apprentice at a time.
The apprenticeship sector is always recruiting great talent from industry. Are you ready to share your knowledge and help to prepare the next raft of learners wishing to enter your specialist market? Is teaching and training an area of interest? If so reach out to the team at the National Skills Agency.
www.nationalskillsagency.co.uk 020 3953 1984
Recruiting & Retaining Great Talent
Recruiting & retaining great talent within the FE & Apprenticeship Market
One of the key challenges for all employers in 2023 and beyond is the attraction and retention of talent.
As we know the last couple of years has been a roller coaster of emotions which has seen employers and candidates reconsider the work life balance and how it is rewarded.
Lots of employers shed staff as the pandemic caused uncertainty and panic. Those that were furloughed got to experience more time at home with no work pressures and this has led to many rethinking what they want out of life, this has now translated into a much tougher working wish list for candidates.
As the specialist recruiter in Apprenticeship and Training we have seen these changes first-hand. The current market is certainly candidate led, there is a real battle for talent and a shortage of good people across the sector.
I have put together some key points for training providers to consider.
- Start the process as early as possible, be ahead of the game
- Be as flexible as you can re hybrid or remote working
- Put together a detailed spec ensuring it outlines all the benefits, the culture, targets, etc
- Check out Glass Door- it is worth seeing how your organisation is perceived
- Try to make the interview process as short as possible. When the process stretches to 3 or 4 interviews, or the time frame drags into 3-4 weeks you are very likely to lose the candidate!
- In the current market candidates often have 2-3 interviews underway and may have several offers to choose from. If you take too long or make the process to painful the chances, are you will be starting the hiring process again
- Ensure your salaries and benefits are in line with the market, there is still quite a lot of disparity. Those who are paying at the lower end of the market are seeing a steady stream of resignations and this is holding back their growth plans and unsettling clients
- If you make an offer, get the paperwork/email out ASAP
- Cultural fit is important - can they meet team members and get a tour of the office
Retaining your people is also key. Losing a talented team member causes more than just a vacancy. It takes time and energy to replace them. Often their workload is shared by the existing team before a new person is fully up to speed. This can affect the general morale and sets the wrong tone. Their loss can also impact client relationships and have bigger implications if the transition isn’t as seamless as possible.
A few thoughts on retention but worth re-iterating:
- Regular reviews
- Sensible targets
- Team events
- Recognise employee’s hard work
- Upgrade your equipment where possible
- Flexible approach to working schedules
- Professional development opportunities
- Promote from within if possible
- Good communication and collaboration
I believe our sector is in a unique and influential position to help the UK economy. Remote delivery has enabled training and coaching to continue throughout the pandemic giving greater flexibility to all parties.
There are skills shortages right across the UK that can only be addressed through the effective use of apprenticeships and training. We have an opportunity to embed this learning culture into all businesses and this starts with all of us in the sector hiring and motivating the best people to share and deliver this agenda.
If you wish to explore how the National Skills Agency can help then please do reach out for an informal chat. Please also view on FE News
Spencer Mehlman
Managing Director
National Skills Agency
T- 020 3953 1984 M- 07775 805714
spencer@nationalskillsagency.co.uk
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.
