Trainers aren’t just “deliverers”

A top trainer:

• Creates behaviour change (not just workshops)

• Builds evidence naturally through learning

• Keeps learners moving (retention = quality = revenue)

Step 1: Define the trainer shape you need

• Standalone trainer vs trainer-assessor hybrid

• Remote delivery vs classroom/on-site

• Cohort-based vs 1:1 coaching

• Technical specialism vs soft-skills / leadership

Step 2: What to include in the job spec

• Delivery format (live online, blended, workshops)

• Group size expectations

• Curriculum ownership vs delivery-only

• Lesson planning expectations + resources provided

• Observation/CPD culture

• Systems (LMS/VLE, e-portfolio, Teams, MI reporting)

Step 3: Interview like a quality team (not like a chat show)

Ask for a micro-teach
10–15 minutes on a topic relevant to the standard. You’ll see:

• Pace, structure, engagement

• Ability to check understanding

• Confidence with learners (without being a “lecturer from 1994”)

Questions that matter

1. “How do you handle mixed ability in one session?”

2. “How do you build learning into workplace evidence?”

3. “How do you re-engage a learner who’s gone quiet?”

4. “What does great teaching look like online?”

5. “How do you collaborate with assessors/IQAs?”

Step 4: Red flags

• “I don’t really do online delivery”

• “I’m not a fan of paperwork” (translation: compliance pain)

• No structure—everything is “discussion-based”

• No examples of adapting for different learners

If you want trainers who can engage learners and protect your quality, we’ll find them—even when they’re not actively applying.

spencer@nationalskillsagency.co.uk |

020 3953 1984