Category Archives: L&D

Digital Skills, Education Tech, L&D, News, Training & Apprenticeships

New report calls on more Government funding to help SME manufacturers make the digital skills transformation

Latest News from Oxford Innovation Advice

Nearly 85% of small to medium-sized manufacturers (SMEs) are crying out for more Government funding to help them bridge the digitals skills divide.

A new report produced by Oxford Innovation Advice has today revealed that four fifths of companies are looking to ‘digitally upskill’ their staff but are finding the biggest barriers to achieving this are cost and a lack of in-house knowledge.

Over two thirds (68%) of the 239 businesses questioned are planning to invest in digital technologies, meaning there is a massive opportunity for the new Labour administration to deliver more specialised support to help boost skills and unlock the potential of UK industry.

Based on responses from the survey, Oxford Innovation Advice has developed a five-point policy action plan that it plans to submit to Government to build on successful programmes, such as Made Smarter Digital Adoption.

The recommendations focus on providing basic level training and advice to manufacturing SMEs to convert critical analogue data capture processes into digital ones. This is a critical first step for companies and gives them the ability to analyse processes and identify efficiency improvements.

Robot arm in a factory working for the humans

Training should also be tailored to include a strong problem-solving focus, which could feature mentoring and one-on-one practical support to help manufacturers trial solutions and digitalise processes.

Finally, Oxford Innovation Advice is urging Government to involve companies in the design of businesses support, whilst also ensuring that programmes are available nationally and connect SMEs to their peers to sustain their digital journey.

“Nearly half (49%) of the manufacturers we surveyed are predicting growth in the next six months and this is great news. However, as the report clearly shows, how many more could be increasing sales and creating jobs if they had more help to improve their digital skills?” explained Jane Galsworthy, Managing Director of Oxford Innovation Advice (pictured above).

“The digital revolution is no longer the preserve of the larger companies, it’s here and needs to be embedded on the shopfloors, in the design hubs and in the offices of our smaller manufacturers.”

She continued: “What is clear is that SMEs need more Government funding to help make this happen, with two thirds admitting they would accelerate their journey if the right specialist support was in place.

“80% also said they want to upskill their staff, so the appetite is there – we just need to create the right business support environment to make it happen using a combination of more financial grants and practical assistance that ensures firms can embrace digital technologies.”

Oxford Innovation Advice surveyed 229 manufacturing SMEs during August for its Skills and Digital Adoption report, one of the largest compiled this year for manufacturers.

Other findings included:

  • 46% of companies are looking to hire new employees with the necessary skills for growth
  • SME leaders feel that the Industrial Internet of Things is the most important digital tool for their business, followed by big data/analytics and Enterprise Resource Planning systems
  • 83% of firms want to embrace digital transformation to improve operational efficiency, with over half wanting to utilise it to reduce costs
  • Nearly three quarters (72%) of manufacturers believe cost is the biggest barrier holding back their digital journey
  • The top three training approaches preferred by small to medium-sized enterprises are peer-to-peer learning, workshops/seminars and mentoring.

Jane concluded: “Made Smarter Digital Adoption is a fantastic programme for helping SMEs who have already made headway in developing their digital capabilities. However, we feel that there is still a significant number of companies who need support to develop lower-level processes before they can start to apply Industry 4.0 technologies.”

She concluded: “We’ll be taking this report to Whitehall to ensure SME manufacturers can get access to the digitalisation support they require to drive up productivity and growth.

Oxford Innovation Advice is the UKs leading provider of SME business support programmes and has been delivering coaching and advisory services for over 35 years.

It assists the leaders of over 500 manufacturing companies every year and has a detailed understanding of the challenges they face.

Voice of a manufacturer

Sheffield-based Oakworth Timber Engineering is one of the SMEs who echo the sentiments of the Digital Adoption report.

The company, which designs, manufactures and erects timber frame structures for the residential marketplace, has invested in a cloud-based server and ‘Clearview’ open-source software to create a data-rich ERP system that ensures the smooth transfer of information between designers, production and staff on site.

Managing Director John Capper has received fantastic support from the Made Smarter Digital Adoption programme but is still urging the Government to provide even more financial support for smaller companies looking to embrace digital manufacturing.

He said: “Some of the initial measures we’ve taken have really benefited the business, from optimising processes and boosting efficiency to reducing lead times on projects.

“We’d love to do more, we really would and already have one eye on specialised production software and embedding our Site Audit Pro app into our EPS system. Cost is definitely a barrier, and our decision could be accelerated if there were easier-to-access grants.”

He continued: “There’s another big piece of work to do around digital skills as we’ll need to upskill pretty much all our 47-strong workforce to make sure we maximise any investment.

“Manufacturers thrive on practical training so any new programmes should really look to embed on-the-job learning into their digital skills approach.”

For further information and to download the full report, please visit www.oxfordinnovationadvice.co.uk

 

L&D, News, Training News

1 in 5 managers are not encouraged to learn new skills

  • 19% said their organisation doesn’t expect them to learn new things regularly. This rises to 25% of deskless workers in retail, hospitality and leisure and healthcare

  • 31% said they weren’t supported in developing their skills

  • Insights from a YouGov survey of 2,001 managers across 12 industries

One-fifth of UK managers (19%) reveal they aren’t expected to learn new things regularly, despite the major skills gap facing many organisations. This issue is even more pronounced in industries with a large percentage of deskless workers, where the figure rises to 25%.

Mind Tools’ ‘Building Better Managers’ report, conducted in partnership with YouGov, uncovered significant challenges in management development across 12 key industries. It highlighted that half of managers struggle to grow professionally due to too many competing priorities.

Additionally, 31% of managers report receiving little to no support from their organisation or direct managers in developing the skills they need to excel. Moreover, half of managers (50%) received no support from their organisations when they first stepped into their roles.

 

Shabnam Shahani, CEO at Mind Tools, said: “These findings underscore the critical gap in leadership development, particularly as organisations increasingly rely on managers to drive performance and retention. Organisations risk losing talent and productivity without a clear focus on managerial development. Our findings illustrate the pressing need for managers to have both the time and the resources to grow their skills effectively.”

When asked about further barriers to their professional development, 13% of managers said they didn’t know what skills they needed to be more effective. The issue is exacerbated by a lack of appropriate tools and resources – 13% of managers state the learning content they have access to is not relevant, while 12% can’t even find the resources they need to learn.

“Our report highlights a key irony in modern leadership: while managers are expected to champion learning within their teams, they are often deprived of the necessary support from their own leaders”, Shabnam continued. “They also often know they need to improve, but many don’t know where to begin. With our assessment tools, we provide a structured approach to learning that empowers managers to take ownership of their development.

“With nearly two-thirds of managers willing to leave a company due to inadequate learning opportunities, businesses must invest in their leaders to stay competitive. After all, supported managers become better leaders, which translates to higher employee engagement and improved business outcomes.”

 

—

About Mind Tools

Mind Tools brings accessible, on-demand leadership and management skills development tools and resources that empower current and future leaders to perform in today’s progressive workplaces. Helping them build happy and successful careers and to contribute positively to the success of organisations, the world over. At Mind Tools, empowering people to thrive at work has been our passion since 1996.

Image Credit: Unsplash

Business Coaching, Business Leaders, L&D, Leadership, News

Mind Tools creates Product Advisory Panel with sector experts to support leadership and management skills development

Mind Tools, the market-leading expert provider of leadership and management skills development to drive exceptional workplace performance, announced today the creation and appointment of their new Product Advisory Panel. 

The Product Advisory Panel has been established to provide strategic input and expert advice on the development and refinement of Mind Tools’ leadership and management skills development products. It will also advise on and contribute to Mind Tools’ thought leadership and contribute to our market leading content.

The Mind Tools Product Advisory Panel consists of a diverse mix of senior practitioners, influencers, and academics with expertise in leadership, management, and learning and development (L&D) content and technologies:

  • Donald H Taylor, Lead Researcher, L&D Global Sentiment Survey
  • Dr Markus Bernhardt, AI Strategist & Board Advisor
  • Joan Keevill, Director of Designs on Learning Ltd and Leadership Coach, Henley Business School
  • Julie Dirksen, Learning Strategy, Design Consultant Author
  • Samantha Burridge, Samantha Burridge, Board Director and Advisor, leadership coach and content specialist
  • Jason Zeman, Director, Strategic Enablement Leader (Talent/L&D, Deloitte Audit & Assurance)
  • Dr Nigel Paine, Author, Learning Culture – Learning NowTV 
  • Michelle Ockers, Chief Learning Strategist, Learning Uncut
  • Shabnam Shahani, CEO of Mind Tools explained the rationale behind the creation of the Product Advisory Panel:

A spokesman said:

“We are delighted to have such an esteemed group of experts on board.

“Mind Tools has embarked on a transformational product strategy that seeks to address the unmet challenges in modern leadership and management skills development by offering compelling learning experiences including capability diagnosis, accelerated development, on-going support, targeted coaching and consultancy services.

“Their expert insights and critique will help us continue our tradition of evidence-informed product development and thought leadership while bringing fresh, external perspectives that challenge and strengthen our offerings.” 

The Panel will be chaired by Mind Tools Chief Product Officer, Owen Ferguson, who said:

“The workplace is transforming faster than ever, and we’re committed to keeping our leadership development products at the cutting edge. By bringing together these experts, we’re ensuring our solutions remain innovative, relevant, and effective for both current and future leaders.”

L&D, News

Two in Three Training Leaders Report Increased Employee Engagement After Prioritising Learning and Development

  • 63% of organisations now have a dedicated L&D function
  • 41% of L&D leaders believe L&D is central to their overall business strategy
  • 64% state L&D has improved employee engagement in their organisations
  • 41% report that fewer than half of their L&D initiatives receive board approval
  • 55% of companies have yet to integrate AI to any of their L&D processes
  • Of those using AI, 64% use it for content creation, and 50% use it for automating processes

 

Learning & Development (L&D) programmes have been shown to improve employee engagement, productivity and creativity according to a report commissioned by learning platform provider, Rise Up.

The survey, conducted among 200 senior L&D professionals in the UK, reveals that 64% of training leaders have seen an increase in employee engagement after investing in L&D. This is in addition to 43% of respondents noting that enhanced L&D efforts have positively impacted employee retention, and a quarter claiming that L&D programmes have helped improve innovation, creativity and productivity.

Despite the performance benefits associated with L&D, there are still challenges in getting buy-in at board level. The report found that 41% of respondents say less than half of their initiatives are getting approved by senior management. There are also inconsistencies in the amount of annual investment in L&D. Around a fifth (21%) of respondents say less than £10,000 per year is allocated. In total, more than half (59%) state the annual L&D budget is lower than £100,000. This adds to the industry’s opinion that the function is not always taken as seriously as it could be, especially in light of the growing skills crisis in the UK.

 

The report also investigates the application of AI in L&D and found that while it is gaining global recognition in some industries, 55% of UK businesses are yet to apply it in their L&D processes. One of the main barriers to AI adoption is a lack of understanding and knowledge, with 71% of L&D leaders admitting this is holding them back from effectively using it, and 57% stating their teams lack the necessary skills to implement AI-driven solutions. Of those that are using AI, adaptive learning with personalised training content is being turbocharged. As a result, 75% of businesses find adaptive learning effective and are experiencing a positive impact on employee engagement while 63% find it improves employee retention.

Arnaud Blachon, CEO and Founder at Rise Up commented: “L&D can have a profound effect on employee performance and retention, as well as delivering bottom line benefits to businesses. However, there are still a significant proportion of leaders who are yet to realise the impact it can have on their performance. The focus needs to be on using technology to create personalised learning environments where employees feel valued and want to stay, reducing turnover and nurturing long-term growth.”

For more information check out Rise Up’s 2024 State of Learning Report, Upskilling for Tomorrow: L&D Trends, Challenges and Innovations.

 

L&D, News

Employee upskilling not a priority for one-in-seven UK manufacturers

Training of staff only the highest priority for a further 16%

Employee upskilling is not on the priority list for as many as 15% of manufacturers, with only 16% placing it at the very top. This is according to research by Visual Components of manufacturing decision-makers in the UK.

Despite a lack of prioritisation, the labour shortage is expected to have a significant impact on productivity and output over the next five years for 45% of organisations. Only 3% believe that the shortfall will have no impact on their operations.

And many manufacturers have taken insufficient action to address the issue, particularly in terms of supporting tools and technologies. 64% are only somewhat equipped or not very equipped to reskill and retrain existing employees to address the skills gap, and 73% are only somewhat ready or not very ready to adopt and implement new technologies that can improve factory floor efficiencies.

“It’s time for manufacturers to place training at the top of their priority list. Simulation software and robot offline programming (OLP) allow staff to upskill in factory floor processes and save time on manual work by effectively deploying robots on repeatable tasks. Any staff member, regardless of experience and skill, can make a difference with the right tools to hand,” says Mikko Urho, CEO, Visual Components.

Apprenticeships, Engineering, L&D, News, STEM

Lowe & Oliver Celebrates Record Apprentice Intake for September 2024

Lowe & Oliver, a prominent electrical and mechanical contractor based in Oxford who just celebrated 100 years in the industry, is proud to announce a record-breaking intake of apprentices, who started their journey on September 2nd 2024.

Underscoring the success of the company’s apprenticeship programme, further solidified by the recent launch of their custom-built apprentice training facility, the Centre for Excellence.

Apprentice in the facility

The facility was launched in February 2024 during National Apprenticeship Week. It is designed to provide apprentices with hands-on, practical training that mirrors real-world conditions, ensuring that they are well-prepared for the challenges of the industry. With dedicated electrical and mechanical training bays, the centre offers an immersive learning experience that complements the apprentices’ formal education.

The significant surge in apprenticeship applications, surpassing 85 earlier this year, highlights the growing appeal of Lowe & Oliver’s scheme and the essential role it plays in addressing the industry’s skills gap.

 

Fred Lowe, Director of Lowe & Oliver, expressed his enthusiasm for the new intake:

“We are thrilled to welcome our largest group of apprentices. The overwhelming response to our offering reaffirms our belief that investing in training facilities like the Centre for Excellence is critical to inspiring and equipping future engineers.

Our commitment to quality training is an investment in the industry’s future, and we’re excited to see these young talents develop.”

 

Chairman Paul Tuson commented on the educational framework:

“Our Centre for Excellence is designed to deliver top-tier training that goes beyond traditional classroom learning. By integrating practical skills with academic knowledge, we ensure our apprentices receive a comprehensive education that equips them for the demands of the industry.

The simple equation is that, as an industry, we are not training enough engineers. As a company, we decided to implement a long term plan to reverse this trend, and I’m delighted to see that come to fruition. We expect to feel the benefits following our initial sizeable investment for many years to come.”

Culture, Jobs, L&D, News, Pensions

Why Secondments are a win-win for businesses and employees

Secondments can be an excellent option for businesses seeking specialised skills, or experienced employees to join teams seamlessly, whilst also providing valuable growth opportunities for the seconded employee to develop new skills, knowledge, and experiences.

Fizza Qasim, Associate Director at Vidett, began a secondment in October 2023, working as part of the pensions team at Molson Coors Beverage Company (MCBC). As Fizza approaches the one-year mark, she reflects on her secondment experience and the professional and personal benefits it has provided.

A perfect match

The success of a secondment hinges on finding the right person in terms of skills, experience, location, personality, and communication style. When the MCBC secondment opportunity arose, Fizza was noted to have the necessary skills and experience, but crucially she was considered to be the right personality fit for both the in-house pensions team and the company overall. With over sixteen years in the pensions industry Fizza is known for her appreciation of the ‘people’ aspect of work, and with MCBC being a true ‘people first’ company, this secondment was a perfect match.

Starting the Journey

Before her secondment, Fizza had limited knowledge of secondments and had never worked as part of an in-house team, though she had collaborated with them. From day one, it was clear that this secondment would be a unique and rewarding experience. Fizza instantly felt a strong sense of belonging at MCBC, and almost a year later has found this only to have strengthened.

MCBC’s company values are more than just words—they are embodied by every employee. The positive energy, people first company culture and collaborative atmosphere in the office helped Fizza integrate smoothly as a secondee, whilst Rachelle Trueman (Pensions Manager for UK and Ireland), continues to make the whole secondment experience an incredible one. With her exceptional attention to detail, strategic vision, and ability to lead by example, Fizza’s found she’s been able to learn from a very inspirational leader.

Key Components of a Successful Secondment

Fizza notes that there are two essential components for successful pensions secondments:

  1. The Pensions Side
    The industry is filled with technically brilliant individuals, but having the right attitude and willingness to learn and grow makes the work easier and more enjoyable. In pensions, every day is a learning opportunity. Before her secondment, Fizza hadn’t fully appreciated the trustee focus of her work. Now, she has gained firsthand experience of the entire pensions process from both a trustee and scheme sponsor perspective. This has deepened her understanding of how crucial the pensions manager role is in balancing logical trustee decisions with the practicalities of company operations.
  2. The People Side
    When Fizza joined 20-20 Trustees two years ago, she quickly realised the importance of the people side of the work. If you enjoy the company of your colleagues and share common values, goals, and principles, you’ll thrive. This creates a motivating, supportive environment where everyone can excel. The success of Fizza’s secondment is largely due to her strong connection with Rachelle and team at MCBC, who share similar values and work ethics. Under the guidance of Rachelle who is not only technically brilliant, but also calm, thoughtful and exceptionally kind, Fizza has been inspired to improve herself and develop these admirable qualities within herself – with self-reflection being a true sign you’re working with the right person.

Conclusion

Fizza’s secondment is a shining example of how work can be both effortless and enjoyable when collaborating with the right people who share similar values and qualities. This experience, and in particular working with Rachelle has allowed her to explore new ideas, overcome challenges, share jokes and end each day with a genuine sense of accomplishment. Over the past ten months, Fizza has experienced significant personal and professional growth, which she attributes directly to her secondment.

For companies considering hiring a pensions professional, Fizza highly recommends exploring the benefits of secondments. The Vidett Outsourced Pensions Management team, of which Fizza is now a member, carefully selects the right people for each role and works closely with firms to ensure they find the perfect match.

For more information or to discuss a secondment opportunity, please contact Fizza Qasim or one of the Trustee Executive team.

 

 

 

Education, L&D, Menopause, News

MA Professional Practice graduate excels in the field of Post-Menopause research

Katie Day, an experienced professional in training and development, has successfully completed an MA in Professional Practice from the University of Wales Trinity Saint David. This academic achievement marks a significant milestone in her career, reflecting both her dedication to personal growth and her commitment to advancing her field.

Katie said the programme, under the Professional Practice Framework (PPF), enabled her to explore how her experience of starting a business and acquiring new skills has shaped her approach to training. She said:

“The course allowed me to acknowledge the depth of knowledge I’ve gained over the years, something I had always taken for granted.”

This has empowered her to share her experiences with the women she works with, particularly in the context of post-menopause, highlighting the possibilities that this stage of life can offer.

This has empowered and encouraged her to share the MA journey with the women she works with, clearly demonstrating that, post-menopause, life offers a wealth of possibilities and opportunities.

Katie said her MA has enhanced her position as an expert in menopause training, a field she has been dedicated to for many years. She adds:

“Having the Masters helps position me as one of the ‘experts’ in the field and supports me in terms of recognition, trust and confidence with others.”

The course also prompted Katie to reassess her training methods, allowing her to make adjustments that benefit both her clients and herself. Despite over 30 years of experience in delivering training, Katie found that the course provided new opportunities for growth and development.

“Completing the MA has shown me that, when I focus and put my mind to something, there is very little I, or indeed anyone else, is unable to achieve. It represented a huge personal milestone and proved that post-menopause offers women a myriad of opportunities, should they wish to grab hold of them and investigate which are the right ones for them.”

Running her own business presented unique challenges and opportunities throughout the course.

Katie added:

“The impact on my work was significant. Balancing the demands of the course with my business responsibilities was challenging, but it also provided valuable insights that I have incorporated into my training sessions.”

Katie said she had discovered new skills through the course, particularly in research, time management, and academic writing.

“Stretching my mental capacity to write at a Level 7 academic standard was a new and challenging experience. However, it was incredibly satisfying to develop this new way of thinking and writing,” she said.

The MA was designed to accommodate Katie’s needs within her workplace.

“Running my own business meant that I did not have to ‘run it past’ anyone in terms of negotiating time to complete the requirements of the degree. It was down to me to juggle and manage my time and the demands of the business.”

This flexibility, coupled with the support of her business partner, allowed Katie to successfully manage her time successfully and complete the degree.

Katie describes the MA in Professional Practice as a life-changing experience.

“It was difficult.  It’s meant to be: it’s an MA. However, the sense of achievement was huge. It represents an opportunity to challenge yourself, with the amazing support of the University and everyone within it. We never truly know what we might be capable of unless we try.”

“Whilst there were times I questioned if I could continue and complete it, I am so pleased that I pushed through those doubts.  I am delighted to know that I have an MA (with Distinction!), as this is something that, at the beginning of the journey, I doubted I was capable of.”

Katie expresses her deep gratitude to the entire PPF team at UWTSD for their support during her studies.

“Studying for the MA at UWTSD was like being part of a large family where every member had your back and was rooting for your success. I always felt heard and supported, by everyone from my amazing tutors to all the admin staff and the people in the library. There were times when it felt like I was the only student, such was the focus and support I received.”

Sarah Loxdale, Senior Lecturer in the PPF team at UWTSD said:

“Katie’s journey through the MA in Professional Practice has been nothing short of inspiring. Her ability to balance the demands of her business, while excelling in her studies is a testament to her determination and passion for personal and professional growth. Katie’s commitment to expanding her expertise, particularly in the field of menopause training, is incredibly valuable, and we are proud to have been a part of her journey.”

Lowri Harris, Senior Lecturer in the PPF team said:

“Katie’s achievements reflect the transformative nature of the Professional Practice Framework. Her work within her business and her dedication to enhancing her skills have not only enriched her professional practice, but also the communities she serves. It has been a privilege to support Katie throughout her MA, and we look forward to seeing the positive impact her expertise will continue to have in her field.”

Katie looks forward to continuing her academic journey with a Doctorate in Professional Practice (DProf) at UWTSD. Her research project has already influenced her work, leading to new courses like “The Menopause Mind” and fostering collaborations with medical experts.

Awards, L&D, News

Mind Tools Shortlisted for Four Learning Technologies Awards

Mind Tools celebrates multiple nominations at Learning Technologies Awards 2024
Mind Tools, a specialist in management and leadership learning and development, is proud to announce its shortlisting for four awards across three categories at this year’s prestigious Learning Technologies Awards. These nominations are a testament to Mind Tools’ innovative approach to transforming workplace learning experiences and their partnership with industry-leading clients to drive measurable business impact.
Mind Tools has been shortlisted for the following awards:

Best Use of Blended Learning – Commercial Sector

Mind Tools have been shortlisted twice in this category. The first nomination celebrates the success of a blended learning programme designed in partnership with South Western Railway (SWR).
Facing ongoing industry disruption and leadership challenges, SWR sought to equip its leaders with the skills to navigate change, foster collaboration, and support teams. The programme resulted in a 12% increase in leadership capability.
This initiative has had a tangible impact on leadership morale and effectiveness within the company.
For the second nomination, Deloitte collaborated with Mind Tools to build Coaching Skills for Effective Conversations – a scalable and innovative, blended programme. It has been designed for everyone in Deloitte irrespective of their role or grade giving all employees the opportunity to learn how to use coaching skills to have better professional conversations. Participants build their skills through digital modules, weekly coaching practice and use of job aids. The programme is accredited by The Institute of Leadership and upon completion individuals earn Deloitte certificates and Credly badges.

Excellence in the Design of Learning Content – Commercial Sector

Mind Tools’ collaboration with Heathrow Airport is recognised for its innovative approach to fostering inclusivity and belonging. The programme, titled Right Where I Belong, used real employee stories and interactive scenarios to create an engaging, experiential learning course. The result was an increase in representation at senior levels, exceeding expectations in employee feedback on workplace culture and inclusivity.

Learning Designer of the Year – Claire Gibson, Mind Tools

Mind Tools is also proud to celebrate the individual nomination of Claire Gibson for Learning Designer of the Year. Claire’s innovative, data-driven approach to learning design, coupled with her commitment to measurable impact, has earned her a reputation as a leading figure in the field. Her dedication to continuous improvement and learner-centred designs has made a lasting impact on both her team and clients.
Ross Garner, Head of Content and Custom Solutions at Mind Tools, commented:
“We are thrilled to be shortlisted for these awards, which recognise the hard work, creativity, and dedication of our team and our partners. At Mind Tools, we are committed to designing learning solutions that not only engage but deliver real business impact, and these nominations are a wonderful reflection of that commitment.”

The winners of the Learning Technologies Awards will be announced at a gala ceremony on 13 November in London. Mind Tools looks forward to celebrating the industry’s most innovative and effective learning initiatives and continuing to contribute to the future of workplace learning.

About Mind Tools

Mind Tools brings accessible, on-demand performance tools and resources focused on leadership, management and personal effectiveness that empower colleagues to perform in today’s progressive workplaces. Helping them build happy and successful careers and to contribute positively to the success of organizations, the world over. At Mind Tools, empowering people to thrive at work has been our passion for over 25 years.
Career Development, Careers, L&D, News, Training & Apprenticeships

Graduate Coach offers free access to ‘Nail that Interview’ Course to help jobseekers of all ages succeed in stagnant market

Graduate Coach offers free access to ‘Nail that Interview’ Course to help jobseekers of all ages succeed in stagnant market

Graduate Coach is offering its online course, ‘Nail that Interview’, free of charge for the first 10 days to help job seekers excel in a stagnant job market by enhancing their interview skills. After this period, a direct debit of £99 will apply – a significant reduction from the original price of £249.

 

According to data from Adzuna, The UK job market flatlined in May despite GDP growing by 0.7% in the three months to April. Vacancies stood at 854,248 at the end of May marking only a 0.01% increase from April . Graduate Coach is on a mission to help job seekers shine despite these challenging conditions.

With over 20,000 hours of one-to-one coaching experience condensed into this comprehensive course, ‘Nail that Interview’ is the next best thing to receiving personal coaching. This course will help job seekers of all ages including career changers, those returning to work, or anyone looking to enhance their interview skills to secure their dream job.

 

Chris Davies, CEO, Graduate Coach says, “We understand how challenging the job market is right now for everyone and we want to provide the tools and support needed for job seekers to succeed. ‘Nail that Interview’ is designed to help candidates stand out and confidently secure their desired positions.”

Chris highlights several challenges facing jobseekers including:

  • Increased selectivity: Companies are becoming more selective, raising the bar for job applicants.
  • Technological changes: The rise of AI in the hiring process means candidates must be adept at digital assessments and ensure their CV is ATS compliant to get around the recruitment algorithms.
  • Economic instability: Recent layoffs and economic uncertainty have added to the challenges of securing a job.
  • Video Interviews: With the shift towards remote hiring, video interviews are now a critical step in the job application process and candidates need to know how to excel in video interviews.

 

Why Choose ‘Nail that Interview’?

  • Comprehensive content: Extensive modules covering every aspect of the interview process, from preparation and practice to execution and follow-up.
  • Unique Video interview practice: Participants can experience realistic interview scenarios with a video practice feature and receive personalised assessment and feedback to improve their performance.
  • Expert Insights: Knowledge and techniques developed over eight years of coaching, tailored to help participants stand out in competitive job markets.
  • Flexible Learning: Accessible online, allowing participants to learn at their own pace and revisit material as needed.

 

Course Highlights

  •      Preparation tips: Learn how to research companies, understand job roles, and prepare compelling answers to common interview questions.
  •      Confidence building: Strategies to boost confidence and manage interview anxiety.
  •      Effective communication: Master the art of clear and impactful communication, including body language and professional demeanour.
  •      Mock interviews: Real-world scenarios and constructive feedback to improve performance.

 

Special Offer

For a limited time, job seekers can start their journey to interview success with a 10-day free trial using this url: nailthatinterview.co

After the trial period, participants can continue to access all course features for just £99 – a fraction of the original £249 price. This is a unique opportunity for people to invest in their career and secure the job they’ve always wanted.

________________________________________

About Graduate Coach

Graduate Coach is a UK-based graduate career coaching firm founded by Chris Davies. Since it was set up in 2010, Graduate Coach has helped over 5,000 UK and international graduates secure positions at leading UK companies including Amazon, Google, and J.P. Morgan, amongst others. With a focus on practical guidance and skill development, its services include one-to-one career coaching, immersive workshops, and personalised online resources. Additionally, Graduate Coach provides tailored internship opportunities and support services to further enhance graduates’ career prospects.

For more information, please visit www.graduatecoach.co.uk