Apprenticeships offer a fantastic opportunity to access emerging talent, introduce fresh perspectives to your team, and address skills gaps effectively. Their distinctive ability to provide personalised training ensures that apprentices develop the specific skills your team needs. However, hiring an apprentice requires careful planning and consideration to ensure a smooth and successful process.
This guide will walk you through the key points to consider when hiring an apprentice, offering expert insights aimed at hiring managers, heads of departments, and business owners looking to elevate their teams.
Hiring an apprentice
Hiring an apprentice is a strategic decision for any business. Unlike more experienced hires, apprentices combine on-the-job training with off-the-job structured education. This ensures they receive the latest industry knowledge through their provider while giving you the autonomy to shape their on-the-job training in line with the business’s needs. Whether you’re a small business seeking cost-effective support or a larger organisation aiming to create a pipeline of future talent, apprenticeships offer the opportunity to invest in people.
Before diving into the process, it’s important to understand what hiring an apprentice involves.
As the hiring manager responsible, you should:
- Understand apprenticeship basics: you don’t need to be an expert (we understand hiring managers are busy!). However, it’s helpful to familiarise yourself with the basics. For example, apprentices are employed under a contract and divide their time between work and study, developing skills relevant to their role. As an employer, it’s your responsibility to support their learning and development.
- Know your business needs: which areas of your organisation would benefit most from additional support or specialist skills? Apprenticeships are available in various areas, from digital marketing and software development to live event support and customer service. Once you’re clear on this, you can define the specific responsibilities the apprentice will take on. From there, you can determine their line manager, assign a mentor or ‘buddy’ (if your organisation provides one), and establish the criteria for measuring their success.
- Research providers: contacting a reputable apprenticeship training provider is essential, as they will deliver the training and support the apprentice in various ways. This includes being a key point of contact for their wellbeing, safeguarding, additional learning support, and overall progression throughout the apprenticeship programme. Look for one that aligns with your requirements and offers support throughout the recruitment and training process. Access Industry, for instance, has extensive experience in delivering apprenticeship programmes to employers of all sizes and across various industries, adapting training and support to meet employer needs while ensuring the apprentice’s development.
Apprentice hiring checklist
Here’s a checklist to help you prepare before your apprentice starts:
- Establish the role: clearly outline the apprentice’s duties, the skills they’ll learn, and how their work will contribute to your business objectives. This clarity not only attracts the right candidates but also sets expectations for both parties.
- Set a budget: apprenticeship wages are typically lower than standard salaries, but you must comply with the national minimum wage for apprentices. Factor in the costs of training, tools, and potential mentorship time. Also, consider any other hidden costs.
- Check eligibility for government incentives: businesses of all sizes can benefit from the apprenticeship levy, which helps to offset training costs. Research the financial incentives available to your business, or get in touch with Access Industry who will be happy to answer your questions.
- Prepare your team: ensure your existing team understands the role of an apprentice and their responsibilities. In addition to their line manager, assign someone to help them by providing guidance and regular feedback.
- Consider long-term goals: think beyond the apprenticeship period. Ideally, your apprentice will transition into a permanent role, contributing to business growth long after their training.
Checklist for hiring staff
Hiring any new staff member requires diligence, and apprenticeships are no exception.
This comprehensive checklist ensures you’re well prepared:
- Write an exciting job description: how does the copy in your job ad measure up? For example, something like ‘working with a range of stakeholders’ could instead be replaced with ‘learn from and collaborate with industry experts and key partners’. With more businesses popping up than ever, you’ll want to make your job stand out and excite young people or entry-level candidates. According to the NatWest and Beauhurst New Startup Index, over 900,000 new companies were launched in the UK in 2023, marking a record year for new business starts. Highlight the unique opportunity an apprenticeship offers, including the chance to learn, earn, and grow within your organisation. Emphasise your company culture and growth potential.
- Promote the vacancy: Use the relevant channels that appeal to young talent. Our expert recommendation is to leverage platforms such as Instagram, TikTok, and Facebook. Whilst these may be your primary focus to attract a younger audience, don’t forget about job boards specialising in apprenticeships, social media, and your training provider’s resources.
- Screen applicants: look beyond academic achievements. Assess the candidate’s enthusiasm, adaptability, and alignment with your company values. Apprenticeships are about potential, not just experience.
- Conduct interviews: use interviews to gauge a candidate’s curiosity, appetite to learn, and capability to work in a professional environment. Prepare scenario-based questions to evaluate problem-solving skills.
- Legal compliance: ensure you’re meeting employment law requirements, including contracts, health and safety regulations, and working hours. A training provider like Access Industry can often assist with these aspects.
Recruitment checklist
Recruitment is more than just filling a vacancy, it’s about finding the right fit for your company’s culture and goals.
To ensure a smooth recruitment process, you should:
- Engage with an apprenticeship provider: a good training provider will not only help with recruitment but also handle much of the administrative burden. They’ll help identify candidates whose skills and interests marry up with your needs.
- Use online platforms: Platforms like the government’s apprenticeship service or job boards can help you reach a broader pool of candidates.
- Focus on employer branding: showcase why your business is a great place to work. Highlight opportunities for growth, flexibility, and innovation to stand out from competitors.
- Plan your onboarding: a structured onboarding process ensures your apprentice feels welcome and supported from day one. Provide clear instructions, set early goals, and encourage an environment where questions are encouraged.
Apprenticeship Recruitment
To attract the best talent, consider the following:
- Work closely with your training provider: Providers like Access Industry specialise in connecting businesses with enthusiastic candidates eager to learn and contribute.
- Leverage local networks: network with local schools, colleges, and community groups to raise awareness of your apprenticeship opportunities.
- Communicate career pathways: be transparent to candidates about what’s next after the apprenticeship. Offering a clear progression plan can be a significant motivator for candidates.
How To Recruit The Right Apprentice
The final step is to secure the right apprentice for your business.
You should prioritise passion over perfection. The ideal apprentice isn’t always the most qualified on paper. Look for someone with a strong work ethic, and a clear desire to grow.
Make sure you set clear expectations. From the outset inform the candidate of key responsibilities, training schedules, and performance benchmarks. Does the candidate shy away from any of this? Talk through their concerns to better understand if they are a suitable fit.
Hiring an apprentice is more than just onboarding entry-level candidates to support in the immediate, it’s a long-term investment in the future leaders of your business. By following our guidance, you’re not just streamlining the recruitment process but also positioning your company as a leader in nurturing new talent. At Access Industry, we’re here to support businesses every step of the way, from recruitment to training and beyond.
Ready to take the first step? Speak to our apprenticeship experts who can support you in finding exceptional apprenticeship talent.
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