This guide will help you make the hiring and training of your new apprentice easy. However, there are a few things you should be aware of.
Please refer to the minimum requirements.
Apprentices should be employed for no less than 30 hours. In exceptional situations, this may be reduced to 16 hours per week. The apprenticeship’s length will increase in order to allow the candidate sufficient time for their training.
All apprentices have to be paid at the minimum Apprenticeship National Minimum Waage for their age
The apprentice must be allowed to work in Britain as the place of employment.
You will need to open your own Digital Apprentice Service Account and reserve funds.
Step 1
Create a job description.
It may sound obvious, but every year thousands of college and university students apply for work. Many don’t even know what their career goals are, so they apply to many different jobs in an automated way.
I spoke to a client recently who had posted a job posting on a popular site for jobs. 250 applicants responded in just days. That is daunting, but it is also time-consuming and costly for business owners.
Clear communication about your requirements, such as for a second jobber or about the qualifications and skills you desire in your apprentice will increase your chances of finding the right match quickly.
The minimum is:
Person specifications should include the necessary and desirable knowledge criteria, experience, and the skills you seek in the successful candidate.
A job description should include information about the company and job location, as well a job title and what the job entails.
Step 2
Deciding how much you want to pay
While the Government has established the National Minimum Wage (NMW), they encourage employers and recruiters to offer salaries that are fair and reflect the amount of work done.
Be aware that your apprentice will need lunch and travel costs. Employers might consider using the incentives payments to pay for uniforms, training, and other things to help their apprentices manage their money through apprenticeship.
Step 3
Decide how to manage your apprenticeship training
It is important to keep in mind that, even though your staff are being added at a lower level than those who have a full-time job, you will still need to offer apprenticeship training.
If you have already found a suitable candidate, you may still use the apprenticeship provider to offer the course. The Government funds the training. SME’s receive it from a government-approved training provider.
There are many ways that an apprenticeship course could be delivered. Training takes place at the employer’s workplace, where the apprentice works with a mentor to gain job-specific skills.
Off-thejob training is provided through a training provider. It can be done via on-site and/or online learning, block release or day release or a mix of both.
Step 4
Advertising the apprenticeship position and inviting applicants
Although it may be more economical to hire through word-of mouth, it is unlikely to result in a larger pool of qualified applicants. Also, it does not fulfill equal opportunities and apprenticeship requirements.
There are many options for advertising the position. Your training organization can help you determine the most suitable method.
Visit Leaving School to search for apprenticeships.
Step 5
Shortlisting qualified candidates
Two options are available when it comes down to shortlisting candidates for your vacancy.
1 Ask your training provider for copies of all submitted applications
2 Ask your training company to do an initial search on your behalf. Then, forward any appropriate applications. This can help you save time, as mentioned previously.
If an Apprenticeship provider is being used, it may be helpful to give them the criteria. Aspire also uses multiple people to shortlist candidates to avoid bias.
Step 6
Interview preparation
Standard questions can be used to assess the eligibility of all applicants. This will ensure that the process is fair and equitable.
The majority of applicants will be 16-24 and have little to no experience outside of school. It’s possible to get insight into the attitudes and behaviors of candidates by adapting your questions.
Let’s suppose you have many candidates to choose or more than one hire. Consider second interviews. This could be a chance to ask candidates for equipment and discuss professional scenarios. This will enable you to evaluate their communication, leadership and creative skills and gauge their interest for the role.
Step 7
Interviews give candidates the opportunity to form a perception of your company. First impressions count!
Let them know what the interview format is, how the job will fit within your company, and how it fits in their department.
Control the interview but let the candidate think and answer your questions. It may be their first interview. They don’t have to know all the answers.
The next steps should be discussed and the date when the decision will be made. It is possible that they may be applying for more than one role. Make sure you let the candidate know the date and the method of notification.
Congratulations on your new apprentice!