Want to inject fresh energy and skilled talent into your business? Hiring an apprentice could be the perfect solution.
Did you know that a staggering 96% of employers who take on an apprentice report benefits to their business? From filling skills gaps to boosting team morale, apprenticeships offer a win-win scenario.
This guide will walk you through the entire apprentice recruitment process, from defining your needs to understanding funding options, ensuring you find the perfect fit for your team.
Why should you employ an apprentice?
When hiring an apprentice, you gain access to fresh, enthusiastic talent that can be moulded to fit your company's specific needs and culture. Apprentices bring new perspectives and can contribute to innovation.
It's a cost-effective way to address skills gaps, as much of the training is government-funded, and you’re building a loyal, skilled workforce for the future. Also, apprentices can boost team morale by bringing in new energy and a willingness to learn, fostering a positive work environment. Their learning can also have an immediate impact on your business.
The apprentice recruitment process step by step
Recruiting an apprentice can be a fantastic way to bring fresh talent into your business and develop a skilled workforce tailored to your specific needs. Here's a step-by-step guide to help you through the process:
Step 1: Defining your apprenticeship needs
Before you begin your search, make sure to define exactly what you need from an apprentice. Start by identifying the skills gaps within your company and consider which roles would benefit from an apprenticeship. A provider like Total People can help you do this through a training needs analysis and/or an organisational needs analysis.
Determine the specific tasks and responsibilities the apprentice will undertake and think about the long-term goals of the apprenticeship. This clarity will ensure you find the right person for the job and the right training provider who specialises in that particular role.
Step 2: Writing a compelling apprenticeship job description
A well-written job description is essential for attracting suitable candidates. Clearly outline the role's responsibilities, the required skills and qualifications, and the learning opportunities the apprenticeship offers.
Highlight the benefits of working for your company, such as career progression, mentorship, and a supportive work environment - and also think about the apprentice's wage. Use clear, concise language and avoid jargon to make the description accessible to a wide range of applicants.
Step 3: Understanding legal requirements and funding options
Apprenticeships are subject to specific legal requirements and regulations. Familiarise yourself with the relevant legislation regarding employment rights, minimum wage, and training standards.
Explore the various funding options available to support your apprenticeship programme, such as government grants and levy schemes. Understanding these aspects will ensure compliance and maximise the benefits of your apprenticeship.
Step 4: Choosing the right recruitment channels
Selecting the right recruitment channels is vital for reaching potential apprentices. You can use general job sites like Indeed, but for apprenticeships contacting an apprenticeship provider is often more effective.
Training providers already have established ways of recruiting and they can advertise and promote your job posting for you. They can also provide guidance on funding and training requirements. Job sites can be useful to cast a wide net, but apprenticeship providers offer specialised support and access to pre-screened candidates. Providers like Total People may already have a pool of job-ready candidates ready for shortlisting.
Step 5: Shortlisting candidates
Once you've received applications, carefully review them to shortlist the most suitable candidates. Look for applicants who demonstrate a genuine interest in the role and a willingness to learn.
Assess their qualifications, skills, and experience against the requirements outlined in your job description. Consider creating a scoring system to ensure a fair and consistent selection process. Total people offers a recruitment service that can support you in the shortlisting process providing candidates that match your needs, ready for interview.
Step 6: Conducting effective interviews and assessments
Interviews and assessments are your opportunity to get to know the candidates better and evaluate their suitability for the apprenticeship. Prepare a list of relevant questions that assess their skills, attitude, and motivation.
Consider incorporating practical assessments or tasks to evaluate their abilities in a real-world context. Ensure the interview environment is relaxed and welcoming to allow candidates to showcase their best selves. Providers like Total People can support you in the interview process and assessment days.
Step 7: Making an offer and onboarding your apprentice
After selecting the successful apprentice candidate, make a formal offer outlining the terms of the apprenticeship, including salary, duration, and training schedule. Once the offer is accepted, begin the onboarding process.
This includes providing a comprehensive induction, introducing them to their team and mentor, and ensuring they have access to the necessary resources and support. A smooth onboarding experience sets the foundation for a successful apprenticeship.
How much will it cost to recruit an apprentice?
Listing an apprenticeship vacancy is generally cost-free when using official channels like the National Apprenticeship Service website or specialised services such as Total People's Connect.
However, fees will arise if you opt for broader job sites or recruitment agencies. After hiring, employers are responsible for the apprentice's wages, while the training expenses are typically covered by funds within the Apprenticeship Service Account.
How much should I pay my apprentice?
Legally, as of April 2025, apprentices under 19 or in their first year must be paid at least £7.55 per hour. Once an apprentice over 19 completes their first year, or if they are aged 18-20, the minimum wage increases to £10 per hour, and for those over 21, it rises to £12.21. However, to secure and retain high-calibre apprentices, many employers choose to offer wages above these minimum thresholds.
When is the best time to recruit an apprentice?
The ideal time to recruit an apprentice varies depending on your target demographic. If you're aiming to attract young school leavers, May to September are the best months to list vacancies.
However, if your recruitment isn't focused on school leavers, you can conduct searches throughout the year. It's worth noting that the period from September to December often sees increased job-seeking activity as people look for new opportunities to start in January, making it a potentially fruitful time for recruitment.
Why choose Total People as your apprenticeship provider?
Choosing Total People as your apprenticeship provider means gaining a partner dedicated to your business's success. We offer expert guidance, tailored apprenticeship programmes, and ongoing support, ensuring a smooth and effective apprenticeship experience.
With our proven track record and Ofsted Good rating, we'll help you find and develop the right talent to meet your specific needs, making the apprenticeship process seamless and beneficial for both you and your apprentice. Contact us to find an apprentice fit for your company, today.
