Apprenticeship onboarding tips

The time between an apprentice accepting your offer of a role, and their first day could stretch to weeks or even months. But through the recruitment process, you’ve opened what’s hopefully a positive line of communication with your successful applicant.

Take the initiative and make early preparations for an apprenticeship, so your apprentice can hit the ground running. Over 70% of apprentices who dropped out of their learning journey reported problems with their training programme.¹ Ensuring apprentices know what they’re in for ahead of time can give them a valuable confidence boost.

Explore our tips for effectively onboarding apprentices, and learn how women and girls, can benefit from tailored support to ensure a smooth transition into their roles.

Support and engagement before apprenticeship begins

Engagement during the waiting period: The time between an apprentice accepting your offer and their first day could stretch into weeks or even months, so it’s important to keep apprentices engaged during the interim period. Make regular calls to check in with them, suggest relevant news or company updates that may interest them, and express your excitement about their upcoming start. You could even invite them along to attend a tour of the workplace, as well as an informal lunch meeting to meet the team.

Co-ordinate on-the-job support: Before an apprentice begins, ensure that colleagues, including managers and mentors are prepared and equipped with the skills to support the apprentice to complete their programme.

Provide as much information as possible in advance: Share detailed information with your apprentice on what to expect before their start date, including offering a personal contact they can reach out to with any questions. A current or past apprentice may be a great fit for this. Giving your apprentice the chance to ask questions ahead of time can help to reduce some anxiety, and ensures they feel ready for their new role.

Provide information such as:

• First day overview: Outline what will happen on their first day so they know what to expect, this includes providing start times and expected finish for their first day at least, so they can plan transport to and from work.
• Arrival information: Give them clear guidance on where and who they need to report to on their first day. You could even film a video showing where they need to go, as well as where to park or the nearest public transport. This could also be helpful to provide before interviews. It doesn’t have to be anything fancy, just something simple that will help apprentices get familiar with the environment beforehand.
• Detailed dress code guidance: Give clear guidelines on what new starters should wear – consider offering visual examples of what’s appropriate for the workplace. Avoid vague descriptions like ‘smart casual’.

Offering them a warm welcome to the company

Consider their mindset: Recognise that apprentices might feel unsure or anxious about their new role, even if they try not to show it. They could be embarking on their first job in some time – or their first job ever. It could even have taken numerous rejections to get to this point. Acknowledge their achievements in securing the opportunity and encourage them to feel proud and confident.² 

Comprehensive induction: Provide a thorough induction that covers both the practical aspects of the apprenticeship and more personal considerations. While it’s important to set clear expectations about the role, health and safety, and company policies, take time to include information about wellbeing and accessing support.

A survey found that only 55% of apprentices would reach out to someone if they were experiencing mental ill-health such as stress, depression, or anxiety.³ This highlights the importance of ensuring apprentices know that support is available to them and that you, as their employer, have a responsibility to care for their wellbeing from the outset. Creating a supportive, open environment where they feel comfortable seeking help can make a significant difference in their mental health and overall success.

Provide a manual/handbook: Create a handbook that includes key information such as the apprenticeship structure, company benefits and how to access them, and important contact details. Including FAQs from past apprentices can also help address common concerns and provide helpful insights.

Support with basic financial literacy: For many apprentices this may be the first time they have earned a wage, so it can be helpful to take the time to talk them through their payslips and pensions, and the deductions they can expect each month. Offering this support and guidance can make a big difference in their overall experience and give them more financial stability.

Sources:

¹ No train, no gain - EDSK

² Welfare and wellbeing in the apprenticeship - IfATE

³ Supporting apprentices and college students - Mates in Mind