Throughout the recruitment process it’s important to always keep in mind the ideals of your candidates and what is motivating them to apply.
One of the largest drivers for apprentices is the ability to learn directly from an expert, who can provide them with hands-on knowledge and experience. Your apprentices will want to begin using these skills as soon as they can, motivated with day-to-day growth. Apprentices are also highly driven by the idea of earning a salary as they study, so highlighting these topics in your advert will help to ensure you receive the applications you are looking for.
As you go through implementing the tips below, try to remember what your ideal candidate is looking for and what will engage and motivate them to apply for and accept your vacancy.
The recruitment process
Creating the best advert
With hundreds, even thousands of job vacancies being promoted at any one time, it can be hard to stand out and really attract the apprentices you want. Using these company profile and job detail top tips, you’re sure to catch a candidate's eye.
Your company profile is the first point-of-call for potential apprentices to understand who you are and what your company stands for. Ensure you include:
- A full company name and logo
- A complete company description (with a section dedicated to company culture
- A link to your company website
- Preferred working location (remote/hybrid/office work)
- Preferred contact information
Some information will be repeated in your job description, but this is also where your organisation can really show a candidate why undertaking an apprenticeship with you is the best option. Ensure you include:
- Salary information (try to avoid using ‘competitive’ as students aren’t always sure what a competitive salary is and many will be put off from applying)
- Company benefits (flexible working schemes/wellbeing initiatives/holiday allowance)
- Application closing date
- Office location
- Candidate and role expectations
- Company culture (including diversity and employee activities)
- What your recruitment process will involve (interview rounds and expected timelines)
It’s important to note that with Gen Z being ‘the first truly digital generation’ your organisation must have an informative, engaging and transparent online presence. Here, students will learn more about your organisation, and decide whether your company aligns to what they are looking for.
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During the interview process
While undertaking the interview process it’s important to remember this might be your candidates first introduction into the world of accountancy, or even a professional environment.
So, unlike other interviews, with questions about previous work experience or qualifications, consider how to tailor to this audience. Base your questions around the skill they have developed and how they fit into the role, or why they are passionate about the industry or your organisation specifically.
A good way to grasp a how a candidate might fit into your organisation, or will progress through an apprenticeship, is with psychometric tests. These could be done during an interview, or between stages, and include personality and aptitude tests.
Cibyl School Leaver Research 2023, found that after application forms, in person interviews and assessment centres are students most preferred assessment method because they are more engaging and help students understand what the employer culture and work is like.
Comprehensive communication is also vital throughout the interview process. Always ensure your communication is honest and transparent; personalise all engagement when interacting with a candidate; set touchpoints and follow up at different stages of the interview process, don’t ghost your candidates; and provide feedback to successful and unsuccessful candidates.
Making an offer
The last step will be to fashion a compelling offer. This needs to;
- celebrate your candidate. They were successful, shout about it!
- provide vital information on the apprenticeship process, start dates and resources available to them.
- detail top-level benefits, location and salary information, ensuring it matches the expectations set out in the interview process.
- offer support. Provide email addresses or phone numbers they may need so they can ask questions before they accept the offer.
It is vital that after making the offer you keep regular contact with your new apprentice. They just took a huge step in their studies and career, and they may need a little support or guidance at the beginning.
Ready to get started?
While you may encounter challenges throughout your recruitment process, implementing these tips into your job advert, interviews and offers, can help to curate a positive customer experience with your candidates and ensure your organisation recruits the talent it is looking for.