Attracting and retaining apprentices

It is widely acknowledged within the electrical industry that apprentices are the backbone of our success and the future for ongoing prosperity. Master Electricians Australia (MEA) has always aimed toward the highest quality of training and education for those interested in entering the electrical industry, specifically our younger generation.

We have implemented programs such as ApprenticeConnect, which recruits and mentors apprentices for the life of their apprenticeship. This has proved very successful in assisting businesses to find a suitable apprentice and in providing the support and training they need throughout the course of their apprenticeship.

Recently, MEA’s Electrical Apprenticeship Innovation Committee (EAIC), proudly sponsored by the ApprenticeConnect Australia Advisors project, held an event to provide handy tips to businesses wanting to attract and retain apprentices. The event was attended by employers, schools and vocational, education and training providers, who learned about how to attract the right apprentice, how to keep them, why apprenticeships break down and the common time frames, and what prospective apprentices can expect during their apprenticeships. The success of EAIC’s Attraction and Retention of Apprentices event has led to plans for MEA to conduct another event in Queensland in 2013 as well as similar events in the other states.

In light of the fact that now is the prime time for businesses to begin engaging school leavers for apprenticeships, here are some helpful tips from MEA in attracting and retaining apprentices.

When engaging school leavers for apprenticeships:

• Monitor results. Look for good English, Maths and Science results;
• Assess any vocational, education and training courses as part of their curriculum as some of this could count towards the off-the-job training component of the apprenticeship;
• Assess any industry-related work experience, and if they have a reference for it;
• Value any community activities as this demonstrates the ability to work in a team environment;
• Look at any part-time work that has been undertaken;
• Check for family history in the industry. Sometimes the electrical industry can be glamorised and young people don’t have a realistic view of what the industry is about.

Recruitment tools:

• Interview sheets, scoring system and reference checks;
• We recommend the use of testing resources - language literacy and numeracy. Many employers do a ‘workshop’ test to see if the candidate can use/identify basic hand tools;
• Psychometric assessments as part of your overall process;
• Multiple people representing the company to assist with interviews;
• Know what you are looking for - what key skills and attributes is your business looking for?
• Be realistic - a school leaver won’t have all the skills ready-made. That is what apprenticeships are designed for.

Retaining staff:

• Know your staff member’s drivers, such as what they value the most, and base rewards on the individual;
• Play to your staff’s key strengths;
• Build a relationship that encourages communication, so you know when things are going wrong before they become irreparable;
• Celebrate small achievements;
• Provide additional training opportunities;
• Create an environment where employees feel valued.

There’s no guarantees that an apprentice will stay with your business to complete their training and then to produce a return on your investment. However, if you follow these tips you can be sure of hiring the best candidate and maximising your chances of keeping them interested, engaged and productive.