Recruiting an Apprentice: 6 top tips for every school to ensure the opportunity works!
1. Conduct a needs analysis
- Refer to your school development plan?
- What are your schools PE, sport and health and well-being targets?
- Don’t forget to access your Apprenticeship Levy pot – talk to your bursar, local authority or MAT who will be able to offer guidance
2. Match your schools needs to an appropriate apprenticeship or new standard
- Is there an existing member of your team who could utilise your Apprenticeship Levy pot? Or do you need to recruit a new apprentice?
- Map your school's needs against the desired knowledge, skills and behaviour of a suitable candidate
- Investigate your options and understand what qualifications are suited to your school’s needs
3. Identify your ‘best fit’ training provider
- Are they approved to deliver apprenticeship training? From 1 May 2017, any organisation which wants to deliver apprenticeships must be listed on the new Register of Apprenticeship Training Providers (RoATP)
- Does their framework/ standard help address your school’s needs and are the qualifications and training offered relevant? What are their IV processes?
- Can your training provider include further training outside the framework/ standard to help address your school’s needs?
- Who are their tutors? Will their knowledge and experience be of benefit to your apprentice and your school?
- What is their track record? Gain references and good practice case studies
- What do they do to support your recruitment process?
- What are their processes for ongoing support? Do they meet with the school and apprentice throughout the agreement?society works! It’s for this reason, that we always recommend that our partners send at least some of their coaches on our sales training!
4. Carry out an effective recruitment process
- Work with your training provider to create a clear, well-structured and planned approach
- Create a job advert/ person specification which is mapped against your school needs and filter your applications against this
- Create a challenging interview process. Include practical delivery, a panel interview and a challenge.
- Invite your pupils onto the interview panel.
- Sell your school. Set the tone for your relationship and help the candidate understand your school’s ethos.
- Think attitude versus skill. Focus on the candidate’s softer qualities, not just technical skills.
5. Welcome your apprentice into your school and prepare them for their new role
- Liaise with HR and create an induction programme for your apprentice
- The internal management of your apprentice drives their success. Identify a suitable line manager.
- Refer to your needs analysis and the apprenticeship framework to create a suitable timetable for your apprentice. Remember to schedule 20% of their time none work based learning, e.g. tutored hours.
6. The little things go a long way!
- Maximise your apprentice’s development. If your apprentice is performing well and enjoying their role, your school and your children benefit
- Make them feel part of your team
- Regular meetings and clear communication streams are essential (apprentice/ tutor/ school line manager)
You may also be interested in reading:
An Apprenticeship Case Study from The Brier School - click here for more
Learn more about the Apprenticeship levy
We have produced an in-depth information sheet for employers about the levy and apprenticeships
To discuss the effectiveness of an apprentice and how apprenticeship levy will affect your school you can get in touch with our team using the contact details below: