Choosing between an apprentice and a trainee is easier when you start with the job itself. These five questions help a busy employer match the role to the right training pathway.
When you are weighing up an apprentice vs trainee, the quickest way to a clear answer is to look at the role you want to fill. A bakery needing a qualified baker has different needs from an accounts team needing a customer service officer, and the training pathway follows from that.
This post gives you five questions to work through before you hire. For the full overview of how the two pathways compare, read our main guide to choosing between apprentice and trainee paths.
Many employers ask "which is cheaper?" or "which is easier?" first. That puts the cart before the horse. Funding and pay rules change and differ by occupation, so they are a poor starting point.
Write down the job in plain words. What will the person do on a normal Tuesday? What would they need to be able to do alone after training? Which tasks are routine, and which need judgement? Your answers feed the five questions below, so spend ten minutes on them before you read on.
Apprenticeships are traditionally linked to trades such as building, plumbing, electrical work, hairdressing, automotive work and commercial cookery. If the work needs a recognised trade qualification to be done properly, an apprenticeship is usually the pathway.
Traineeships cover many other occupations, including business administration, information technology, retail, hospitality, healthcare and aged care. If the role is a skilled job without a trade behind it, a traineeship is more likely.
Apprenticeships generally run for longer than traineeships. The exact length depends on the qualification and the person's progress, so confirm it for your occupation.
Think about what that means for your team. A longer term suits a business that wants to grow a long-term, fully qualified employee. A shorter term suits a business that needs a trained team member in a defined role sooner.
A trainee or apprentice learns most of their skills at work. That only happens if someone has the time and skill to show them.
If nobody can be named, fix that first. It matters more than which pathway you choose.
Both pathways involve legal obligations. Typically you will need to:
Rules and rates change, so always check current information rather than relying on an old article. If any of these items is missing or unclear, resolve it before you advertise the role. It is much easier to fix at the start than after someone has begun work.
If you hire directly, you become the employer. That means payroll, paperwork and keeping up with the training provider.
With a group training organisation, the arrangement is different. Future1st recruits and employs the apprentice or trainee and places them with your business. It handles payroll and training administration, and field officers visit workplaces and training institutes to monitor progress. You provide the work and supervision.
For a small business, that split can make taking on a first apprentice or trainee much more manageable.
Yes, a person can complete a traineeship and later start an apprenticeship in a related trade. A new training contract is needed for the apprenticeship.
Part-time arrangements are possible for many roles. Part-time training usually takes longer to complete, so confirm the details for your occupation.
This depends on the qualification, the provider and current government arrangements. Check the Skills First page and your training provider for the current position.
Yes. Both pathways lead to a nationally recognised qualification, studied alongside paid work.
Yes. Call the team on (03) 9656 9797 and describe the role, and they can talk through which pathway fits.
Describe the job, name a supervisor and check the rules, and the choice between apprentice and trainee is usually clear. To talk it through, see how you can hire an apprentice with Future1st, call (03) 9656 9797 or use the contact page.
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