Strategies for Recruiting and Attracting Top Trainee Candidates

Key Takeaways

• Candidates respond to clarity: what the job is, what they will learn and who will support them.
• Advertise where young people and career changers actually look, including schools, training providers and online.
• Current staff are a good source of referrals if you make the process simple.
• Select for attitude and reliability as well as skills, and be honest about the work.
• Pay and conditions follow the award or agreement, so be upfront about them.

Introduction

Strategies for recruiting and attracting top trainee candidates start with a simple idea: people want to know what they are signing up for. A trainee is looking for paid work, a recognised qualification and someone who will teach them. Future1st is a Melbourne group training organisation that recruits, employs and places apprentices and trainees with host businesses in Victoria.

This guide covers what to say, where to say it and how to choose well. For the bigger picture, see The Value of Hiring Trainees as a Talent Pipeline.

Understand What Candidates Want

Ask the trainees you already have, and the people who applied last time.

• Is the training relevant and recognised?
• Will someone be there to teach them?
• Is the workplace respectful and safe?
• What can the role lead to?
• Are hours, travel and pay clear?

Candidates differ. School leavers may want a first step, while career changers may want to know how the role fits around other commitments.

Write a Clear Job Description

A good ad is specific and honest.

• State the role, the tasks and the qualification.
• Explain what the training involves and who supervises.
• Describe the workplace and the team in plain words.
• Be clear about location, hours and any physical demands.
• Mention what pay arrangement applies. Check the Fair Work apprentice and trainee pay page for current information.
• Avoid jargon and long lists of requirements. A trainee is not expected to have the experience of a qualified worker.

Advertise Where Candidates Are

• Job boards and your own website.
• Social media, with photos and short videos of real work, taken with permission.
• Local schools, careers advisers and training providers.
• Community groups and local events.
• A group training organisation. Future1st recruits and places trainees, so you can use our network.

Keep the application process short. A long form loses good candidates.

Use referrals

Staff know people who might suit the work.

• Tell staff when you are recruiting and what you are looking for.
• Make it easy to pass on names.
• Thank them for their help, and keep candidates informed.
• Treat referred candidates the same as everyone else in the selection process.

Let Candidates See the Workplace

An open day, a site visit or a short work experience period lets both sides see if there is a fit.

• Have a current trainee talk about their experience, if they are happy to.
• Show real tasks and explain safety rules.
• Let candidates ask questions in an informal setting.
• Be straightforward about the hard parts of the job.

Be Open About Pay and Conditions

Candidates and their families will ask about money, so do not make them hunt for the answer. Pay for trainees and apprentices follows the relevant award or agreement, and it can depend on factors such as the type of qualification. Tell candidates which arrangement applies and where they can check it. Be equally clear about hours, travel and study time, because surprises after the offer lead to early resignations.

Select Carefully

• Look for reliability, willingness to learn and respect for others.
• Use practical questions, such as how they would handle a mistake.
• Check references where you can.
• Explain next steps and timing so candidates are not left waiting.

Our article on building a strong apprenticeship team covers what happens next.

Common Mistakes in Trainee Ads

• Asking for years of experience in a role meant for beginners.
• Saying nothing about training, so the job sounds like casual labour.
• Hiding the hard parts, such as early starts or physical work.
• Using internal jargon that candidates do not understand.
• Leaving out how to apply, or making it too hard.

Keep Them Once They Start

Attracting a trainee is only half the job. Good onboarding, a patient mentor and regular feedback matter. Read best practices for retaining and promoting trainees, strategies for nurturing talent in trainees and the impact of trainee programs on employer branding.

Related Resources

• The Value of Hiring Trainees as a Talent Pipeline for Your Organisation
• Strategies for Nurturing Talent in Trainees
• Best Practices for Retaining and Promoting Trainees within the Organisation
• The Impact of Trainee Programs on Employer Branding
• Building a Strong Apprenticeship Team: Tips for Effective Onboarding and Training
• Hire an apprentice with Future1st

Frequently Asked Questions

Where should I advertise a trainee role?

Use job boards, social media, schools, training providers and community networks. A group training organisation can also help.

What should I put in the job ad?

The role, the training, who supervises, the location and hours, and how pay is determined.

What qualities should I look for?

Reliability, willingness to learn, communication and respect for others.

How can Future1st help?

We recruit, employ and place trainees, and handle payroll and training administration.

How do I keep a trainee engaged?

Give them real work, a patient mentor and regular feedback.

Make Your Role the One Candidates Choose

Be clear, advertise widely and treat candidates well from the first contact. To talk about recruiting, see hire an apprentice with Future1st or call (03) 9656 9797.