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What goes into a good apprentice induction

When you take on an apprentice, one of the hardest processes is going to be their initial induction. The first few weeks on the job will be the best opportunity you have to get your newest workers engaged with their job and their colleagues.

The value of this process is also becoming more important, given how many students are failing to complete their courses of study. In fact, about fifty per cent of people who undertake an apprenticeship are currently dropping out, according to the National Centre for Vocational Education Research (NCVER).

The majority of people giving up on an apprenticeship are also doing so in the first year. The NCVER found that 60 per cent of those who don’t complete an apprenticeship leave their study within the first year. Larger companies with a lot of experience integrating apprentices are also proving to have lower dropout rates than smaller, less experienced work places.

One way to overcome this challenge is to make your newest employees undergo a comprehensive induction process to ensure that they are ready to work within your company.

This process will depend a lot on how your business is currently arranged and the support mechanisms you have in place to support new workers. A good induction will guarantee that your new hire is familiar with their supervisor or supervisors, while also introducing them to your company culture.

Taking the time to help your new hires get along with their work colleagues is an essential part of ensuring a good apprenticeship. The NCVER found that not getting along with a boss or other work mate was responsible for 10 per cent of uncompleted apprenticeships, making social connections particularly important.

Having a smooth first day is also essential for new hires. Research from the Wynhurst group, a US-based recruitment consultancy, found that 4 per cent of staff will leave after a bad first day on the job.

Finally, a good induction should lay out clear expectations for new hires. Whether it is for presentation, work quality or attitude, new apprentices should be left in no doubt about what expectations you have of them while they work for you. Taking the time to address these issues early on can ensure that problems don’t arise down the track.

The benefits of a good induction process are already well-proven. The Wynhurst group found that employees who have gone through a comprehensive onboarding process also have much higher retention. Staff who are provided with a quality employment induction were 58 per cent more likely to still be with a company after three years, compared to those with very poor induction policies.

If your business is looking to take on an apprentice, make sure you register with an online service like Apprenticeship Central. They can help you find new staff members, while also providing a range of tools to help you get the right candidate for the job.

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