So, you've hired an apprentice – maybe even a few. But with one study showing 16.5% of new starters leave in the first week, 17.4% in the first month, and 14.5% in the first six months (particularly within entry-level jobs), the next few weeks are crucial. Keep reading to discover the most common onboarding mistakes we see – and how to avoid them.
Mistake: Not bothering with an onboarding plan
Try: Putting a plan into writing (and using it)
A comprehensive onboarding plan should outline organisational structures and role expectations, introduce your organisation's culture, and help forge the connections your apprentice needs to flourish both professionally and personally within it.
But it doesn't matter how much thought you've put into onboarding your new starter if you don't write it down. So, make sure you record a plan and make it available to all those involved – including HR, hiring managers, and the apprentice themselves – so everyone understands their role and responsibilities.
Plus, incorporating checklists for general organisation and job-specific tasks encourages people to refer back to the plan and creates a helpful roadmap for the onboarding journey, enabling everyone to easily track progress and view next steps.
Mistake: Waiting until your apprentice walks in the door
Try: Pre-boarding before their first day
Use the pre-boarding period to share information about your company that will set expectations and ease apprentices' minds – including a first-week schedule and the dress code. Talking of which: be more specific than "smart-casual" – it'll help your apprentice feel confident they have something appropriate to wear, or give them a heads up if they need to buy something new.
You should also set up their emails so you can loop them into relevant comms before they start, along with other tools and accounts so they can hit the ground running. (Just be careful not to go overboard – no one needs a bulging inbox on day one!) Plus, get all paperwork in order so you don't waste valuable, impression-making time on their first day filling in forms.
Why not pick up the phone the week before your apprentices start so they hear a friendly voice and have an opportunity to talk through any questions or concerns? You could even set up a WhatsApp group for apprentices where you can check in regularly, answer questions, and start building a community.
Mistake: Spending the onboarding process in the training room
Try: Arranging introductions with your team
Some new starters will be more confident than others, but for school-leavers starting work for the first time meeting new colleagues could be an intimidating prospect. So don't leave it to chance: schedule get-to-know-you meetings with key people in advance. Introducing an informal structure can help conversation flow.
Don't stop after initial introductions: arrange regular meetings where your apprentice has the opportunity to interact with the rest of the team. This is important if your business operates at least part-remote, which can be an isolating experience. You could even ask different members of your team to help with various aspects of your apprentice's training to help build rapport.
Mistake: Forgetting about pastoral care
Try: Assigning a mentor and buddy
For the onboarding period, assigning your apprentice a 'buddy' can help them get settled in. Ideally this will be someone form a different team who can show them the ropes and be a friendly face around the office. You might even choose a previous apprentice, whose first-hand experience with the programme will enable them to better empathise and support.
We also advise partnering your apprentice with a longer-term mentor: a high-performing employee working in a related position, who can be a positive role model and a source of advice and insight on both professional and personal development. If your apprentice has engaged in mentoring prior to being hired, it might be that this relationship continues.
Mistake: Thinking KPIs aren't for new starters
Try: Introducing targets and milestones straightaway
Sixty per cent of companies fail to set milestones or goals for new hires. But how do you know onboarding has been a success if you're not measuring anything?
Far from causing unwelcome pressure, introducing targets and milestones as soon as your apprentice starts can give them a sense of structure and achievement that will increase their confidence. It also allows you to start identifying their strengths and areas for development. They might have hidden talents you didn't know about, or perhaps they'd benefit from additional training in a certain area – these sorts of insights are invaluable as you begin to integrate apprentices into your business.
At Visionpath, we put together tailored onboarding plans to make sure apprentices get off to the best start. Why not get in touch to see how we can help?
