How to Write an Apprenticeship Job Advert - Template

Hiring an apprentice is not as easy. Especially for smaller businesses who do not have a HR function! Therefore, we have created a handy job advert template to use when recruiting your next apprentice.

This job advert example has been created by experts in the field who have recruited many apprentices. As founder of Bolt Jobs, I have seen thousands of job adverts, raging from brilliant to terrible.

Click Here to download the template

What is an Apprenticeship Job Advert? Why is it any different?

Well, it is a good question. 

There has been a drastic change in application trends within the last 5 years. The Covid-19 pandemic, and subsequent cost-of-living crisis has shifted many mentalities particularly within Gen-Z. Now, most young people priortise their personal values before work commitments and this has translated into what they are looking for in apprenticeships.

What to include in a Job Advert:

• Job Title
• Company Introduction
• Role Summary
• Responsibilities
• Qualifications & Skills
• What you offer
• Career Development Opportunities
• Workplace Culture
• Application Process
• Contact Information
• Equal Opportunities Information

This may seem like a lot, but it is vitally important that you have these sections within your job advert template to be filled in by hiring managers, as that is what the modern applicant is looking for.

If you miss a step, you will miss a candidate!

Below, you can find an apprenticeship job advert template with all these steps in that you can download and fill in yourself.

Click Here to download the template

Now, I will go into more detail on each section and why they are important, including what you need to talk about.

Job Title

You may think this is the easiest part of your job advert creation process. I am, sadly, here to tell you that this also needs some thought. The job title is what hooks applicants in, some reports show that roles with appealing job titles receive 50% more applications. 

Furthermore, there is some psychology around job titles now. You could find your roles fail to appeal to certain demographics due to the language used. Studies found that roles using male-coded language saw a 10% reduction in females applying. Even terms like “engineer” in a job title have been found to make women feel like the role is better suited to men due to that unconscious bias brought on by stereotypes. 

In a study by Openreach, they found 56% of applicants were more likely to apply once the word engineer was removed from the job title.

In short, you may want to try a few different job titles and see what works best. Take a look at some of the studies mentioned above and see if you can create a job title that appeals to your target demographic.

Company Introduction

Many job interviews begin with a long paragraph about the business from inception to now. This should be a brief overview of the industry, the products/services and its mission statement. The modern applicant is looking to align their values with your company and therefore are not usually interested in the formation of your company in 1878. 65% of modern applicants would not apply to a role that did not match their values.

Instead, focus on introducing your core values, and why they are important.

Role Summary & Responsibilities

This is the core element to the job advert. You need to get this right, being honest & transparent will go a long way.

The applicants expectations for their role will be based on this, and if the description and reality differs, then you may have tricked someone into the business but they will soon be out of the door wasting everyone's time.

Refer back to my previous point around language to ensure you do not drive away demographics, and remember that modern applicants care more deeply about their work-life balance than ever before. So language that denotes spending a lot of overtime at the office, or a lot of time away from home may lead to fewer applicants.

To create an honest role profile, you may have to have some internal conversations about workplace culture and expectations. If you expect an employee to work 50 hours a week for minimum wage, you are likely to struggle to recruit.

Try sharing the exciting projects they may work on, or the potential responsibilities they may have. Being important ranks highly with applicants, so if you can provide theme with an exciting opportunity, you are off to a great start.

Qualifications & Skills

You’re in luck, this section is much more straightforward.

Apprenticeships generally expect a minimum level of Maths & English, but you might want to add your own qualifying grades. Instead of asking for A* across the board, try balancing that with a lower bar to entice a larger range of candidates. You may find applicants with top grades that are just great at remembering facts and not so great in practice, whereas some low achievers are fantastic do-ers.

What You Offer

This encompasses Pay, Benefits, Working Arrangements and more.

If there is one piece of advice I can offer today, it is that you should always include your pay or pay range on a job advert. Many applicants are unlikely to apply if they cannot see a pay scale. Transparency is key, and not including this creates potential time wastage on both sides. An applicant may apply but be expecting double what you have to offer, with a transparent pay range, you can avoid that inefficiency. By including pay, you create a more qualified applicant who is aware of the conditions for the role and therefore will be ready to accept if offered.

Benefits are increasingly important now as the cost-of-living crisis has tightened the belts of the general population. Private Healthcare is incredibly appealing, but if you cannot offer that, what about half days off on a Friday. Simple initiatives to show that you care about the employees mental & physical well being.

Working Arrangements are a contentious issue. Many employers want to return to office based arrangements but the workforce has seen the greener pastures that come with working from home. My general thought is that hybrid works best, and especially with apprentices, they need to learn the role quickly, and network as much as possible. Offer flexibility and it shall reward you, but to absolutely deny hybrid flexibility will come back to bite for sure.

Career Development Opportunities

Young people are incredibly motivated by development opportunities. The average Gen-Z employee moves every 2 years & 3 months, and this decision often comes when they want to progress their career in either pay or role. So you risk losing an employee without offering adequate development.

Again, transparency is key! If you cannot offer development then you shouldn’t lie. 

Workplace Culture

Culture is incredibly important in modern roles, and many demographics are looking for something different.

So you might want to consider your ideal applicant and demonstrate why you match with their values. It might be the social opportunities, the casual working approach, or the open doors leadership style. 

Application Process

This needs particular focus, many applicants will drop off with a lengthy application process. Or fail to start when asked to input a lot of information that is already available on their CV.

It may be easier for you if they do it, but you may lose out on great talent if you cannot convert them efficiently. 

Take a look at what the current process is, maybe do a dummy application and put yourself in their shoes for a moment. Ask yourself whether you would stick it through for a company you have never met?

The shorter the better, especially when it comes to an interview process. Apprentices do not need more than 2 interviews at the most, remember they have to get themselves to you, and may be taking time out of a job or school to attend.

Contact Information

Not often included but can provide a nice boost in applicants. Often an applicant may have a query, that if they cannot get answered, will simply not apply.

You can use generic emails, but extra points for a person that a candidate can identify and reach directly for help & support.

Equal Opportunities Information

You see these often at the bottom, and look very much like T’s & C’s. However they have an important part to play in continuing to align with the applicants values.

Are you an inclusive employer? If so, tell them!

77% of Gen-Z applicants say that Diversity & Inclusion is a key factor in their decision to apply for a role. This age group is the most racially, ethnically and culturally aware in history.
So it is definitely worth sharing how you treat all candidates fairly.

Summary

Hopefully this has given you a rounded view on what to include and what to keep away from your job adverts, particularly when engaging with younger applicants.

It is a fast-moving landscape and the values of the applicant have shifted significantly in recent years. Hopefully the template has helped you create your very own job advert

Click Here to download the template

‍