nas employer support pack-090216
Post on 02-Mar-2018
218 Views
Preview:
TRANSCRIPT
-
7/26/2019 NAS Employer Support Pack-090216
1/31
Employer Guide toApprentice Recruitment
-
7/26/2019 NAS Employer Support Pack-090216
2/31
This publication was produced by KEITS Training Services Ltd in partnership withThe Bedfordshire & Hertfordshire Provider Network, Kent Association of TrainingOrganisations (KATO) and Nottingham Apprenticeship Hubs partner providers,
and endorsed by the Chartered Institute of Personnel and Development (CIPD).
-
7/26/2019 NAS Employer Support Pack-090216
3/313
Contents
04 Introduction
05 What is an apprenticeship?
06 Getting started
07 Step 1 Writing the person specification and job description
08 Step 2 Deciding how much to pay and wage incentives
10 Step 3 Advertising the apprenticeship vacancy12 Step 4 Inviting applications
13 Step 5 Shortlisting suitable candidates
14 Step 6 Preparing for the interview
16 Step 7 Carrying out the interview
17 Step 8 Selecting and appointing the successful candidate
18 Step 9 Giving feedback to unsuccessful candidates
19 Step 10 Creating the Apprenticeship Agreement20 Traineeships
21 Other useful information
22 Appendix A Person specification
23 Appendix B Job description
24 Appendix C Apprenticeship vacancy template
27 Appendix D Additional employer questions
30 Appendix E Interview question bank
-
7/26/2019 NAS Employer Support Pack-090216
4/314
Introduction
Finding the right apprentice for your company can be adaunting task if you are not used to the recruitment process.This booklet has been designed to help you with theapprenticeship recruitment process, particularly if youare a small or medium sized employer.
We appreciate that many employers will already have existing HR processes thatcover all or part of the apprenticeship recruitment process, however we hope that youwill find this booklet helpful.
Everyone involved in the recruitment and selection of staff has a responsibility toensure that candidates are treated fairly, that decisions are made objectively and thatconstructive feedback is offered where possible.
The 10 steps outlined in this booklet will encourage good practice in all aspects of therecruitment of apprentices, promoting equality and diversity and complying with the
relevant legislation.
Creating theApprenticeship
Agreement
Deciding howmuch to pay
Advertising theapprenticeship
vacancy
Writing the personspecification and job
description
Preparing for theinterview
Shortlisting suitablecandidates
Invitingapplications
Carrying out theinterview
Selecting andappointing the
successfulcandidate
Giving feedbackto unsuccessful
candidates
-
7/26/2019 NAS Employer Support Pack-090216
5/315
What are apprenticeships?An apprenticeship is a way for youngpeople and adult learners to earn whilethey learn in a real job, gaining a realqualification and a real future. Hiringapprentices helps businesses to grow theirown talent by developing a motivated,skilled and qualified workforce.
How long do they take?Depending on the sector and job role, anapprenticeship can take anything betweenone and five years to complete. It is apackage of training and qualifications.
Types and levels of apprenticeshipsApprenticeships are available in a widerange of industry sectors with employersfrom large national companies to smallerlocal companies. They are available
at intermediate, advanced, higherand degree level, covering more than170 industries and 1,500 job roles,from advertising to youth work viaenvironmental engineering and nucleardecommissioning.
TrainingMost of the training is on-the-job at anemployers premises, working with amentor to learn job specific skills in theworkplace. Off-the-job training is providedby a training organisation (sometimesreferred to as a training provider) and maybe delivered in the workplace or throughday or block release at premises away
from the working environment.
Employer Incentive (AGE 16 to 24)The Apprenticeship Grant for Employers of16 to 24 year olds (AGE 16 to 24) is aimedat helping eligible employers to offeryoung people employment through theapprenticeship programme, by providingwage grants to assist with recruitment.For more information about this grant andother grants see Step 2 Deciding how
much to pay.
Further informationVisit the employer section ofgov.uk/further-education-skills/apprenticeships
What is an apprenticeship?
Because apprenticeships are based in the workplaceemployers get the skills they really need. They are vitalto the future success, not only of businesses across the
country but also for a vibrant economy.David Frost, Director General, British Chamber of Commerce
-
7/26/2019 NAS Employer Support Pack-090216
6/316
No
Yes
Have you decided how much to pay your apprentice?Go to
Step 2
Have you talked to your training organisationabout how to maximise the job advertisement
options for your apprenticeship vacancy?
Go toSteps 3 & 4
Have you decided which questions to ask at interview?
Go toStep 5
Do you know what to do when you decidewhich candidate you want to appoint to your
apprenticeship vacancy?
Go toSteps 6 & 7
Yes
Yes
Yes
Yes
No
No
No
No
Have you written the person specification and jobdescription for your apprentice?
Go toStep 1
Have you decided your shortlisting criteria and who isgoing to carry out the shortlisting for this vacancy?
Go toSteps 8, 9
& 10
No
No
Getting started
-
7/26/2019 NAS Employer Support Pack-090216
7/317
Person specificationA person specification should includeessential and desirable knowledgecriteria, previous experience and thespecific skills youre looking for in thesuccessful candidate. You can find personspecification templates on the internet,we have also included a template inAppendix A.
See Appendix A Person specification
Job description
A job description should include a job title,the main duties and purpose of the role,information about the company and thejob location. You can find job descriptiontemplates on the internet, we have alsoincluded a template in Appendix B.
See Appendix B Job description
Apprenticeship vacancy template
In order to advertise your apprenticeship
vacancy on Find an apprenticeship, thejob site for apprenticeships, you will alsoneed to complete the apprenticeshipvacancy template. What you writein the person specification and jobdescription will also be relevant to includein the template. We have included theapprenticeship vacancy template inAppendix C.
See Appendix C Apprenticeship
vacancy template
Step 1 Writing the personspecification and job description
Writing a person specification and job description will helpyou to decide what kind of person you are looking for andthey will also assist you in writing the job advert.
More than850,000 peoplewere earning and
learning on anapprenticeship in2013/14.
-
7/26/2019 NAS Employer Support Pack-090216
8/318
Step 2 Deciding how muchto pay and wage incentives
Employers are able to decide how much theywish to pay an apprentice as long as it meets theNational Minimum Wage for apprentices.
Hourly rate Hours per week Weekly salaryAnnual salary*
(52 weeks)
3.30** 37 122.10 6,349.20
4.00 37 148.00 7,696
5.00 37 185.00 9,620
6.00 37 222.00 11,544
7.00 37 259.00 13,468
National Minimum WageAlthough the Government has set a National Minimum Wage, we encourageemployers to pay a salary that they feel is fair and reflects the level of work and study
being undertaken and that will attract the best candidates to apply for your vacancy.The current National Minimum Wage for an apprentice is 3.30per hour. This rateincreases on an annual basis, typically on 1 October each year. Keep up to date usingthe link below.
See the table below for some examples of different hourly and weekly rates.
*These amounts will give you an indication of the basic salary (hourly rate x 37 hoursper week x 52 weeks per year). They do not include any on-costs such as pensioncontributions etc.
**This is the current rate for apprentices under 19 or those in their first year. If thelearner is 19 or over and past their first year they are entitled to the National MinimumWage rate that applies to their age.
Further informationNational Minimum Wage rates:Gov.uk
-
7/26/2019 NAS Employer Support Pack-090216
9/319
From time to time the Government, NationalApprenticeship Service and local authorities will introducewage incentives to support the creation of new jobs.
Wage incentivesThere are currently two different Government incentives available.
Apprenticeship Grant for Employers of 16 to 24 year olds (AGE 16 to 24)You may be eligible for a 1,500 VAT free AGE Grant if:
You are a small employer (those with fewer than 50 staff).
Your apprentice is aged 16 to 24.
You have not employed an apprentice in the last 12 months.
The grant aims to support businesses who would not otherwise be in a positionto recruit individuals aged 16 to 24 into employment through the apprenticeshipprogramme.
An employer, working with an approved Government-funded training organisation, can
receive up to five grants in total. Businesses that have received the grant have used itfor equipment, accommodation and additional specialist training.
The grant is available for apprenticeship starts up to and including 31 December 2015,subject to eligibility and availability.
For some areas (currently Greater Manchester, Sheffield City and West YorkshireCombined Authority) the grant is managed locally and the eligibility is different fromthe criteria above.
London based employers may be eligible for an additional grant visit gov.uk andsearch apprenticeship grants for more information.
Businesses interested in finding out more should contact the National ApprenticeshipService on 08000 150 600 to check if you are eligible and apply.
More information and fact sheets can be downloaded from GOV.UK
Further informationvisit gov.uk/further-education-skills/apprenticeships
Eight out often apprenticesbelieve that theirapprenticeshiphas improvedtheir ability to dotheir job, providedthem with sectorrelevant skills andknowledge andimproved their
career prospects.Source: Evaluation of
Apprenticeships Learners BIS
research paper May 2012
-
7/26/2019 NAS Employer Support Pack-090216
10/3110
Step 3 Advertising theapprenticeship vacancy
Whilst hiring through word of mouth may be economical itis likely to lead to a much smaller pool of suitable applicantsand does not satisfy equal opportunities or apprenticeshiprequirements. When advertising the position there are arange of options available to you. Your training organisationwill be able to guide you as to the most appropriate method.
Find an apprenticeship websiteAll apprenticeship vacancies should beadvertised on the Find an apprenticeshipwebsite, this is a free service providedto you. Find an apprenticeship is theofficial job site for apprenticeships inEngland and is managed by the NationalApprenticeship Service. It enables qualityvacancies from employers like you to
be viewed and applied for nationally bythousands of candidates that register ontothe website making it easy for you toattract and recruit apprentices.
Find an apprenticeship lets candidatessearch for your vacancies using selectedcriteria such as geography, occupation,job role and keywords. The new Find anapprenticeship mobile search application alsomakes it possible for candidates to search for
apprenticeship vacancies on the move.
The system can be managed by trainingorganisations on your behalf or by you andis designed to manage the recruitmentprocess end to end through to successfulappointment of your apprentice.
Your training organisation will supply youwith a template to complete so that yourvacancy can be advertised. At this stage you
will also need to put forward a closing date,possible interview and possible start date.
Further information see Appendix C Apprenticeship vacancy template
Av LiveAv Live is a new online tool, availablefrom the partners section of gov.uk, whichallows training organisations and otherpartners to display current apprenticeshipvacancies, specific to their audience, ontheir website. This means your vacancycan be viewed by a much wider audience.
Universal JobmatchFind an apprenticeship automatically feedsthrough to Universal Jobmatch which isa service offered through GovernmentGateway.
Universal Jobmatch has replaced EmployerDirect Online (EDon), Employer Direct andJob Warehouse.
Up to 25,000 qualityapprenticeshipvacancies areavailable online atany one time atgov.uk/apply-apprenticeship
-
7/26/2019 NAS Employer Support Pack-090216
11/3111
Linking to your ownrecruitment websiteIf you have your own recruitmentsystem it is easy to link from the Findan apprenticeship website to your ownwebsite. You can include a link in theadvert that will redirect applicants to yourown system.
Other advertisement optionsYou can also advertise your apprenticeshipvacancies on your own website as well asusing the Find an apprenticeship website.Some employers also advertise theirvacancies in other ways, for example:
local newspapers
trade magazines
online job and recruitment sites
Positive about disabilityThe two ticks positive about disabledpeople symbol is awarded by JobcentrePlus to employers who have madecommitments to employ, keep anddevelop the abilities of disabled staff. Ifyou are an employer who is registeredfor the positive about disabled peopletwo ticks scheme then you will be able to
indicate this on the Find an apprenticeshipform. This will guarantee an interview forthose with a declared disability who aresuitably qualified. For more informationabout becoming a registered two ticksemployer see the link below.
Further information see Appendix C or
Find an apprenticeship:gov.uk/apply-apprenticeship
Universal Jobmatch:Gov.uk
Positive about disability:Gov.uk
Nearly half (47%)of apprenticeshipemployers haverecommendedapprenticeships toother employers
Source: Evaluation of
Apprenticeships Employers
BIS research paper May 2012
We saved 3,000 in recruitmentfees, as well as the hassle ofrecruitment the whole processwas very straightforward.Amanda Venn, InCommunication
-
7/26/2019 NAS Employer Support Pack-090216
12/3112
Step 4 Inviting applications
Application formThe Find an apprenticeship websitecaptures the information that you willrequire so that it is easy to compare all ofthe applicants skills and experiences.
The information captured is
Education
Qualification(s)
Work Experience
About You (four questions)
What are your main strengths?
What skills would you like to improveduring this apprenticeship?
What are your hobbies and interests?
Is there anything we can do to supportyour interview?
Two additional questionsYou may personalise the application byincluding two questions of your choice.This is your opportunity to find out moreabout the applicant. You may find itbeneficial to think carefully about the twoquestions that you use. This section isreally important and can often highlighta passion or interest, where the rest ofthe application fails to show it. We haveput together a bank of questions that youmay wish to refer to for inspiration whencoming up with your own. For example:
We source our ingredients locally, whydo you think this is important to ourcustomers?
What do you understand about theword dignity and why do you think itsimportant when caring for someone?
How would you encourage andengage a group of people outside ona cold, rainy February morning to play
sport?
For additional employer questionssee Appendix D
Your training organisation will support you to useFind an apprenticeship to receive applications foryour job opportunity.
-
7/26/2019 NAS Employer Support Pack-090216
13/3113
Step 5 Shortlistingsuitable candidates
Shortlisting optionsYou have two options when it comes toshortlisting candidates that have appliedfor your vacancy:
1 Request that your training organisationsends you copies of all applicationssubmitted
2 Ask your training organisation toperform an initial sift on your behalfand then forward you all suitableapplications. This can help to saveyou time.
You can request your own login toview applications submitted to Find anapprenticeship for your vacancy atgov.uk/apply-apprenticeship
It really is down to your personalpreference, you may find that there arehundreds of applications or you mayfind there is a smaller more manageablenumber. Your training organisation is
there to support you and will work withyou to select the most appropriate level ofinvolvement.
Deciding your shortlist criteriaIdeally the shortlist of suitable candidatesshould be created by more than oneperson to help to avoid possible bias. Itis important that you dont discriminateagainst any applicants.
To compile your shortlist use the jobdescription and person specification tomatch applications and eliminate thosewho do not have the basic requirementsfor the job.
Identify dates you (and the rest of theinterview panel) are available to holdthe interviews on. Be realistic about thenumber of applicants you will have timeto interview, allowing enough time forpreparation and discussion before andafter the interview.
Ideally you should notify candidateswho will not be invited for an interviewand offer feedback (see Step 9 Givingfeedback to unsuccessful candidates)
Notifying shortlisted candidatesOnce you have your shortlist, you needto liaise with your training organisationto notify the shortlisted candidates bytelephone, e-mail or letter. Ensure youadvise the candidate of the following:
Where and when the interview will betaking place
Any additional information you would
like them to bring along
If youd like them to do a practical test,ask them to bring suitable clothing/equipment
The name and job titles of theinterview panel members.
You should also ask the candidates if theyhave any special requirements you shouldbe aware of.
Shortlisting is the process of selecting the candidates thatyou wish to take forward to the next stage, whether this isformal interview, group assessment or any other method.
75% of employersbelieve that despitethe economic crisis,
apprentices aremore importantthan ever to theirbusiness.
Source: 2012 Populus
research
-
7/26/2019 NAS Employer Support Pack-090216
14/3114
Step 6 Preparing for the interview
Preparing your questionsMake sure you know the job descriptionand person specification well so thatyour questions can help you comparecandidates. Plan questions which willallow the candidates to talk about theirpast experiences. Make notes about anyinformation in their applications youre notclear on or that you would like to knowmore about.
Ideally two or more people should conductthe interview. If this is the case make sureyoure clear on who will deal with eachtopic. Also think about what informationthe candidates may want to know fromyou regarding your organisation and thejob.
It is quite likely that the majority ofcandidates will be aged 16 24 andtherefore might not have a great dealof experience outside of the educationalenvironment. By tailoring your questions
to reflect this, you will be able to gain agreater insight into their attitudes andbehaviours.
Having standard questions you ask all thecandidates can help make the processmore equitable and fair. When preparingquestions, it can also be helpful if youcome up with ones that require more thana yes or no answer.
For the interview question bank seeAppendix E
Preparing an individual or group taskCreating an additional task for candidatesto complete neednt be expensive.Activities can be an excellent way to assessinterpersonal communication skills. Youwill be able to make a judgement about aspecific skill or see how well they mix withother people.
You dont have to be an expert to be ableto plan a task, here are some examplesused by other employers:
Use a social event (such as having
lunch) to assess confidence andcommunication skills
Ask candidates to use equipment ormaterials to make something to assessplanning and problem solving skills andthe creativity of individual ideas
Ask a group of candidates to discussa professional scenario to assessleadership and influencing skills
Invite candidates on a tour of yourpremises to assess their level of interestin your organisation
Preparing well for the interview makes it easier for both youand the candidates. The most traditional interview method isto ask questions but you could also include activities or tasks.
The averageapprenticeshipcompleter
increases businessproductivity by 214per week.
Source: Productivity Matters,
Centre for Economic and
Business Research, 2013.
-
7/26/2019 NAS Employer Support Pack-090216
15/3115
Setting up the interview roomMake sure the room you use to conductthe interview is properly prepared and thatthere will be no interruptions. Considerhow large (or small) the room is and if it isappropriate for the number of people thatwill be involved in the interview.
Is there space for a table as well aschairs?
Is there a window to allow fresh air in?
Is there access to water and clean
glasses for each candidate?
Have you prepared a scoring grid thatyou can use to compare candidates?
Allow sufficient time for each interview,so you dont have to rush and makesure other staff are aware there will beinterviews taking place.
Have you remembered?
To give the interview panel copies of:
Job description
Person specification
Job advert
List of interview questions
Scoring grid for candidates
List of candidate names and times of
interview
Candidate application forms/CVs
Also remember to:
Set up the interview room
Ensure there are no interruptions forexample, putting a sign on the door
Organise a waiting area for
candidates
82% of employerstake on apprenticesto build the skills
capacity within theirbusinesses.
Source: 2011 British
Chambers of Commerce
research
-
7/26/2019 NAS Employer Support Pack-090216
16/3116
Step 7 Carrying out the interview
Interview processIt is your responsibility to set theatmosphere for the interview for example,ensure that you:
Welcome the candidate to yourorganisation
Introduce yourself and other membersof the panel
Explain the format of the interview
Outline the job role and how it fits
within the company
Getting the best from your candidateIt is important that you keep control ofthe interview and allow the candidatetime to think and answer your questions.Remember there are no right or wronganswers, and this may be the firstinterview that they have attended. If theycant think of anything help them out, useprobe questions to get the best response.For example, how, what, why, where,who?
How did you feel about that?
What would you do differently if youdid this again?
For the interview question bank seeAppendix E
Closing the interview and recordingfeedbackAllow the candidate time at the end to askany questions that they might have andexplain the next stages in the recruitmentprocess, giving them an idea of thetimescales involved. Lastly, thank thecandidate for attending.
Ensure you write up accurate notes assoon as possible after the interview, torecord what has been said.
We have also devised and attached an
interview feedback tool sheet (see Step9 Giving feedback to unsuccessfulcandidates) which you may find helpfulwhen reviewing the interviews youconduct. This feedback tool helps learnersto develop and improve their interviewskills and techniques.
When a candidate attends an interview it is their chance toform an impression of your company as much as it is for youto find out about them. First impressions count!
75% of apprenticeemployers saythe programme
has helped cutrecruitment costs.80% say thatapprenticeshipswill play a biggerpart in their futurerecruitment policy.
Source 2012 Populus research
-
7/26/2019 NAS Employer Support Pack-090216
17/3117
Step 8 Selecting and appointingthe successful candidate
Notifying the successful candidateOnce you have selected a candidate, aphone call to notify them of their successis good practice, followed by an officialoffer letter offering them the position.You will also need to notify your trainingorganisation as they may take on the roleof notifying any unsuccessful candidates.
Unsuccessful candidates should be notifiedwithin the given timescale and employersand training organisations should beprepared to offer feedback this is whereour interview feedback tool could be used.
Hopefully, your chosen candidate willaccept the position and you can thenmove on to the formalities of preparing aContract of Employment and come to amutual decision on a suitable start date.
The Advisory, Conciliation and ArbitrationService (ACAS) and the gov.uk websiteshave help, guidance and templates for
writing a Contract of Employment. Theyalso have tools to help you calculateannual leave and details on hours, restbreaks and working weeks, pay and anoverview of your obligations.
Further information
Gov.uk
ACAS:
acas.org.uk
Congratulations! You have now decided whichcandidate you wish to appoint. At this stage you willneed to liaise with your training organisation so thatthey can be involved in the process.
88% of apprenticeemployers believe
they lead to a moremotivated andsatisfied workforce,leading to greaterloyalty and qualityof work.
Source: 2011 British
Chambers of Commerce
research
-
7/26/2019 NAS Employer Support Pack-090216
18/3118
Step 9 Giving feedbackto unsuccessful candidates
Feedback tools to support youThere are four tools available for you to usecovering areas you may wish to give feedback
on. These are: work experience/traineeships, CV,application and interview.
We have created two different versions of thetools, one version in Word and one version as aninteractive PDF.
The PDF versions of the interactive tools are pre-populated with the most typical responses thatyou may need. There is also the option to addyour own text wherever you want, so it can becompletely personalised to the individual.
For further informationVisit www.gov.uk/government/publications/apprenticeship-recruitment-employers-and-training-organisations
TraineeshipsYou may want to suggest a traineeship to thoseunsuccessful candidates who you feel wouldbenefit from additional support to be ready foran apprenticeship or other job in six months. See
page 20 for further information.
Protecting yourselfIt is vital to have a structured recruitment processin place, follow it closely and keep records. Theserecords could be called upon at a later date, if forexample, a candidate made a complaint.
Please remember you could be in breach of theEquality & Diversity Law if there is shown to beany unfair discrimination in your recruitment
process. Familiarising yourself with the followinglink will help.
Further informationEquality Act:legislation.gov.uk
It is important that unsuccessful candidates are givenhonest and constructive feedback in order to supportthem with future applications.
-
7/26/2019 NAS Employer Support Pack-090216
19/3119
Step 10 Creating theApprenticeship Agreement
What is an Apprenticeship Agreement?All apprentices commencing theirapprenticeship on or after 6 April 2012must have an Apprenticeship Agreementbetween the employer and the apprentice.The agreement must state that theapprentice will be undertaking anapprenticeship in a particular skill, tradeor occupation and can be used toreinforce the understanding of therequirements of the apprenticeship.
Why is an Apprenticeship Agreementrequired?The ASCLA introduced the requirementfor an apprentice to be employed underan Apprenticeship Agreement as part ofthe standard completion conditions for anapprenticeship.
What is the status of the
Apprenticeship Agreement?The ASCLA makes it clear that theApprenticeship Agreement is a contractof service, and not a contract ofapprenticeship. This reflects the fact thatan apprenticeship is primarily a job ratherthan training. It also means the apprenticedoes not have any additional rights overthose of other employees.
Does this mean a change to existingcontracts or terms and conditions?There is no need to introduce anApprenticeship Agreement for apprenticeswho commenced their apprenticeshipprior to 6th April 2012. From the 6thApril 2012 onwards apprentices recruitedinto an apprenticeship from the existingworkforce will need to be employed underan Apprenticeship Agreement. They willneed to have their existing contract variedto reflect the requirements of the Act.
Is there a template that employerscan use?A template has been developed thatcovers additional information as requiredby the ASCLA and is offered by wayof guidance. However, employersare reminded that an ApprenticeshipAgreement must also contain the termsrequired by the Employment Rights Act.
Further information
Apprenticeship Agreement template:
visit the Employ an apprentice section of
gov.uk/further-education-skills/
apprenticeships
The requirement for an Apprenticeship Agreement betweenan employer and an apprentice, under the apprenticeships,Skills, Children and Learning Act (ASCLA) 2009 sections32 36, came in to force on the 6 April 2012.
-
7/26/2019 NAS Employer Support Pack-090216
20/3120
Traineeships
They provide the essential workpreparation training, maths and Englishand work experience needed to get an
apprenticeship or other job.
With traineeships, businesses can developthe next generation of employees,ensuring a pipeline of talented youngpeople with the personal and practicalskills and experience required in the labourmarket.
Developed with employers, traineeshipswill last anything from six weeks to a
maximum of six months with the contenttailored to the needs of the business andthe individual.
Employers need to commit to a highquality work experience placement,including an exit interview or a jobinterview if a role becomes available anda reference at the end of the placement.
Visit gov.uk/government/collections/
traineeships-programme or call08000 150 600to find out how you cantake on your first trainee and help developtalented young people with the practicalskills for the workplace.
A focussedperiod of work
preparationtraining
Englishand Maths
A high qualitywork experience
placement
+
+
*Traineeships will also be available to young people with
Learning Difficulty Assessments up to academic age 25.
Traineeships prepare young peopleaged 16 up to 24* for their future careersby helping them to become work ready.
-
7/26/2019 NAS Employer Support Pack-090216
21/3121
Other useful information
Apprenticeship TrainingAgencies (ATAs)Have you considered using the services ofan Apprenticeship Training Agency?
If you like the idea of employingan apprentice and have a real jobopportunity in your organisation whichwould be appropriate for an apprentice
but are currently unable to commit toan apprentice full-time, or the currenteconomic climate prevents you frommaking the commitment to employ, anApprenticeship Training Agency may bethe right option for you.
Apprenticeship Training Agencies (ATAs)offer a unique approach to the recruitmentof apprentices. ATAs recruit, employ andarrange training of apprentices on behalf
of the employer.
Further information
ATAs:
Visit the Employ an apprentice section
gov.uk/further-education-skills/
apprenticeships
-
7/26/2019 NAS Employer Support Pack-090216
22/3122
Person specification
Post:AdministrationAssistant
Essential Desirable
Qualifications GCSE grade A* - C or equivalent inMaths and English
Experience Able to demonstrate experience inadministrative processes andprocedures
Sound knowledge of Microsoft Officeapplications
Able to use initiative and workindependently
GeneralSkills
Excellent communication skills
Excellent organisational skills
Excellent telephone manner
Prioritises own responsibilitieseffectively
Ability to work with detailed accuracyand speed
Able to multi-task as priorities change
PersonalQualities
Flexible and able to contribute to ateam approach
Excellent interpersonal skills
General Self-motivated with a can-do attitudeand a commitment to complete alltasks
Presentable and professional at alltimes
Appendix APerson specification
-
7/26/2019 NAS Employer Support Pack-090216
23/3123
Job description
Post title: Administration Assistant
Salary & grade: ?
Vacancy Ref: (insert your internal reference)
Responsible to: Office Manager
The post
The post holder will be expected to perform general administrative duties and to provideadministrative assistance to the Office Manager as required.
Main duties and responsibilities
1. Sort and open post2. Receive and direct visitors
3. Obtain information from the computer4. Answer, screen and transfer telephone calls5. Photocopy documents6. Keep accurate records, developing new systems where necessary to ensure
appropriate records7. Maintain and order stationery8. Assist Office Manager as necessary9. Undertake any other tasks/duties as may be reasonably required
Appendix BJob description
-
7/26/2019 NAS Employer Support Pack-090216
24/3124
Appendix CApprenticeship vacancy template
Vacancy template for use when working with employers
Vacancy Details
Vacancy TitleThis must accurately reflect the jobdescription
Employer Name
Vacancy ShortDescriptionThis needs to give a clear, concisesummary of the nature of the roleand what it involves. This is thefirst section a candidate sees whensearching for a vacancy, this needsto be eye catching.
(256 Character Text Limit)
Vacancy Full DescriptionThe vacancy full description shouldclearly identify the tasks andresponsibilities involved within therole.
(4000 Character Text Limit)
Weekly Wage 2.73 is the current minimum anemployer can pay. We doencourage employers to considerpaying more as a higher wage willattract more candidates(see Step 2).
Working WeekThis must clearly state:
Working days
Times
A summary of hours
If further explanation is requiredexplain it in the OtherImportant Information section.
-
7/26/2019 NAS Employer Support Pack-090216
25/3125
Future ProspectsWhat future prospects are there for
the candidate once theApprenticeship they have appliedfor has finished/completed.
(4000 Character Text Limit)
Wage IncentiveAre they eligible for the AGE 16 to 24grant?
EmployerDescriptionThis should clearly describe whothe employer is and what they do.
(4000 Character Text Limit)
Employer Positive about DisabledTwo Ticks schemeOn setting up the employerplease check if they areregistered for the Positive aboutDisabled Two Ticks scheme. Formore information about thescheme please see Step 3.
Location TypeAre the job/s at one location ormultiple sites?
Number of Vacancies
Job Role(Framework)The framework must relate to thevacancy role description and therole title
Vacancy Type Intermediate apprenticeship Advanced apprenticeship Higher apprenticeship
Training to be ProvidedThis should clearly describe thetraining that the successfulcandidate will undertake. Will thecandidate be expected to attend
college or day release? Whatqualifications will they worktowards?Expected Apprenticeship Duration
-
7/26/2019 NAS Employer Support Pack-090216
26/3126
Appendix CApprenticeship vacancy template
Skills RequiredThe skills the employer would likethe candidate to have.
(4000 Character Text Limit)
Personal QualitiesThe type of person they arelooking for.
QualificationsList the qualifications the employerwould like the candidate to have.
(4000 Character Text Limit)
Reality Check
Any other requirements that arespecific to this particular position,for example, long hours on acomputer, working outside in allweathers etc.
(4000 Character Text Limit)
Important Other InformationPlease use this section if youwould like to mention anything elsewhich you have not alreadyincluded in other sections of theadvert.
(4000 Character Text Limit)
2 x QuestionsAre there any questions theemployer would like to ask to helpthem find a specific calibre ofcandidates?
Closing DateAt least a two week deadline.
Interview Start DateShould be after the closing date
Possible Start DateShould be after the interview date
-
7/26/2019 NAS Employer Support Pack-090216
27/3127
Appendix DAdditional employer questions
Customer Service/Front of House
What do you think makes a personapproachable and why do you think itis important for our business?
Describe a situation when you havehad to deal with a difficult customer/colleague (at work, school or clubs).
How did you deal with them and why?
How would you prioritise yourworkload if you are always beinginterrupted?
Someone is complaining loudly at yourreception desk and your manager hasgone to lunch. How would you handlethem and why?
Hairdressing/Beauty
What do you think makes a personcome back to our salon? Why do youthink it is important for our business?
How would you keep up with thelatest trends and why do you think it isimportant for our business?
A great hair cut is important, but what
other factors do you think make theexperience of visiting our salon a greatone?
A customer asks for a style that eitherwont suit them, or will be difficult todo with their hair. What would you doand why?
Trades Electrical, Motor Vehicle
Describe a project (enter the tradespecific) you have worked on either atschool, a hobby, or job. What did youlearn? What was good and wouldyou do anything differently?
Imagine we could give you our
workshop/garage/tools/materials todo as you pleased, what would youbuild/design/fix and why?
What would be your dream car toservice and why?
We have a very strict healthand safety policy. What do youunderstand about this policy and whyis it important in the work place?
Anything that requires methodicalaccurate work Lab Tech/ Accounts/HR Admin
How would you organise your work toavoid mistakes? What tools could youuse?
This is a busy role that requiresaccuracy and attention to detail. How
would you manage your workload andavoid mistakes? What tools would youuse?
How do you prioritise a shifting workload? Use examples of when you havehad to do this and describe how youmanaged this you could use workexamples, school or club activity.
-
7/26/2019 NAS Employer Support Pack-090216
28/3128
Appendix DAdditional employer questions
Sports Activities/Outdoor
What are the key factors for asuccessful team? What do you thinkcontributes to a poor one?
How would you encourage andengage a group of people outside on acold, rainy February morning to play a
sport?
What is your favourite sports team(any sport, it does not have to beprofessional) and why?
If you could help coach oneprofessional sports team (any sport)who would it be and why? Whatwould you like to learn from theexperience?
How do you keep a group of peopleinterested in what you are sayingand why could it be vital that theyunderstand you?
Its not just the winning, its thetaking part. Why do you think this isimportant for kids and how would youencourage sports participation?
Sales & Marketing/ Social Media IT
What do you understand about theword target and how would youapproach this in a work environment?
What recent publicity campaign (brand,music, film anything!) did you thinkworked well? What do you think made
it successful?
What recent publicity campaign (brand,music, film, anything!) do you thinkfailed to work? Why do you think itdidnt work well?
Imagine you are opening a cupcakeshop. What marketing activities wouldyou undertake to get the business upand running and why?
What marketing activities would youuse to access a local market for abusiness? How would this differ to anational market?
How would you go about increasingYouTube views or other socialnetworking bases?
What benefits do you think Twitterand Facebook can bring to a growing
business? How do you make sure it is asuccess?
Why do you think, in this currentbusiness climate, social media can addvalue to a business?
-
7/26/2019 NAS Employer Support Pack-090216
29/3129
Business Admin/IT Support
Your manager asks you to dosomething you dont know how to do.What do you do and why?
Someone phones the IT Helpdesk forsupport but doesnt know much about/understand computers. How would
you approach giving them support overthe phone and why?
You are responsible for Administrative/IT/HR support for a couple ofdepartments. How would you prioritiseyour workload and why?
You are administrative/IT/HR supportacross a couple of departments. Oneof the managers is very demandingand takes up a lot of your time. Howwould you make sure that the otherdepartments get the support theyneed?
Health & Social Care
What do you understand about theword dignity and why do you think itis important when caring for someone?
How would you make a person feelcomfortable and relaxed and why doyou think it is important?
In the Personal Qualities section of theapplication form we ask for empathyand patience. Why do you think this isvital for this role?
What do you understand about theterm supported living and why do you
think it is important in Health & SocialCare?
Food & Beverage
A customer complains aboutsomething you dont see is a problem.What do you do and why?
The kitchen is backed-up with orders,tables are filling up and the dishwasherhasnt shown for work! How do you
approach this situation? How wouldyou make sure you are deliveringhigh quality food?
A customer is complaining loudly andyou are very busy. How would you dealwith this situation and why?
Kitchens can often be highlypressurised work environments. Howwould you make sure you arein control of your work and deliveringhigh quality food throughout service?
We source our ingredients locally. Whydo you think this is important to ourcustomers?
What do you understand about theterm seasonal and why do you think itis an important part of our menu?
-
7/26/2019 NAS Employer Support Pack-090216
30/3130
Appendix EInterview question bank
What is your biggest accomplishmentto date? (could clarify with schoolproject, personal achievements ifstruggling for examples).
What were the major decisions youhad to make?
What was important and/or motivated
you?
What did you achieve?
How did you plan and why?
What resources did you need/useand why?
What were the obstacles/difficulties?How did you overcome these?
What did you enjoy and what didntyou enjoy?
What would you do differently if youdid this again?
Describe a problem or issue that youhave had to deal with.
What were the main issues you facedwhen trying to solve this?
Why was it important for you?
What did you need to do to turn itaround?
Was there anything you couldnt solve?
Did you ever think about giving up?
Did you solve the problem?
What would you do differently if youdid this again?
How did it change you as a person?
What was your favourite subject atschool?
Why do you think you enjoyed this?
What did you find difficult?
How did you overcome the difficulties?
Was this your strongest subject? If not
this, what was?
Anything outside of school better?
What skills do you think are importantwhen handling people tactfully? (Itcan be related to school interactionsand not just the work place).
Give an example of when have you
had to do this. What was the outcome?
What did you find most difficult?
How did you resolve this?
What did you learn?
What would you do differently if youdid this again?
What motivates you?
-
7/26/2019 NAS Employer Support Pack-090216
31/31
National Apprenticeship Service 2013Published by the National Apprenticeship Service
Extracts from this publication maybe reproduced for non-commercialeducational or training purposes oncondition that the source is acknowledgedand the findings not misrepresented.
NAS-P-100112
Version 3 March 2015
For more informationvisit gov.uk/further-education-skills/apprenticeshipsor call us now on 08000 150 600
Follow us on Twitter
twitter.com/apprenticeships
Become a fan of apprenticeshipsfacebook.com/apprenticeships
top related