Planning a successful induction for our first group of apprentices
I recently attended the manager’s induction session for the Hackney apprentice programme. This was a session run by the Hackney Works team for all managers that either are, or will be, managing apprentices under the scheme.
At HackIT we’re investing in long term digital skills by hiring 21 digital apprentices. To be successful we know that we need to make sure our managers are equipped to support our new recruits. I’m one of those managers – and thought I’d share what I’ve learnt so far. I’m looking forward to welcoming our team’s three apprentices later this month, and working with Arch, their learning provider.
What is an apprentice?
Firstly – it’s important to know what an apprenticeship is, and indeed what it isn’t.
It is all about learning and development, this may well be the apprentice’s first experience of the workplace. Where they will gain hands on experience, mentoring and nurturing to become, in our case, the future of ICT.
What it is not, is a lesser option than going to uni. Although society seems to put more emphasis on academic success, we should not see an apprenticeship as any less important or valid than further education.
This may be the first time they have entered the workplace formally so during induction apprentices may need more structured first days, weeks, or even months than other staff would. We need to explain where they fit in and what we hope they will be achieving. We’ll be asking ourselves, who are the key people that they need to meet on those first few days? We have to be careful not to overload or scare them by introducing everyone in a large office like a conveyor belt. Apart from this being a little overwhelming, it’s also very difficult to remember so many people all at once.
Learning on the job
During their apprenticeship 20% of their time will be spent on learning. This must be structured and regular. We must provide a quiet place for this in the office. This will be backed up by creating a month by month work plan. Assigning a “buddy” from the team also helps as they may be more open with someone who isn’t a manager. The buddy will also help the apprentice with work on a day to day basis.
First day at work
We’re not assuming our apprentices will know about the workplace environment. Do you remember your first ever day at work? We had an interesting discussion around this at the training, where we shared our experiences and memories. Although it was a long time ago for some of us we could all still remember the details “It was raining” “the building was massive” “I didn’t know who anyone was, or what they did for the organisation”
I’m also mindful that that the apprentices will possibly be much younger than other members of our team. Or have different cultural barriers. So we’ll need to find ways to make them feel comfortable and welcome.
What happens at the end of the apprenticeship?
We want apprentices to move on to role in their chosen profession – this might be with us, but it might equally be in the wider industry -and that’s very much still a success story for the organisation. There isn’t a guaranteed job at the end – but we will help with next steps like updating CVs. Three months before the end of apprenticeship we’ll start having conversations to discuss their next steps.