Apprenticeship Development Toolkit 

 

HIRING PROCESS

A successful apprenticeship starts with hiring the right person. The following information have been developed to help with this process.

Download the PDF of this hiring process flowchart

 

INTERVIEW PROCESS

Pre-Interview:

1. Write a proper job description for the apprentice. Qualify a salary and benefits package for the job. Refer to the Cost of Apprenticeship to get ideas on the wage increment scale and training costs attached to the apprentice.
2. Outline a composite of the perfect employee. Qualities should include:
   • Abilities to identify and resolve problems quickly and independently
   • Good communication skills
   • Ability to work unsupervised
   • Natural mechanical and trades aptitude
   • Good work ethic
   • Can follow directions and not afraid to ask questions
3. Determine the level of education and experience expected for your apprentice to be successful in their Apprenticeship Training. Use the BC Trades Information Grid to access information specific the trade for which you are hiring.
4. Develop the interview questions.
5. Determine how to advertise or post the position. Make sure to include:
   • Job title
   • Complete job description
   • Qualifications required
   • Salary range and major benefits
   • How to apply and application deadline
   • Note if drug screening is required

The Interview

1. Set aside a time slot specifically for the interview. Have all interview questions written out with room to write the responses. See Sample Interview Questions for help during the interview process.
2. Have at least two people interview the apprentice to get two perspectives. One person should be a journeyperson who might supervise the apprentice.
3. Save the small talk. Focus on asking your questions and then be a good listener.
4. Explain the job description, include scenario's the apprentice might run into and allow for questions from the apprentice.

Post-Interview

1. Get written or verbal consent from the apprentice to verify references and always check their references.
2. Compare notes and observations with the interview team. Make a decision.
3. Notify the candidate by phone with a tentative job offer.
4. Create a personnel file and utilize the Sample Letter of Offer , Apprenticeship Agreement Form and Return for Service Agreement (if applicable).
5. Make it very clear about the length of the probation period and put it in writing.
   

Sample Interview Questions
Sample Letter of Offer

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