Thinking about hiring an apprentice? There are often different considerations to take into account when interviewing for an apprenticeship role, including the right questions to ask apprentices.
Here at Damar Training, we understand what it takes to find the right candidate for your role and organisation. In this blog, we provide a list of key questions you might want to ask during an apprentice interview, along with some other things to look out for.
Preparation before the interview
If you’re an employer wanting to hire an apprentice, you’re making a great choice. Bringing an apprentice into your business is a great way to develop your talent pipeline and secure your team’s future.
A successful interview starts long before your candidate walks through your door. It’s not just about what questions you ask, but how you set the stage before the process begins.
Here are some ways you can prepare:
- Know what you want: Familiarise yourself with the role and make sure the advertisement is clear so you’re attracting the right talent
- Prepare your questions: Know exactly what you’re going to ask and what sort of answers you expect to hear
- Decide who will conduct the interview: If it’s for an entry-level role, don’t have more than two people on the panel, as this can be overwhelming
- Sort out timings: Allow time for questions from the candidate
- Include a small task: Ask candidates to complete a small task that aligns to the role or give them a tour of the office.
Questions to ask apprentices in interviews
Your questions should understand your candidates’ transferable skills, problem-solving abilities and attitude. It’s also a good idea to get an understanding of their personality and character. Below is a list of questions you can use or take inspiration from.
Questions about transferable skills:
- Can you give me an example of a time you had to solve a problem?
- Describe a situation where you thought something could be done more effectively. What did you do?
- If a customer was upset and you didn’t have the answer to their question, what would you do?
- Describe a situation where you had to use strong organisational skills?
Questions about motivation:
- Why do you want this role?
- Why do you want to work for this organisation?
- What motivates you?
- Tell us about a time that you helped to motivate others?
Questions about commitment:
- Tell us about a time when you’ve shown commitment outside of work?
- How do you handle it when things get tough?
- Why is the apprenticeship route the right one for you?
- What do you hope to get out of this apprenticeship?
Questions about character:
- How would you describe yourself?
- How would others describe you?
- What are your strengths and weaknesses?
- Where do you see yourself in the next five years?
The apprenticeship you’re interviewing for could also influence what questions you ask. For example, if you are recruiting for a customer service apprenticeship role, you might want to ask questions about how they’ve managed situations where someone is upset with them or where they’ve delivered on a promise.
Questions to avoid
Obviously, it is critical to not ask anything that would be deemed discriminatory (e.g. asking about their age), but beyond that, it’s also a good idea not to focus too much on prior work experience when hiring apprentices for an entry-level role. The candidates applying to your apprenticeship role will probably have very limited working experience, but they will have a lot of transferable skills from school, college, sports teams, part-time jobs, hobbies and other activities they’ve engaged in. Remember that you’re looking for someone with the motivation and commitment that you can develop, not the finished article.
Specific things to look out for
When you listen to the candidate’s answers, there are a number of indicators that can determine whether the candidate is right for the role. Consider the following:
Attitude and potential: Remember, this could be your candidate’s first ever interview, so if they seem particularly nervous or excited, that’s a good sign! Try and make them feel as relaxed as possible so you can get to know them during the interview.
Enthusiasm and motivation: Do they know anything about your company and do they understand the role they’ve applied for? If a candidate has taken the time to do some research, this is usually a good indication that they are genuinely interested in the role.
Understanding of apprenticeships: Can they demonstrate why they want an apprenticeship over a normal job role? You want to make sure that the successful candidate has a desire to learn and develop themselves in the workplace.
Alignment with your values: Pay attention to their personal values and how well these fit with your organisation. Employees who align with your values are more likely to thrive and stay long-term.
How to choose the successful candidate
Choosing the right person for the job is the final step. If you were clear on your questions and expectations at the start, your panel should independently score the answers. These scores can then be compared during a discussion about the candidate.
Don’t rely solely on gut instinct. This is often when unconscious bias occurs!
Need more detail? Find out how to take on an apprentice and confidently welcome a new member into your team.
Build your perfect team with Damar Training
Hopefully, you are now more prepared with questions to ask apprentices. But remember, finding the right candidate is about more than just checking boxes… It’s about finding someone with real potential who can add long-term value to your business.
At Damar Training, we have 45 years of experience in helping employers onboard fresh talent. From supporting you with the interview process to guiding you through the funding, we’re here every step of the way.