Apprentice onboarding: Top tips to set new hires up for success

Apprenticeships are a fantastic way for businesses to develop fresh talent and build a strong workforce for the future. However, successful apprenticeships depend heavily on a strong start. 

A thoughtful and well-structured onboarding process can set apprentices up for long-term success, boost retention rates, and enhance overall productivity. 

At Sellick Partnership, we understand how critical the onboarding period is for apprentices. Here, we share our top tips for helping apprentices transition smoothly into your organisation. 

The importance of a strong onboarding process

The first few weeks of an apprentice's journey are crucial. Effective onboarding helps apprentices feel welcomed, supported and aligned with your organisation's culture and expectations. 

A structured onboarding process: 

• Increases confidence and engagement. 
• Accelerates productivity. 
• Reduces early turnover. 
• Fosters loyalty and long-term growth. 

Companies with structured onboarding programmes will experience much higher new hire retention rates, compared to those without.

Top tips for onboarding apprentices successfully 

1. Before your new employee starts 

To make the onboarding process as smooth as possible, there are some things to speak with the apprentice about before they even begin. These include:

• Start time and date: some companies like new hires to start a little later on their first day, this completely depends on preference. 
• Access into the building, if necessary: where do they need to go when they arrive? How do they get into the building. 
• Working hours: if your apprentice has just left school or college, they will be used to shorter days and potentially more breaks. Be clear on hours and any breaks allowed throughout the day.
• Dress code: where possible, provide examples of what is and isn’t acceptable.
• Documents/paperwork: make a list of any documents and paperwork they need to bring with them on their first day, such as proof of ID and address, and any relevant qualifications.

2. Start with a clear plan 

Have a structured plan in place, something that outlines:

• Training schedules.

• Key tasks and responsibilities.

• Important dates for reviews and feedback.

You could also send this to the apprentice before they start. Having a clear roadmap provides them with direction and reduces first-day nerves.

3. The first day

The day has finally arrived – your new colleague is about to start and is likely to be feeling quite unsure. It is really tempting to provide them with a wealth of information on day one but try not to overdo it. Here are some key things to cover on the first day:

• Introductions (to the immediate team): make sure you take the time to introduce your apprentice to their immediate team members by name and also provide a brief overview of their role. 

• Introductions (to the wider team): briefly introduce your apprentice to the wider team and the business. If you work in a large office or team, try not to introduce every single person by name at this stage. They may feel pressured to remember everyone and feel embarrassed to approach them at a later date if they forget. Introduce teams and departments, or divisions. Explain that there will be an opportunity over the coming weeks to meet everybody individually.
   
• Desk, computer, emails and phones: spend time explaining how to log in or get access to the work computer. Make sure they have access to emails (where appropriate), ensuring they take notes so they can do this themselves going forward. Determine how familiar they are with typical computer programmes, such as Outlook, Word and Excel – for example, don’t expect your apprentice to know how to use Outlook. Most will be used to using email providers such as Gmail and Yahoo. Also, your new employee might need a quick tutorial on how to use the phone system. Think about things such as how to put a call on hold in case they need to ask a question.
   
• Company policies and procedures: most companies will have standard policies and procedures regarding things such as health and safety, email and internet usage. As with any new starter, you should encourage your new starter to read these policies thoroughly, but make sure you explain why they are important. Any prevalent information they need to know should be covered as part of their induction. For example, is there a policy regarding personal mobile phone usage that they may need to be aware of?
   
• Office etiquette: depending on whether or not your new member of staff has worked in an office before, you may need to go through some office etiquette guidelines that they may not be aware of. For example, whether lunch times are staggered, whether employees are expected to answer each other’s phones, what the policy is on stationery – there’s a plethora of ‘unwritten rules’ that would be beneficial to outline from day one, to help them start with their best foot forward.
   
• Create a timetable – often, new employees can feel overwhelmed with the introduction of new processes, new surroundings and new people, so it can be useful to discuss with your apprentice what you expect them to be doing on a day-to-day basis. Establishing a weekly planner for the apprentice can be particularly helpful in managing their (and your) time.

4. Provide a mentor or buddy

Assign a dedicated mentor or buddy who can:

• Offer guidance and answer questions.

• Share insights into the company culture.

• Provide regular support and encouragement.

Having a go-to person can make a significant difference to an apprentice’s confidence and development.

5. Create structured learning goals

Work with training providers and managers to set SMART goals: 

• Specific: clear, focused objectives.
• Measurable: track progress.
• Achievable: realistic goals.
• Relevant: linked to their role. 
• Time-bound: deadlines for achievement. 

Structured goals keep apprentices motivated and provide clear benchmarks for success.

6. Encourage open communication

Foster an environment where apprentices feel comfortable asking questions and raising concerns.

• Hold regular one-to-ones.

• Encourage feedback.

• Celebrate achievements.

A culture of open communication builds trust and resilience.

7. Offer regular feedback and support

Apprentices thrive on consistent feedback. Make sure to:

• Offer constructive criticism.

• Acknowledge progress and achievements.

• Adjust training and support as needed.

Regular check-ins ensure apprentices stay on track and feel valued.

As a manager or supervisor of a new apprentice, one of the most important things you can do is manage expectations – not just of the wider business but your own expectations too. Be clear from the outset of what you expect from them.

You may also find it useful to set objectives and outcomes for each piece of work in the short term to help guide them in the right direction. The more time you put into training and mentoring your colleague, the more they are likely to succeed!

If you would like more information on making your business the best it can be for your employees, take a look at our Employer Resources page on our website.