You already know that recruiting trainees is a cost-effective way to hire, train and keep the type of workers who’ll be a perfect fit for your business.
Unfortunately it’s easy to be deterred by a confusing and difficult process. It seems as though there’s too much red tape to cut through along the way to recruiting a trainee. You’re tempted to leave it in the too-hard basket.
Here’s why you shouldn’t.
Recruiting trainees – what’s in it for you?
There are many benefits associated with recruiting trainees:
- They cost less to employ than someone who’s fully qualified
- There’s attractive government financial incentives to recruit trainees
- You can train a trainee to do things your way
- A trainee will stay with your business for a set period of time as agreed as part of their traineeship, making it easier for you to plan ahead for your business.
What’s in it for the trainee?
A traineeship doesn’t just benefit you as an employer though. A traineeship is an attractive proposition for potential employees too because:
- It allows them to acquire skills and experience in a hands-on environment. Studies have shown that purely classroom-based learning isn’t for everyone. It certainly isn’t suitable for the needs of all businesses either.
- A trainee benefits from a set learning pathway and a nationally-recognised qualification at the end of their traineeship.
- Unlike most qualifications, the terms of a traineeship means the trainee gets paid to work and they’ll avoid a financially crushing HECS-HELP debt at the end of the process. Recruiting trainees is a win-win solution for everyone involved.
Types of traineeships
There are a few different types of traineeships. You need to know which one best suits your business before you go about recruiting a trainee. They include:
- School-based traineeships (SATs) which are open to secondary school-aged applicants, normally in years 10, 11 and 12. These allow a trainee to complete their secondary school education and get a recognised, practical qualification.
- Mature-age and other traineeships allow older workers to either transition into the workforce or change careers.
The nuts and bolts of recruiting trainees
Knowing where to start if you’re going down the path of recruiting trainees is crucial. There’s a lot of responsibility involved if you take on a trainee. You need to familiarise yourself with your rights and obligations, as well as the steps along the way.
Some key areas you need to get your head around when you’re recruiting trainees include:
- Minimum age restrictions, particularly in relation to ‘restricted callings’. Restricted callings are jobs to which a minimum age limit (often 18 years of age) applies. For other traineeships, lower age limits may apply. There are also other important prerequisites that need to be satisfied if you’re recruiting trainees in relation to restricted callings.
- Visa restrictions that apply to prospective trainees who are not citizens of Australia or New Zealand.
- Your financial responsibilities in relation to your trainee’s wages, superannuation, worker’s compensation, tools, equipment and the costs of their training.
- The type of financial assistance, grants and bonuses available to you as a prospective employer of a trainee.
The law applicable to recruiting trainees
A traineeship is a binding contractual agreement that both you and the trainee enter into. A traineeship is governed by the Further Education and Training Act 2014 (Qld).
It provides a new regulatory framework for recruiting apprentices and trainees in Queensland. It also aims to create an Australia-wide, uniform system of nationally recognised qualifications. If you’re recruiting trainees, you need to comply with your legal requirements under this and other related legislation. It can be a confusing process.
Recruiting trainees – Doing the hard yards yourself vs calling in the experts
If you’re running a small to medium-sized business, you’re already a master juggler, flat out keeping all the balls in the air. You’re not wrong in thinking that recruiting a trainee sounds complex and time-consuming. But it doesn’t have to be.
We’ll lend an expert ear to your concerns and discuss some suggested steps for moving forward.
Simply click here to request your obligation-free phone consult today. Or give us a call on 1300 001 447.
Claire Harrison is the Founder and Managing Director of Harrisons, a flourishing HR consulting business that sprouted in 2009 from Claire’s passionate belief that inspiring leaders and superstar employees are the key success factor to any business. With over 20 years’ experience, Claire has worked as a HR Director of multi-national organisations, as a Non-Executive Board Director, and a small business owner. Claire’s corporate career includes working with companies such as BHP, Westpac, Fonterra and Mayne Nickless.