How to hire your first apprentice

Why take on an apprentice?

The decision to hire an apprentice is as much about investment as it is about immediate help. Here’s why I believe it’s worth it:

• Support with workload – apprentices free up your time so you can focus on quoting, strategy, and higher-value jobs.
• Skills development – you get to train someone the way you like things done, building loyalty from day one.
• Financial incentives – government schemes often subsidise wages and training costs, which reduces the financial burden.
• Succession planning – as your business grows, you’ll have skilled tradespeople already familiar with your clients and standards.

Understanding your obligations

Hiring an apprentice isn’t like bringing on a casual labourer. There are specific rules you need to follow.

• Training contract – apprenticeships are formal arrangements that combine paid work with training through a registered provider. You’ll need to sign a contract that outlines expectations for both you and your apprentice.
• Wages and entitlements – apprentices are paid under their industry award, with wages that increase as their skills progress. They are also entitled to leave and superannuation.
• Health and safety – apprentices are often young and new to the workforce, so you have a duty of care to provide proper induction, supervision, and safe working conditions.
• Study requirements – your apprentice will spend time off-site for training. You must allow for this in your scheduling.

Once you understand these obligations, the process will feel a lot less intimidating.

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Planning your apprentice role

Before advertising, get clear on what you need. Ask yourself:

• What kind of jobs do I need support with – manual labour, customer interaction, or admin?
• Am I looking for a first-year apprentice who needs training from scratch, or someone further along who already has skills?
• How many hours per week can I offer?
• What’s my budget for wages and on-costs?

Creating a simple role description helps you focus. You may list out tasks like preparing tools, assisting on jobs, cleaning up sites, and learning how to use equipment safely.

Finding the right apprentice

You have several options when it comes to recruitment:

1. Apprenticeship networks – Australian Apprenticeship Support Network providers can connect you with candidates and explain available subsidies.
2. TAFE and training providers – many have job boards or programs that link students with employers.
3. Word of mouth – some of the best apprentices come from personal recommendations.
4. Online job platforms – Seek, Indeed, and niche trade job boards are worth exploring.

When hiring, look for more than just technical knowledge. You want to identify apprentices that will bring reliability, willingness to learn, and a good attitude. Those traits are worth far more in the early stages.

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Interviewing and selecting your apprentice

The interview doesn’t need to be formal, but it should help you figure out whether the person is genuinely suited to the trade. I usually ask:

• Why are you interested in this trade?
• Can you tell me about a time you worked as part of a team?
• Are you comfortable with early starts, long hours, and physical work?
• What do you hope to achieve once you finish your apprenticeship?

A practical trial can also help. Inviting a candidate to shadow you for a day gives both of you a sense of whether the fit feels right.

Registering and paperwork

Once you’ve chosen your apprentice, there are formal steps to follow:

• Sign the training contract with an apprenticeship support provider.
• Register with the training authority in your state or territory.
• Set up payroll so wages, tax, and super are managed correctly.
• Organise insurance to ensure your apprentice is covered on site.

It may feel like a lot of paperwork, but support networks will make it manageable. The effort pays off once everything is in place.

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Training and mentoring

Apprentices don’t just learn on the job – they need structured training. Most attend TAFE or an approved training provider part-time. You’ll need to coordinate with them to balance work and study.

Apprentices thrive when they get:

• Clear instructions – don’t assume they know what you mean.
• Constructive feedback – highlight what they’re doing well and where they can improve.
• Encouragement – confidence can make a huge difference in their learning.
• Progression – gradually increasing responsibility keeps them motivated.

Remember, you’re not only teaching skills but also shaping their attitude towards the trade and work in general.

Costs and incentives

One of the biggest concerns is usually around affordability:

• Wages – apprentices earn less than qualified tradespeople, especially in the early years, but rates increase annually.
• Superannuation and insurance – you need to budget for these on-costs.
• Training – government subsidies often cover or reduce course fees.
• Incentives – federal and state governments regularly offer financial incentives to employers, such as wage subsidies and bonuses.

It’s worth speaking with an apprenticeship support provider about current incentives. They change frequently and can significantly reduce costs.

Common challenges

Hiring an apprentice isn’t always smooth sailing:

• Reliability – young apprentices can struggle with punctuality or consistency. Setting expectations early is vital.
• Retention – some apprentices drop out if they decide the trade isn’t for them. Investing in mentoring helps reduce this risk.
• Workload balance – apprentices need time to learn, which can slow down jobs initially. Planning for this avoids frustration.

The key is patience. The investment pays off over time.

Building your future workforce

Hiring an apprentice is more than filling a gap. It’s about shaping the next generation of tradespeople and building a sustainable business.

If you’re considering taking on your first apprentice, start by planning the role, understanding your obligations, and seeking advice from apprenticeship networks. Once you take the leap, you’ll wonder how you ever managed without the extra support.

Final thoughts

Hiring an apprentice can feel daunting at first, but the rewards far outweigh the challenges. From fresh energy and new skills to financial incentives and long-term growth, an apprentice can transform your trade business.

If you’re serious about building a business that lasts, investing in apprenticeships is one of the smartest steps you can take. And when you do bring on your first apprentice, make sure your financial admin doesn’t hold you back.