Apprenticeships and traineeships have long been part of Australia’s vocational landscape. For people entering the workforce or changing careers they provide an opportunity to gain practical experience while studying. Businesses meanwhile are introduced to workers they can train to meet specific needs, while gaining access to special incentives that make apprenticeships a cost-effective way of recruiting.
Yet completion rates for apprentices and trainees are surprisingly low. The national average sits at about 58 per cent; at a state level, South Australia and Queensland sit at about that mark, while Victoria and NSW rates are a tick below the national average. That’s a troubling scenario for a system designed to provide young people with a solid first foothold in their career journey.
It’s for this reason that Acclaimed Workforce recently sought and obtained recognition from the Victorian Registration and Qualifications Authority as a Group Training Organisation (GTO). As a specialist recruiter with long experience managing on-hired workforces, becoming a GTO means Acclaimed is well placed to support apprentices and trainees, and the businesses that employ them.
We sat down with Amanda Ramsay, Team Leader for Acclaimed Workforce’s GTO operations, to talk through the ins and outs of being a GTO and how GTOs can benefit businesses and workers alike.
What are the factors contributing to low completion rates for apprentices and trainees?
One significant factor is a lack of understanding from the apprentice of the workload that is required. Not just the on-site work, but also the TAFE component, trade school and things like that. It can be very daunting and difficult to manage if the person is not prepared or properly supported.
Another factor is the amount of money available in the market for reasonably unskilled occupations. For example you can earn $100,000 a year running a machine on a production line if you're doing a shift rotation. As an apprentice earning the award pay rate, you can sometimes earn less than $20 an hour. So it’s a matter of helping the person understand their apprenticeship as a first step on a career path and providing the support and mentoring they need to follow that path.
What are the impacts of non-completion, for businesses and for the apprentices themselves?
For businesses it means they have invested time and resources into someone who does not end up becoming a part of their workforce. This can feel like a waste of time, energy and money and might discourage them from wanting to take on apprentices in future.
The apprentice, meanwhile, might become demotivated in their job-seeking. It can be very disheartening to attempt something and not succeed, especially if early in your career journey. It’s important to have systems and processes in place that support the next generation of workers to succeed and flourish in their careers.
What is a GTO and how can it assist?
It will vary somewhat from organisation to organisation. For Acclaimed Workforce, we utilise a three-step training process. This includes completing a virtual internship, two to four weeks of relevant work experience, and finally commencing the apprenticeship or traineeship.
The process is designed to give the job-seeker an understanding at the outset of the workload that will be expected of them, and for both the job-seeker and their prospective employer to get a sense of each other, how well they fit with the workplace culture, expectations and so on. The process assists to identify early those not likely to make completion, and allows us to get to know each individual and help align their immediate aims with their long-term career goals.
Throughout this, we provide ongoing management of, and support for, the apprentice or trainee, including their training plan, pay, and HR management, as well as mentoring and coaching. We try to make things easier for the employer while giving the apprentice or trainee any support they need.
What benefits does a GTO offer to apprentices and trainees?
It’s about, first, helping them to understand what is going to be expected of them, and decide whether a particular role is going to be a good fit for them. Then it’s about providing that ongoing support once they are in the role to help them to succeed.
For example we will help manage their training plan prompting questions along the way like, are you up to date with your study? do you need some extra time to get things done? what's stopping you from finishing that unit? – and support them through it. We’ll also get involved in performance management – if there is an issue we can work with the person to minimise the challenge before it becomes a problem for the employer.
Additionally, if there is a cultural misfit, the GTO is able to move that person to another employer where there's a better fit. Ultimately, we are there to try to find the best outcome for everyone.
What are the benefits to businesses of using a GTO?
Anyone can put an ad up on Seek, review the applicants then pick someone based on whether they've got an affinity for the role. But that’s not going to give you a sense of, say, the person's ability to meet the multiple demands of the apprenticeship, or their likelihood of completing it. GTOs like Acclaimed Workforce are well placed to get that initial selection right, then provide the ongoing support needed to ensure both the business and the apprentice or trainee benefit.
For employers it can be useful to think of the GTO as an extension of your business, as part of your employee whole-of-life cycle with specialist experience in the recruitment and workforce management space. It's almost like having an extra supervisor for the apprentice or trainee. The GTO can manage payment questions, HR and their training plan, so the supervisor on-site can focus on the trade skills and training that the person needs for success.
Why should businesses consider using Acclaimed Workforce as their GTO?
We have a long history of recruiting and managing on-hired workforces, including contingent and permanent employees. We’ve also had considerable success providing training and upskilling to employees, whether on-hired or otherwise.
Just a couple of examples: A work experience program we ran in September 2019 for De Bortoli Wines in NSW resulted in a 75 per cent success rate, and two participants securing permanent jobs at De Bortoli. Then last year we supported two of our clients in South Australia, Vinpac and Prowine, with a training and upskilling program aimed at addressing a shortage of forklift drivers. That program was also very successful.
Ultimately the GTO you choose needs to be one you trust. Some of our clients have been with us for over 20 years, which certainly speaks to trust.
Do you need to recruit an apprentice or trainee? Visit our employer registration page.
Are you looking for a role as an apprentice or trainee? Visit our job-seeker registration page.
