Attracting the right candidates starts with an effective job ad and a clear position description.

An effective and clear job title includes:

• The occupation or industry. Job seekers tend to search by the occupation or industry they are interested in, like ‘carpenter’, ‘plumber’, ‘cook’ or ‘hairdresser’
• The required year level (for example 1st year, 2nd year) and whether the position is an apprenticeship or traineeship
   

A clear and effective job description should include:

• Information about your business including its' size and setup (eg: 'small family-owned business’), information about the team, main work locations, and how long the business has been operating
• Specific details about the role including a brief outline of the duties to be performed, the working days/hours, any other employment arrangements or benefits that make the job attractive to applicants (for example RDOs, above award rates)
• Key selection criteria including the skills and attributes required. You should distinguish between those that are essential for the job and those that are preferred but not mandatory

Other tips:

• Consider your audience. Many job seekers looking for an apprenticeship or traineeship will be school leavers with limited or no work experience. This may even be the first job they apply for, so use clear headings, short sentences and bullet points
• Use professional language. Avoid words that may considered discriminatory. Anything that could be considered discriminatory cannot be used in a job advertisement, including age preferences, gender, race and religion.
• Ask for a cover letter with applications. A cover letter provides more detailed information than a resume alone, giving you a better ‘feel’ for the applicant, why they're applying, and if they could be a good fit for the job.

Job Title: First year apprentice carpenter

Job description: ABC Carpentry is a small, family-run business based in the eastern suburbs of Melbourne. We have a position available for a first-year carpentry apprentice to join our team of five.

We specialise in all aspects of carpentry, including framing, lock up and fix to external cladding, and decking. Work is across the eastern suburbs, Monday to Friday, with some Saturday work and a monthly rostered day off (RDO).

To be successful you will need to have the following:

Must have

• Completed Year 12
• Completed a pre-apprenticeship
• A white card
• Basic knowledge of hand tools
• Commitment and enthusiasm with a genuine interest in carpentry

 Preferred but not essential

• Drivers licence
• Own car

 Please include a cover letter with your application demonstrating how you meet the above criteria and why you would like to start a career in carpentry.

When it comes to building your team, the screening process is your first step to find the right fit. It’s all about reviewing applications and selecting candidates who align with your business goals.

As you sift through resumes and cover letters, keep these key points in mind:

• Quality matters: Look for well-crafted applications that reflect attention to detail.
• Follow directions: Did the applicant adhere to your job ad instructions? This shows they can follow your lead.
• Key criteria: Ensure candidates meet your essential selection criteria to streamline the interview process.
• Employment history: A solid work background is important, but don’t overlook potential in younger or less experienced candidates. Skills gained through school, sports, or volunteer work can be just as valuable.

Also, consider applicants with different career backgrounds or those who seem overqualified. They may bring unique perspectives and transferable skills that can elevate your business.

Job interviews can be a nerve-wracking experience for both candidates and interviewers alike, but they don’t have to be! Here’s how to create a welcoming atmosphere and find the perfect fit for your team.

Set the stage for success

When inviting candidates, give them plenty of time to prepare. Confirm in writing the interview details like time, exact location and who will be conducting the interview.

Prepare like a pro

Arrive on time and ready to go. Familiarise yourself with the candidate’s resume, prepare insightful questions, ensure the interview space is comfortable, and don’t forget a glass of water for the candidate.

Make a great first impression

Start the interview by warmly introducing yourself and outlining what the candidate can expect. A friendly atmosphere helps then feel at ease and helps create a more genuine conversation.

Focus on compatibility

During the interview, don’t just look for skills but also how well the candidate fits within your team culture. Pay attention to their level of enthusiasm, tone of voice, eye contact, and overall presentation.

Ask engaging questions

Use open-ended questions that encourage candidates to share their experiences and insights. This helps you gauge their suitability and gives them a chance to shine. Ensure you ask the same questions to all candidates to maintain fairness in your assessment.

Encourage questions

Invite candidates to ask their own questions. This can reveal their level of interest and preparation, helping you gauge their commitment to the role and your company.

Provide clear next steps

After the interview, let candidates know what to expect such as how and when you’ll be in touch, and any additional steps required before making your decision.

Final checks

Once you’ve selected your preferred candidate, don’t forget to complete reference checks to verify their background. We recommend contacting at least two referees for a comprehensive view.

By preparing and approaching interviews thoughtfully, you’ll not only find the right talent but also create a positive experience that reflects well on your business.

• Tell me about yourself
• Why do you want this job?
• What are your strengths?
• What are your areas for improvement?

You may want to ask some behavioural questions where the candidate can share examples of real-life situations.

• Can you give me an example of a goal you’ve set and how you reached it?
• Describe a time when you have gone out of your way to help a customer
• Can you tell me about a time when you have worked well in a team environment? What was your role? What impact did you have?
• At times, you may encounter people that you don’t get along with or that you disagree with. Can you give an example of when you experienced this and how you managed the situation?
• Describe a time when you took initiative and solved a problem on your own. What was the outcome?
• Describe a time when you had to think on the spot and come to quick a decision even when you felt that you did not have sufficient information. What did you do and what was the result?
• Give an example of a situation when you had to keep up with changes to processes or information
• Describe a time when you had to multi-task?
• Tell me about a time when you made a mistake
• Give an example of an idea you have come up with that was successfully implemented
• Describe a time when you had to speak up, so others knew what you thought or felt
• Describe having multiple tasks to complete in one day. How did you use your time to organise or prioritise daily tasks?
• Describe an occasion where you needed to make an immediate good impression on someone. How did you do that?
• Give me an example of when you were in a stressful situation? How did you react?

Once you’ve chosen your successful candidate, there are some important steps to take:

• Make an employment offer
• Inform unsuccessful applicants
• Contact MEGT to help with signing them up
• Induct your new employee
• Ensure they are given proper supervision and guidance to succeed

MEGT is here to help you and your new employee for the entirety of their apprenticeship or traineeship.

We’ll provide you with essential information regarding your obligations, conduct ‘Get Ready Checks’, facilitate the sign up and registration of the Training Contract, help you choose the right Registered Training Organisation (RTO), provide expert advice and about your potential eligibility for financial incentives, and offer both you and your new employee ongoing support and mentoring.