What to Include in a Job Description for an HR Apprentice



Hiring the right person for the job is essential in many roles, and when you’re allocating resources to train an HR apprentice you want to ensure that they’re a good match.

Contrary to popular belief, hiring is a two-way street and requires a good match from both parties to proceed. The first step to attract the right candidate is to craft a job description that stands out from the crowd and creates that all-important first impression.

In this blog, we’ll be teaching you how to craft the perfect job description to invite invitations from the best HR apprenticeship candidates.




Main Duties

Start by listing how you want your apprentice to spend most of their time; what will their main duties comprise of? This is a good time to outline who they will report to and any other positions that they will support within the organisation.

If you have entry-level HR professionals in your organisation, then you can use their requirements as a starting point. Speak to those that the HR apprentice will support too, as they’ll be able to describe the tasks that they’ll require help with.

Remember that your apprentice may not have much experience in an office environment or in HR, so explain these duties as simply as you can. Creating a job description that’s too complex and jargon filled may lead to candidates feeling alienated and under-qualified, giving you fewer candidates to choose from.

Apprentices must spend 20% of their time on off-the-job training activities, so bear this in mind when creating their schedule.

The logistics of the role are also very important to most candidates, so make sure you give them all of the information they need. This should include the working hours of the position, as well as any flexibility that you offer within this.


Learning and Support

Most apprentices will want to know how they will be supported in their off-the-job learning. They’ll want to know the mode of study, whether this is at a local college or online. Include information on timelines for the apprenticeship and when you expect them to complete their training.

You should also make them aware of any qualifications or professional memberships that they’ll receive at the end of their apprenticeship.

If they will be assigned a mentor throughout the process, then you can also include this information. This can make the transition to a new workplace easier for the apprentice and is a great selling point for your organisation. This could be a manager, apprenticeship co-ordinator or member of HR.




Person Specification

As apprentices typically don’t have as much experience at work, the person specification tends to be more important than their prior experience. An apprentice needs a variety of personal skills and qualities to see them through to the end of their course.

You’ll want to consider the qualities that are most important for a person working in the role, such as attention to detail, timekeeping, reliability, and enthusiasm. Working in HR also calls for some specific traits, such as empathy, confidentiality, and people skills.

You can use this list within the interview too, as you can ask the candidate to describe times that they have demonstrated these skills.


Future Prospects

Apprenticeships take place over a fixed time period, and when their studies come to an end your apprentice will want to know what’s next. In the job description, you can include information on what awaits them after their training and the prospects that you can offer.

Offering further training and development within the role will appeal to most candidates. Some apprenticeships can lead to other, more in-depth training. For example, an apprentice can progress from an HR Support Apprenticeship to an HR Consultant/Practitioner Apprenticeship to study at a higher level.

Remember to include information on any professional memberships or qualifications that the apprentice will receive at the end of their training. Candidates comparing apprenticeships will take this into account when it comes to deciding which they want to apply for.


Perks and Compensation

The salary that you offer will play a big role in how many applications you receive, and potentially whether your apprentice completes their training.

For the first year of training, apprentices are entitled to receive £3.90 per hour. After the first year of training, if your apprentice is aged 19 or over then they are entitled to the minimum wage for their age bracket.

Research has shown that higher pay is linked to higher rates of completion and retention after completion among apprentices. Investing in apprentices can pay off, as they’re motivated to stay with your organisation and complete their studies. This can be more cost effective in the long run, as your apprentices stay with you and become valuable assets for the business.

You can also make the job description more attractive by describing the perks available to your members of staff. These can include additional holidays, bonuses, incentive schemes, flexible working, or anything else your employees receive.




Workplace Culture

This is your chance to bring your company to life for the potential applicant. In this section, you can describe what an average day looks like in your organisation and the core values that make it a unique workplace.

You can share this information in a way that suits your brand voice, whether that’s a quirky start up or an established corporate brand. Tell your apprentice what to expect and where they fit in among this.

This can also include further helpful information like the dress code, working environment, and social events. This is useful for the candidate, as they can decide whether it’s a good match.


Further Requirements

Depending on the nature of your work, you may also wish to include further requirements for candidates.

Requirements may include criminal checks, a minimum age limit, additional paperwork or competencies that are unique to your industry. For example, those working with children or vulnerable adults may be required to complete additional checks before commencing their apprenticeship.

By making these requirements clear initially, you can save time in the selection and interview stages as you remove candidates that don’t meet them.


As you complete the job description for your HR apprentice, take time to step back and view it from the perspective of your potential apprentice. Don’t hesitate to ask for help from current apprentices and colleagues, as they can give you new insight into the role.

When you’ve narrowed down your shortlist, you can check out this article on what you should be asking!


Meet the 20% off-the-job training requirement for HR apprentices with flexible online learning.


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