Before he moved into the recovery game, Mick Owar spent years running a successful trade business. He knows firsthand that finding the right apprentice can make or break a business.
We sat down with the former trade business owner and founder of Primal Recovery to get his raw, honest take on navigating the hiring process. According to Mick, the single biggest lesson is simple: people tell you who they are very quickly, if you’re paying attention.
“Every small thing (how they answer the phone, what time they show up, what they’re wearing, how they shake your hand, what questions they ask, what questions they don’t ask) adds up,” Mick says. “By the end of a 20-minute conversation, you usually know. The trick is trusting what you’ve seen and not talking yourself out of it because you’re desperate for a body on site.”
An apprenticeship is a four-year commitment for both of you; get this right and it’s the best decision you’ll make for your business. Get it wrong and it’s the most expensive one.
Key takeaways for electrical contractors
- First impressions often provide valuable insight into an apprentice’s attitude and professionalism.
- Look for evidence that a candidate has committed to and completed activities over time.
- Understanding a candidate’s support network and transport arrangements can help avoid future reliability issues.
- Working interviews can reveal more about a candidate than formal interviews alone.
- Avoid making rushed hiring decisions simply to fill a gap in the workforce.
1. Watch how they show up before the interview even starts
Did they arrive on time? Early is better. Did they come dressed appropriately, not in a suit, but clean clothes, decent boots, looking like they made an effort? Did they shake your hand and look you in the eye? Did they bring anything, a CV, even a basic one? This is them at their best. If their best is sloppy, their everyday is worse.
2. Ask what they actually want to do with their life
Not “what do you want to be?” (that’s a school question). Ask, “Why this trade and why now?” The good ones have an answer that’s specific. They’ve thought about it. They might say they liked working with their hands at school, or their uncle’s a sparky and they got onto a site once, or they tried uni and hated it. You want a real reason, not “my parents said I should get a trade.”
3. Look at what they’ve already done
Sport, part-time jobs, hobbies, school subjects… anything that shows they’ve stuck at something. A kid who played for the same footy team for five years has the staying power for a four-year apprenticeship. A kid who quit three sports in two years probably hasn’t. You’re looking for evidence that they finish what they start.
4. Check the family situation
This sounds nosy but it matters. Apprentices are young, and most are still living at home. If the family supports the trade, great. If the parents are pushing them into it against their will, or there’s chaos at home that’ll mess with their reliability, you’ll find out about it eventually. Better to know now. Ask casually: “Your folks supportive of you doing this?” The answer tells you a lot.
5. Figure out the transport situation
Have they got a licence? Are they getting one soon? Have they got a car or access to one? If they’re relying on a parent to drop them off, you need to know that. Apprenticeships start at 6am sometimes, and public transport doesn’t cover most worksites. This isn’t optional; it’s structural.
6. Ask a question they can’t prepare for
Every kid has rehearsed “What are your strengths and weaknesses?” Ask something they haven’t seen on a YouTube video. My favourite is, “Tell me about a time you stuffed something up and what you did about it.”
If they say they’ve never stuffed anything up, that’s the wrong answer. Either they’re lying or they’ve never tried anything hard. You want someone who can own a mistake. That’s the kid who’ll tell you when they cock up on site instead of hiding it.
7. Pay attention to how they ask questions
A switched-on apprentice asks about the work, the team, what a normal day looks like, and what they’d be doing in week one versus year three. The wrong ones ask about pay, hours, and time off first. Not that those don’t matter, they do, but the order tells you what they’re prioritising.
8. Trust your gut feeling
If something feels off, it usually is. It doesn’t matter if they tick every box on paper. Years of hiring teach you that the gut catches things the conscious mind misses: micro-expressions, tone, the way they talk about their last boss.
If you walk out of an interview with a nagging “I don’t know about this kid” feeling, listen to it. The cost of hiring wrong is months of lost productivity and the headache of replacing them. The cost of saying no to a “maybe” is nothing.
9. Do a working interview
If they look good on paper and you’re still not sure, get them on site for a half-day. Pay them for it. Watch what they do when they’re bored, what they do when they’re confused, whether they take initiative, whether they ask questions, and whether they stay off their phone. Half a day of watching tells you more than three interviews.
10. Don’t make a desperate hire
The worst hires I’ve ever made were the ones where I needed someone yesterday and I lowered the bar to fill the gap. Every single time, it cost me more than just leaving the spot open. If the right kid isn’t in front of you, keep looking. A few extra weeks of being short-staffed is cheaper than four years of carrying someone who shouldn’t be there.
The core principle
People show you who they are within minutes. Punctuality, presentation, how they speak, how they respond when you push back, what they laugh at, what they take seriously… it’s all on display.
The mistake is overriding what you’ve seen because you’re hopeful, or busy, or because the kid is a mate’s son and you don’t want the awkward conversation. Trust the signals. The small things add up to the larger picture every single time.
Hiring your first apprentice is one of the biggest decisions you’ll make as a business owner. Take the time. Pay attention. Trust what you see.
Frequently asked questions about hiring your first apprentice
What should I look for in an apprentice during an interview?
Look for punctuality, presentation, communication skills, commitment and genuine interest in the trade. Pay attention to both their answers and their overall behaviour.
Why is commitment important when hiring an apprentice?
An apprenticeship is a long-term commitment. Evidence that a candidate has remained involved in sport, work or hobbies over time can indicate they are likely to stay committed.
Should I ask about a candidate’s family situation?
Understanding whether a candidate has support at home can provide useful context about their circumstances and future reliability.
Is transport important for apprentices?
Yes. Early starts and travel to worksites often require reliable transport, making licences and vehicle access important considerations.
What is a working interview?
A working interview is a paid trial period on site that allows employers to observe how a candidate behaves in a real work environment.
