Apprenticeship Training
Graduates and school leavers prepared for the interview and the first job: what employers expect, how to demonstrate it, and how to keep the role once it is won.
Universities, training institutions, donors and employers running graduate entry schemes.
What the work covers
- Job search and application skills
- CV and cover letter clinics
- Interview preparation and mock interviews with feedback
- Workplace conduct, communication and time management
- Structured attachment and internship placement
- Supervisor briefing and progress review
What you are left holding
- Interview-ready application documents
- Written feedback and readiness rating per participant
- Placement agreement and supervisor brief
- Completion report and reference
The work in detail
Apprenticeship training addresses a specific Ugandan reality: a large graduate cohort, few entry-level openings, and a gap between what an institution certifies and what an employer expects on the first day. The programme prepares participants for the selection process and for the job itself.
It starts with a short baseline assessment of written communication, numeracy and general readiness, so the programme begins where the cohort actually is rather than where a syllabus assumes. A classroom block covers application skills, workplace conduct, communication and time management, taught using real adverts and real application documents rather than generic templates. Mock interview panels are then run to the same standard as a live selection, with written feedback per participant.
Where placement is part of the brief, we match participants to host organisations with a written scope for the attachment and a named workplace supervisor, then review progress mid-placement and at exit. Participants leave with interview-ready documents, a readiness rating and a reference they can use.
Apprenticeship Training
Scenarios, for reference
Graduates who interviewed badly and knew it
A university’s graduates were reaching interviews and not converting them. Mock panels showed the pattern: strong technical answers, no evidence of what they had personally done. The programme rebuilt their examples around specific contribution, and conversion improved in the next round of applications.
An employer with a churning intern pipeline
A firm hosted interns who left before adding value. We wrote a scope for the attachment, briefed supervisors on what to delegate, and set a mid-placement review, which turned the scheme into a recruitment pipeline rather than an obligation.
A youth programme with mixed readiness
A donor-funded cohort ranged from school leavers to graduates. The baseline assessment allowed two streams to run in parallel, so neither group was taught at the wrong level.