Leaving school and stepping into the workforce is a big transition for any young person. For many school leavers with disability, a work trial is often the first step toward a lasting career. It’s a chance to dip your toes into a real job, show employers what you’re capable of, and build confidence in the working world. In this comprehensive guide, we’ll walk you through how to make the most of a work trial opportunity and successfully turn work experience into a job. We’ll define what a work trial is, explain expectations on both sides (for you and the employer), and outline strategies – like asking for feedback, showing initiative, and demonstrating reliability – to help you transition from a trial placement into paid employment. Throughout the journey, remember that programs like SLES (School Leaver Employment Supports) and organisations such as Next Gen Youth Employment are here to help you every step of the way with personalised coaching and support.

Whether you’re part of an NDIS-funded program or pursuing a placement on your own, the goal is the same: how to get hired after a work placement by putting your best foot forward. Let’s explore your roadmap from work trial to paid role, and how Next Gen Youth Employment can assist in making your employment dreams a reality.

What is a Work Trial?

A work trial is a short-term stint in a workplace, often used as part of the recruitment process to assess a candidate’s suitability for a job. In simple terms, it’s like an “audition” for a job. You attend a workplace for a brief period – which could range from a couple of hours to a few days – and perform actual job tasks under supervision to demonstrate your skills and work ethic. For example, an employer might invite you to work one shift to see how you handle the role’s duties. Work trials give you a chance to show what you can do in a real work setting, beyond just a résumé or interview.

It’s important to note the rules around work trials. In Australia, work trials are often unpaid if they are genuinely brief and only for the purpose of demonstrating skills. According to the Fair Work Ombudsman, an unpaid trial should last no longer than needed to prove you can do the job – usually from an hour up to one short shift at most. During an unpaid trial you must be closely supervised and not expected to do productive work beyond showing your basic capabilities. If an employer wants you to work more than a short session (for example, several days or a full week) to evaluate you, they are required to pay you at least the minimum wage for that period. In practice, if a trial extends beyond one shift, it should convert into a paid casual engagement or a formal probationary employment period. Always know your rights – no young job seeker should be exploited with excessive unpaid work in the name of a “trial.” (Tip: If you’re ever unsure about a work trial’s legality, talk to your support coordinator or check the Fair Work Ombudsman guidelines on unpaid trials)

For school leavers with disability, work trials often come through structured programs or supports. You might encounter work trials as part of School Leaver Employment Supports (SLES) under the NDIS. SLES is an initiative designed to help young people with disability transition from school to work by building skills and confidence. Providers like Next Gen Youth Employment arrange real-world work experience placements in inclusive workplaces, where you can try out a job role in a supported manner. These placements are essentially work trials (sometimes a few days a week over several weeks) that let you sample different industries, learn on the job, and show prospective employers your abilities. The trial period is a learning experience for you and an evaluation period for the employer. Crucially, it’s also supported: Next Gen coaches and mentors will ensure the environment is set up for you to succeed, and that the employer understands how to make the trial beneficial for both sides.

In summary, a work trial is a short, supervised taste of working life. It’s typically short-term (to comply with legal standards) and may be unpaid or supported by a program. Think of it as a two-way street: you get to experience the job, and the employer gets to experience you as a worker. If all goes well, it can lead directly to a job offer. If not, you still gain valuable experience to take to your next opportunity.

Why Work Trials Matter for Young People with Disability

Work trials – and work experience placements in general – are especially important for young people with disability who are just out of school. Here’s why these trial opportunities can be so powerful:

• Bridging the Gap from School to Work: Moving from the classroom to the workplace is a big change. A work trial provides a structured transition where you can adjust to workplace expectations and routines in a shorter, trial setting. It’s a chance to apply what you’ve learned in school (or through training) in a real job environment. This makes the jump to employment less daunting. In fact, the NDIS’s SLES program exists because having real work experience as a student or school leaver is a key predictor of getting a job after school. Trials and placements help bridge that gap.
• Building Skills, Confidence and Independence: There’s no better way to learn workplace skills than by actually being in a workplace. During a work trial, you’ll pick up practical skills related to the job (whether it’s using a point-of-sale system, handling tools, or following workplace procedures) and also soft skills like communication, teamwork, time management, and problem-solving. Just as important, you’ll gain confidence by successfully performing tasks and navigating a work environment. This confidence and independence will carry forward into future jobs. For a young person with disability, proving to yourself that you can do the job is a huge boost in self-esteem. Many SLES participants find that a few weeks of work experience makes them much more comfortable communicating with others and handling workplace routines.
• Demonstrating Abilities and Dispelling Stereotypes: Unfortunately, some employers may have misconceptions or doubts about hiring a person with disability. A work trial is your chance to showcase your abilities and bust those myths. By working side by side with others, you allow employers and colleagues to see your talents firsthand. You’re not just telling them you can do the job – you’re showing them. This helps break down stigma and proves that having a disability does not define your work performance. It’s not only about impressing one employer; it’s about changing attitudes. Every successful work trial by a young person with disability paves the way for more inclusive hiring. (As one disability employment site noted, work experience lets young people demonstrate strengths and “establish their worth to prospective employers,” while also boosting their own confidence and independence)
• Gaining Insight into Work and Career Preferences: Work trials are a fantastic way to explore different industries and roles. You might discover that you love working in a busy retail store – or conversely, that a quiet office suits you better. You’ll learn about workplace culture and expectations, which simplifies the transition from study to job life. This insight into what a job is really like can help you make more informed decisions about your career path. It’s much better to find out through a short trial that a certain field isn’t for you (or absolutely is for you) than to commit blindly or lose confidence. SLES providers like Next Gen often arrange multiple work trials or rotations so you can try a few fields and identify what excites you most. Every placement, even if it’s not “the one,” teaches you something about your interests and goals.
• Networking and References: Even if a work trial doesn’t end up in a job offer, it expands your network. You meet supervisors, co-workers and other professionals who can become valuable contacts and mentors. Impress someone during a trial, and they might act as a referee for you in the future or alert you to other job openings. Many jobs start with knowing someone – and your work trial puts you on the radar of people in the industry. At the very least, you can ask the employer for feedback or a reference letter after the trial. That reference and the experience on your résumé will strengthen your future job applications. In other words, no work experience is ever wasted – it all builds your employability.
• Pathway to Employment Success Stories: There are countless examples (including within Next Gen’s programs) of school leavers who turned a trial placement into a permanent role. These SLES employment success stories show that with the right support and determination, a temporary opportunity can blossom into ongoing paid work. According to recent NDIS reports, about one in four SLES participants achieve open employment upon finishing the program, and many others go on to further training or find jobs later. The numbers are steadily improving as more employers recognise the capabilities of young people with disability. Each success story often starts with a work trial where the individual proved their value. This means your work trial could be the beginning of your success story. And even if the immediate outcome is not a job, you are far more “work-ready” for the next opportunity. With perseverance, the experience gained will help you land a role.

(It’s worth noting that today there are more opportunities and better resources than ever for school leavers with disability to find work. Employers are increasingly open to diversity and recognising what you can contribute. So you’re entering the workforce at a time of positive change – use that to your advantage by seizing work trial opportunities and making the most of them.)

What to Expect During a Work Trial (For You and the Employer)

Understanding what’s expected during a work trial – both what’s expected of you as the participant, and what you should expect from the employer – will help you go in prepared and confident. Clear expectations on both sides ensure the trial is fair and productive.

Expectations for the Participant (You)

Professionalism and Effort: First and foremost, you will be expected to treat the work trial like a real job. Even if it’s short or unpaid, approach it professionally. This means showing up on time, following instructions, and putting in your best effort on every task. The employer is evaluating things like your reliability, attitude, and willingness to learn as much as your technical skills. Little things count – dressing appropriately for the workplace, being polite and respectful to everyone, and adhering to any workplace rules (like safety guidelines or phone usage policies) will demonstrate that you can fit into a work environment.

Supervision and Guidance: During a proper work trial, you should never be just left alone to figure everything out. Expect to be supervised or at least have a designated person (a supervisor or mentor) to go to for tasks and questions. You are there to learn and show you can learn, not to already know everything. The employer should give you clear instructions for each duty they want you to try. Don’t be afraid to ask questions if something isn’t clear – asking questions is expected (more on that later) and shows you care about doing things correctly. The point of a trial is to see how you perform with support, since as a newcomer you can’t be expected to master the job instantly.

Tasks and Responsibilities: The employer will likely have specific tasks or activities for you to perform that relate to the job’s core duties. For example, if you’re trialling in a café, they might have you shadow an employee to make a few coffees or serve a customer, under close watch. If you’re in an office trial, they might give you a small project or some files to organise. These tasks should be meaningful enough to demonstrate required skills, but not so critical or complex that an error would cause serious issues. You should expect to try a bit of everything that a new employee in that role would do (within reason for the short time). It’s normal to feel a bit nervous or make a few mistakes at first – employers know you’re new. Focus on listening carefully, doing your best, and showing improvement if corrected.

Evaluation and Feedback: Understand that you are being evaluated throughout the trial. This can sound intimidating, but think of it as them looking for reasons to hire you, not reasons to fail you. They’ll be observing things like how quickly you pick up tasks, whether you stay engaged or get distracted, how you handle any minor challenges, and how you interact with others. Sometimes an employer will give you feedback during or at the end of the trial. Other times, they might not say much if it’s informal – so it’s a good idea for you to ask for feedback (e.g. “Is there anything you’d like me to do differently?”) either during the trial or in a follow-up. We’ll cover asking for feedback as a strategy later. But in terms of expectations, be ready to accept feedback or critique constructively. They aren’t expecting perfection; they are looking at how you respond to coaching. Showing that you can adapt based on feedback will leave a very positive impression.

Your Own Learning: Also remember, you are evaluating the employer in a way – it’s your chance to see if this kind of work and environment suits you. So expect to learn a lot about yourself. Pay attention to how you feel about the tasks. Is this something you could do every day? Did you find the work interesting? Could you handle the workplace accommodations (or lack thereof) for your disability? Maybe you discover you’d need certain adjustments to do the job effectively – that’s useful information to have (and you can talk to your Next Gen coach about it). Treat the trial as a mutual fit assessment. You’re not obligated to take a job if offered and you find it’s not right for you or your needs. But during the trial itself, give it your all so you can truly experience it and so as not to burn any bridges.

Support and Accommodations: If you have any disability-related support needs, it’s reasonable to expect that some accommodations are in place during the trial. Likely, if this trial was arranged through SLES or a disability support provider, the employer has been informed of basic things (for instance, if you have low vision, they know to provide instructions verbally, etc.). You should have communicated any crucial needs beforehand (e.g. accessible parking, an adjusted schedule for medical reasons, assistive technology) either directly or through your Next Gen Youth Employment coach. During the trial, speak up if something is preventing you from doing your best – for example, if an adaptive tool isn’t working or you need a short break. It’s expected that you will advocate for yourself to the best of your ability. Employers are obliged to provide reasonable adjustments, and demonstrating that you know what you need (and can still perform well with those adjustments) actually gives them confidence in hiring you. So, expect to be treated with the same respect as any new worker, and expect to perform to the standards of the job with the right support in place. If you encounter any issues or misunderstanding regarding your disability, you can involve your Next Gen coach to help address it. The trial should be a safe, inclusive experience for you.

Expectations for the Employer

Providing a Structured Experience: From the employer’s side, they are expected to plan and supervise the work trial properly. A good host employer will have a plan for your time there – they know which tasks or departments to expose you to, who will supervise you, and what skills they want to see. They should treat you courteously and as a potential future colleague, not “free labour.” In fact, the Fair Work guidelines emphasize that if an employer needs more than a very brief demonstration, they should hire the person as a casual or put them on probation and pay them. This means reputable employers use work trials ethically: as genuine try-outs for real positions, not as a way to get unpaid work. You can expect the employer to adhere to those norms if Next Gen or another service arranged the trial – we vet our partner employers to ensure they offer supportive and fair trial environments.

Supervision and Safety: The employer must provide appropriate supervision and ensure a safe work environment for you. They won’t (or shouldn’t) just throw you into the deep end. You should be introduced to the team, shown around the workplace, and given any necessary safety briefing on day one. For instance, if there are safety rules or equipment, they’ll explain those. They are also responsible for your well-being while you’re on site, just like any employee. If you ever feel unsafe or unsure, you should expect that there’s someone you can ask for help. Employers typically assign a buddy or supervisor to keep an eye on you during the trial. All this is both an expectation and a legal duty (especially if you’re unpaid, they must supervise you at all times).

Evaluating Skills and Fit: The employer’s goal in a work trial is to assess two main things: can you do the job (or learn to do it), and will you fit in with the team/company culture? They will be looking at your skills in performing the tasks, but also your attitude and how you get along with others. Employers understand that for a school leaver, you might not have much work experience – so they’re not expecting a polished professional right off the bat. What they do expect is potential: a willingness to learn, the ability to follow directions, and a positive approach to work. They’ll also note if you show initiative or ask smart questions. Essentially, they’re asking themselves, “If we hire this person, will they be a good worker and colleague once we train them up?”

From your perspective, don’t be intimidated by this evaluation. Remember that employers want trials to succeed – they are hoping you’ll be great, because hiring a good candidate benefits them too! It costs time and effort to host a trial, so if they’ve invited you, it means they see promise in you. Keep that in mind and try to meet their expectations by demonstrating the qualities they’re looking for (we’ll detail how in the next section on strategies).

Open Communication: Another thing an employer should do is communicate with you (and possibly your support coordinator) about the outcome of the trial. If it’s a predetermined length (say one week), they should let you know at the end how you went and what the next steps are. Sometimes, they might tell you on the spot that they’d like to offer you the job (hooray!). Other times, they might say they need a few days to decide or discuss internally. In any case, it’s fair to expect feedback – even if it’s not detailed – such as “Thank you for your work, we’ll be in touch” or an honest, “We don’t have a role to offer right now, but we were impressed with X.” If you don’t get much feedback, it’s okay for you (or through Next Gen) to politely request feedback, so you can learn from the experience. Employers should be willing to provide at least a brief comment on your performance.

Hiring Decision Considerations: If the work trial was specifically for a vacant position, the employer will decide whether to hire you (or perhaps not hire anyone if it wasn’t a good fit). If they decide to hire you, typically they’d discuss terms of employment (hours, pay rate, start date) either with you or via your support provider soon after the trial. If they decide not to, it could be for various reasons – maybe they felt you weren’t ready yet, or maybe circumstances changed. It’s important not to be discouraged; instead, ask what you could improve, and treat it as practice for the next opportunity. Many employers, even if they can’t hire you right then, will keep your details or even recommend you elsewhere if you made a good impression. From Next Gen’s experience, employers often give positive references or referrals for trial participants who showed a great attitude, even if a job doesn’t materialise on the spot.

Inclusive Mindset: Since we’re talking about school leavers with disability, it’s worth mentioning that employers who offer work trials through programs like SLES are generally on board with inclusion. They have some understanding (or guidance from us) about how to accommodate a young worker with disability. You can expect them to be patient as you learn and to judge you on your abilities, not your disability. If you encounter any prejudice or barriers, that’s not acceptable – and you should inform your Next Gen Youth Employment coach immediately so we can address it or find a better placement. But ideally, the employer’s expectation is the same as yours: that you will be a productive, contributing team member, and their job is to give you the opportunity and support to shine.

By understanding these expectations, you can approach your work trial with confidence and clarity. You know what you need to do, and you know what a fair employer should do. That sets the stage for success.

(Before your trial starts, it’s also a good idea to prepare yourself – for example, researching the company, planning your transport, and getting enough rest. A bit of preparation can help you meet those expectations from day one. More on preparation in the next section.)

Before the Work Trial: Preparation Tips for Success

Proper preparation can make a huge difference in how well you perform during your work trial. Once you’ve secured a placement or trial opportunity, take some time before Day One to get ready. Here are some general tips to help you hit the ground running:

• Research the Company and Role: Knowledge is power. Do a quick research about the company where you’ll be trialling. What do they do or sell? How big are they? If you know what role or department you’ll be in, review any information you have about it. For example, if it’s a café, know their menu specials; if it’s an office, know the basic function of that department. You don’t need to be an expert, but knowing the basics shows initiative and can help you feel more confident. Plus, you might impress them with a little bit of insight or by asking informed questions. As one career advisor put it: make sure you know some basic facts – your mentor or manager could ask something and you don’t want to be caught totally blank. So, spend an hour looking at their website or any materials provided.
• Confirm the Details: A few days before the trial, confirm the important details. For instance, double-check your start date and time, the address of the workplace, who you should ask for when you arrive, and any dress code requirements. If this was organised through Next Gen Youth Employment, your coach will usually have given you this info, but it’s good to verify. If you have a contact person at the company (like the manager or HR rep), you can send a polite email a week prior saying you’re looking forward to starting and checking if they need anything from you (e.g. paperwork, IDs). This not only prevents any miscommunication (sometimes plans change), but also makes you look organised and enthusiastic.
• Plan Your Travel and Timing: Figure out how you will get to the workplace and how long it will take. Do a practice run if possible, or at least use a journey planner (for public transport) or GPS (for driving) to estimate commute time. Plan to arrive a bit early on your first day – around 10-15 minutes early is a good rule. This gives you a buffer for any unexpected delays (traffic, late bus, etc.). Being punctual from day one is crucial to showing reliability. Also identify what time you’ll need to leave home, and set alarms if you’re not a morning person. If you have any mobility or transport assistance in your NDIS plan, arrange those rides in advance. Knowing that your travel is sorted will reduce first-day nerves.
• Prepare What You Need to Bring: Lay out the things you’ll need for work. This might include appropriate clothing/uniform (clean and ironed if needed), comfortable and safe shoes, any assistive devices you use (like hearing aids with extra batteries, communication device, etc.), and a notepad and pen. It’s often good to carry a notepad to jot down instructions or feedback during the trial. If the workplace didn’t specify attire, aim for neat, clean casual or smart casual clothing that fits the environment (you can ask your Next Gen coach or the employer beforehand if unsure – better to ask than guess wrong). Also consider packing a simple lunch and water bottle, at least for the first day. You may not know the lunch arrangements or options available, so having your own lunch means you’ll definitely have something to eat and won’t be caught out if you only get a short break. Being a bit self-sufficient is always a plus.
• Get in the Right Mindset: It’s normal to feel nervous. Try to get a good night’s sleep before your first day so you’re as rested as possible. Remind yourself that you’ve got this – they chose you for the trial because they see potential in you. It’s okay to be new and ask questions. Think about some of your strengths and positive qualities you want to show. Some people find it helpful to do a bit of visualization: imagine yourself having a good day at the workplace, being confident and capable. Also, have a plan for stress management – if you start feeling overwhelmed, remember you can take a short breather (e.g. a bathroom break to compose yourself). If you have specific techniques (like breathing exercises or fidget tools) that help you manage anxiety, have those at the ready.
• Know Who to Contact: Save important phone numbers – for example, your Next Gen Youth Employment coach’s number and the employer’s contact. In case something unexpected happens (you wake up sick, or your train breaks down), you’ll need to inform them as soon as possible. Employers understand that life happens, but you must communicate promptly. On your first day, ask who you should call if for some reason you’re delayed or can’t come (like an “in case of emergency, who do I notify?”). Usually it’s a supervisor or the front desk. Knowing this shows maturity and responsibility. And of course, plan to avoid those issues – but it’s good to have a backup plan.
• Discuss Any Accommodations in Advance: If you haven’t already, ensure that any accommodations or adjustments you need have been communicated. For instance, if you require wheelchair access, make sure the workplace has it and knows you’ll need it. If you have sensory sensitivities, perhaps you and your coach have informed them and maybe arranged a quiet area or use of noise-cancelling headphones. Checking these before starting means day one will go smoother. It might feel awkward to bring up needs, but employers are generally willing to make reasonable adjustments – they just need to know what you require. By arranging it ahead of time, you can focus on working hard during the trial, not scrambling to solve an accessibility issue on the spot.

Doing this preparation will help you walk into the work trial with confidence. You’ll appear organised, responsible, and eager – all before you even begin the actual work. That first impression can really set the tone. Now, with expectations clear and preparation done, let’s move on to how you can shine during the work trial and increase your chances of turning it into a job offer.

Turning Work Experience into a Job: Strategies for Success

A work trial is essentially a foot in the door. Your mission is to turn that opportunity into a paid role. The good news is that many employers want to hire someone who proves themselves during a trial – it saves them the effort of recruiting externally. Your task is to convince them that you are that person. How? By demonstrating key qualities every employer values. Below are several strategies and tips on how to get hired after a work placement or trial. These apply whether you’re in a one-day trial or a month-long supported internship. Follow these guidelines to make the best impression possible:

• Be Punctual and Reliable – Reliability is often the number one trait employers look for, especially in young workers. From day one of your trial, show that you can be counted on. Arrive on time (or a few minutes early) every day, return from breaks as scheduled, and consistently be where you’re expected to be. If your trial runs over multiple days, maintain excellent attendance – no calling in sick unless you truly are ill, and if so, notify the employer as early as possible. Being reliable also extends to small things like meeting any mini-deadlines you’re given or completing tasks within the expected time. When you prove your punctuality and consistency, you build trust. The employer starts thinking, “OK, they take this seriously – they show up and follow through.” Many managers will tell you they value a dependable worker over a wildly skilled one who isn’t reliable. So, by simply being consistently present and timely, you’re ticking a huge box towards getting hired. (Practical tip: Use alarms, calendar reminders, or your coach to help manage time if that’s a challenge for you. Next Gen can also help you develop strategies to improve timeliness and routine – skills that will serve you well in any job.) Being reliable during your trial shows that if they hire you, you’ll be a safe bet – someone who will come to work every shift and stick around. Demonstrating reliability and consistency is key to turning a trial into a job offer.
• Maintain a Positive Attitude – Attitude can make or break your work trial. Employers understand that skills can be taught, but a positive attitude comes from within. So, show enthusiasm and positivity throughout your placement. This starts with simple things: smile (when appropriate), greet people cheerfully, and show genuine interest in the work. If someone asks you to do something, respond with a can-do “Sure, I’d be happy to!” rather than appearing reluctant. Avoid negative comments about tasks or looking bored. Be eager, even for mundane duties – remember, everyone often starts with basic tasks. Your willingness to tackle anything with a good spirit will impress. Also, be respectful and polite to everyone you meet, from the boss to the cleaner. Employers hire for “fit” as much as for skill; they want someone who will contribute positively to the team environment. By demonstrating a friendly, optimistic attitude and treating the trial as a exciting opportunity (rather than a chore), you’ll stand out. One piece of advice often given to interns is never act like any task is beneath you. In a trial, you might be asked to do small or tedious tasks – filing papers, fetching something, cleaning up – take it in stride and do it well with a good attitude. This shows humility and teamwork. A positive attitude also means being resilient: if you make a mistake or something goes wrong, don’t get discouraged or angry. Stay calm, be solutions-focused (“Oops, let me fix that”), and keep smiling. Employers will notice that you can handle setbacks with grace. Overall, being enthusiastic, courteous, and eager sends the message that you’d be a great person to work with, which is exactly what they want.
• Work Hard and Give Your Best Effort – Treat the work trial like it’s a paid job you really want to keep. That means put in your full effort at all times. Even if the task is small, do it to the best of your ability. Show initiative by keeping yourself busy – if you finish one task, you might tidy up your work area or politely ask if there’s anything else you can help with. Employers love to see a strong work ethic. It’s often said that during a trial or internship, you should “act like you’re already part of the team.” If you see coworkers are very busy, for instance, and you have a free moment, offer to assist if you can (“Would you like me to help with that? I have a few minutes free”). This kind of proactive help demonstrates dedication. Additionally, pay attention to detail and aim for quality in your work. For example, if you’re tasked with stocking shelves, arrange items neatly and correctly; if you’re doing data entry, double-check your entries for accuracy. Consistently delivering high-quality work – even in simple tasks – shows that you take pride in what you do. On the flip side, avoid slacking off or being on your phone (unless it’s part of the job) – nothing will kill a hiring chance faster than looking disengaged or lazy. Hard work gets noticed. When employers see you going above and beyond, staying busy, and contributing as much as you can, they’ll think “this person is a real asset – imagine what they could do if we hire them full time.” In short: treat the trial like a long interview where every hour is an opportunity to showcase your work ethic.
• Show Initiative (Be Proactive) – Initiative is about doing things without being asked, once you understand your role. Employers absolutely love when a trial candidate shows initiative because it demonstrates motivation and problem-solving. Here’s how you can do that: If you complete your assigned task and have downtime, don’t just sit idle – ask for another task or find a small way to help. For instance, “I’ve finished entering those records. Is there anything else you’d like me to do, or should I start organizing those files over there?” This signals that you are eager and not afraid to take on more. If you spot something that needs doing – say a workspace that could use tidying, or a customer waiting unattended (and it’s appropriate for you to help) – go ahead and address it if you can do so safely and correctly. Use good judgment; you don’t want to overstep or do something you’re not trained for. But within your scope, stepping up where you see a need is great. Ask questions that show curiosity about the business: “I noticed how you did X, what’s the reason for that process?” – this shows you care about the bigger picture. Another aspect of initiative is coming up with ideas. As a newcomer, you might have a fresh perspective – if you have a helpful suggestion and it’s appropriate, you could share it (“I was thinking, would it save time if we did Y? What do you think?”). Even if they don’t adopt it, you’ve shown that you’re actively thinking about improvements. One caution: be proactive but not pushy. There’s a balance – you should always stay respectful of the supervisor’s directions. Take initiative within the boundaries of what’s expected. When an employer sees you don’t need to be micromanaged, it builds their confidence in you. They might think, “This candidate takes ownership and will be a self-starter – exactly what we need.” In essence, being proactive and showing initiative during your work trial can turn you from “just another trainee” into a standout potential hire.
• Ask Questions and Be Willing to Learn – Some people hesitate to ask questions in a work trial because they fear it might make them look inexperienced. But here’s a secret: asking thoughtful questions actually makes you look better. It shows you’re engaged and eager to learn the right way. Employers prefer you clarify something rather than guess and get it wrong. So, if you’re unsure how to do a task or why something is done a certain way, politely ask. For example, “Could you show me how you’d like this documented?” or “I’m not familiar with this tool – could you walk me through it?” This shows humility and willingness to learn, which are great traits. Also, asking questions can demonstrate your interest. If appropriate, ask about the business or team: “How long have you been working here?” or “What do you enjoy most about this job?” Building small rapport and showing curiosity can help you connect with coworkers. During tasks, if something isn’t clear, it’s far better to speak up than to stay silent and make a mistake – no employer will fault you for seeking clarity. Just be sure to listen carefully to the answers so you don’t ask the same question repeatedly. You can even take quick notes to remember instructions (that shows extra diligence). Another aspect is to invite feedback through questions: “Is this the way you’d like it done, or should I do it differently?” This kind of question not only ensures you’re meeting expectations but also subtly reminds them that you care about doing it right. Overall, demonstrating a willingness to learn is crucial. Employers know you’re young and new; they aren’t testing what you already know as much as seeing how quickly you can learn. If you show that you can absorb new information, adapt and improve, that’s golden. As one internship mentor said, approach each day with enthusiasm and a willingness to learn – that leaves a lasting impression. Being coachable and curious is a trait of a great employee in the making.
• Seek Feedback and Use It to Improve – During your work trial, actively seeking feedback can set you apart as mature and growth-oriented. Don’t wait until the very end to find out how you did. After you’ve been on the job for a little while (say, halfway through a multi-day trial, or at least at the end of your first day in a shorter trial), consider asking your supervisor something like, “Thanks for having me today. I’d love to know if there’s anything I could improve or do differently as I continue?” This question shows you care about your performance and are open to critique. Many managers will appreciate this proactive approach. When you do receive feedback – whether you asked for it or they just offer it – take it graciously. Avoid getting defensive or making excuses. Even if it’s something small (“You were a bit quiet with customers, try to greet them more confidently”), nod, acknowledge it (“That’s good to know, I will work on that, thank you”), and then make a real effort to improve on that point the next time. Demonstrating that you can adapt based on feedback is extremely powerful; it proves you’re teachable. One career article noted that using feedback effectively and showing you can adapt and grow from it enhances your reputation as a responsive and growth-oriented individual. It basically says to the employer: “If I hire this person, they’ll improve and become even better over time.” On the flip side, if you never seek feedback or shrug it off, the employer might worry you’re not interested in learning. Even if the feedback is generally positive, asking for it can invite them to share more thoughts and maybe even praise (“Actually, you’re doing well. Keep it up!”). That can give you confidence and give you a sense of where you stand. If you have a Next Gen Youth Employment coach supporting you, they might also get feedback from the employer and relay it to you, which can be helpful. But hearing it directly and responding professionally is a great skill to practice. In summary: ask for feedback, listen carefully, and show that you can implement suggestions. This maturity will not go unnoticed when they consider you for the job.
• Be a Team Player and Communicate Well – Fitting into the team can be a big factor in whether you get hired. Employers often ask their staff how they felt about the trial candidate. You want your potential coworkers to say, “Yeah, they were great to work with.” To achieve that, be friendly and respectful to everyone. Introduce yourself early on if appropriate (“Hi, I’m Sam, I’m here on a work trial this week.”). Learn people’s names if you can (you might not remember all, but try for those you interact with directly). Show that you’re willing to help others and collaborate. For example, if you’re working alongside another staff member, you can ask, “Is there anything I can do to make this easier for you?” or if you finish a group task, thank them for guiding you. Communicate clearly – let people know if you’ve completed a task or if you need assistance. Good communication also means listening carefully when someone is explaining something, and asking questions (as mentioned) if unclear. Try to read the room: if colleagues are very busy, you might save your non-urgent questions for a better time. If the workplace has a certain culture (casual and chatty, or more formal), try to adapt to that style. Essentially, show interpersonal skills: smiling, making eye contact, saying thank you, and maybe a bit of appropriate small talk can help people see you as part of the team. Also, be mindful of boundaries – being a team player doesn’t mean taking over or stepping on toes. It means cooperating and showing respect. If you have a disagreement or something goes awry, handle it calmly and maturely (which might simply be deferring to the staff’s way of doing things since you’re the newbie). Employers will notice if you gel well with their crew. They know that skills can be taught, but someone who’s awkward or antagonistic with the team is harder to place. So, make an effort to integrate socially: join colleagues in the lunch room if invited, listen more than you talk at first, and find common ground (maybe you all barrack for the same footy team, or you like the same music – these little connections can leave a warm impression). In summary, demonstrate good teamwork and communication, because employers hire people who others want to work with.
• Let Your Interest in the Job be Known (Tactfully) – If you’re truly enjoying the work trial and would like to continue as a paid employee, don’t keep it a secret. Employers aren’t mind readers; a common mistake trial candidates make is assuming that if they work hard, the employer knows they want the job. Sometimes employers are unsure if you’re interested or just happy for the short experience. So, find an appropriate moment to express your enthusiasm for the role and the company. This can be during the trial (“I really like working here so far; I’d definitely be interested in opportunities in the future.”) or at the end of your trial period. You might say to your supervisor, “Thank you for this opportunity – I’ve learned a lot and I’ve really enjoyed the work. I would love the chance to stay on in any capacity if possible. Please keep me in mind if any positions open up.” This kind of statement lets them know clearly that you’re keen. As the Next Gen Youth Employment blog suggests, let your supervisor know (tactfully) that you love the work and would be interested in any upcoming openings if they felt you were a good fit. It’s polite and frames it in a way that also asks for their assessment. Being straightforward about your intentions can actually tip the scales – if they were on the fence about you, your expressed enthusiasm might convince them, because employers want to hire someone who wants to be there. It also opens the door for them to discuss next steps. Maybe they’ll respond with, “We’ve been happy with you too; let’s talk tomorrow about possibilities.” Even if they don’t have an immediate vacancy, you’ve made it known you’d like to be considered, so they might refer you to another employer or remember you when something comes up. One important note: be tactful and professional in how you express interest – you don’t want to sound like you assume you’ve got the job, nor do you want to beg. Just be genuine about enjoying the experience and keen to contribute longer-term. Most managers will appreciate the clarity. It can be as simple as, “If there’s a chance to continue working here after this trial, I’d be very excited. I really like the team and the work.” That’s a positive, assertive statement of interest. Expressing your desire to be hired shows confidence and commitment, which can help set you apart from someone who finishes the trial without saying anything and leaves the employer guessing. Remember, you’re trying to convert this trial into a job – so ask for it (politely)! You have little to lose by stating your interest, and potentially a lot to gain.
• Follow Up and Stay Connected – After the formal part of your work trial is completed, don’t let that be the end of the story. Regardless of whether an immediate job offer is made, it’s good practice to follow up with the employer. At minimum, send a thank-you email or message to your supervisor or the person who arranged your trial. Thank them for the opportunity, mention something positive you got out of it (e.g. “I learned a lot about customer service and really enjoyed the experience”), and if you haven’t already discussed it in person, reiterate that you’d be very interested in any future opportunities with them. This polite follow-up leaves a strong final impression – it shows professionalism and gratitude. If they haven’t given you an answer about hiring yet, this message can gently remind them of your interest while also demonstrating your good manners. In the email, you might also ask for feedback if you haven’t received any (“If you have any feedback for me, I’d love to hear it as I continue to develop my skills.”).

If you got along well with certain colleagues or a manager, you might consider asking to connect on LinkedIn or exchange contact info (with permission and where appropriate). That way you’re in their network. Sometimes, even if a job isn’t available immediately, something opens later – and if they have your contacts or see you on LinkedIn, they might reach out.

Staying connected can also mean checking in after some time. Let’s say they told you “not right now” about a job. There’s no harm in sending a friendly email a month or two later, saying you’re still very interested and updating them if you’ve done any further training or work in the meantime. This keeps you on their radar without being pushy (just don’t overdo it – occasional check-ins are fine).

Additionally, use your Next Gen Youth Employment support: your coach can also follow up with the employer on your behalf to get feedback and see if there’s any chance of a role. Sometimes employers might be more frank with the support provider about what their hiring plans are. Next Gen can then share that info with you and strategise next steps, whether it’s pursuing that job or moving on to the next opportunity.

Finally, even if the trial didn’t lead to a job, maintain a positive relationship. Thank them in person on your last day (“Thank you for having me, I really appreciated the experience.”). Leave with a smile and handshake (if culturally appropriate). This could turn into a referral or reference. Employers talk – especially within industries – so you want them to remember you fondly. If they meet another employer who’s looking for a keen young worker, you want them to say “We had this great SLES trainee last month, they weren’t right for us only because we had no spots, but they’d be great for you.”

In short, don’t vanish without a word when your trial ends. Follow up, express gratitude, and keep the connection warm. This professionalism can often tip the scales in your favour for getting hired, either immediately or down the track. Many a work trial has turned into a job weeks later because the candidate stayed in touch and the employer’s circumstances changed, opening up a position. So, keep that door open!

By applying these strategies – reliability, positivity, hard work, initiative, communication, feedback, teamwork, expressed interest, and follow-up – you significantly boost your chances of turning a work trial into a job offer. Think of your trial as a prolonged interview where every day you’re adding evidence in your favour. You want the sum of that evidence to scream “Hire me, you won’t regret it!” Many of these tips are common-sense, but it’s the execution that counts. It might sound like a lot to remember, but these behaviors often flow naturally when you approach the experience with the right mindset: treat others well, show your best self, and act as if you are already part of the team. Do that, and you’ll create the kind of impression that makes employers say, “We have to find a spot for this person.”

(One more thing: even if the trial doesn’t lead to a job at that employer, don’t be discouraged. You can consider it a win for the experience gained. Analyse what you learned, ask your Next Gen coach for help on any weaknesses identified, and apply it to the next opportunity. Sometimes it takes a few trials or interviews to land a job. Each one makes you better. Stay positive and keep building your skills – success will come.)

How Next Gen Youth Employment Can Support You from Trial to Employment

Navigating the journey from a work trial to a paid role can be challenging, but you don’t have to do it alone. Next Gen Youth Employment is here to help young people with disability at every step of this crucial transition. As a specialised SLES provider and youth employment service, Next Gen’s mission is to unlock your potential and support your goals. Here are some of the ways we assist school leavers through work trials and into permanent employment:

• Personalised Coaching and Skill Building: Before you even start a work trial, Next Gen works with you one-on-one to build your job readiness. This includes helping you develop soft skills like communication, time management, teamwork and problem-solving – the very skills you’ll showcase during a trial. We also make sure you understand workplace expectations (like those discussed above) so you go in prepared. Need help with your résumé or practicing interviews? We’ve got you covered. By the time you start a placement, you’ll feel confident that you know how to act professionally and put your best foot forward.
• Finding the Right Opportunities: One of the biggest hurdles is finding suitable work experience opportunities in the first place. Next Gen Youth Employment has a network of inclusive employers and partners (like social enterprises and forward-thinking businesses) ready to give young people a chance. We match you with work trials or placements that align with your interests and goals. Love animals? We might find you a trial at a pet care business. Into tech? Perhaps an IT support internship. We aim for placements that genuinely interest you, because that’s where you’ll thrive. Our team spends time tailoring roles and connecting with employers, which, as data shows, leads to better job outcomes. We basically act as the bridge between you and employers, often “talking you up” and highlighting your strengths so that employers approach the trial with positive expectations.
• On-the-Job Support and Mentoring: During your work trial, Next Gen remains in your corner. Our coaches can provide on-site support or check-ins as needed. For example, we might come with you on the first day to introduce you and ensure everything is set, or quietly observe to make sure the environment is right. We educate employers on how to best support and include you. If any issues arise (maybe you feel unsure how to handle a task or there’s a miscommunication), you can talk to your coach and we’ll help sort it out with the employer. Think of us as your mentor and advocate – we want the trial to be successful and stress-free for you. Knowing you have someone to turn to can boost your confidence to take initiative and try your best (you focus on shining; we’ll handle any tricky conversations if they’re needed). By fostering understanding on both sides, Next Gen helps create a smooth, positive work trial experience for you.
• Feedback and Growth: We don’t just place you and disappear. Next Gen will actively seek feedback from the employer throughout and at the end of the trial. We’ll sit down with you to discuss what went well and what could be improved, in a constructive way. This debrief is so valuable – it helps you learn and grow. If the employer has concerns, we address them; if they have praise, we celebrate it! In cases where the trial didn’t lead to a job, we use the experience to refine your job development plan. Maybe you discovered you need to build a certain skill more – we’ll arrange training for that. Maybe you realized the retail environment was too overwhelming – we’ll explore a quieter setting next time. Continuous improvement is the name of the game, and we’re right there with you making it happen.
• Transition to Employment (Getting Hired): When your work trial is a success and the employer is ready to hire, Next Gen Youth Employment helps facilitate that transition. We can assist in discussing employment terms, ensuring any required workplace accommodations are set up, and even helping with initial onboarding if needed. If the employer needs guidance on accessing support (like wage subsidies or workplace modifications through government schemes), we provide that information. Our goal is to make the hiring process as easy as possible for both you and the employer. Even after you secure a job, Next Gen can continue to provide post-placement support for a period – sort of like training wheels as you settle into your new paid role. We’re available to troubleshoot any challenges in the first months of work, to ensure that your employment is sustainable and successful in the long run.
• Advocacy and Inclusive Employment: On a broader level, Next Gen works to create more inclusive workplaces in the community. We educate employers about the benefits of hiring young people with disabilities, address their concerns, and showcase success stories of participants who have excelled. This advocacy means more employers are willing to offer work trials and jobs to our participants. For you, this translates to a wider array of opportunities and entering workplaces that are predisposed to support you. We have seen time and again that when employers give these work trials a chance, they’re often very impressed – and that helps not just you but the cohort following you. We pride ourselves on fostering those employer relationships. In the words of our own team, by fostering relationships between job seekers and employers, SLES providers enhance the chances of successful employment outcomes for school leavers. We certainly strive to do that every day.
• Continuous Guidance and Career Planning: Maybe your work trial helped you realize you want to pursue further training or a different path – Next Gen can help with that too. Our support isn’t one-size-fits-all; it’s person-centered. If the “paid role” you want after the trial requires, say, a TAFE course or a certification, we integrate that into your plan. If you didn’t land a job this time, we boost your skills and confidence for the next try, keeping your morale up. We celebrate your wins and help you learn from setbacks, acting as a stable backbone in the often unpredictable journey of young adult employment. Importantly, we also involve your family or other supporters (with your permission) in celebrating your progress and ensuring you have a strong support network.

In essence, Next Gen Youth Employment is your partner in turning work trials into triumphs. Our coaches and programs are tailored to make sure you don’t slip through the cracks. We believe every young person deserves the chance to show what they can do, and with the right support, they can exceed expectations. This collaborative approach – you putting in the effort, and us providing guidance and opportunity – leads to more and more SLES success stories where participants move into paid roles and flourish. We measure our success by your success; nothing makes us happier than seeing a participant go from timidly starting a placement to confidently earning a paycheck in a job they love.

Your Roadmap to Success – Let’s Make It Happen!

A work trial can indeed be the bridge from school life to a fulfilling job. You’ve learned what a work trial entails, why it’s such a valuable stepping stone, and how to approach it with the mindset and strategies of a future star employee. By being reliable, enthusiastic, proactive, open to learning, and well-supported, turning a work trial into a paid role is an achievable goal – one that many before you have accomplished. Remember, every expert was once a beginner. This trial is just the beginning of your journey into the working world.

If you’re a school leaver with disability (or supporting one) and you want to give yourself the best chance of success, consider enlisting the help of Next Gen Youth Employment. We specialise in helping young people turn work experience into a job through personalised coaching, real-world opportunities, and ongoing support. Our team can guide you from that first day of work trial all the way to signing your contract as a paid employee – and beyond.

Contact Next Gen Youth Employment for more information and assistance. We’re here to answer your questions, help you access SLES funding if you have an NDIS plan, and create a tailored plan that suits your strengths and aspirations. Whether you need help finding a work trial, developing the skills to shine, or advocating for yourself in the workplace, Next Gen can help.

Your future is bright, and the roadmap is in front of you. A work trial could be the start of something amazing – a chance to prove yourself and kick-start your career. With determination, the strategies you’ve learned in this guide, and the right support from programs like Next Gen Youth Employment, you can go from work trial to paid role, and keep climbing toward your dreams. Every big journey starts with a first step – so let’s take that step together. Your career journey starts now, and Next Gen is excited to be part of it!