05/06/2026
You don’t get to complain about talent shortages while ignoring where talent comes from.
There's lots of talk about “supporting young people” with very little structural change.
So let’s focus on what genuinely moves the needle.
1. Rethink “Entry-Level”
If a role requires experience, it isn’t entry-level.
Employers need to be honest about this and either:
- reduce unnecessary requirements
- or invest in training from the ground up
Potential is not visible on a CV. It has to be developed.
2. Build Real Pathways, Not Token Opportunities
Work experience and internships can be valuable, but only if they lead somewhere.
Unpaid roles or vague placements often do more harm than good, especially for those who can’t afford to work for free.
Clear progression matters.
3. Invest in Early Talent
Apprenticeships, traineeships, and junior roles are not charity.
They are long-term talent strategies.
Businesses that invest early tend to retain better and build stronger teams over time.
4. Create Human Hiring Processes
Application processes can be unnecessarily complex and impersonal.
For someone already lacking confidence, this becomes a barrier.
Simple changes help:
- clearer job descriptions
- feedback after interviews
- less reliance on rigid experience criteria
It’s not about lowering standards. It’s about making them reachable.
5. Partner with Education and Communities
Employers don’t need to solve this alone.
Working with schools, colleges, and local programmes creates visibility and access.
If young people don’t know your opportunities exist, they won’t apply for them.
