Economic uncertainty and changes in the world of work have resulted in one in four A-level students opting for apprenticeships over university — and now there are signs that more GCSE pupils are following suit too.
In 2023, just 4 per cent of 16 and 17-year-olds went into employment on leaving school. This year, however, there has been a surge of interest in “straight from school” jobs.
The early careers platform higherin.com reports a near-doubling of inquiries into Level 3 apprenticeships, which are designed for young people leaving school post-GCSEs. The strongest uplift is for white-collar apprenticeships in industries such as tech, law, banking and engineering, with ambitious teenagers keen to secure a job and start climbing the career ladder.
The number of young people considering engineering apprentices post-GCSE is up 48 per cent, banking inquiries have jumped 40 per cent and interest in tech roles has rocketed by 64 per cent.
“We’re witnessing a significant shift in how young people view their career paths post-GCSEs,” Oliver Sidwell, co-founder of higherin.com, says. “With university fees continuing to climb, increasing competition for places and growing concerns about graduate employment prospects, today’s students are making pragmatic choices.”
Sidwell believes that gaining hands-on work experience and earning while learning through apprenticeships can provide a more direct pathway to career success, often with less financial burden and better job security upon completion.
“Nothing accelerates personal development like workplace responsibility. They’re learning what actually matters in their chosen field, not what might be relevant,” he adds.
It’s a trend witnessed too by Dan Miller, founder of Young Professionals UK, which places school-leavers into professional apprenticeships. Miller reports a “huge rise” in 16 and 17-year-olds eager to explore alternative routes into the world of work, fuelled by social media.
“The increasing online visibility of successful apprentices and young entrepreneurs are reshaping what success looks like for this generation,” he says. “Social media, school outreach and employer transparency have armed students with more information than ever before. Today’s students are more financially conscious and career-savvy; they want real-world experience, financial independence and faster progression.”
For young people taking the bold move to work from 16, the advantages are clear. They enter the workforce with zero debt, earn from day one and gain real-world experience while their peers are still in classrooms. By the time their university peers enter the job market at 21, apprentices already have up to five years of industry experience, established professional networks and clear progression paths within their sector.
However, it’s not all positive. Sidwell cautions that the early career path can feel “narrower” initially, with young people required to be “confident” in their chosen career direction.
As managing director of the specialist site Not Going To Uni, Conor Cotton believes the Gen Z cohort entering the workforce have a very different view from that of their parents.
“The attitude towards apprenticeships has changed. They are no longer viewed as ‘second best’ or a back-up plan; they’re now seen as a credible and valuable route into skilled careers,” he says.
With more employers opening up career opportunities for GCSE leavers, Cotton feels these organisations are “shaping the future workforce”.
“When GCSE leavers are supported with the same care, development and culture as any other new hire, they go on to become some of the most loyal, skilled members of your team.”
How to hire a school-leaver with a degree of ambition
Considering hiring school-leavers at 16? Here are the top tips for employers from Oliver Sidwell, co-founder of higherin.com.
Invest in people properly from day one. This is about building your future workforce. The employers that get this right see exceptional loyalty and performance because these young people will genuinely grow up within your company culture.
Create structured onboarding and mentorship programmes. Pair each new hire with an experienced colleague who can guide them through both the technical aspects of the role and workplace norms. Remember, for many of these young people, you’re their first professional experience — what you teach them about work culture will stick with them throughout their careers.
Set clear expectations and provide regular feedback. At 16 to 17, these employees are incredibly adaptable and eager to learn, but they need guidance on professional standards and performance expectations.
Think long-term with progression pathways. Map out realistic career development routes and communicate these clearly. Show them where they could be in two, five or ten years.
Be prepared to challenge preconceptions within your organisation. Some colleagues might initially underestimate what these young hires can contribute. Create opportunities for them to showcase their skills and fresh perspectives. Often, they’ll bring exciting insights.
‘It’s a debt-free route into a respected profession’
Jordan Smith joined a chartered accountancy practice after finishing his GCSEs
On finishing his GCSEs aged 16, Jordan Smith joined the chartered accountancy practice Whitings LLP as a trainee accounts technician through the specialist apprenticeship provider First Intuition. He started a Level 2 AAT apprenticeship in September 2018 and progressed through to the degree equivalent Level 7 apprenticeship, completing his ACA accountancy qualifications in July last year.
Now 22 and a fully qualified senior accounts technician, Jordan, from March in Cambridgeshire, said: “The apprenticeship has massively boosted my development. I’ve gained a vast amount of experience while working and studying, and it’s all been funded by my employer.
“A Level 7 accountancy apprenticeship is a no-brainer. It’s a debt-free route into a highly respected profession, with real experience and top qualifications along the way. The apprenticeship has opened up so many doors. I’m ready to take on more responsibility and grow my value within the firm.”
Working week
AI-generated receipts are difficult to detect
It may be the most innovative use of AI in the workplace yet, as finance professionals warn that tools such as ChatGPT are being used to create fraudulent expenses receipts. New research shows nearly a third of finance professionals are unable to identify fake AI-generated expenses, and a third of firms have encountered them. Gary Hall from Medius, which conducted the study, said: “We’re at a tipping point. When AI-generated documents are indistinguishable from the real thing, legacy finance systems simply can’t cope.”
‘Epiphany’ posts are turn-off for top talent
C-suite staff are being warned that their LinkedIn posts could lessen their chances of hiring top talent. Kate Morgan, an executive recruiter at Boston Human Capital, explains: “As leaders, promoting yourself authentically matters but the flood of dramatic ‘epiphany posts’ on LinkedIn can backfire. When every minor moment becomes a staged lesson with a glamour shot, it can come across as self‑absorbed. Potential hires are watching, and posts that feel performative can make top talent question whether your company is the right place to grow.”
Men’s health policies absent at large firms
While most large employers offer specialist women’s health support, a new report from Brightmine shows there is a long way to go to reach equality for men’s health. Despite 69 per cent of employers running at least one initiative to support men’s health, not a single organisation surveyed had formal men’s health policies in place. Stephen Simpson, a spokesman, said: “While mental health and menopause support have gained traction in recent years, men’s health continues to lag behind.”
Miserable millennials ‘too old’ to retrain
Two in five millennials want to change careers but believe they are “too old” to retrain, a new study suggests. Men are more likely than women to stay put, with seven in ten feeling like they’re stuck in their job until retirement, the Nottingham Trent University research found. Staff in research, pharma and engineering are the most miserable in their career. However, two thirds say they would remain in their role if their employer invested in their development.
Appointment of the week
The South Bank Employers’ Group is recruiting five new members to its board of directors. The member-led, not-for-profit company coordinates and directs significant collective investment across the South Bank and Waterloo neighbourhood, making it an internationally important destination, economic powerhouse and neighbourhood with diverse business, residential and student communities.
The new appointees will need the right skills and experience to ensure that the South Bank Employers’ Group works towards its vision, achieves its corporate goals and objectives, and supports and enhances the work of the team.
You do not need to be based in the South Bank area to be a board member but will need to demonstrate why you are interested in the opportunity.
Applications are welcomed from candidates with diverse skills and backgrounds, and the South Bank Employers’ Group is particularly keen to hear from candidates with experience in sustainability, marketing, human resources and legal.
To apply, visit appointments.thetimes.com for full information. The deadline for applications is 5pm on Monday, September 22.