“Nobody wants to work anymore.”
It’s a phrase most of us have heard at some point over the past few years.
Whether it’s in the news, on social media or around the workplace, there seems to be a growing perception that younger generations simply aren’t interested in working.
But what if we’ve got it wrong?
A recent government commissioned review into youth employment paints a very different picture. Nearly one million young people in the UK are currently not in education, employment or training, yet the overwhelming majority say they want to work, earn and build a future. The issue isn’t a lack of ambition. It’s a lack of opportunity.
The reality behind the headlines
It’s easy to look at rising numbers of economically inactive young people and assume there is a motivation problem.
The evidence suggests otherwise.
According to the review led by former minister Alan Milburn, around 84% of young people who are currently outside education and employment want to be working or training. Rather than choosing not to participate, many are struggling to find a route into the workplace.
That’s an important distinction.
When businesses assume that younger people are unwilling to work, they risk overlooking a generation that is actively looking for opportunities but facing barriers to entry.
The disappearing first rung of the ladder
For many people, their first experience of work came through a Saturday job, a summer role or an entry level position that required little or no experience.
Those opportunities are becoming less common.
The review highlights a significant decline in traditional entry-level work. Apprenticeship starts for young people have fallen over the past decade, while many lower-skilled and intermediate jobs have disappeared altogether.
The result is a difficult paradox.
Employers often want experienced candidates, but young people need someone to give them that first opportunity before they can gain experience.
The economics of entry-level recruitment
Another factor that cannot be ignored is the impact of rising employment costs. Significant increases in the National Minimum Wage have improved earnings for many workers, but they have also narrowed the gap between inexperienced employees and those with years of experience.
In some sectors, employers are now paying relatively similar rates for someone entering the workforce as they are for someone with proven skills and a track record. Faced with higher wage bills, National Insurance increases and other employment costs, some businesses naturally become more selective and may favour experienced candidates who can contribute immediately.
While higher wages are welcome for workers, policymakers must also consider how businesses can continue to justify investing in young people who need training, support and time to develop.
Creating opportunities for young people is not solely the responsibility of employers. Policymakers must ensure that labour market regulations and employment costs do not unintentionally discourage businesses from taking a chance on inexperienced candidates.
Have expectations changed?
Yes, but perhaps not in the way many people think.
Today’s younger workers often place greater importance on flexibility, wellbeing, development opportunities and workplace culture than previous generations.
Some employers interpret this as a lack of commitment.
In reality, it may simply reflect changing attitudes towards work and life.
Every generation has different expectations. The workplace has changed dramatically over the past twenty years, and employee priorities have evolved alongside it.
Wanting a healthy work-life balance does not mean someone lacks ambition.
The role employers can play
Businesses cannot solve the youth employment challenge on their own, but they can make a meaningful difference.
That might mean:
- Looking beyond experience alone
- Investing in training and development
- Offering apprenticeships and work placements
- Creating genuine entry-level opportunities
- Focusing on potential rather than perfect CVs
Experience isn’t everything
In recruitment, it’s easy to focus on qualifications, previous job titles and years of experience. While these factors certainly have their place, they don’t always tell the full story.
Some of the most successful employees start with little or no direct experience in a particular role but bring valuable transferable skills, a positive attitude and a willingness to learn.
We’ve seen this within our own business. Some of our most successful recruitment consultants joined us without a background in recruitment at all. What they did have were strong communication skills, resilience, a customer-focused mindset and the ability to build relationships.
Given the right support and training, they have gone on to build successful careers in recruitment, proving that potential and attitude can often be just as important as previous experience.
Perhaps that’s one of the biggest lessons for employers. If we continue searching for candidates who tick every box, we may miss talented individuals who simply need an opportunity to prove themselves.
A talent pool we can’t afford to ignore
At a time when many sectors continue to report recruitment challenges, dismissing an entire generation as work-shy is unlikely to solve the problem.
Young people represent the future workforce.
The question is not whether they want to work.
The question is whether employers, educators and policymakers are doing enough to help them get started.
Looking beyond the CV
If nearly a million young people are struggling to find their place in the labour market, perhaps it’s time to stop asking what’s wrong with them and start asking what barriers are standing in their way.
The businesses that will succeed in the years ahead are likely to be those that recognise potential, invest in development and remain open to talent from different backgrounds.
At 24-7 Staffing, we help employers identify candidates with the right attitude, transferable skills and potential to succeed. If you’re struggling to fill vacancies, get in touch with our team to discuss how a different approach to recruitment could help.
