The UK’s Hidden Talent Pool

Recent research conducted by Avado, found that a staggering 12 million+ people are expected to leave their jobs in the next three months, with over half (54%) of these people aged between 16 to 24-year-olds.

One of the major contributing factors for this was the lack of value organisations placed on personal growth and development. Nearly a quarter of respondents aged 16 to 24 reported they felt this wasn’t taken seriously enough.

It is often reported that the UK has a skills crisis on its hands, but the UK is home to an abundance of talent that remains largely untapped. From my experience, much of this talent lies in this younger group which is why it’s critical businesses recognise and address the legitimate concerns of those starting out on their career paths.

Young people are eager to showcase their talent, expand their knowledge, and make a living while doing so.

One of the fundamental challenges many young people face is getting their start in their chosen industry. Many entry-level job schemes require a university degree which fundamentally risks eliminating and alienating a large cohort of capable young people and narrowing the careers paths available to them from the outset.

For many, career paths are determined by decisions made immediately after leaving school. Young people are often influenced by out-dated messaging around ‘traditional’ pathways which overlook a spectrum of ways to enter the workplace through employer and government-funded skills programmes.

The benefits to organisations which are open to investing in and facilitating a broader range of work-ready programmes, such as apprenticeships, are twofold. Not only are they opening themselves up to the untapped potential of new and existing employees but reaping the rewards of increase productivity. Through utilising their available resources straight away they’re able to nurture apprentices to develop the skills and knowledge they need.

Avado research found that over one in four (26%) of 16 to 24-year-olds said they would resign from their current jobs to gain more future-oriented skills, a gap which organisations in this country desperately need to address.

This statistic is a reason for great alarm. Young talent is needed to offer fresh perspective on ideas and strategy, bolstering the competitiveness of organisations through new ways of thinking.

Creating equal and inclusive career pathways will unveil a more diverse range of talent, opening up businesses to these new ways of thinking and allowing those individuals who may not be able to afford university, or who prefer a hands-on learning approach to have equal opportunity as those who choose the University route.

It is also important to remember that apprenticeships can be tailored to the individual needs to support and empower them on their learning journey. So much talent is missed by organisations due to the outdated nature of traditional career pathways and training which all too often overlook the benefits of on-the-job training.

There is a fixation that those leaving university are prepared with all the relevant skillsets and knowledge to dive straight into the employer’s organisation, creating the illusion that university provides ‘oven-ready’ talent. Yet, there is a reported disconnect between the skills needed and those gained at university, impacting both graduate and employer.

To help bridge this disconnect, we have partnered with institutions like the University of Buckingham to deliver higher-level apprenticeships that give candidates the chance to achieve higher education ‘off-the-job’ qualifications while allowing learning in a working environment. Bringing the best of both worlds for learners and organisations. 

Young people are crying out for opportunities to grow their knowledge and showcase their talent. These partnerships are the missing piece of the puzzle when it comes to closing the skills disconnect, adding value to all parties and creating talent ready for the workplace.

Apprenticeships offer the chance to learn without the costly financial investment of university education. Above all, they represent learning and development opportunities which allow organisations to attract, upskill existing employees and tap into the UK’s hidden pool of talent.

Mark Creighton, CEO of Avado