In an increasingly competitive and uncertain landscape for employers, it is important they learn how to build a reliable talent pipeline when the early careers landscape is changing so quickly. This session will explore how businesses can clearly articulate their offer, values and progression opportunities in a way that genuinely resonates with school leavers and early-career talent.
This article summarises key points from the session where guest speakers, listed below, joined Gareth John to discuss how employers can effectively engage with schools and school leavers. Speakers discussed:
- What school leavers value most when choosing employers
- How to communicate your employer brand authentically to younger audiences
- Practical ways to engage with schools, parents and influencers to stand out in the early-talent market
- How to ensure the first few months in the workplace are a smooth transition for your school leaver recruits
Speakers and panelists
- Karen Fryer, Professional Qualifications & Early Careers Grant Thornton UK
- Natalie Wright, Office Managing Partner & Head of UK Family Business at Forvis Mazars in the UK
- Siobhan W., Business Engagement Manager – Apprenticeships and Early Careers at UCAS
- Erica Chamberlain, Head of Strategic Business Partnerships at The Careers Enterprise Company
- Dr Catherine Richards, Principal East Norfolk Sixth Form College and CEO of East Norfolk Multi Academy Trust
- Tariq Sadiq, MSc, RCDP, Careers, Employability, and Skills Lead at Career Development Institute
- Amanda Quinn-Vine, Head of Apprenticeship Delivery at First Intuition
You can watch the recording of the session below.
1) Start earlier than you think: reach young people before ‘decision time’
UCAS shared a reminder that employers often arrive too late.
Their data shows that interest in apprenticeships peaks between Years 9–11, then drops in Year 12, meaning employers need to engage before students reach sixth form, and then keep momentum going through to applications.
They also highlighted the importance of being ‘always on’. Young people don’t always search for opportunities within an employer’s vacancy window. If they look once, see nothing local, and assume there’s nothing for them, employers may have lost them.
Employers should therefore keep a visible presence year-round through employer profiles, clear ‘we recruit apprentices’ messaging, and signposting, even when roles aren’t open yet.
2) Make it easier for schools to say “yes”
From the Careers & Enterprise Company perspective, the big message was: don’t try to build school relationships alone.
With Careers Hubs covering most schools and colleges, hubs can help employers:
- connect with the right careers leaders faster
- understand where support is most needed
- align outreach with local priorities
- use time and resource more strategically (rather than reactively)
They also pointed employers towards the Employer Standards framework (and free self-assessment tool) as a way to move from ad-hoc activity to a consistent strategy, with evidence that consistency drives outcomes.
Some standout insights shared:
- Employers who help young people understand and practise applications are 51% more likely to say their outreach encourages applications.
- Employers offering workplace experience are 77% more likely to report business benefits.
- Employers with a consistent engagement strategy are 56% more likely to report that outreach is bringing apprentices into their business (and improving diversity).
3) Think like a school or college: capacity is tight, so make your offer appealing and easy
College leaders reinforced that often schools have major capacity constraints.
Careers leaders may have limited time, limited budget, and may still be working towards funded training. That means the employers who get traction are the ones who:
- build a relationship (not a one-off visit)
- understand Gatsby Benchmarks and how schools are measured
- offer activities with clear learning outcomes schools can map and report on
Practical ‘easy wins’ employers can offer included:
- a drop-in stand for a lunchtime careers slot
- a short talk that links curriculum to careers
- classroom-ready resources teachers can reuse
- interactive projects or challenges that build employability skills
- employer-set briefs, mentoring, and (crucially) workplace experiences
From a college principal’s point of view, advice, particularly if engagement feels overwhelming to employers, is to just do one thing. Whether it’s a workplace visit, staff briefing, prizegiving, mentoring, or a masterclass, it all helps build confidence, awareness, and aspiration, especially in areas where professional role models are limited.
4) What actually attracts school leavers: clarity, authenticity, and access
When employers discussed what’s working, the emphasis was on trust and relatability.
Across Grant Thornton and Forvis Mazars, the strategies that stood out included:
Use people, not corporate messaging
- ambassadors who are current trainees/successful early-career hires
- alumni returning to their former schools/colleges
- visibility of senior leaders to show ‘no ceiling’ for non-graduates
Design digital journeys for young people
- simple, mobile-friendly application pages
- transparent steps and timelines
- short videos/podcasts explaining what the job is really like
Bring parents and carers into the picture
- targeted webinars and office events for questions and reassurance
- recognising that parents/carers are key influencers in decision-making
Use the channels young people actually use
- LinkedIn is increasingly a first stop even for school leavers
- TikTok is becoming a serious awareness channel (even if it’s unfamiliar territory for employers)
UCAS also added some practical, data-led advice:
- vacancy board traffic peaks in September/October and January (not just around National Apprenticeship Week)
- avoid assessment centre timing clashes with key exam periods where possible
- “show what good looks like” through guidance, examples, and sector-specific application advice, especially for those without strong support networks
5) Retention starts before day one: the pre-start period matters
The final section focused on how recruitment success can unravel in the gap between offer and start date.
To reduce drop-off and anxiety, employers described:
- pre-start office events (evening and daytime options)
- buddy systems starting immediately after offers
- consistent touchpoints through summer
- practical ‘first day’ reassurance (buildings, travel, what to expect)
Once learners start, the focus shifts to structure and confidence-building:
- bite-sized learning rather than long screen-based days
- clear ‘first 1–3 months’ roadmaps
- leadership visibility and genuine accessibility
- early ‘safe practice’ (e.g., simulated audits before client work)
First Intuition and Grant Thornton also shared how joint onboarding helps school leavers settle quickly, including:
- early skills assessments
- proactive conversations around neurodiversity and learning adjustments
- introductory accounting programmes that build confidence before the heavier qualification load
- consistent support through skills coaches and pastoral-style people managers
A final reflection: build skills for a “squiggly career” world
Young people are often entering the workplace with uncertainty around AI, increasingly competitive recruitment processes, and a shift away from linear career paths.
The takeaway for employers is to help young people build adaptability, resilience and confidence, and to talk more about the skills they will gain (not just the skills they must already have).
The bottom line
Engaging with schools doesn’t need to be complicated, but it does need to be intentional.
The employers seeing the strongest outcomes are the ones who:
- start earlier (Years 9–11, not Year 13)
- stay visible year-round
- build relationships with careers leaders and hubs
- offer experiences that schools can map to Gatsby outcomes
- use authentic role models and modern channels
- treat onboarding as a journey that begins before day one
Useful resources and slides
East Norfolk Sixth Form College slides
Career Development Institute slides