With exams taking place throughout May and June, many young people across the Highlands are thinking about their next steps. Some will continue their education, while others will be preparing to enter the world of work for the first time.

At Developing the Young Workforce Inverness & Central Highland (DYWICH), we know there is #NoWrongPath to a successful career. Young people can enter the workforce through a variety of routes, including apprenticeships, trainee positions, entry-level roles, volunteering opportunities and further education.

As employers begin recruiting for summer vacancies and future workforce needs, it’s important to remember that many young applicants may have little or no formal interview or work experience. However, that doesn’t mean they have nothing to offer.

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Look Beyond Qualifications

Exam results can provide useful information, but they only tell part of the story.

Young people develop valuable transferable skills through a wide range of experiences, including part-time jobs, sports teams, school projects, clubs, volunteering and caring responsibilities. These experiences help build communication, teamwork, problem-solving, resilience, leadership and time management skills – all qualities that employers value.

A young person who has captained a sports team has experience motivating others and working towards shared goals. A volunteer who regularly supports a community project demonstrates commitment and reliability. Someone involved in a school enterprise project may have developed creativity, organisation and customer service skills.

By focusing on skills and potential, employers can uncover talented candidates who may otherwise be overlooked.

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Tips for Interviewing School Leavers

For many young people, a job interview can be an intimidating experience. Employers can play an important role in helping candidates feel comfortable enough to demonstrate their strengths.

Consider the following approaches:

• Create a welcoming and relaxed environment.
• Focus on potential rather than previous job titles.
• Ask questions that explore attitudes, behaviours and willingness to learn.
• Encourage candidates to discuss experiences from school, volunteering, hobbies, sports or community activities.
• Use clear, straightforward language and avoid unnecessary jargon.
• Allow candidates time to think before answering.
• Consider practical or strengths-based assessments that showcase ability rather than experience.

Remember, you are not just assessing whether a young person can do the job today – you are assessing whether they have the potential to grow into the role tomorrow.

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Setting Young People Up for Success

The recruitment process doesn’t end when an offer is accepted. Research consistently shows that a positive onboarding experience plays a significant role in helping young employees settle into their role, build confidence and remain with an organisation long term.

Young people entering the workplace for the first time may be learning professional expectations, workplace culture and communication norms from scratch. A little additional support in the early months can make a huge difference.

Some simple but effective onboarding practices include:

• Making contact before their first day to explain what to expect.
• Providing a structured induction plan.
• Introducing them to colleagues and key contacts.
• Assigning a workplace buddy or mentor.
• Clearly explaining expectations, responsibilities and workplace procedures.
• Encourage questions and open communication.
• Breaking learning into manageable stages rather than overwhelming them with information.
• Scheduling regular check-ins during the first few weeks and months.

Creating a sense of belonging from day one helps young people build confidence and become productive members of the team more quickly.

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Retaining Young Talent

Attracting young people is only part of the challenge. Retaining them is equally important.

Young employees are often looking for more than just a salary. They want opportunities to learn, develop and feel valued. Organisations that invest in training, mentoring and career progression are more likely to retain young talent and benefit from their enthusiasm, fresh perspectives and loyalty.

To improve retention, employers should:

• Provide regular feedback and recognition.
• Set clear goals and expectations.
• Create opportunities for learning and development.
• Help young employees understand potential career pathways within the organisation.
• Foster an inclusive and supportive workplace culture.

Many young people will stay and grow with an organisation when they can see a future for themselves there.

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Supporting the Next Generation Workforce

Employing young people is not simply about filling vacancies. It’s an investment in the future workforce of the Highlands.

By recruiting for potential, recognising transferable skills and providing effective support during the first months of employment, employers can help young people thrive while building a stronger, more resilient workforce for the future.

For employers looking to engage with young talent, DYW Inverness & Central Highland can help connect businesses with schools, colleges and young people across the region.

Young people bring fresh ideas, enthusiasm and a willingness to learn. Sometimes, all they need is someone willing to give them the opportunity.