Recent headlines like “Young people are less work-ready, say employers” have sparked important conversations in the HR and recruitment space. But while the concerns raised by employers are valid- skills gaps, communication challenges, lack of “workplace confidence”- the framing risks reinforcing an outdated narrative: that young people are the problem.
In reality, the challenges facing young job seekers in the UK today reflect deeper structural issues in education, opportunity, and access—not a lack of potential or work ethic.
What Does “Work-Ready” Even Mean Anymore?
"Work-ready" used to imply punctuality, basic communication, and some knowledge of workplace norms. Today, it can mean everything from being fluent in digital tools to knowing how to act in hybrid meetings- expectations that are increasingly unclear and inconsistent, especially to those who haven’t had the chance to learn on the job.
In the UK, more than 800,000 young people aged 16–24 are currently not in education, employment or training (NEET). Many of them are eager to work- but lack access, guidance, and visibility. The pandemic severely limited work experience opportunities, cut off face-to-face interactions, and added mental health pressures on a generation already navigating an unstable job market.
Barriers Young People in the UK Are Facing
A Broken School-to-Work Transition - The education system still prioritises exams over real-world skills. Many young people leave school or college with little exposure to actual workplace settings.
Lack of Professional Networks - A significant number of entry-level roles are never advertised or filled through informal networks. This disadvantages young people without family or social connections in professional sectors.
Bias in Hiring Practices - CV-based screening favours those with “polished” experience. But what about the 18-year-old who’s worked a weekend job, cared for younger siblings, or volunteered locally? Their resilience and responsibility don’t show up on a CV.
Unclear Pathways Into Digital Roles - The UK’s digital skills gap is growing. Yet, entry points for young people are fragmented and often inaccessible unless they already know where to look.
Instead of asking “Why aren’t young people ready for work?”, we should be asking:
Why aren’t workplaces better prepared to support early-career talent?
What systems are in place to help young people demonstrate their value beyond the CV?
How do we make hiring not only faster, but fairer?
This is where platforms like Day One come in- not as a silver bullet, but as part of a more equitable ecosystem. Day One is designed to solve the very issues that contribute to this “work-readiness” perception:
Skills-First, Not Experience-First - Every candidate is verified for practical, job-relevant skills. This levels the playing field, allowing young people to demonstrate ability even if they lack formal work history.
Values and Motivation Over Prestige - Rather than filtering by where someone studied or who they know, Day One prioritises alignment of purpose, potential, and culture fit.
Championing Social Mobility - We connect employers to talented young people from underserved communities across the UK- offering access, not just opportunity.
Faster, Fairer Matching - Using structured assessments and data-driven profiling, Day One cuts through the noise and identifies quality candidates who are ready to thrive with the right support.
What Employers Can Do Differently, Starting Now
- Look beyond the CV: Implement skill-based screening and consider motivation, lived experience, and potential.
- Offer clear feedback: Young applicants often hear nothing after applying. A small effort from employers can have a huge impact on confidence.
- Create space for learning: You don’t need the “perfect” candidate- just one who’s willing to learn and contribute. Equip them with support and mentorship.
Let’s Stop Framing Young People as the Problem
The next generation isn’t lazy or unmotivated, they’re entering a workforce that often wasn’t built for them. If we keep expecting “work readiness” to come from outdated paths, we’ll continue to miss out on the creativity, adaptability, and raw potential that young people bring.
Platforms like Day One exist because we believe in a new kind of hiring: one where access, fairness, and skills matter more than polish, pedigree, or privilege.
Let’s stop asking if young people are ready for work.
Let’s ask if work is ready for young people.
