National Apprenticeship Week (NAW) aims to bring together those passionate about apprenticeships, celebrating the value, benefits, and opportunities they bring. The annual, week-long event attempts to connect employers, training providers, and education institutes with aspiring apprentices looking to develop their skills and careers.
We’re big champions for apprenticeships and entry-level jobs– it’s at the very core of our mission, vision, and the driving force behind everything we do. But we don’t just celebrate apprenticeships once a year; we promote them all day, every day.
Despite the increase in incentives and schemes to support businesses and young people with developing the skills and knowledge needed to kickstart their careers, the traditional jobs establishment is still failing them. Between September 2024 – November 2024, there were 628,000 young people out of employment – 98,000 more than the previous year. While multiple factors contribute to youth unemployment, one thing is clear: traditional candidate attraction methods simply don’t work.
Outdated Career Advice
Career advice and support for young people is archaic, generic, and doesn’t help young people understand what industries or roles might suit their aspirations, strengths, and personality traits.
It’s important to understand that young people engage with, and consumes, content differently to previous generations. In fact, 75% of GenZ prefer short-form, video-based content, with 68% of young people turning toTikTok for careers advice. If businesses are looking to increase Gen Z talent attraction, you need to be in the place where young people live – on social media.
Outdated Attraction
Reliance on traditional recruitment methods including careers fairs and job boards is massively limiting ur talent attraction. If businesses truly want to attract Gen Z talent, you need to be where they live –on social media. However, I see 1,000s of posts on LinkedIn during National Apprenticeships week, but how many aspiring Gen Z apprentices are actually seeing these?
Our TikTok channel generates over 10 million views per month, with 79% of viewers aged between 16-30-years-old. From generating raw, authentic content on the number 1 platform for young people, we’ve built a community of engaged Gen Z who’re invested in careers.
To put it into perspective, you’d need to attend 670 careers fairs every day for 8 months straight in order reach the same number of people as we do on TikTok.
The jobs establishment hasn’t innovated or evolved in over 30 years. Monster introduced the first online jobs board in 1994, and what’s changed since then? Go onto any major job board and try and identify any differentiating factor or unique qualities, especially that cater to young people – we guarantee you won’t find any.
CVs Are Dead
For Gen Z, CVs are particularly pointless because, in most cases, they don’t have any prior work experience to demonstrate. CVs force young people into a system designed to reward experience, enforces bias, and overlooks personality, traits, and ambitions.
Take ur Jobs Out of the 1990s
This is why we’ve created urfuture – a single, familiar job app that allows candidates to match with entry-level careers and apprenticeships best suited to their personality, values, and strengths.
We’re working with some of the UK’s top apprenticeship providers and employers to revolutionise how young people discover opportunities and bridging the gap between businesses and Gen Z talent.
With National Apprenticeship Week highlighting Gen Z talent and bringing them to the forefront of employers’ attention, it’s more important than ever to rethink how we support young people in finding their ideal career.
Businesses and apprenticeship providers need to stop relying on outdated and broken systems to attract and retain Gen Z talent and take their jobs out of the 1990s.
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