NEETs, people aged 16 to 24 who are not in education, employment or training, can face a range of challenges when trying to enter or re-enter the workforce
Our Early Careers Survey shows that, despite these challenges, many NEET respondents are actively looking for opportunities and feel ready to enter the workforce. For employers, understanding some of the barriers this group faces can help make recruitment more accessible and ensure opportunities reach a wider pool of candidates.
(Need support with your targeted recruitment? Get in touch today.)
What does the Early Careers Survey tell us?
In the report, we asked NEET respondents about their experiences of looking for work, their career plans and the challenges they faced during their job search.
Many NEETs are actively looking for work
- 90% of NEET respondents had looked for a job or apprenticeship (rising to 95% among 18-24 year olds specifically).
- 65% felt fairly or very prepared to get a job or apprenticeship.
- However, only 50% felt fairly or very certain about their career plans, compared with 62% of those in education, employment or training.
Work experience and finding the right opportunity were major challenges
- 73% found it difficult to find opportunities to apply for, while 56% struggled to know which opportunities suited them.
- 78% struggled with having the required work experience, compared with 60% of non-NEET respondents.
- 62% struggled with having the necessary skills, compared with 50% of non-NEET respondents.
- More than two-thirds (68%) of NEET respondents also reported difficulties staying motivated and dealing with competition for opportunities.
Some are applying at high volumes
- A third of NEET respondents had submitted more than 50 applications, compared with 19% of those in education, employment or training.
- Among NEET respondents aged 18-24 this increased to 38%.
The high volume of applications doesn’t necessarily mean candidates are applying without considering whether a role is right for them. It may instead reflect the urgency to find work and the competition for available jobs.
Careers advice engagement changes over time
- Careers websites were the most commonly used source of advice among NEET respondents. However, usage was higher among those who had been NEET for less than a year (71%), compared with 49% of those who had been NEET for a year or longer.
- Short-term NEETs were also more likely to seek advice from the majority of other careers advice sources, including careers professionals, family and social media/forums.
- 23% of long-term NEETs didn’t seek careers advice, compared with just 8% of short-term NEETs.
How can employers support NEET candidates?
Employers can play an important role helping NEET candidates as they look to enter or return to work. Here are some areas to consider:
Offer opportunities to build experience and skills
Having the required work experience was one of the biggest challenges reported by NEET candidates. Creating additional internships and placements may sound like an ideal solution, but may not always be feasible. There are other ways you can help them with gaining work experience and developing their skillset.
Consider insight days, site visits, workshops or online training. Not only does it help them develop experience and skills, it also gives you the chance to showcase your organisation as a place to work.
Build connections beyond traditional recruitment channels
Finding the right opportunities was a major challenge for NEET respondents. Building relationships with employability charities, community organisations and local careers services can help reach people who may not otherwise come across your opportunities. These relationships can also help you better understand the barriers these candidates are facing.
Consider working with schools and colleges, where you can provide careers advice, opportunities to gain experience and employer exposure, which is particularly helpful for those who may be at risk of becoming NEET.
These relationships shouldn’t be simply about promoting your vacancies. Consider how you can use these partnerships to engage with candidates before they apply, such as offering skills or training sessions, running insight days, or giving candidates the opportunity to meet your team and find out more about your organisation. This can help them build confidence, develop skills and get a better understanding of your organisation and the opportunities available.
While these connections can be an important route to candidates, don’t rely on them alone. Keeping a mix of recruitment channels open can help you reach those NEET candidates that are less engaged with careers support.
Review your application process
Once candidates have found an opportunity, make sure the application process itself doesn’t create unnecessary barriers. Some NEET candidates may lack confidence in their skills or suitability, which can lead them to not applying.
A clear and accessible application process can help reduce some of this uncertainty. Keep the process straightforward, use accessible language and avoid unnecessary jargon or complicated steps. Be clear about what candidates can expect at each stage and give them opportunities to demonstrate their skills and potential.
Make sure you’re only asking for skills and experience that are genuinely essential, clearly separating these from desirable criteria. Additionally, key information such as salary, benefits, working hours, location and flexibility should be easy to find, so candidates can quickly understand what the role involves and whether it is right for them.
Show candidates what is possible
Confidence and motivation can be barriers during the job search, particularly when candidates aren’t sure if they are the right fit for your organisation. Sharing real stories from people who have joined your organisation can help candidates see what is possible and give them a better idea of what working for you could look like.
Consider highlighting people who have taken different routes into your organisation. For example, this could include someone who joined in an administrative role before progressing into a graduate level position, or someone who joined your organisation in a different area to what they studied. Sharing how they got started, the support they received and how their career has developed can help candidates see there isn’t always one set route into the workplace.
Providing support once they join
Employing a NEET candidate is only one part of their journey. If someone has limited experience or is still developing certain skills, consider what support could provide them with, so they can settle into their new role and continue to develop.
Clear onboarding information, regular support from their line manager and opportunities to develop their skills can all help new starters understand what is expected of them and build confidence in their role. Make sure they are also aware of the wider opportunities and development available, such as mentoring, networks, wellbeing initiatives and training. Making these opportunities visible from the start is key.
These are just some of the steps employers can take to make their opportunities more accessible and help candidates feel more confident about applying and starting a new role. If you need any help with reaching this audience, Prospects can help. Reach out to our team to discuss your recruitment needs.
Further reading
- What the data tells us about NEETs seeking employment
- Navigating uncertainty: understanding the career challenges faced by NEETs
- How Tesco early careers are targeting NEET young people
Thanks for reading the latest newsletter. If you have any thoughts or feedback on future topics we should cover, please get in touch. You can find out more about what we do and advertising your opportunities on the Prospects website.
Written by
Was this page useful?
Thank you for your feedback