Working at 16 to get a head start

Leaving school at 16 was once a standard route for those wanting a steady career. In the 1980s, almost a third of students began work straight after school, starting trade apprenticeships or entry-level jobs in retail or manufacturing.

In 1999 Tony Blair set his target for half of all children in the UK to attend university, an ambition achieved two decades later after years of steady increases and social change. Fewer than a fifth of pupils now leave education at 16.

Could this be about to change? With two thirds of employers reporting issues with purportedly “entitled” graduates, some organisations are turning back to traditional methods to recruit entry-level staff at 16. Many of these new pathways offer professional qualifications and even the chance to study a degree from 18.

In a society where stellar A-level grades are highly valued the approach may seem controversial, but the roles are so popular with some in Gen Z that they have been dubbed the “half a decade ahead” career, as trainees will have been learning and earning in a professional environment for five years before many of their contemporaries finish university, aged 21.

The numbers taking this route are rising slowly but steadily as young people seek to avoid student debt and to plant their feet on the first rung of the career ladder.

Jessica McArthur accepted an accounting role with Deloitte after her GCSEs, aged 16. Now 19, she is already a senior associate. “If you’re committed to a profession, I think the earlier you start, the better,” she said.

It’s a view echoed by Simon Bell, the founder of Careermap, a recruitment and career advice website. “Leaving education after GCSEs no longer limits career prospects — in fact, it can be the gateway to a thriving career,” he said. “As someone who left school after my GCSEs to join the Royal Air Force, I’ve experienced first-hand how alternative pathways can lead to success.”

Bell pointed to the growth of Level 2 and 3 apprenticeships, which allow school-leavers to gain relevant qualifications without taking on university debt. “Long gone are the days when apprenticeships were considered only for trades,” he said. “You can now even pursue a doctor’s apprenticeship from this September.”

Enthusiastic supporters of starting jobs at 16 include large organisations typically thought of as graduate employers, such as BAE Systems, Deloitte, GSK, the NHS and British Airways.

GSK’s Level 4 engineering technician and manufacturing apprenticeships can lead to senior positions such as engineering or manufacturing directors, while BA’s Speedbird Academy offers 100 fully funded pilot training places for students with a minimum of six Level 5 GCSEs, equivalent to a grade B or C under the old system.

BAE Systems is one of Britain’s largest apprenticeship providers, with more than 60 programmes available, while the Association of Accounting Technicians (AAT) works with more than 5,000 employers to deliver post-GCSE professional apprenticeships.

The AAT’s research shows that 47 per cent of parents no longer believe that a degree is the “golden ticket” to success and that only 22 per cent of school leavers feel “pressured” by parents to stay on for further education.

The introduction of artificial intelligence is forcing more change, with LinkedIn, the professional networking platform, reporting evidence of employers searching for young talent based on skills rather than qualifications.

Charlotte Davies, LinkedIn’s career expert, said: “Companies are five times more likely to search for candidates based on skills than traditional educational qualifications. Remember there are many pathways to successful careers and countless opportunities await you.”

Find what excites you, network and get experience

Ready to get “half a decade ahead” in your career? Here is Careermap’s advice on entering work straight after GCSEs.

● Understand your legal obligations. While you can leave school at 16 in Scotland, Wales and Northern Ireland, in England you’re required to stay in some form of education or training until you’re 18. You can work full-time, volunteer, do an apprenticeship or even start your own business — as long as you’re also engaged in part-time learning, such as a vocational technical qualification, that involves at least 280 guided learning hours a year.

● Reflect on your interests and strengths. Understanding your passions and strengths is the first step in choosing a fulfilling career path. Knowing what excites you will help to guide your decisions.

● Network with industry professionals. One of the best ways to gain insights into a potential career is to talk to people who are already working in it. Reach out to professionals through family connections, school resources or on LinkedIn.

● Gain work experience. This is invaluable after GCSEs. It offers a chance to “try before you commit”, giving you a taste of different industries and roles.

● Improve your skillset. Try online courses, workshops and self-study and include new skills on your CV.

Apprenticeship was right for me, I’d outgrown classrooms

Jessica McArthur left school after her GCSEs to join Deloitte as an apprentice in the firm’s audit and assurance business. Now aged 19, she is a senior associate studying the AAT Level 4 qualification.

“When I finished my GCSEs, I did quite well and it was expected that I’d go on to do A-levels and then attend university,” McArthur, from Newcastle, said. “I didn’t really know about apprenticeships, I thought they were more for trade jobs, but the more I looked into it and found out about the benefits of apprenticeships, I knew it was for me.

“You’re learning at the same time as getting experience on the job. I now have three years’ worth of earning and on-the-job experience, having already received two promotions on top. I felt as if I had grown out of the classroom environment. I was ready to enter the world of work.”

Teaming up for diversity

A quarter of British managers say their team members have become more demanding in the past year, with three quarters saying that a more diverse team requires them to take a more varied approach to management. However, many see this as a positive change, reflecting workers’ understanding of their worth. Doug Butler, chief executive of Perkbox Vivup, the workplace benefits group that conducted the study, said: “Business leaders must provide the necessary tools to help managers nurture and encourage that diversity.”

Homing in on inequality

Women who work remotely have greater difficulty separating work and family than men, according to research from Durham University Business School. While women value being present for their family even during work time, men are said to be less likely to attend to their family’s needs if these conflict with their work schedule. Efpraxia Zamani, an associate professor at Durham, said: “There’s still a need for more shared responsibilities in the family home if we are to achieve true equality in both work and family life.”

Three-year itch

British employees remain with a company for an average of 3.7 years. An Employee Retention Report from Vestd, an equity management platform, found that the lowest retention rates were in marketing roles, with an average of 2.8 years, followed by 3 in hospitality and 3.1 in IT. Manufacturing has the longest average tenure at 5.3 years, along with 4.4 years in property and construction. Ifty Nasir, the chief executive of Vestd, said: “Employee tenure is a key indicator of job satisfaction and company culture.”

HR ‘sides with management bullies’

Some employees have little faith in company human resources departments when it comes to protecting them from workplace harassment. A new study from Anglia Ruskin University and Bishop Grosseteste University in Lincoln found that employees who felt they were being bullied reported being ignored and claimed that HR routinely sided with “management bullies”. Clive Boddy, the lead author, said: “If there is an acceptance that internal procedures will not protect them, employees are less likely to report workplace bullying and will suffer in silence, potentially causing damage to mental health and affecting productivity.”

The Universities Superannuation Scheme is seeking to appoint a non-executive director.

As the principal pension scheme for universities and higher education institutions in the UK, the USS works with about 330 employers, aiming to help to build a secure financial future for 550,000 members and their families.

The board has significant responsibilities for the governance and oversight of a business providing complex operational and advisory functions within a heavily regulated environment. Applicants need to demonstrate experience, expertise and capabilities proportionate to this.

All candidates require exceptional strategic thinking, leadership, communication, influencing, teamwork and decision-making skills. Desirable skills include pension industry experience as a pension trustee, member of the management team of a pension fund or a member of a company or university committee responsible for pensions matters, alongside pensions administration oversight and scheme member engagement, plus corporate governance expertise and board management knowledge.

The time commitment is at least 35 days a year with a four-year term of office, with the possibility of the term being extended by one year.

Apply by September 15 at appointments.thetimes.com