June 2025: An overview of early careers programmes

Why investing in early careers programmes is a must for employers  

Finding and keeping the right talent is one of the biggest challenges employers face today. That’s why building a future-ready workforce isn’t just a nice to have, it is an essential.   

With youth unemployment in the UK sitting higher than the national average at 14.2% for 16–24-year-olds, combined with concerns over skills shortages in key sectors such as engineering, technology and healthcare, the need to support early career development has never been more urgent. 

These programmes range from apprenticeships and graduate schemes to internships and work experience placements, giving young people the opportunity to gain valuable skills, qualifications and real-world insight to launch successful careers.  

For employers, these programmes aren’t just about filling entry-level roles, they are a strategic way to pipeline future talent, close much needed skills gaps, all while building a strong, capable workforce for the years ahead. 

So, if you have been on the fence as to whether to invest in your organisations early career programmes, then now is the time.  

Wondering how to get started? Let’s break it down.  

1) Apprenticeships 

What they are: Formal work-based training programmes that combine on-the-job training with structured learning.  

Types: Intermediate, advanced, higher and degree apprenticeships. (Level 2 foundation levels though to Level 6 Degree Apprenticeships)

The benefits:  

• Apprentices earn while they learn, gaining valuable qualifications. 
• They are available across a wide range of professions and industries, there really is something for everyone!  
• They offer a clear progression pathway within the apprenticeship framework – from intermediate to degree level.   

To consider:  

• There is often stigma attached to apprenticeships that they are less valuable than university education, this isn’t the case at all – they provide a powerful, practical route into skilled work.

• Make the most of your Apprenticeship Levy and ensure you have the right support and mentoring in place. Click here to see our roles & responsibilities course.
• Apprenticeships can also be used to upskill existing staff, preparing them for roles such as future team leaders or enabling them to gain formal qualifications, including a Chartered Management Degree. They also offer a route to recognise and certify the skills of employees already performing certain roles without formal accreditation. 

2) Graduate Schemes  

What they are: Structured programmes to help university students transition into the world of work. 

What to expect: Often between one to three years in length, the programmes are structured to offer a rotation of placements across different departments or projects to provide a well-rounded experience.  

The benefits: 

• Provide fast track career progression, gaining valuable work experience opportunities to support the theorical studies completed at university.
• Graduates can gain knowledge and experience in various departments through structured rotation plans and being accreditation to schemes such as Imeche, Icheme etc.

To consider:  

• These programmes are extremely competitive. The scheme needs to stand out and offer graduates the opportunity to have real responsibility, ownership and projects to get the most out of the programme.  
• Tailor the scheme to meet your business needs, whilst providing mentorship and progression opportunities to really nurture and maintain talent.

3) T-Levels 

What they are: A newer qualification for 16–19-year-olds, equivalent to three A-levels, combining classroom learning with substantial industry placement. 

 What to expect: The course is two years in length and includesa mix of students attending school or college for learning, as well as on-the-job experience through an industry placement which is a minimum of 315 hrs

 The benefits: 

• They’re industry-relevant and developed in partnership with employers. 
• Learners gain both knowledge and real-world experience.  

 To consider:  

• As a newer programme, this is less well-known therefore clear promotion of the benefits and opportunities will be needed to ensure those interested understand what the programme entails.  
• Employers need to offer high-quality placements to positively help shape young talent before they enter the job market full-time. 

4) Internships/Placements 

What they are: Short-term work placements, usually undertaken by students or recent graduates to gain valuable insight into a work environment.  

Types:  

• Paid internships 
• Summer internships between education years 
• Year-long placements which are often popular following the second year of a university degree  
•  Part-time during studies. 

The benefits: 

• Provides interns with practical experience in a field they are interested in. 

• Opportunities to network, make connections and gain valuable experience. 
• Opportunity for employer to make a graduate scheme offer.

To consider: 

• Paid internships – these are much more appealing and show value, recognition and gratitude for work undertaken. 
• Offering a variety of tasks and projects for interns to get involved in, avoid giving interns menial tasks.  
• Create a structured internship programme which sets out learning outcomes, opportunities and development.  

5) Work experience placements  

What they are: Short, unpaid placements that give school or college students a taste of working life. 

What to expect: These placements are oftentargeted at school or college students seeking work experience during term holidays.  

The benefits: 

• It helps young people explore career options and provides them with valuable insight into the world of work.  
• Experience in interested career fields can support decision making for next steps.  
• Helps to build confidence and understanding of what to expect at work.  

To consider:  

• How to offer the best experience within a short timeframe – preparing a schedule, colleagues to shadow / support with tasks can help maximise learning.  
• Offer insight, not just observation. A well-structured placement can inspire a young person and maybe even bring them back in the future. 

6) Skills Bootcamps

What they are: Flexible, short-term training courses (up to 16 weeks) designed for adults aged 19+ to quickly gain in-demand skills across a range of sectors. Funded by the Government, they help individuals either move into a new industry or progress in their current role.

What to expect: Courses are delivered by colleges, training providers or online, with many designed to fit around work or personal commitments. Some may lead to a qualification, but all offer job-relevant training — many with employer involvement or guaranteed interviews.

The benefits:

• Available in fast-growing sectors such as digital, construction, green technologies, health and social care, business and early years.
• Designed with employers, so content reflects real industry needs.
• Open to those with little or no experience, making them highly accessible.
• A valuable upskilling tool for existing staff or those returning to the workforce.

To consider:

• Not all Skills Bootcamps lead to a formal qualification – it’s important to check course details.
• Learners need to be committed and motivated, as the pace of learning can be intensive.
• Employers may need to support learners during work hours or explore how Bootcamps could align with internal development needs.

Get tarted today with your early career programmes  

Early career programmes should not be thought of as a ‘nice-to-have’, but instead as an investment in your business. This is your chance to shape the future. Whether it’s through apprenticeships, graduate schemes, T-Levels, internships or work experience placements, these programmes can help to build a pipeline of skilled, motivated talent that can grow with your organisation. 

To get started with shaping your early careers offer, consider which of the above programmes align best with your business needs and what experiences / opportunities you can offer those coming into your organisation.  

If you have been unsure on whether early career programmes are right for your organisation, then now is the time to take the leap.

Not sure where to start?

We offer every business a free 45min consultation to discuss your skills needs, business objectives & how we can develop an early careers strategy for your business.

Get in touch with us here at the Right Track Consultancy for support, guidance or tailored development of your programmes: Helen@therighttrackconsultancy.com. 

Alternatively, we will be hosting the East Midlands Early Careers Network and Lunch on 15 July at Holiday Inn, Northampton. Perfect for businesses looking to learn more about Early Careers schemes. You can book your place here: or by visiting our Eventbright Page “ The Right Track Consultancy Ltd”