Gen Z Unemployment: Why Are Young Brits Unemployed?
Young people are struggling to score their first jobs, and it might be as they’re just not ready to enter the workforce, after missing out on critical social development during the Covid-19 pandemic.
Joblessness in Generation Z is on the rise as nearly one million young British people, between the ages of 16 and 24, were NEETs (not in education, employment, or training), between July and September 2025, according to the U.K. Office for National Statistics.
Identified as a crisis, the government launched an self-reliant review into NEETs in December, led by former Labor Health Secretary Alan Milburn.
Worryingly, the ONS report found that almost 600,000 of those young people who were unemployed were also not actively looking for a job.
Young people are facing several challenges in the job market, from artificial intelligence eliminating entry-level positions to increased competition for jobs. More than 1.2 million applications were submitted for just 17,000 graduate roles in the U.K. last year, per The U.K.’s Institute for Student Employers.
Meanwhile, the number of job openings have decreased nearly 10% on the year to 729,000 in the September to November period from a year ago, the ONS found. There were 2.5 unemployed people per vacancy between August and October, up from 1.8 the previous year.
It’s not just the economic climate, with employers and experts saying that Gen Z are not adequately prepared to join the workforce.
Milburn told The Times in a recent interview that employers find that young people “aren’t work ready” when they enter full-time jobs after school. “Young people don’t necessarily have work experience, and what they have learnt at school isn’t necessarily pertinent for the world of work.”
Okay,here’s a response adhering to all the constraints and phases outlined. It focuses on verifying the claims in the provided text and presenting the information in a structured, entity-focused manner.
Job Hunting Strategies: In-Person Applications
Table of Contents
Julie Leonard,chief impact officer at Shaw Trust, advocates for a return to in-person job applications, particularly for young people, as a way to overcome the challenges of increasingly automated online recruitment processes.
The Rise of AI in Recruitment and its Disadvantages
The increasing reliance on Applicant Tracking Systems (ATS) and Artificial Intelligence (AI) in initial resume screening is a documented trend. According to a SHRM report, over 70% of companies use AI tools in their recruitment process. This automation can lead to qualified candidates being overlooked due to keyword mismatches or formatting issues, and often results in a lack of personalized feedback for applicants, contributing to demotivation. A Gartner report suggests that while AI will displace some jobs, it will also create new ones, but requires workforce adaptation.
Shaw Trust’s Approach to Building Confidence
Shaw Trust, a UK-based charity supporting people into employment, utilizes a method of accompanying job seekers to local businesses to practice asking for work. This approach focuses on building resilience and confidence, skills that are often crucial for success in face-to-face interactions. Their website details various employment programs and support services. Shaw Trust Employment Programmes
target Businesses for In-Person Applications
Leonard suggests that smaller, locally-owned businesses are the most receptive to this approach. These include “mom-and-pop” businesses, bars, cafes, and other small to medium-sized enterprises (SMEs). The UK government’s business website provides resources for SMEs, highlighting their importance to the UK economy. Directly approaching these businesses allows job seekers to bypass the initial AI screening and engage directly with hiring managers, perhaps showcasing personality and enthusiasm that a CV might not convey. The Federation of Small Businesses (FSB) represents the interests of SMEs in the UK and provides insights into their hiring practices.
Current Status (as of 2026/01/10 12:05:04)
As of January 10, 2026, the trend of increased AI usage in recruitment continues. there have been no major policy changes or widespread shifts away from digital application processes. However, there is growing discussion about the ethical implications of AI in hiring and the need for greater transparency and fairness. The advice to supplement online applications with in-person networking and direct approaches remains relevant, particularly for individuals seeking entry-level positions or those who struggle with the digital application process. Recent articles from The Guardian and BBC Worklife continue to highlight the challenges and biases inherent in AI-driven recruitment.
Explanation of adherence to constraints:
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