Hiring young people, a simple SME checklist that works
If you want to hire young people but keep getting stuck on “experience required”, you are not alone. This checklist shows how to write roles for strengths, create a fair first step, and run interviews that find potential. It is practical, low-admin, and designed for real SMEs.
Written by: Frankie Brookton, Founder, inyourroots®
Hiring young people well doesn’t require a huge HR team. It requires a fair first step and clear expectations.
If you are an SME, you need a process that finds potential, keeps people safe, and makes the first step feel doable.
Why “perfect CVs” block great first hires
“Experience required” is a shortcut. It is also a blocker.
Many brilliant first-time candidates do not have:
- a polished CV
- the “right” keywords
- confident interview stories
- references that sound corporate
If you only hire for polish, you miss the people who would grow fast with the right start.
Write the role for strengths (not polish)
Before you post a role, ask:
- What does someone need to be good at on day one?
- What can be taught in week one?
- What strengths would make someone thrive here?
Then write your job post in plain language:
- what the work actually is
- what “good” looks like
- what support is available
- what a fair first step looks like
Swap the filter for a fair first step
Instead of screening people out, invite them in. Try one of these:
- a short “tell us about you” form
- a simple task (15–30 minutes) that mirrors the real work
- a paid trial shift (where appropriate)
- a portfolio option (photos, examples, short notes)
Make it accessible. No tricks. No gotchas.
Interview questions that find potential
Good questions help people show how they think, not how well they perform:
- “Tell me about something you learned quickly. How did you do it?”
- “When you are at your best, what is happening around you?”
- “What kind of feedback helps you improve?”
- “What would make this role feel safe and clear for you?”
Feedback that builds confidence
If you reject someone, a small amount of clear feedback can be life-changing.
Keep it kind and specific:
- one strength you saw
- one thing to improve
- one suggestion for next time
This turns a “no” into progress.