Attracting young talent starts with a clear entry route. Explain tasks, starting requirements and support. Age does not automatically tell you which hours, ambitions or benefits someone values.
I would make the first months concrete. “Great progression” says less than knowing who trains you and when feedback happens.
Describe a real start
Specify initial tasks, the trainer and when you review independent work. Promise only training with time and support allocated. A possible career path is not guaranteed promotion.
Explain practical conditions
State pay basis, schedule, location and necessary qualifications. For on-site work, predictable scheduling may matter; promising remote work for a role requiring attendance helps nobody.
An advert example
“You first learn [task] with [trainer]. After [period], we discuss what you can do independently and where more practice is needed. Before starting, we require [necessary condition].” Use real arrangements and ask a colleague to check feasibility.
Ask what the applicant needs
Discuss learning goals and expectations individually. Assess relevant examples from placements, education or projects against consistent criteria. Use the guide to CV assessment and make onboarding part of the promise.
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