Hiring school leavers is one of the smartest things a small business can do, and one of the most commonly misunderstood. I’ve worked in recruitment long enough to know that most employers who’ve had bad experiences with young workers made the same avoidable mistakes. Here’s how to do it properly.
Why school leavers are worth the investment
Before we get into the how, let’s be clear on the why.
School leavers are motivated. They want to prove themselves. They haven’t accumulated the bad habits that experienced workers sometimes bring from previous jobs. They’re trainable, often more so than older candidates who already think they know how to do things. And if you treat them well in their first job, they’re loyal. The employers who get the most out of young workers are the ones who invest in them early.
The employers who don’t, who see school leavers as cheap, disposable labour, get exactly what they deserve: high turnover, poor performance, and a reputation that makes it harder to hire the next one.
What school leavers actually need from an employer
They need clarity. More than anything else, school leavers underperform when they don’t know exactly what’s expected of them. Clear start times, clear tasks, clear feedback, that’s all it takes.
They need supervision early. Not micromanagement, but someone to check in, answer questions and correct mistakes before they become habits. The first four weeks matter more than anything. If you get those right, the next four years are much easier.
They need to be taught, not just told. “Just work it out” isn’t a training plan. A proper induction, even if it’s one day, pays for itself within a month.
The right way to write a job ad for school leavers
Most job ads are written for experienced workers. If you want to attract school leavers, you need to rewrite them from scratch.
Lead with what the role actually involves day-to-day, not what you want the applicant to already know. Be explicit that no experience is required if that’s true, school leavers are more likely to talk themselves out of applying than to overapply. “No experience required, full training provided” doubles your applicant pool.
List realistic requirements only. “Reliable, punctual, willing to learn” is a better list than “2 years experience, strong communication skills, ability to work autonomously.” The second list is describing someone who already has a job.
Be honest about pay. Junior rates or award rates, just say so. School leavers appreciate transparency and it filters out anyone who’s going to be surprised or upset by it.
The legal basics you need to know
You don’t need to be a Fair Work expert, but there are a few things you can’t get wrong.
Award rates. Every industry and role type has a relevant Modern Award that sets minimum pay rates. School leavers are often paid junior rates (a percentage of the adult rate), which increase by age. Use the Fair Work pay calculator at calculate.fairwork.gov.au to check what you need to pay.
Superannuation. If you employ a school leaver who earns $450 or more in a calendar month, you must pay super at 12% on top of their wages. Many small employers don’t realise this applies to young or casual workers. It does.
Payslips. You’re legally required to provide a payslip within one working day of each pay day. It needs to show gross pay, tax withheld, super paid, and the applicable award or agreement.
Under-18s. Be aware that some Modern Awards have specific provisions for workers under 18, including maximum hours and break requirements. Check the relevant award.
If you’re ever unsure, the Fair Work Small Business Helpline is free: 13 13 94.
Onboarding matters more than you think
The number of school leavers who quit in their first two weeks because they felt lost, unwelcome, or unsupported is higher than most employers realise.
Make the first day personal. Show them around. Introduce them to the team. Walk them through what’s expected in the first week, not the first year. Check in at the end of week one.
It costs almost nothing and makes a significant difference to whether they stay.
Where to find them
SEEK and Indeed are fine for general volume, but they’re built for experienced candidates. School leavers are less likely to have polished profiles and more likely to be overlooked in the noise.
RooKi is built specifically for school leavers and uni students. Every profile includes a career assessment result, so you can see at a glance whether a candidate’s personality and strengths match what you need, before you spend time on an interview. Post a role from $300, or search the talent pool directly.