If you’re part of an HR team, chances are your recruitment efforts focus heavily on college graduates and experienced professionals. But what if the real game-changer for your workforce strategy lies far earlier—in the K–12 education system?

The facts are clear: states across the U.S. are rapidly transforming their K–12 education policies to better prepare students for the workforce through career pathways, work-based learning, and updated graduation requirements. Over the past five years:

• 47 states have enacted over 100 policies strengthening career and technical education (CTE) and career readiness.
  
  
• 34 states passed 80+ laws in 2023 alone, expanding access to work-based learning at the secondary level.
  
  
• 32 states introduced nearly 150 bills in 2025 aimed at improving college and career readiness with a focus on workforce alignment.
  
  

Why should HR care?

These aren’t just educational reforms—they are shaping the pipeline of talent that HR teams will be competing for in the next decade.

1. The Workforce Pipeline Starts Early

Students today are gaining exposure to career pathways and workplace skills as early as middle school. They are earning industry-recognized credentials, participating in apprenticeships, and gaining hands-on experience well before they graduate college. In fact, most schools today give students the opportunity to select career “pathways” as early as 9th grade. To prepare for these types of decisions, schools are embedding career navigation more deeply into middle and even elementary grades.

HR teams that build relationships with schools now will have a front-row seat in shaping and accessing this emerging talent pool.

2. Be Part of the Solution — Don’t Just Wait to Hire

Rather than scrambling to find talent after graduation, forward-thinking HR departments are partnering with school districts, offering mentorship, sponsoring internships, and supporting work-based learning initiatives. Some even going as far to collaborate on curriculum to ensure graduates are ready with the skills required to enter the workforce. This involvement also provides insights to evolving young talent, building ways for you to stay agile as an employer. 

This early engagement helps tailor education to your industry’s needs, making sure students graduate with the skills you actually need.

3. Retain Local Talent and Build Loyalty

States are pushing for graduation pathways that align with local workforce demands. By actively participating in K–12 career programs, companies can help keep talent local—giving students a reason to stay and grow in their communities. 

Avoid the "brain drain" problem—young people leaving town after graduation. When employers invest in high school engagement, it shows students a future where they are.

4. Your Employer Brand Starts in High School

Your reputation as an employer is built over time. If you show up in classrooms and community events—if you become a familiar and trusted name—you’ll stand out in the minds of future candidates. Word-of-mouth spreads fast in young circles. Positive impressions today translate into applications tomorrow.

The sooner you build that positive association, the more likely young people will remember your brand when they’re ready to enter the workforce.

What Can HR Teams Do Today?

• Connect with local school districts to learn about their career pathways and CTE programs.

             ✅ Use SchooLinks to find local career events and programs that schools are already hosting and inviting community partners to participate in.

• Offer internships, apprenticeships, and job shadowing opportunities for high school students.

             ✅ Post these opportunities on SchooLinks so that local students may find you and apply. 

• Collaborate with educators to help shape curricula that match real-world industry needs.

             ✅ Create video content, VR tours, curriculum, and ways for students to earn badges with your brand on SchooLinks.

If you’re interested in developing a strategic k12 plan, reach out to the SchooLinks team today!

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