Some things never change. Images of 18-year-olds jumping for joy with results papers in their hand have been plastered all over newspapers for another year.

Many students have complained success in the exam room has not necessarily led to a fulfilling career, with businesses claiming many graduates are unprepared for work and lower in standard.

Yet, with the economy improving, firms have been left in a conundrum.

Many are looking to expand and take on more staff, but how do they make sure they are getting the best new recruits when so many companies are offering work?

“The jobs market has changed in the last six to eight months,” said Jo Stevens, operations director at recruitment agency National Appointments Group, based in Sittingbourne.

“It is more of a candidate market than it was five years ago. There are plenty of jobs to choose from.

“Good candidates have been retained by companies in recent years, so now businesses are having to consider other pools of talent to meet their demands.”

Research shows job prospects for young people are improving as firms fill skills gaps, ending a bleak decade for youth employment.

A study by the Chartered Institute of Personnel and Development (CIPD) found an increase in the number of employers planning to hire more apprentices and school-leavers.

“Good candidates have been retained by companies in recent years, so now businesses are having to consider other pools of talent to meet their demands...” - Jo Stevens, National Appointments Group

A survey of more than 1,000 companies found that half were taking measures to boost the skills of their workforce in response to recruitment difficulties, while a third were looking to take on more apprentices.

The shift has put the onus on employers, rather than candidates, to stand out.

Tunbridge Wells law firm Cripps has taken on 21 new people in the last three months. Its next intake of 10 trainee solicitors joins next month.

Managing partner Gavin Tyler said: “The big problem in the legal profession is the shortage of qualified lawyers with one to four years’ experience.

“In areas like Kent, this is made worse by the pulling power of London and the higher salaries that can be earned there.

“As we offer clients better value than city firms, we can’t compete on salary – so we have to offer something else.

“Our big advantages are the work-life balance we provide, a supportive collegiate work environment and the quality of the work our staff get to do.”

Many companies have begun to look at what they can offer new recruits. Family-run gym and spa firm the Reynolds Group has a training academy in Dartford, which serves its sites in Sittingbourne, Rainham, Bexley and Borough Green.

“Never underestimate the value of passionate and loyal staff who are trained..." - Emma Reynolds, Reynolds Group

It hires apprentices, offers work experience and runs community projects, which has won it the Investors In People Gold standard.

Last year, 42% of its learners progressed into employment, with another 32% going into training and 5% doing apprenticeships.

Founder Emma Reynolds said: “Never underestimate the value of passionate and loyal staff who are trained.

"The results lead to efficient and happy employees and high levels of staff retention that can support company growth and aid succession planning.”

National Appointments Group operations director Jo Stevens added: “Many businesses are in a Catch 22 situation. Companies want experience, but few are prepared to open their doors to new people to give that experience.

“Companies should invest time in people, otherwise they are not going to have enough experience in their workforce.

“Any investment in in-house training is good. Good candidates can pick and choose where they want to go at the moment.”