The elusive species: the modern-day apprentice

Apprenticeships are a true opportunity. For companies, they offer fresh perspectives. For young people, a foot in the professional world. But finding a motivated, curious and well-prepared candidate sometimes feels like looking for a unicorn with a polished LinkedIn profile.

Take the applicant who proudly declares: “I sent my CV everywhere!!!”, the one who cancels the interview last minute (or simply disappears), or the one who recites their speech like a chatbot… all while sitting in front of a video call background starring a chaotic teenage bedroom.

These real (and often hilarious) anecdotes aren’t just funny—they reflect real generational shifts, gaps in professional codes, and the growing challenge of connecting with young talent.

At Human Déclic, we help companies turn these awkward encounters into opportunities for growth. Because hiring an apprentice shouldn’t be a gamble—it should be a strategic and human decision.

Surreal interviews: a very human highlight reel

Let’s be real: we could make a blooper reel out of this.

There was the candidate who beamed as they told us:
👉 “I sent my CV everywhere!!!”
With the excitement of someone buying a lottery ticket—forgetting it’s not a game of chance, it’s a job application.

Then there’s the one who cancels the interview last minute, or just ghosts us entirely. No message, no explanation.
Ghosting: 1 — Recruiter: 0.

Don’t forget the classic robotic pitch, delivered in a monotone voice as if reciting a school poem. Overprepared? stressed? but also disconnected—from the conversation, the opportunity, the real person sitting across the screen.

And finally, the video call with the messy bedroom backdrop. Piles of laundry, half-eaten snacks, a forgotten sock hanging from the chair.
Hint: it’s not “keeping it real”, it’s just not ready.

These moments make us laugh (and sometimes sigh), but they raise a serious question:
👉 How can we help these young candidates succeed in interviews—not just survive them?

What these situations really reveal

Behind these laugh-out-loud moments often lies something deeper.

👉 A lack of professional reference points:
Many young candidates have never done an interview before, or received no guidance on how to prepare. So they improvise, copy a TikTok tutorial, or parrot a rehearsed script.

👉 A fear of messing up:
Better to seem too neutral than too bold, right? That’s the logic. The result: a bland, emotionless delivery. Fear of failure kills authenticity.

👉 A misunderstanding of what the interview is about:
Some think the interview is a solo performance, not a conversation. They don’t ask a single question. They’re not trying to understand the role, the company, or even why they applied.
And yet, that curiosity is exactly what signals motivation, as Christine Martin often reminds us:

“What worries me isn’t awkwardness—it’s a lack of curiosity.”

👉 A generational disconnect:
Recruiters expect certain signs of engagement that today’s young applicants may not know or value the same way.
It’s not about talent—it’s about cultural codes.

What recruiters are really looking for (and love)

Here’s the good news: we’re not looking for flawless clones. We’re looking for young people who are real, a little rough around the edges—but engaged.

👉 A candidate who asks questions
You don’t need a TED Talk’s worth of questions. Just asking:
“What does a typical day look like?”
“Who will I be working with?”
“What do you like about working here?”
…already shows something essential: interest and intention.

👉 A bit of preparation
Checking the company website, skimming the job description—it’s not rocket science. Just enough to create a conversation, not a monologue.

👉 Some authenticity, and a willingness to learn
When a young candidate says, “I don’t know everything, but I’d love to learn”, it’s refreshing. Better than a lifeless, over-polished speech.

👉 Subtle signals of engagement
Eye contact, reacting to what’s said, asking follow-up questions, smiling… These micro-gestures say:
“I’m here, I care, and I’m paying attention.”

Bottom line? Recruiters aren’t looking for perfection—they’re looking for presence.
That spark. That human connection. And yes, it can be cultivated.

Our role as HR, managers, and mentors

Faced with these awkward moments, we could roll our eyes and mutter:
“Kids these days…”
But the truth is: our role has evolved.

👉 Teach the codes
We can’t expect young people to play the game if no one explained the rules. Interviews, soft skills, professional behavior—these are not innate. They’re learned.

👉 Create a clear and safe space
Many young candidates are afraid to ask questions or make mistakes. It’s our job to set the tone for an open, respectful dialogue—where curiosity is welcome and imperfection allowed.

👉 Focus on learning, not performance
At 19 or 21, no one has it all figured out. But they can have the willingness to learn, and that’s what truly matters.
Recruiters need to shift, too: less judgment, more guidance.

👉 Be mentors, not judges
An apprentice isn’t just an extra pair of hands. It’s a talent in progress, someone to nurture.
And at Human Déclic, this is exactly how we support businesses:
By helping them recruit, onboard, train and grow with a truly human approach.

How Human Déclic supports companies facing this challenge

Sound familiar? Do your teams lack the tools to confidently recruit or mentor young apprentices? Are you looking to build a more structured and effective onboarding process?

🎯 Human Déclic is here to help you:

• Assess your current HR practices in recruiting, onboarding, and supervising apprentices
  
• Train your recruiters and managers to better understand generational codes and adopt a listening mindset
  
• Design personalized onboarding experiences that fit your company culture
  
• Foster an inclusive and learning-oriented workplace, where even the youngest talents feel they belong
  

📅 Ready to move forward?
Book a session with us here:
👉 Book a meeting with Human Déclic

What if we just tried to understand each other?

Sure, hiring a young apprentice can feel disorienting. But it’s also a golden opportunity to pass on knowledge, challenge your own practices, and refresh your outlook.

💡 With the right structure, a little humor, and a genuine desire to support, these young talents become fantastic assets.

And we’re here to help you make that shift happen.