Hiring workers Under age 18 can boost long-term recruitment efforts
Local high-school students are increasingly eager to participate in work-based learning. Applications for internships, cooperative work assignments, and pre-apprenticeships consistently outpace the number of available positions. For example, INTERalliance of Greater Cincinnati received 450 applications for just 200 information technology internships this summer.
Employers, however, often hesitate to hire students under 18, citing safety concerns. While safety is paramount, many companies have demonstrated that students can be hired safely and productively. The key, according to several local employers, is pairing students with one-on-one mentors. The payoff is significant: a reliable pipeline of trained workers who are ready to step into full-time jobs upon graduation.
St. Elizabeth Healthcare is a prime example. In 2023, the organization decided to “play the long game” by building its own pipeline of entry-level employees through its phlebotomy program, said Jillian Waters, manager of Lab Systems in Phlebotomy. Recognizing phlebotomy as an excellent entry point to healthcare careers, the program’s goal was to hire eight high-school seniors per year, train them in the laboratories, and retain them as full-time employees for at least two years after graduation.
Hiring High School Students
Since 2023, St. Elizabeth has successfully hired seniors under age 18 to work in its phlebotomy labs.
These students are hired as St. Elizabeth employees, with access to the same benefits as all staff. They also complete the same phlebotomy training, but on a high-school schedule: 8 hours per week for 40 weeks, compared to 40 hours per week for 8 weeks for regular employees. Students gain bedside patient contact hours and draw blood under supervision but are never left alone with patients. Dedicated mentors guide them throughout the experience.
The results are promising. Of the eight students hired in 2023, two remain employed at St. Elizabeth today. In 2024, five of the eight hires stayed on after graduation. This past summer, the organization hired seven more students—and Waters expects them all to continue working throughout their senior year and beyond. “We have learned that it is important for the program leaders to remain engaged throughout the internship. We have amazing mentors, but we need to know the students, too.”
Atlas Air’s Leisa Snyder emphasized the importance of staying closely connected with interns. When she first suggested hiring students under 18, management was hesitant. But she persisted, addressing concerns and creating separate job descriptions with added safety precautions. Interns have since contributed in crew scheduling, automated warehousing, and HR.
“I like to say I found a ‘coalition of the willing’ when we first introduced this concept,” Leisa said. “I found managers who were open to trying it and eager to invite young workers in.” She also helped launch a work-based learning steering committee to ensure the program continues to grow and evolve.
Atlas Air is committed to offering jobs to interns who want to stay after their experience. “We want students to be exposed to our industry, explore different career paths, and—most importantly—experience the work itself,” she added.
Other Kentucky employers are also finding ways to bring younger workers onboard in manufacturing, supply chain, and construction. Lorraine O’Moore, workforce development manager for BE NKY Growth Partnership, has helped companies design jobs that fit high-school schedules, keep students safe, and ease ongoing talent shortages.
“One company established a special after-school shift exclusively for high-school students,” she said. “Because only students filled the roles, the work could be tailored to their skills and safety needs. It was a win for both students and employers.”
O’Moore also pointed to Ohio’s Manufacturing and Construction Mentorship Program, which allows companies to hire 16- and 17-year-olds while offering funding for wages and support. Participating employers must meet certain conditions, but the program has opened new doors for youth employment. Read more about the program here.
“We’re fortunate to learn from our neighbors to the north as companies here explore opportunities for younger workers,” O’Moore said. Employers interested in learning more can reach her at lomoore@be-nky.com.
NKY Works is ready to support companies facing workforce challenges. In 2025–26, our teams are especially focused on expanding work-based learning opportunities for young workers. Let us help your business get involved. Contact us at 859.657.WRKS (9757) or NKYWorks@NKADD.org