10 tips for government agencies who want to hire students and recent grads for early career finance roles

In the quest to attract the brightest minds in finance from colleges and universities, we’ve gathered wisdom from HR consultants and finance executives. From highlighting clear career pathways to utilizing social media for recruitment, explore the diverse strategies shared by ten experts aimed at enhancing recruitment efforts for large governmental agencies.

• Highlight Clear Career Pathways
• Engage on Digital Platforms
• Create Impactful Digital Outreach
• Leverage Alumni Networks
• Make Work Meaningful and Offer Mentorship
• Showcase Structured Advancement Pathways
• Emphasize Impactful Financial Stewardship
• Focus on Long-Term Growth and Stability
• Implement a Solid Graduate Recruitment Program
• Utilize Social Media for Recruitment

Highlight Clear Career Pathways

If I were to give one piece of advice to a government agency wanting to attract college students and recent grads for finance jobs, I’d say: make the career path clear and exciting.

Young professionals are eager for jobs where they can see their careers grow and make a real impact. Highlight the unique opportunities in government finance. Government roles offer the chance to work on projects that truly affect society. Show them that their work can shape public policy and improve communities.

Be transparent about career advancement. This generation values clarity, so outline how they can progress from entry-level roles to higher positions. Share success stories of employees who started at the bottom and moved up. Offering mentorship programs and professional development opportunities will show your commitment to their growth.

Another big draw is the stability and benefits of a government job. Private companies offer higher starting salaries, but government roles provide better job security and a good work-life balance. These perks are appealing to recent grads looking for a stable start to their careers.

Finally, create an inclusive and supportive work culture. Young people today care deeply about diversity and inclusion. Highlight your agency’s efforts to create an environment where everyone feels welcome and valued.

Susan Andrews, HR Consultant, KIS Finance

Engage on Digital Platforms

One key piece of advice for a large governmental agency looking to recruit college students and recent graduates for finance roles is to actively engage with them on their turf by leveraging digital platforms and social media. Today’s young professionals are highly digital and respond well to targeted online campaigns and virtual job fairs. Utilizing platforms such as LinkedIn, Twitter, and specialized finance community sites can help the agency showcase job opportunities, benefits, and the unique aspects of working in government finance. 

Additionally, partnerships with universities’ career services to host webinars and interactive Q&A sessions can provide valuable insights into the agency’s culture and career paths. These strategies not only increase visibility among potential candidates but also allow the agency to engage directly with them, making it easier to attract talented individuals who are a good fit for these roles.

Rose Jimenez, Chief Finance Officer, Culture.org

Create Impactful Digital Outreach

To recruit college students and recent graduates for finance jobs, large governmental agencies should focus on showcasing the unique opportunities for impact and innovation within public sector finance.

My advice is to create a robust digital outreach program that highlights how financial roles in government contribute to major policy decisions and societal improvements.

Develop a series of engaging video content and interactive webinars featuring young professionals in your finance departments. These should illustrate real-world projects where financial expertise has led to significant public benefits. For example, showcase how data analytics in budget allocation has improved public services or how financial modeling has supported sustainable urban development.

This approach attracts tech-savvy, purpose-driven graduates and positions government finance roles as dynamic and impactful career paths. Combine this with a streamlined application process and clear progression pathways to make public sector finance an appealing choice for top talent entering the job market.

Raf Pereira, Founder, Stocks.News

Leverage Alumni Networks

When I graduated with a PhD in accounting, I wish I had known how incredibly helpful alumni networks could be in securing that first job. It’s a resource that shouldn’t be underestimated either by candidates or governmental agencies.

When you partner up with these associations, you have a direct link to reach finance graduates. You can work with alumni offices and organize events, send targeted job postings, and even host workshops or info sessions that specifically highlight opportunities within your agency. 

Moreover, highlight successful alumni who have built careers within your agency. Showcasing their stories can be incredibly inspiring for prospective candidates. Share these success stories on social media, in newsletters, and during campus visits. When students and recent grads see people like them thriving in your agency, it can significantly boost their interest and trust in the opportunities you offer.

Paul Carlson, Managing Partner, Law Firm Velocity

Make Work Meaningful and Offer Mentorship

As the founder of Leverage, I’d suggest a few things if you’re looking to recruit college students and recent grads for finance jobs in a governmental agency. First, make the work meaningful. Young professionals want to see the impact of their efforts.

At Leverage, we involve our interns in real projects. For example, one summer, we had a group of interns create a financial literacy program for small-business owners. They got hands-on experience and saw how their work directly helped people.

For your agency, give them projects where they can see the results, like improving financial policies or working on public financial education programs. Show them how their work can make a difference.

Also, offer mentorship and professional development. At Leverage, we pair interns with mentors to guide them and provide career advice. This helps them build skills and professional relationships. 

Lastly, be clear about career paths. Young professionals want to know how they can grow. Share success stories of past recruits who have advanced within the agency to inspire them.

Rhett Stubbendeck, CEO & Co-Founder, Leverage Planning

Showcase Structured Advancement Pathways

Young professionals are eager to grow their careers and value clear, structured pathways for advancement. When they see a well-defined trajectory for professional development and promotions, it motivates them to join and stay with the organization. Government agencies can offer unique opportunities for progression through specialized training, certifications, and diverse project experiences. 

Emphasizing these opportunities can attract ambitious graduates looking for long-term career growth and the chance to significantly impact public finance. Furthermore, showcasing internal success stories and clear examples of career progression within the agency can make the prospect of joining even more appealing.

Michael Ashley, Founder and Finance Expert, Richiest

Emphasize Impactful Financial Stewardship

Having worked closely with governmental agencies, I’d suggest highlighting the opportunity for impactful financial stewardship in finance roles. Emphasize the chance to manage public funds and shape economic policies. Additionally, offer training programs and career advancement opportunities tailored to young professionals’ aspirations. By showcasing the significance of finance in promoting fiscal responsibility and providing avenues for growth, agencies can attract top talent eager to contribute to sound financial management and public service.

Josh Ladick, President, GSA Focus

Focus on Long-Term Growth and Stability

I would advise highlighting the long-term career growth and job stability that a governmental agency can offer. I would ensure that recruitment materials and presentations at career fairs focus on showcasing clear career paths, opportunities for ongoing education, and the security that comes with government positions. It’s crucial to communicate these benefits, as they are major deciding factors for young professionals looking for both professional growth and job security in the uncertain early stages of their careers.

Bert Hofhuis, Founder, SovereignBoss

Implement a Solid Graduate Recruitment Program

My advice: implement a solid graduate recruitment program. Government agencies that need fresh finance talent must have strategies in place to recruit college graduates. However, simply recruiting them isn’t enough in today’s competitive job market. The thing is, government agencies have to compete with private companies and agencies for hiring finance graduates, too!

You need a structured approach not just for hiring but also for retaining and developing these young professionals. Invest in training programs that enhance their skills and prepare them to be future leaders within your agency. Train them well enough so they have the option to leave, but treat them well enough so they choose to stay. This continuous investment in their professional growth is key to building a loyal and skilled workforce.

Eric Croak, CFP, President, Croak Capital

Utilize Social Media for Recruitment

My best advice would be to use social media as a recruitment tool. College students and recent graduates are highly active on social media platforms, making it an excellent way to reach and engage with them. Hire a social media manager or team to create and implement a strong social media strategy targeting this demographic. They can use platforms like LinkedIn, TikTok, and Instagram to showcase the agency’s culture, values, and job opportunities. 

Make sure to highlight the benefits of working for a governmental agency, such as job stability, competitive salaries, and opportunities for growth. Maybe even ask current employees to share their experiences and insights on social media to attract potential candidates.

My other advice would be to be reachable and responsive. College students and recent graduates often have questions about the application process or specific job roles, so make sure to have a dedicated team ready to answer their inquiries promptly. Showing a high level of engagement and transparency can leave a positive impression on potential candidates and make them more likely to apply.

Sherman Standberry, CPA and Managing Partner, My CPA Coach