12 tips for government agencies recruiting students, grads for early career legal roles

In the quest to attract fresh talent from universities to the legal sector, we’ve gathered invaluable insights from Managing Attorneys and Founders. From offering diverse short-term assignments to modernizing management practices, explore the 12 pieces of advice these seasoned legal professionals offer to government agencies seeking to engage with the next generation of legal minds.

• Offer Diverse Short-Term Assignments
• Highlight Impactful Work Opportunities
• Showcase Public Sector Significance
• Adopt a Digital-First Strategy
• Create Mentorship and Internship Programs
• Partner with Public Interest Law Groups
• Define Clear Career Paths
• Create Career-Development Pathways
• Focus on Meaningful Work Outreach
• Promote Diversity and Work-Life Balance
• Promote Internships and Fellowships
• Modernize Management Practices

Offer Diverse Short-Term Assignments

From what I’ve witnessed, many recent graduates don’t always have a clear idea of which legal specialties or work environments will be the most fulfilling for them. Yes, they step out of the classroom with a solid foundation of theoretical knowledge, but often lack a clear sense of hands-on experience that transcends what they’ve learned in school.

My advice to a large governmental agency looking to attract college students and recent graduates is to offer opportunities for short-term assignments across different departments or agencies.

It allows them to safely explore the intricacies of different legal practice areas, such as litigation, regulatory compliance, policy development, and public service. This simultaneously does two things—it helps graduates make more informed career choices and equips the agency with well-rounded, experienced professionals who are more committed and enthusiastic about their roles.

Riley Beam, Managing Attorney, Douglas R. Beam, P.A.

Highlight Impactful Work Opportunities

One piece of advice I would give to a large governmental agency to attract college students and recent graduates for jobs in legal careers is to highlight the unique opportunities for impactful and mission-driven work that the public sector offers. Young legal professionals are often driven by the desire to make a meaningful difference, and working for a government agency provides a platform to advocate for justice, influence public policy, and serve the community.

Emphasize the comprehensive training programs and mentorship opportunities that enable new hires to gain valuable hands-on experience and develop their skills under the guidance of seasoned professionals. Additionally, showcase the diverse career paths available within the agency, from litigation and regulatory enforcement to public advocacy and policy-making, which can offer a dynamic and fulfilling career trajectory. Promote the benefits of job stability, work-life balance, and a supportive, inclusive work environment that values innovation and diversity.

By communicating these advantages and leveraging modern recruitment strategies, such as engaging social media campaigns and active participation in career fairs, the agency can effectively attract and retain talented young legal professionals.

Scott Monroe, Founder and Criminal Defense Attorney, Monroe Law, P.A.

Showcase Public Sector Significance

I would recommend that a large governmental agency emphasize the impact and significance of legal work within the public sector to attract college students and recent graduates. Young professionals often seek careers where they feel they can make a difference. By showcasing real-life examples of how governmental legal work positively affects society, the agency can appeal to their sense of purpose and civic duty. Additionally, developing a robust mentorship program can be very appealing. Pairing new hires with experienced attorneys who can guide them through their early careers, provide professional development advice, and help them navigate the complexities of governmental legal work can make the agency an attractive option for young legal professionals.

Mike Schmidt, Civil Trial Law Specialist, Personal Injury Trial Law Specialist by the Texas Board of Legal Specialization, and Civil Trial Specialist by the National Board of Trial Advocacy., Schmidt & Clark

Adopt a Digital-First Strategy

For government agencies aiming to recruit legal graduates, my advice is to adopt a ‘digital-first’ approach. LegalTech is increasingly shifting towards digital solutions, so don’t bog down your new legal hires with outdated, manual processes. The demand for online services has surged, especially during the pandemic. Embracing a digital-first mindset will not only better serve citizens but also attract young talent eager to engage in the future of work.

Additionally, adopting a digital-first strategy means proactively addressing cybersecurity issues that may arise with the expansion of telework and digital services. Don’t wait for a security breach to start implementing stronger digital safeguards. With data breaches increasing by 68 percent from 2020 to 2021, it’s crucial that your digital security team is well-trained and competent to avoid becoming another statistic.

Michael Brown, Managing Partner, Dribbin & Brown Criminal Lawyers

Create Mentorship and Internship Programs

Implementing mentorship programs and internships can help big government agencies attract college students and recent graduates for legal careers. So, that is what I will heavily recommend. 

You can offer paid internships, which will help attract a wide range of graduates and students who want to receive hands-on legal experience. Since paid internships remove the financial barrier of high course fees, many of the best candidates may try to join. This way, you can weed out the best talent for the agency.

On the other hand, you can pair new joiners with experienced legal experts in the mentorship programs who can provide them with satisfactory career advice and guidance. You can highlight specific career opportunities in the agency that they can access for further professional progress and achievements.

Lyle Solomon, Principal Attorney, Oak View Law Group

Partner with Public Interest Law Groups

A great way to get really targeted results is partnering up with public interest law groups. Firstly, these groups connect you directly with a pool of students and recent graduates already passionate about public service and making a difference. They’ve likely already taken courses or participated in activities that align with your agency’s mission.

Secondly, public interest groups often have established networks and communication channels within law schools. Partnering with them allows you to tap into their reach and get your message directly in front of the most relevant candidates. You could co-host information sessions, offer mock interviews, or even sponsor scholarships for students interested in government legal careers. It’s a much more targeted approach, and it directly connects you with people who are passionate about using their legal skills to make a positive impact.

Alex Freeburg, Owner, Freeburg Law

Define Clear Career Paths

To attract college students and recent graduates for legal careers, one key piece of advice I’d give a large governmental agency is to focus on defining clear career paths and rethinking how work is structured for administrative roles.

To draw in young professionals, consider automating or delegating routine tasks like data entry or generating status reports to gig workers. This approach not only improves efficiency but also offers employees more freedom and flexibility. At the same time, it’s important to personalize the more interactive, human aspects of the job, giving people the autonomy to shape their career paths based on their own interests and values.

Clearly outlining career paths and potential lateral moves within the agency can significantly help new or prospective hires envision their future with the organization. For example, the US Cybersecurity and Infrastructure Security Agency’s Cyber Career Pathways tool is a great model. It outlines 52 different roles in detail, including the skill levels required for each. This type of resource can be invaluable for someone exploring career options in cybersecurity or any other governmental field.

Rosana Tejada Crespo, CEO, Tejada Solicitors Law Firm

Create Career-Development Pathways

A major concern for anyone entering any career is the uncertainty of the job. Many people need to feel secure and that there is plenty of opportunity to grow with the company. Young professionals especially seek clarity on their future career prospects. Well-defined career-development pathways provide a roadmap for advancement, helping them understand the steps and milestones required to progress within the organization. That’s why I think that these large governmental agencies should be creating clear career-development pathways in order to attract college students in the legal field.

Career-development pathways demonstrate the agency’s commitment to investing in employees’ growth. Opportunities for training, certifications, and skill development are highly attractive to recent graduates eager to build and diversify their expertise. And because legal careers often require specialized knowledge, career-development pathways can provide targeted learning experiences and opportunities to specialize in areas of interest. This can help young people to build their expertise and advance more quickly in their chosen fields.

Career-development pathways can also support diversity and inclusion efforts by providing equal opportunities for advancement to all employees, which helps in building a diverse workforce. This can bring a variety of perspectives and improve overall decision-making within the agency.

Meghan Freed, Co-Founder and Managing Partner, Freed Marcroft

Focus on Meaningful Work Outreach

I have one key piece of advice for attracting college students and recent graduates: Focus your outreach on showcasing meaningful work. Many students and graduates want work that aligns with their values and makes a difference. They are motivated not just by competitive compensation and benefits, but by the chance to contribute positively to society. 

Rather than leading with bureaucratic messaging, highlight the impact they can have through legal work in the public sector. Share stories and case studies demonstrating how legal professionals shape policy, protect citizens, and uphold justice within the government. Convey the diversity of legal roles, from legislative to regulatory. Emphasize continuous learning and growth opportunities. And consider partnerships with law school career services, public interest groups, and diversity programs to reach engaged students where they already are. If you can spark their idealism and tap into their desire for purpose, you will attract top young legal talent.

Hunter Garnett, Managing Partner and Founder, Garnett Patterson Injury Lawyers

Promote Diversity and Work-Life Balance

As a family law attorney myself, I’m thrilled to see large government agencies taking an interest in attracting new legal talent! Here’s my key piece of advice: Shatter the stereotype.

For a long time, the legal field has had a reputation for being a man’s club. But that’s simply not true anymore. There are incredible women making waves in every area of law, and government agencies offer fantastic opportunities to be part of that.

Here’s how you can showcase this:

Highlight real-life women. Feature profiles of young female attorneys currently thriving at your agency. Let them talk about their work, their motivations, and the unique challenges and rewards they face. Target events at women’s colleges and universities. Show young women the possibilities firsthand.

Emphasize work-life balance. Being a parent and an attorney is demanding, but it’s absolutely possible with the right support system. Showcase successful young moms at your agency who can demonstrate that. By showcasing these strong, accomplished women, you’ll send a powerful message: Government legal careers are not just for men, and they offer a fulfilling path for anyone with the drive and passion. It’s an exciting time to be a woman in law, and government agencies can be at the forefront of attracting the next generation of legal talent.

Anna Blood, Founder and Managing Attorney, Blood Law PLLC

Promote Internships and Fellowships

Establish and heavily promote internships and fellowship programs. This approach not only provides young professionals with hands-on experience but also helps the agency build a robust pipeline of future employees. Internships and fellowships offer students and recent graduates the opportunity to apply their academic knowledge in real-world settings. This practical experience is invaluable and can be a strong selling point for those looking to enter the legal field.

Through these programs, participants can develop essential skills such as legal research, writing, and analysis, which are critical for any legal career. Additionally, they gain insight into the workings of a governmental agency, which can be particularly appealing for those interested in public service.

Internships and fellowships also allow young professionals to build a network of contacts within the legal community. These connections can be crucial for career advancement and can increase the likelihood of securing a permanent position within the agency.

By investing in internships and fellowships, the agency can identify and nurture top talent early on. This proactive approach can lead to a more skilled and committed workforce in the long term.

Doug Burnetti, President & CEO, Burnetti P.A.

Modernize Management Practices

Revamp your management practices and ditch the ‘job-for-life’ mentality. Governments need to adapt their hiring processes to align with today’s work environment, which means accepting that people won’t stick around for 30-year careers. We shouldn’t be trying to convince a 25-year-old to commit to a long-term government career because young workers just don’t envision that for themselves anymore. Instead of handling each job search individually, HR should establish a pool of pre-screened and approved candidates, making it easier and quicker for agencies to hire based on the skills they need. This approach would speed up the hiring process, helping to secure top talent more efficiently. 

A great example is the Canadian government’s Free Agents program. It allows a select group of highly skilled public servants to move between departments, picking projects that suit their skills and interests. This system gives employees mobility and freedom of choice, while hiring managers benefit from a ready-to-go pool of pre-vetted civil servants.

Michael E. Farah, Founder, Realtor and Real Estate Attorney, The Farah Law Firm, P.C.