12 tips for government agencies recruiting students, recent grads into early career retail jobs

It may come as a surprise to some that government agencies employ retail workers. Although the U.S. federal government, for example, does not employ nearly as many people as traditional, big box, retailers like Walmart, there are no shortage of opportunities for those early in their retail careers to be employed by local, regional, and federal government agencies. Indeed, the shortage is often in the opposite direction: not nearly enough of these candidates to fill all of the available job openings.

We’ve gathered insights from a dozen hiring experts, including marketing directors and CEOs, to offer advice to the government agencies who want to hire students, recent graduates, or others early in their careers. From enhancing workforce training programs to modernizing the hiring process, explore the 12 pieces of advice these professionals have to offer for engaging the next generation in public sector retail careers.

• Enhance Workforce Training Programs
• Highlight Transferable Skills
• Showcase Stability and Career Prospects
• Promote Diversity and Professional Development
• Position Retail as Purpose-Driven Work
• Emphasize Industry Knowledge and Growth
• Interact With Universities for Talent Attraction
• Offer Clear Career Progression Paths
• Nurture Graduate Talents and Aspirations
• Prioritize Work-Life Balance and Pay
• Empower Workers in Health Standards
• Modernize the Hiring Process

Enhance Workforce Training Programs

My advice for large governmental agencies looking to attract college students and recent graduates to retail jobs is to enhance workforce training. The quality of current retail training programs varies greatly, and too often, these programs don’t lead to quality jobs. Moreover, the availability of on-the-job training from public employers is on the decline.

I believe that government agencies and worker organizations should collaborate on joint labor-management programs. This partnership should ensure that employers contribute to the costs of workforce training programs. These programs should focus on rapidly growing occupations and industries; lead to high-quality, local jobs that provide family-supporting wages and benefits; and offer equitable access to job opportunities for people of color and women.

Policymakers in government agencies can support these objectives by promoting registered apprenticeships, increasing the representation of worker representatives on state and local workforce boards to ensure they are truly tripartite, and directing funds and programmatic support toward labor-management partnerships. This approach can make retail positions more attractive to young job seekers by promising valuable skills and stable employment opportunities.

Precious Abacan, Marketing Director, Softlist

Highlight Transferable Skills

It’s best to really emphasize the valuable skills they’ll gain throughout the span of their career in your agency. 

Share how these roles provide a unique opportunity to interact with a diverse range of people and handle a variety of situations. Setting the focus on this aspect can appeal to young professionals eager to develop strong interpersonal and problem-solving skills applicable in any real-world setting.

By emphasizing how these transferable skills become stepping-stones in professional development, retail positions can become more attractive to young adults building their resumes and seeking a strong foundation for any future career path.

Raisha Shrestha, Marketing Manager, Ling

Showcase Stability and Career Prospects

In my expert opinion, the best way to attract college students and recent graduates for jobs in retail is by highlighting the benefits and opportunities that come with working for a large governmental agency.

I suggest emphasizing the stability and security of working for a large governmental agency. College students and recent graduates may be hesitant to pursue jobs in retail due to the perception of low job security and frequent turnover. The most effective way to alleviate these concerns and attract top talent is by showcasing the long-term career prospects and steady income that come with working for a government agency.

My best tip is to promote the diverse range of roles and responsibilities available within your organization. Many college students and recent graduates are looking for job opportunities that align with their interests and skills. 

I recommend highlighting any unique benefits or programs offered by your agency. This could include tuition reimbursement for continuing education, mentorship programs, or opportunities for advancement. These perks make your agency stand out from other retail employers and demonstrate a commitment to investing in employees’ growth and development.

Daniel Cook, HR/Marketing Executive, Mullen and Mullen

Promote Diversity and Professional Development

Encourage a work culture that acknowledges the value of diversity, equity, and inclusion while providing a framework for collaboration and well-being across the agency. This might include facilitating robust mentorship programs that connect junior hires with longer-serving staff and setting up collegial working arrangements that facilitate two-way feedback and suggestions.

Underline the company’s commitment to employee growth and advancement through ongoing professional development. This can be in the form of workshops, classes, and training that facilitate performance improvement. Recognize and reward behaviors and outcomes with awards and accolades to foster a positive work community and culture that motivates and uplifts spirits.

Mark McShane, Founder, Cupid PR

Position Retail as Purpose-Driven Work

Attracting talented young people requires much more than just touting job benefits. College students and recent grads are looking for meaningful work that excites them. My advice is to rethink how you position retail jobs and highlight the impact they can have.

For example, frame customer service roles as shaping the public’s experience and perception of your agency. Show how they’ll be interacting with people from all walks of life and making a difference in their daily lives. Emphasize opportunities for growth and internal mobility. And use storytelling to share inspirational examples of young employees who’ve risen up the ranks. By reframing retail as purpose-driven, community-focused work, you’ll attract passionate talent ready to make their mark.

Peter Wuensch, V.P. Industrial, Knape Associates

Emphasize Industry Knowledge and Growth

One piece of advice I would give to a large governmental agency to attract college students and recent graduates for jobs in retail is to focus on the prospects for acquiring key industry knowledge and practical retail abilities.

It’s beneficial to point out that these roles are not just jobs, but a platform for mastering the intricacies of consumer dynamics, stock control, and sales tactics.

It’s also wise to convey that a stint in retail lays down a robust groundwork for diverse career paths by imparting vital competencies such as client relations, collaboration, and critical thinking.

Furthermore, by providing educational workshops and guidance schemes, young professionals are given the tools to flourish and climb the career ladder. Doing so not only enhances the appeal of these positions but also affirms the agency’s dedication to nurturing their professional journey and future achievements.

Adam Wright, CEO, Human Tonik

Interact With Universities for Talent Attraction

Attracting college students and young graduates to retail jobs in a large government agency can be accomplished by highlighting the unique opportunities for growth, skill development, and community impact. One piece of advice would be to actively interact with universities and colleges through career fairs, internships, and collaborations to highlight the agency’s broad career paths and significant work opportunities. This proactive approach can attract young talent looking for worthwhile employment.

David Magnani, Managing Partner, M&A Executive Search

Offer Clear Career Progression Paths

To attract college students and recent graduates to retail positions within a governmental agency, emphasize the opportunity for career progression and skills development. In our work at Teamworks Executive Suites, offering clear pathways for advancement and training in leadership has proven effective. Highlighting these opportunities in job postings and recruitment talks can draw in young talent eager to grow their careers from the ground up. Engaging with this demographic on platforms they frequent, like social media, also significantly increases visibility.

Sarah Baalbaki, Head of Client Success, Teamworks Executive Suites

Nurture Graduate Talents and Aspirations

After graduating, I moved directly into retail and stayed in the position for just a year. From my own experience, one piece of advice I would give to a large governmental agency to attract and retain college students and recent graduates for jobs in retail is to nurture their talents.

To appeal to newly graduated individuals, you need to have defined growth opportunities according to talent. Whether graduates are creative, mathematical, or clear managers, mapping out potential growth that suits their aspirations will make the roles far more attractive.

For me, I was keen to move into window-dressing and floor layouts, but some of my peers dreamed of running their own store. Showing that these goals are very achievable and that you support tailored development will definitely pull in candidates.

Tara Bennet, Astrologer, Numerologist, Spiritual Coach, & Compassionate Empath, Mediumchat Group

Prioritize Work-Life Balance and Pay

One piece of advice I’d give to a large governmental agency looking to attract college students and recent graduates for retail jobs is to prioritize work-life balance, competitive pay, and meaningful work—these are the top qualities young people value in a job. To connect with minority students and graduates in ways that resonate with how they want to live and work, it’s essential for federal agencies to develop recruiting strategies that allow potential employees to see themselves thriving within the organization. This means being intentional about who represents the agency at hiring events and offering realistic job previews that clearly demonstrate how an individual’s values and goals align with the agency’s mission.

Furthermore, pay policies must reflect the value of the skills the agency seeks, moving away from outdated compensation models. This is crucial to effectively compete for talented, early-career minority workers. Agency leaders can use this feedback from young talent to make meaningful changes today, which will help build their talent pipelines for the future.

Adam Klein, Certified Integral Coach® and Managing Director, New Ventures West

Empower Workers in Health Standards

My advice to large governmental agencies aiming to attract college students and recent graduates for retail positions is to empower these workers by giving them a say in shaping and enforcing public health standards. For example, during the pandemic, many retail workers contracted the virus while at work, highlighting the urgent need to revamp health and safety standards in the workplace.

States can make substantial improvements in worker safety by involving workers in developing and enforcing public health rules at their workplaces. This strategy not only tackles immediate public health emergencies but also boosts long-term workplace safety. For instance, state governments could work together with unions and worker organizations to educate workers about safety standards and require employers to form health and safety committees. These committees would be responsible for ensuring safety procedures are communicated effectively.

Moreover, policymakers should guarantee that retail workers have the right to refuse work in dangerous conditions, access unemployment insurance if they quit or strike due to unsafe working conditions, and receive guidance on claiming workers’ compensation for occupational diseases. Adopting this comprehensive approach could make these positions more appealing to young people who value safe and fair work environments.

Craig Focht, Co-Founder & CEO, All Pro Door Repair

Modernize the Hiring Process

Adopting a more modern hiring procedure is one of the best ways large government organizations can attract young, recent graduates for retail positions. Most government agencies are known for their complex and opaque hiring processes, even though there’s a pressing need to fill nearly a million open positions.

For instance, very few government agencies currently offer a mobile application for tracking job applications. Tackling the perception of wage opacity could also be improved by completing and sharing comprehensive compensation and categorization studies.

It’s crucial for government agency leaders to recognize that government recruiters need to be proactive. In this tight labor market, merely posting a job and waiting for applications isn’t enough. Nor is simply changing the wording on a job description. If government recruiters and hiring managers want to attract more qualified applicants, they need to actively engage with potential candidates. Recruiting should be a dynamic and interactive process—it can’t be passive or merely transactional. Spending time on creating reports and other bureaucratic tasks doesn’t effectively advance the hiring process.

Amir Elaguizy, CEO and Co-Founder, Cratejoy, Inc