14 tips for government agencies hiring students, recent grads for early career tech jobs

For decades, employers of all types have found that technology workers are some of the most difficult to hire. It isn’t that the workers themselves are difficult but, instead, there just haven’t been enough of them as compared to the larger number of openings. In other words, the demand for tech talent has outstripped the supply, and that has created higher wages and workers have been able to be more selective about which jobs and even employers they consider.

On the surface, government agencies seem to be at a massive disadvantage as compared to their corporate competitors as government agencies typically aren’t able to pay as well. For tech workers who are primarily choosing jobs based on compensation, that definitely put the government agencies at a disadvantage. But not all tech workers chose to prioritize compensation above all else. Some, for example, chose to prioritize their work-life balance, others the ability to do meaningful work, and others job security. All of these factors, and more, provided government agencies with some advantages.

We wanted to learn more about these and other advantages that government agencies had when trying to hire students, recent graduates, and other candidates early in their careers for technology-related jobs. We gathered insights from CTOs and CEOs to guide large governmental agencies in attracting college students, recent graduates, and other candidates who are early in their careers. From showcasing impactful career opportunities to incorporating entrepreneurial learning opportunities, here are tips from 14 technology and business leaders.

• Showcase Impactful Career Opportunities
• Create Impactful Rotation Programs
• Promote Public Service Benefits
• Offer Competitive Salaries and Streamline Hiring
• Emphasize Innovation and Real-World Impact
• Implement Skills-Based Testing for Fairness
• Highlight Meaningful Work With Social Impact
• Offer Robust Student-Loan Assistance Programs
• Tailor Learning Programs to Individual Needs
• Build Prestigious Development Programs
• Develop Attractive Internship Opportunities
• Highlight Commitment to Work-Life Balance
• Showcase Cutting-Edge Technology Work
• Incorporate Entrepreneurial Learning Opportunities

Showcase Impactful Career Opportunities

Emphasize opportunities for impactful work and career growth. When I started my career, I was drawn to roles where I felt my work could make a significant difference.

For example, working on projects that enhance public services or cybersecurity initiatives can be very appealing. Highlight success stories of young professionals who have made tangible contributions and advanced their careers within the agency. Create internship and mentorship programs that offer real-world experience and professional development.

Back when I was mentoring a junior developer, they were thrilled to work on a project that directly improved local community services. This hands-on experience, combined with the sense of making a real difference, can be a strong motivator for young talent. Make sure to showcase these elements in your recruitment efforts.

Jayen Ashar, CTO, Scaleup Consulting

Create Impactful Rotation Programs

In my experience, the key to attracting top college talent for technology roles is showing them the impact they can have. Students today want to make a difference, not just take orders. Highlight opportunities for them to solve real-world problems, take ownership of projects, and see the impact of their work. Create rotation programs that expose them to different areas of the organization so they can find the right fit for their skills and interests. Show them a clear path for growth and career progression.

For example, at one company I worked with, we created a special program for new grads that rotated them through three different technology teams over two years. They got to experience different projects and management styles, and we got to evaluate them in different contexts. The ones that excelled were then placed into leadership development programs and promoted quickly. This program was key to attracting ambitious, civic-minded students who wanted to make a real contribution.

Sunaree Komolchomalee, Head of HR, Cupid PR

Promote Public Service Benefits

Highlighting the unique benefits of working in public service can be a powerful draw for college students. Emphasize the stability, comprehensive benefits packages, and work-life balance that government jobs often provide. 

Additionally, showcasing stories of current employees who have made a significant impact through their work can inspire students to see the value in such roles. By promoting long-term career growth opportunities and the chance to serve the community, the agency can appeal to students looking for both security and purpose in their careers.

Reyansh Mestry, Head of Marketing, TopSource Worldwide

Offer Competitive Salaries and Streamline Hiring

As a leader in healthcare IT, I would suggest offering competitive salaries and benefits, as well as opportunities for growth. Young people today want careers where they can constantly improve and pick up new skills. Provide individualized training programs and mentorship so new hires feel invested in and able to advance.

Government agencies should highlight the mission and impact of the work. Many millennials and Gen Zers are purpose-driven and want jobs that contribute value to society. Promote how technology roles support critical government services and improve people’s lives. This kind of meaningful work is attractive to top talent.

Streamline the hiring process and make applying as simple as possible. Lengthy applications and excessive bureaucracy will turn good candidates away. Leverage digital tools for recruiting to connect with candidates where they already are. Build an expedited path for students and recent graduates to showcase their skills and potential. The easier it is to apply, the more likely you’ll get quality applicants.

David Pumphrey, CEO, Riveraxe LLC

Emphasize Innovation and Real-World Impact

I believe the key to attracting college students and recent graduates for technology roles in large governmental agencies lies in emphasizing innovation and impact.

Young tech professionals are often drawn to roles where they can work on cutting-edge technologies and see the real-world impact of their work. We’ve successfully attracted tech talent by highlighting how our technology solutions directly improve the lives of students and professionals seeking international opportunities.

For governmental agencies, I’d recommend showcasing specific projects or initiatives where technology plays a pivotal role in serving the public. This could include modernizing public services, enhancing cybersecurity, or leveraging data analytics to inform policy decisions. Demonstrating how their work can affect millions of lives can be a powerful motivator for young tech enthusiasts.

Additionally, offering opportunities for continuous learning and professional development is important. At KBA Global, we provide our tech team with resources for upskilling and encourage them to explore new technologies. Governmental agencies could consider implementing similar programs, perhaps even partnering with tech companies or educational institutions to provide cutting-edge training.

It’s also important to create a work environment that fosters innovation. This could involve establishing innovation labs or hackathons where young professionals can work on passion projects or prototype new ideas. We’ve found that giving our tech team the freedom to experiment and innovate has not only improved our services but also increased job satisfaction and retention.

Lastly, leveraging social media and digital platforms to showcase the agency’s tech culture and achievements can be effective. Young graduates often research potential employers online, so having a strong digital presence that highlights the exciting tech work being done can make a significant difference.

By focusing on innovation, impact, continuous learning, and fostering a culture of creativity, governmental agencies can position themselves as attractive employers for young tech talent.

Shambhu Kadel, Founder, KBA Global

Implement Skills-Based Testing for Fairness

One piece of advice I’d give to a large governmental agency to attract college students and recent graduates to technology roles is to take a skills-based testing approach. Skills-based testing has been instrumental in our recent hiring campaign, enabling us to more easily attract top grads with exceptional skill sets. We’ve found Gen Zers are super focused on fairness and prefer meritocratic hiring processes. 

With tech hires, skills testing is the perfect way to find the right people—hires who can actually do the job and do it well, bringing new ideas to the table. By using skills-based testing, large government agencies significantly reduce biases and become far more attractive to those fresh grads.

Geoffrey Bourne, Co-Founder, Ayrshare

Highlight Meaningful Work With Social Impact

In my experience, one key piece of advice I would give to a large governmental agency looking to attract college students and recent graduates for technology roles is to emphasize the opportunities for impactful and meaningful work. Highlighting the potential to work on projects that contribute to the greater good or make a real difference in society can be a powerful motivator for young talent.

For example, showcasing initiatives where technology is being used to improve public services, enhance transparency, or address critical societal issues can be very appealing to college students and recent graduates. By emphasizing the chance to work on projects with a clear social impact, governmental agencies can attract tech-savvy individuals who are not only looking for a job but also seeking a sense of purpose and fulfillment in their work.

Charles Veprek, Director of Business Development, IT Asset Management Group (ITAMG)

Offer Robust Student-Loan Assistance Programs

Government agencies looking to attract college students and recent graduates for tech roles should consider offering robust student-loan assistance programs. This approach directly addresses one of the most pressing concerns for new graduates: student debt. The financial burden of student loans can be daunting, and a program designed to alleviate this stress can make a government role significantly more attractive compared to private-sector opportunities without such benefits. 

Student loan assistance not only provides immediate financial relief but also shows a commitment to the well-being of young professionals. It signals that the agency values its employees and understands the unique challenges they face right out of college. This can greatly enhance the agency’s reputation among younger job seekers who are looking for more than just a paycheck; they are seeking an employer that invests in their future. 

This strategy has long-term benefits as well. Employees who receive student loan assistance are likely to feel more financially secure and, as a result, more engaged and loyal. Over time, this can lead to higher retention rates and a more stable workforce, which is particularly valuable in the technology sector where turnover can be high. Offering student loan assistance isn’t just a perk; it’s an investment in attracting and retaining top talent.

Will Yang, Head of Growth & Marketing, Instrumentl

Tailor Learning Programs to Individual Needs

As someone who has worked for the government, I can tell you that government agencies can significantly improve their recruitment and retention of tech talent by tailoring their learning programs to match individual employee preferences—after all, everyone learns a bit differently.

Creating an effective talent development culture involves more than just offering a few learning courses. It requires a commitment to lifelong learning, integrating growth opportunities into every role, and empowering employees to take control of their own career paths. Establishing a culture of continuous learning not only leads to more effective development programs but also helps the public sector stand out as it aims to attract skilled workers.

Considering that tech employees are at different stages in their careers and have varied learning styles, the state now offers a wide array of learning methods. These include micro-learning, on-the-job experiences, mentorship, and coaching. By providing a diverse range of learning options, organizations allow employees to learn in ways that best suit their needs and preferences.

Lydia Valentine, Co-Founder and Chief Marketing Officer, Cohort XIII LLC

Build Prestigious Development Programs

To attract young people for tech roles, governments need to shake things up—not just in their hiring processes, but also in how they advertise jobs, treat their employees, and promote themselves. They should focus on building a pipeline of young people who are interested in tech roles.

A great example I believe in is the UK’s approach. They have nearly double the share of people under 30 in their civil service compared to the US, largely thanks to their Civil Service Fast Stream. This is a development program aimed at new graduates who want to enter government service. The Fast Stream is highly competitive, which adds to its prestige—less than 5% of applicants actually get recommended for a position in each recruitment cycle. 

Back in 2016, over 32,000 people applied, but only about 1,245 got job offers. Participants in the Fast Stream are initially paid £28,000 (around $36,470), and by the end of their three-year program, they’re expected to make about £55,000 ($71,635).

Alex LaDouceur, Co-Founder, Webineering

Develop Attractive Internship Opportunities

Offering great internship programs is a crucial tip for a big government organization looking to hire fresh graduates and college students for technological positions. The agency may attract tech-savvy people early in their careers by offering practical experience, mentorship opportunities, and exposure to real-world projects. This strategy not only develops skill but also positions the agency as a desirable place to work for recent graduates. Imagine a government organization that develops a pool of competent IT talent ready to serve by providing paid internships with relevant projects, networking opportunities, and the possibility of full-time employment.

David Magnani, Managing Partner, M&A Executive Search

Highlight Commitment to Work-Life Balance

Stress work-life balance in order to draw in college students and fresh graduates for technology positions. Wellness initiatives, remote work options, and flexible work hours are valued by young professionals. Tech-savvy applicants who value their personal and professional lives may find the agency more appealing if it emphasizes its dedication to upholding a healthy work-life balance.

Cale Loken, CEO, 301Consulting

Showcase Cutting-Edge Technology Work

Government jobs can get a bad rap, but for tech-hungry college grads and early-career professionals, one can offer something truly special—the chance to play with the future.

Show that your agency is on the cutting edge, working with the latest tools and systems. Imagine getting one’s hands on groundbreaking tech and shaping how the government operates. That’s the kind of experience that can’t be found just anywhere.

Additionally, try to showcase opportunities for professional growth, continuous learning, and real-world impact. By presenting a dynamic work environment where they can develop their skills and contribute to meaningful projects—agencies can appeal to their desire for innovation and career development. This approach can make tech roles within the government more appealing to the younger talent pool.

Marin Cristian-Ovidiu, CEO, Online Games

Incorporate Entrepreneurial Learning Opportunities

I think a real game-changer for government agencies looking to attract sharp, tech-minded college graduates and students would be to work entrepreneurial learning into their recruitment and training frameworks. I’ve seen how today’s young professionals aren’t just looking for a steady paycheck; they want to innovate and really make their mark. By providing both entrepreneurial and technical training, you’re not only equipping these bright minds to flourish in their roles but also paving the way for them to possibly launch their own tech startups.

I feel strongly that offering tools, resources, and mentorship to help these aspiring professionals move from just having a great idea to actually building a business is a smart move. This strategy does more than attract talent; it builds a culture of innovation and forward-thinking. Staying relevant and competitive in today’s fast-moving tech world is important, and nurturing a progressive, idea-driven environment is exactly what will set an agency apart.

Brandon Aversano, Founder, The Alloy Market