16 tips for government agencies hiring diverse students, grads for early career job opportunities

Government agencies both large and small in many cities, regions, and countries have historically hired both hourly and salaried workers based more on who they knew than how well-qualified they were. That nepotism resulted in a startling lack of diversity, both in the applicant pool as well as among the employees.

Today, nepotism in government hiring is still alive and well (actually, unwell) in many areas of the world, but it is also on the retreat. More governmental agencies are becoming more responsive to the needs and wants of the people. The corruption that is inherent in nepotism-fueled hiring is inconsistent with satisfying those needs and wants. Instead, government agencies are increasingly hiring based on the likely improvements to the productivity of the agency that should result from hiring candidate A versus B, and that’s where diversifying their workforces comes into play.

When employees in any organization all or even largely have the same background, they tend to all approach a problem the same way. And it isn’t just approaching that problem the same way once, but over and over and over again. That lack of imagination inevitably leads to suboptimal thinking. On the other hand, candidates with diverse backgrounds naturally look at problems differently, which leads to the consideration of different potential solutions, which leads to better solutions.

It is one thing to say that government agencies should do a better job of engaging, attracting, hiring, and retaining diverse students, recent graduates, and others early in their careers. It is another thing to make recommendations to them for how they can accomplish that goal. We gathered invaluable tips from 16 top executives, including CEOs and directors, on how government agencies can attract diverse, early-career candidates. From prioritizing inclusivity in recruitment efforts to empowering students with campus ambassador programs, these insights offer a roadmap for creating a dynamic and inclusive workforce.

• Prioritize Inclusivity in Recruitment Efforts
• Communicate Mission and Public Advocacy
• Highlight Inclusivity and Community Impact
• Advertise Flexible Work Options
• Create Rotational Programs for New Hires
• Utilize Social Media for Diverse Recruitment
• Implement Targeted Outreach Programs
• Develop Clear Career-Pathway Programs
• Adopt Proactive, Extensive Recruitment Strategies
• Invest in Robust Mentorship Programs
• Build a Workplace Brand Valuing Diversity
• Promote Cultural Competency and ERGs
• Explain Roles’ Evolving Nature and Stability
• Showcase Real Employees and Social Impact
• Launch Inclusive Recruitment Campaigns
• Empower Students with Campus Ambassador Program

Prioritize Inclusivity in Recruitment Efforts

One tip I would recommend to a government agency is to prioritize inclusivity and diversity in your recruitment efforts. This can be achieved by implementing targeted outreach strategies to minority communities, schools, and organizations, as well as creating a welcoming and inclusive work environment that values and promotes diversity.

Additionally, showcasing your commitment to diversity and inclusion through your organization’s website and social media channels can help to attract candidates who value these principles. Highlighting the diverse backgrounds and experiences of your current employees can also be a powerful way to demonstrate that your agency is committed to fostering an inclusive workplace culture.

By actively seeking out and welcoming candidates from a wide range of backgrounds, you can not only attract top talent but also create a more innovative and inclusive work environment that benefits your organization as a whole.

Tom Molnar, Operations Manager, Fit Design

Communicate Mission and Public Advocacy

Perspective really does matter. To attract business and customer service talent from the pool of recent early-career professionals, it’s crucial for a government agency to clearly communicate its mission and public advocacy. Younger generations place a high value on workplaces that reflect the values and diversity of the communities they serve, which gives government agencies a distinct advantage.

It’s important for these agencies to actively promote initiatives that resonate with these values throughout their recruitment and onboarding processes. This approach not only shows the agency’s commitment to these principles but also aligns with the ideals many young people look for in an employer. By doing this, you make your agency more appealing to talented individuals who are eager to make a meaningful impact through their work.

Precious Abacan, Marketing Director, Softlist

Highlight Inclusivity and Community Impact

To attract diverse, early-career candidates for business or consumer services roles, a government agency should focus on crafting job descriptions that highlight inclusivity and community impact. Making it clear that every role contributes to meaningful public service can resonate deeply with young professionals seeking purpose-driven careers. In my work with GSA Focus, emphasizing the broader social value of our roles has been instrumental in drawing a wider, more engaged talent pool.

Josh Ladick, President, GSA Focus

Advertise Flexible Work Options

One tip to attract diverse, early-career candidates for business or consumer-services roles is to highlight flexible work options in job postings. Many young professionals value the ability to balance work and personal life. Advertise opportunities for remote work, flexible hours, and part-time roles. 

Additionally, ensure that the job descriptions are clear and inclusive, avoiding language that might discourage applicants. Use social media to reach a broader audience and partner with educational institutions to find talented individuals. This approach can make the roles more appealing to diverse candidates, showing that the agency is forward-thinking and inclusive.

Shane McEvoy, MD, Flycast Media

Create Rotational Programs for New Hires

Government agencies create rotational programs or project-based assignments for new hires. These programs allow early-career professionals to gain exposure to different departments and roles within the agency, building a diverse skill set quickly. This approach not only attracts candidates seeking varied experiences but also helps the agency identify where new talent can best contribute. 

Emphasize these opportunities in your recruitment messaging, highlighting how they can accelerate career growth and provide a comprehensive understanding of government operations. This dynamic, learning-oriented environment can be particularly appealing to diverse, ambitious early-career candidates looking to make an impact in public service.

Adam Lenhart, Managing Partner, Optimum Supply Chain Recruiters

Utilize Social Media for Diverse Recruitment

I’d recommend that government agencies leverage social media platforms to attract diverse, early-career candidates for business or consumer-services roles. Young professionals are highly active on platforms like LinkedIn, Instagram, and TikTok. By creating engaging content that showcases the agency’s culture, mission, and impact, you can capture the attention of potential candidates who might not traditionally consider government work.

For instance, you could create short video series featuring current young employees sharing their experiences, highlighting the meaningful projects they work on, and discussing the benefits of working in public service. Use hashtags relevant to job seekers and partner with diversity-focused professional organizations to expand your reach.

This approach not only increases visibility among diverse candidates but also helps break down stereotypes about government work being dull or bureaucratic. By presenting a more dynamic and relatable image of your agency, you’re more likely to attract ambitious, early-career professionals who want to make a difference. Remember, authenticity is key—let your agency’s unique personality shine through in your social media presence to truly connect with potential candidates.

Tristan Harris, Demand Generation Senior Marketing Manager, Thrive Digital Marketing Agency

Implement Targeted Outreach Programs

I recommend implementing targeted outreach programs in partnership with universities and organizations that support underrepresented groups. Offering internships, mentorship opportunities, and clear career advancement paths can make these roles more appealing. This approach helps build a diverse talent pipeline and shows a commitment to inclusivity and professional growth.

Bram Louwers, Director, BrainManager

Develop Clear Career-Pathway Programs

My top tip is to develop career pathways programs that clearly outline the steps for progression within the agency to attract ambitious candidates. These programs can include training, certifications, and mentorship, providing a structured route for career advancement in business and consumer-services roles. This shows a commitment to investing in employees’ growth and development, creating a sense of stability and security for potential candidates.

Think of it as a ladder for career growth, where the agency is providing the necessary resources and support to help early-career candidates climb up. This approach also highlights the agency’s dedication to diversity and inclusion by creating equal opportunities for all employees to excel in their roles.

I have witnessed that highlighting employee testimonials, organizational initiatives for diversity and inclusion, and any awards or recognition received for promoting diversity effectively make potential candidates feel confident about joining the agency. It communicates the agency’s culture and values, which are crucial factors for diverse, early-career candidates when considering job opportunities.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Adopt Proactive, Extensive Recruitment Strategies

My tip for a large governmental agency looking to attract diverse, early-career candidates for business or consumer service positions is to develop recruitment strategies that specifically target this demographic.

Government agencies often require a diverse array of skills and capabilities, including some highly specialized ones. Unfortunately, many agencies tend to adopt a passive approach, waiting for candidates to come to them rather than actively seeking out the talent they need. When initiatives are taken, they often focus narrowly on local campuses or broad recruitment drives in major metropolitan areas like Washington, D.C., or New York City. I believe these agencies would benefit significantly from adopting a more proactive and extensive recruitment strategy that reaches a broader geographical area and a more varied candidate profile.

To effectively broaden their recruitment approach, agencies should tailor how they present their value proposition to match the different stages of a professional’s career. For attracting early-career professionals, it would be beneficial to highlight the growth opportunities, training programs, and the impact their roles could have on society. Showcasing how government roles can offer significant professional development and contribute to the public good might be particularly appealing to this group, who are often seeking purposeful careers that offer a clear trajectory for growth and learning.

Anders Bill, Cofounder/CPO, Superfiliate

Invest in Robust Mentorship Programs

My take on this is that you’d need to invest in a particularly robust mentorship and professional development program. Ideally, this program should pair new hires with experienced mentors, offer training workshops, and provide clear career advancement pathways. Emphasize these opportunities in recruitment materials and outreach efforts, showcasing testimonials and success stories from diverse employees who have benefited from the program. You will need to really leverage this aspect of your opportunities, as similar roles in the corporate environment are likely not to be able to do the same, even though they will likely be able to offer more money.

Dragos Badea, CEO, Yarooms

Build a Workplace Brand Valuing Diversity

Building a strong workplace brand that values diversity and inclusion is one way for government agencies to attract early-career, diverse individuals to apply for business or customer service jobs. Young professionals may be more interested in working for your company if you demonstrate that you value a broad workforce and have policies that are open to everyone. This can be achieved by showcasing testimonials from diverse employees and discussing the programs your company has in place to support groups that are underrepresented.

It’s also important to collaborate with schools to create pathways for talented individuals just starting out in their careers. This can be accomplished by providing grants, establishing mentorship programs, and offering internships. These kinds of partnerships not only help students learn more about your company but also show that you are invested in their career growth. All of these efforts make your business an attractive choice for young, diverse individuals who are looking to begin their careers in a welcoming and supportive environment.

Arvind Rongala, CEO, Edstellar

Promote Cultural Competency and ERGs

Commitment to diversity and inclusion in the work culture can be a real attraction for those pursuing their career path and an effective way for government agencies to advertise ERGs and promote cultural competency training for all staff. Spotlighting the success of agency personnel from diverse backgrounds who have thrived within the agency can also be an effective way of showing recruitment candidates the kinds of environments they’ll find there. 

Furthermore, programs such as diversity mentoring schemes and celebrating cultural festivals can demonstrate to potential employees and current staff that the agency is truly invested in a diverse culture. This, in turn, will make the agency more attractive to diverse talent as it creates a sense of belonging and community, which is desirable to work in.

Mark McShane, Founder, Cupid PR

Explain Roles’ Evolving Nature and Stability

Government agencies can attract diverse, early-career candidates to business or consumer-services roles by explaining the evolving nature of these roles and the stability that careers in such fields offer.

For such early-career candidates, their main concern is whether the field they go into will provide them with enough challenge to keep them learning while ensuring they can advance in their careers. Owing to the nature of business and customer service roles, government agencies looking to hire early-career candidates can succeed in answering their main concerns.

Business and customer service roles also allow individuals to dedicate their careers to helping other people and providing them with high-quality products and experiences. Tapping into this innate need for early-career candidates can improve a government agency’s success in hiring them.

Clooney Wang, CEO, TrackingMore

Showcase Real Employees and Social Impact

One tip I’d give to a government agency to attract diverse, early-career candidates for business or consumer services roles is to really showcase real people. These jobs are inherently social, and there’s no better way to illustrate the connection and social aspects of these roles than by highlighting actual employees.

It’s important to feature individuals who can express what their job entails, how it impacts them personally, and the contributions they make to society. We should think deeply about what makes these roles appealing: What would draw someone to this job? Why would they want to work here? It’s more effective to focus on required skills and potential rather than demanding extensive experience. We should also avoid jargon, government-speak, and dull descriptions that do little to inspire or attract the vibrant, early-career workforce we seek.

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

Launch Inclusive Recruitment Campaigns

Creating inclusive recruitment campaigns that showcase diverse role models and career growth opportunities can attract diverse, early-career candidates for business or consumer-services roles. Highlighting real stories of current employees from varied backgrounds helps potential candidates envision their own success within the agency. 

For instance, using social media to share video testimonials and day-in-the-life stories can make a significant impact. Emphasizing an inclusive workplace culture and clear pathways for advancement can make the roles more appealing to a diverse talent pool.

Tornike Asatiani, CEO, Edumentors

Empower Students with Campus Ambassador Program

Government agencies could benefit from implementing a robust campus-ambassador program. By empowering students from diverse backgrounds to represent and promote government careers on their campuses, agencies can tap directly into the networks of potential candidates. These ambassadors can organize events, participate in career fairs, and act as a bridge between the government and young job seekers. This peer-to-peer influence is incredibly effective in shaping perceptions and encouraging applications from a broad demographic.

Alari Aho, CEO and Founder, Toggl Inc