6 tips for government agencies hiring diverse students, recent grads, and others early in their careers for food service jobs

Government agencies have a unique opportunity to lead by example in diversifying their workforce, including with their food service workforce. To attract and retain a diverse array of workers early in their careers, these agencies can implement targeted strategies that not only reach a broader audience but also address the specific needs of these potential employees.

One effective approach is to develop partnerships with culinary schools, community colleges, and vocational programs that serve underrepresented communities. By doing so, agencies can create pipelines that encourage students and recent graduates to consider public sector food service roles. Additionally, offering internships and apprenticeships within government-run cafeterias and catering services can provide hands-on experience and a foot in the door, making these positions more appealing and accessible.

Moreover, it’s crucial for government agencies to cultivate an inclusive workplace culture that supports and values diversity. This can be achieved through comprehensive training programs for all employees that emphasize cultural competency and the importance of an inclusive work environment. By fostering a welcoming atmosphere, government agencies can improve job satisfaction and retention rates among diverse employees, which in turn enhances service delivery and community relations. Through these concerted efforts, government agencies can set a standard for employment practices that champion diversity and inclusivity at every level.

We reached out to six hiring experts to get more tips on how government agencies can best hire students, recent graduates, and others who are early in their careers as food service workers. From launching a “Day-in-the-Life” series to partnering with community organizations, here are the top tips these leaders shared on effective recruitment strategies.

• Launch “Day-in-the-Life” Series
• Connect With Culinary Schools
• Implement Apprenticeship Programs
• Maintain High-Quality Facilities
• Leverage Social Media Campaigns
• Partner With Community Organizations

Launch ‘Day-in-the-Life’ Series

A unique idea government agencies could implement during the recruitment process is to launch a “day-in-the-life” series. They could encourage current diverse employees to produce a series of videos or social media takeovers to share a day in their lives at work. This personal approach resonates with potential candidates and provides a realistic and engaging view of what working in those roles is like. I have seen amazing outcomes by implementing this tactic. 

I highly recommend this approach as it allows for a more personal and authentic connection with potential candidates. It also showcases the diversity within the agency, which can be appealing to early-career candidates looking for a diverse and inclusive environment. This approach allows current employees to showcase their skills and talents, while also building their own personal brand. For instance, employees can showcase their skills in various areas to attract potential candidates, like preparing food, food presentation, interaction with customers, and teamwork.

It is a very effective technique to break the common misconception that government agencies only offer bureaucratic and rigid work environments. Potential candidates will see that there are opportunities for growth, learning, and a positive work culture by showcasing the dynamic and diverse team at the agency.

Daniel Cook, HR/Marketing Executive, Mullen and Mullen

Connect With Culinary Schools

Connecting with local culinary schools and community organizations can make a real difference. Hosting job fairs or workshops allows you to meet potential candidates where they are. It’s all about building relationships and showing that food-service careers can be rewarding. When candidates see a welcoming environment, they’re more likely to apply.

Josh Ladick, President, GSA Focus

Implement Apprenticeship Programs

Government food-service roles can be a tough sell for those early on in their careers, and successful programs need to compete on hands-on training, mentorship, benefits, and development as they are not likely to be able to compete on career progression and wages when compared to other options. Apprenticeship programs are a good option, ones that can be widely advertised in communities with diverse populations and through partnerships with local vocational schools, community colleges, and community organizations. 

This approach is effective because it addresses potential skill gaps while demonstrating a commitment to investing in the professional growth of candidates from various backgrounds and providing a clear pathway to stable employment and career advancement.

Dragos Badea, CEO, Yarooms

Maintain High-Quality Facilities

One effective tip for government agencies looking to recruit diverse, early-career candidates into food service roles is to prioritize the quality and maintenance of their physical facilities. Just as poor business systems can disrupt operations, subpar facilities can similarly detract from performance. The quality of the infrastructure is crucial, especially given the business, operational, compliance, enrollment, supply, and reputational risks we face in today’s volatile global market. 

Proactive maintenance is key. It’s vital that government facilities are kept hazard-free, ready for any disasters, and enhance the personal safety and well-being of employees. Staying ahead of repair and replacement needs ensures our facilities remain fit for purpose, optimizing their use and helping resources go further, which leads to a faster return on investment in new facilities. 

This approach doesn’t just boost operational effectiveness; it also makes them more attractive to young professionals who are seeking stable, well-managed environments to kickstart their careers. This focus on maintaining high-quality facilities demonstrates a commitment to providing a safe and professional work environment, which is highly appealing to potential recruits.

Erin Hendricks, President and Owner, Sammy’s Milk

Leverage Social Media Campaigns

By using social media, the agency can reach a broader and more diverse audience, particularly younger candidates who are more active online. Creating engaging content that highlights the benefits and opportunities of working in food service for the government can attract candidates who may not have considered this career path. 

Additionally, collaborating with influencers or community leaders who resonate with diverse groups can enhance the reach and impact of these campaigns. This approach not only broadens the candidate pool but also showcases the agency’s modern and inclusive approach to recruitment, appealing to a tech-savvy generation looking for meaningful career opportunities.

Jon Morgan, CEO, Venture Smarter

Partner With Community Organizations

If a government agency wants to find diverse potential workers for the food service field from among those who are just starting their careers, involve them in partnership with local culinary schools and community organizations. These connections can enable such an agency to utilize a wide range of talents from different backgrounds and even consider offering internship or apprenticeship programs that offer practical exposure and mentorship. It is through looking out for these potential employees while stating its commitment to community support and creating an all-inclusive workforce that this idea can be approached. 

We have discovered that building relationships with educational institutions as well as community organizations has greatly broadened our team’s perspectives as well as capabilities. An example of this is the program we have developed together with a nearby cooking school, which has provided great people from all walks of life, injecting new ideas into our kitchen routines. Most of these job seekers exhibit strong passion when it comes to serving foods, and they embrace change so much that after joining the industry, they grow so fast; therefore, we find them indispensable members of the team. 

This approach works well as it guarantees a direct channel of interested and prepared individuals who are ready to help the food service. Also, it helps to build a positive image of the agency as an employer that values diversity and invests in fledgling professionals. These alliances will go a long way in making sure the company gets top-notch talents that speak to diversity in the community, thus creating dynamism and creativity in their food service operations.

Ranveer Brar, Owner, Kashkan Restaurants