11 tips for government agencies hiring diverse students, recent grads for early career management jobs

Government agencies have a unique opportunity to lead by example in hiring a diverse pool of students, recent graduates, and other candidates who are early in their careers for management positions. To attract and retain this talent, agencies should prioritize creating inclusive recruitment strategies that go beyond traditional methods. This includes partnering with colleges and universities that serve underrepresented groups, such as Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs). Additionally, agencies should leverage virtual career fairs and online job search platforms such as College Recruiter to reach a broader audience, ensuring that students from all backgrounds are aware of the opportunities available.

Furthermore, government agencies should focus on building a workplace culture that values diversity and inclusion from the top down. This can be achieved by implementing mentorship programs that connect new hires with seasoned professionals, providing training on cultural competency, and offering clear pathways for career advancement. By fostering an environment where diverse perspectives are not only welcomed but actively encouraged, government agencies can ensure that they are not only attracting diverse talent but also retaining it, ultimately leading to more innovative and effective public service.

To help government agencies attract diverse, early-career individuals for management roles, we asked 11 human resource and marketing executives for their best advice. From launching a crowdsourced recruitment campaign to simplifying the application process, here are the top tips these leaders shared to enhance your recruitment strategy.

• Launch Crowdsourced Recruitment Campaigns
• Create Targeted Outreach Programs
• Communicate Career Paths Clearly
• Emphasize Leadership Development Programs
• Launch Paid Internship and Mentorship Programs
• Offer Attractive Benefits Packages
• Adjust Job Descriptions for Inclusivity
• Outline Defined Growth Opportunities
• Partner with Universities and Professional Organizations
• Showcase Commitment to Diversity and Inclusion
• Simplify the Application Process

Launch Crowdsourced Recruitment Campaigns

I recommend launching a crowdsourced recruitment campaign where current employees contribute ideas and content for attracting diverse candidates. This involves creating an open call for employees to submit their own ideas and initiatives for recruiting diverse, early-career individuals. I often find that employees have unique perspectives and insights on how to attract new talent, especially from underrepresented groups. 

I have found it the best way to gain valuable input that promotes a sense of ownership by involving them in the recruitment process. For instance, employees can share their personal experiences and strategies they have found effective in diversifying the workforce. This approach creates a sense of community and encourages collaboration within the agency. 

This crowdsourced approach allows for a variety of ideas to be considered and implemented, rather than relying on just one person or team’s perspective. It also helps to build a culture of inclusivity where all voices are heard and valued. This can lead to higher retention rates and a more diverse workplace overall.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Create Targeted Outreach Programs

One tip I would give to a government agency seeking to attract diverse, early-career individuals for management roles is to create targeted outreach programs and partnerships with universities and professional organizations that serve underrepresented groups. 

For example, when working with a municipal government client, my company developed an internship program in collaboration with local historically Black colleges and universities (HBCUs) and Hispanic-serving institutions (HSIs). We also offered mentorship opportunities and clear pathways for career advancement within the agency. 

This approach not only broadened our talent pool but also significantly increased applications from diverse candidates, enriching the agency’s leadership with fresh perspectives and innovative ideas.

Arum Karunianti, Project Specialist, Voissee

Communicate Career Paths Clearly

Finding individuals in the early stages of their careers can be challenging for several reasons. The landscape of recruiting and talent acquisition has evolved significantly. It is crucial to communicate what a career path looks like within your agency. Prospective employees need to see the opportunity as a long-term career rather than just a position to be filled based on the government’s immediate needs. 

Sharing your agency’s story and showcasing various career paths can be very effective. It would be beneficial for current government employees to create a recruiting promotional video. In this video, they can share what attracted them to the agency and why they continue to work there. Hearing directly from those who are currently in the role or who have recently retired can provide valuable insights and resonate with potential recruits.

TK Morgan, Founder and Visionary, Tuesday At 1030

Emphasize Leadership Development Programs

One effective tip for attracting diverse, early-career individuals for management roles is to emphasize leadership development programs in recruitment efforts. Highlighting opportunities for training, mentorship, and career progression can appeal to candidates looking for growth. Last year, I implemented a program that focused on developing young leaders, which not only attracted diverse talent but also fostered a sense of belonging within the organization. Showcasing a commitment to nurturing future leaders can make a significant difference in recruitment efforts.

Bradley Fry, Owner, PinProsPlus

Launch Paid Internship and Mentorship Programs

To attract diverse, early-career candidates to government management roles, consider launching a paid, targeted internship and mentorship program.

Government agencies can seem bureaucratic and slow-paced compared to the fast-moving private sector. So, it’s crucial to highlight the dynamic aspects of management roles, such as leadership opportunities and public engagement. Many young people may not realize these opportunities exist within the government or appreciate the growth potential. So, partnering with educational institutions and offering internships can bridge this gap, making government roles more visible and appealing.

Additionally, I believe pairing candidates with mentors can provide valuable industry insights and career guidance, which can make government roles more attractive and accessible. I’d suggest emphasizing any/all the competitive benefits, such as flexible hours or tuition assistance, and sharing success stories from diverse employees to showcase the rewarding career paths available.

This approach tackles the common challenges of perception and awareness head-on and attracts a broader range of talent to management roles within the government.

Mohammed D. Sloan, CEO & Chairman of the Board, EZ-Chow, Inc.

Offer Attractive Benefits Packages

A valuable suggestion for a government agency interested in recruiting diverse, entry-level professionals to fill management positions would be to provide an attractive benefits package that caters to the unique needs of a multicultural workforce. This involves offering flexible family-leave policies, all-encompassing wellness programs, as well as professional development opportunities tailored toward individual career paths. 

By highlighting these incentives during job postings and interview processes, candidates will see how much their welfare and work-life balance are prioritized within the organization. The provision of such advantages not only widens the pool of prospective applicants but also boosts retention rates by fostering personal and occupational advancement among staff members. 

Through this approach, organizations communicate their dedication toward cultivating inclusive settings where every employee can flourish regardless of the background or experience level they come with.

Chris Aubeeluck, Head of Sales and Marketing, Osbornes Law

Adjust Job Descriptions for Inclusivity

There’s a lot to be said about making the right adjustments to your job descriptions when looking to attract young and diverse individuals to government roles. One of the biggest stumbling blocks for efforts like this is making those young people able to see themselves in that role, something that can be difficult if it is something nebulous like management. 

Focus on creating inclusive job descriptions that highlight their commitment to diversity, equity, and inclusion and emphasize career growth opportunities, mentorship programs, and a supportive work environment that values varied perspectives and backgrounds. This should, naturally, also be accompanied by recruitment materials that reflect diversity and inclusion through imagery and language.

Dragos Badea, CEO, Yarooms

Outline Defined Growth Opportunities

As a business owner, I believe that management roles should clearly outline a defined career path—particularly because many Gen Z individuals often perceive these positions as lacking in growth opportunities. 

For me, it’s essential to communicate that management isn’t just a stop on the career ladder but rather a dynamic role that offers the potential for advancement and skill development. 

For example—instead of simply stating the responsibilities of a manager, a job listing could detail the progression from entry-level roles to senior management, highlighting the skills and experiences that will be gained at each stage. In addition to attracting younger talent, I think this transparency also gives them confidence that they will have opportunities for professional growth within the agency.

David Rubie-Todd, Co-Founder & Marketing Head, Sticker It

Partner with Universities and Professional Organizations

Implement leadership development programs targeting underrepresented groups. Partner with universities and professional organizations to identify high-potential candidates and offer internships, mentorships, and training programs. Highlighting success stories of diverse leaders within the agency can also inspire early-career individuals to aspire to management roles, promoting diversity and inclusion in leadership.

Alex Stasiak, CEO & Founder, Startup House

Showcase Commitment to Diversity and Inclusion

Today’s younger generation of workers highly values organizations that demonstrate a genuine commitment to diversity, equality, and inclusion. Emphasize the particular campaigns, support groups, and leadership-development courses your organization offers to promote an inclusive environment that allows individuals from various backgrounds to grow and develop. 

Showcasing your track record of developing equal avenues for promotion will appeal to diverse, early-career prospects. Demonstrating your agency’s authentic efforts to build a diverse and equitable workplace is key to attracting top young talent from all backgrounds.

David Primrose, President, Metal Marker

Simplify the Application Process

As an individual who has applied for a government position in the past, I think the best thing the government can do to attract diverse, early-career individuals for any position, not just management, is to make the application process easier. 

There seem to be many questions that relate to the grade level within the government that you have to attest to being able to meet those qualifications without knowing exactly what each grade equates to. The entire application process is a bit cumbersome and can deter anyone from wanting to apply.

Lisa Mason, H.R. Manager