5 tips for government agencies hiring diverse students, grads for early career manufacturing jobs

Government agencies looking to hire diverse students and recent graduates for early career jobs in manufacturing should focus on building strong relationships with educational institutions that serve underrepresented communities. This includes partnering with community colleges, historically Black colleges and universities (HBCUs), and other minority-serving institutions. By engaging with these schools, agencies can participate in career fairs, offer internships, and provide mentorship programs that give students hands-on experience and a clear pathway into government roles in manufacturing.

In addition to recruiting on-campus at these schools, government agencies can create targeted recruitment campaigns that highlight the value of diversity and inclusion in the workplace, emphasizing the unique perspectives and skills that diverse candidates bring to the table.

It’s also crucial for government agencies to ensure that their hiring practices are inclusive and equitable. This can be achieved by implementing unbiased screening processes and offering training to hiring managers on recognizing and overcoming unconscious biases.

Government agencies should also consider using data-driven approaches to track the diversity of their applicant pools and the success rates of various recruitment strategies. A well-used expression is that you can’t manage what you can’t measure. If you don’t measure the effectiveness of your various recruitment strategies and tactics, you can’t hope to know which are working, which are ineffective, and which might actually be creating harm.

We recently asked five human resource executives and CEOs for their top strategies. From launching a cultural ambassador program to highlighting mission-driven and technological roles, here are the top strategies these leaders shared.

• Launch a Cultural Ambassador Program
• Implement a Focused Recruitment Strategy
• Showcase Meaningful Work and Purpose
• Create a Targeted Outreach Campaign
• Highlight Mission-Driven and Technological Roles

Launch a Cultural Ambassador Program

I recommend launching a cultural ambassador program to promote manufacturing careers in the agency. It is a program where diverse employees serve as cultural ambassadors, attending university career fairs and community events to share their experiences. For instance, they can share how their diverse backgrounds and skills have been valuable in their manufacturing roles and how they have advanced in their careers within the agency. 

This approach allows for a more personal and relatable connection between potential job candidates and the agency. Seeing and hearing from employees who come from similar backgrounds can inspire and motivate individuals to consider a career in manufacturing within the government. 

I see potential in this program to create a more inclusive workplace culture within the agency by highlighting and celebrating diversity. It can also serve as a platform for current employees to develop their leadership skills and build a sense of community within the agency.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Implement a Focused Recruitment Strategy

I recommend a focused recruitment strategy that emphasizes diversity and inclusivity. Engaging with local schools and community organizations that serve underrepresented groups can be highly effective. Hosting workshops and informative sessions allows us to present the growth opportunities available in manufacturing, reinforcing our commitment to equal opportunities. 

This approach has transformed our ability to draw in diverse talent, resulting in a significant increase in applicants. It’s essential to recognize that representation is vital; by clearly showcasing the prospects in manufacturing, we can encourage more individuals from various backgrounds to consider these career paths.

Beni Avni, President, New York Gates

Showcase Meaningful Work and Purpose

As a CEO who has worked for 25 years helping government agencies and other organizations build their teams, here is my strategy: focus your recruiting efforts on showcasing the meaningful work of your agency. Highlight innovative projects that have real impact through photos, videos, and employee stories on your website and social media. Early-career candidates are motivated by purpose and making a difference. 

Streamline your hiring process to be as barrier-free as possible. Evaluate candidates based on skills, not degrees, and provide mentorship and on-the-job training. This gives diverse, nontraditional candidates a foot in the door and a chance to thrive. Make diversity and inclusion priorities in your culture, not just in policy. Have a diverse hiring panel, ask structured interview questions, and evaluate how you can address power imbalances and microaggressions. 

Early-career candidates from underrepresented groups will notice an agency that walks the walk. These strategies have helped my clients attract and retain top young talent from all backgrounds. Focusing on purpose, opening doors, and building an equitable culture will make your agency an employer of choice.

Jay Owen, CEO, Business Builders

Create a Targeted Outreach Campaign

As the owner of a recruiting platform, my top strategy for attracting diverse, early-career individuals to manufacturing positions within a government agency is to implement a targeted outreach campaign that emphasizes inclusivity and showcases valuable career opportunities within the industry. 

This involves collaborating with community organizations, educational institutions, and vocational programs that primarily serve underrepresented groups. We can host workshops and informational sessions that demystify the manufacturing field, highlight the success stories of diverse professionals, and provide hands-on experiences. 

By creating a welcoming narrative around the manufacturing sector and actively pursuing partnerships that support diversity initiatives, we can cultivate a rich talent pipeline for government agencies.

Amit Doshi, Founder & CEO, MyTurn

Highlight Mission-Driven and Technological Roles

Though my experience is primarily private sector, similar principles can apply to government manufacturing recruitment. We’ve attracted diverse talent by emphasizing our mission-driven approach. Highlighting how our work contributes to public safety and national security resonates strongly with purpose-driven individuals from various backgrounds.

Also, showcase the cutting-edge technologies used in manufacturing. Early-career professionals, especially those with STEM backgrounds, are often eager for hands-on experience with advanced systems. Emphasize how these roles offer unique opportunities to innovate and develop life-saving products. This approach can be particularly appealing to those seeking meaningful applications of their skills.

Roman Zrazhevskiy, Founder & CEO, MIRA Safety