13 tips for government agencies hiring diverse, students, recent grads for early career marketing jobs

Government agencies aiming to hire diverse students and recent graduates for early-career marketing jobs should focus on building inclusive recruitment strategies that resonate with this demographic. It’s crucial to start by establishing strong partnerships with colleges and universities, especially those with diverse student populations. By participating in career fairs, offering internships, and engaging in campus events, agencies can connect with students early in their academic journey. Moreover, creating targeted marketing materials that highlight the agency’s commitment to diversity and inclusion can attract candidates who value these principles.

Another key strategy is to leverage technology in the recruitment process. Agencies should utilize social media platforms and job boards that cater to early career, diverse audiences, such as those focused on underrepresented groups. Simplifying the application process, perhaps by incorporating ‘easy apply’ features, can also remove barriers for students and recent grads who might be unfamiliar with traditional government hiring procedures. Additionally, offering mentorship programs and professional development opportunities can make government roles more appealing, showing candidates that there is room for growth and support as they advance in their careers. By implementing these strategies, government agencies can create a pipeline of diverse talent ready to contribute to their marketing efforts.

We asked 13 marketing leaders and other hiring experts to share with us their tips for how best to attract diverse, early-career talent to marketing and advertising roles within government agencies:

• Foster Industry-Institution Partnerships
• Create College Internship Programs
• Engage on Social Media Platforms
• Showcase Brand Personality and Values
• Partner With Educational Institutions
• Promote Inclusive Culture and Development
• Crowdsource Campaign Ideas
• Highlight Impactful Work and Growth
• Establish Diversity Mentorship Programs
• Emphasize Meaningful Public Impact
• Provide Relocation Assistance
• Showcase Success With Impactful Webinars
• Advertise Transparent Salary Ranges

Foster Industry-Institution Partnerships

I want to stress the importance of industry-institution partnerships for providing hands-on experience. By doing this with the help of the government, educational institutions can improve the quality of education in marketing.

In my opinion, the government should introduce a project-based approach for students to better understand their potential. Businesses can leverage students’ latest technological knowledge to improve their operations and strategies.

Colleges and universities can collaborate on events, seminars, and live projects. This gives students the opportunity to learn from experienced marketing professionals. By collaborating, students can interact with businesses in various ways to gain hands-on experience in marketing fundamentals and strategies.

Rakshit Panchal, SEO Manager, Sydney Digital Agency

Create College Internship Programs

For government agencies looking to attract diverse, early-career candidates in marketing and advertising, I recommend creating partnerships with colleges and universities. At Thrive, we’ve seen great results from this approach.

Set up internship programs with schools that have diverse student bodies. Focus on marketing and communications departments, but don’t overlook other majors that might bring fresh perspectives. Offer paid internships with real responsibilities—this shows you value their contributions and helps attract top talent.

For example, we worked with a local university to create a summer internship program. Students worked on real marketing campaigns for our clients, gaining hands-on experience. Several interns later joined us full-time, bringing new ideas and energy to our team. This program not only helped us find great talent but also improved our reputation among young professionals.

By building these relationships, government agencies can create a pipeline of diverse, early-career candidates who are excited about public sector marketing roles. It’s a win-win: agencies get fresh talent, and students get valuable experience in government communications.

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

Engage on Social Media Platforms

Early-career marketers are all over social media because it’s the newest marketing frontier that many of them grew up using. Look to LinkedIn, TikTok, and other social platforms, immersing yourself in young marketing communities and showcasing why you’re an employer to be reckoned with. Engage with potential candidates, stay active, answer their questions, and post regularly as new entry-level and early-career work opportunities emerge.

Elisa Montanari, Head of Organic Growth, Wrike

Showcase Brand Personality and Values

First and foremost, you need to establish your brand’s personality since today’s Gen Z candidates place significant importance on a company’s reputation in conversations with their peers. I would also add that this generation thrives on authenticity and connection—which means your agency should showcase its mission, values, and culture transparently.

For instance, sharing stories of community involvement or showcasing your agency’s commitment to diversity and inclusion through social media campaigns can resonate deeply with prospective candidates. A practical example might be launching an initiative where team members collaborate on local outreach projects, which not only highlights your agency’s social responsibility but also fosters a sense of camaraderie among employees. I believe that creating a workplace that speaks to Gen Z’s values will attract young talent looking for more than just a paycheck by aligning your brand’s personality with its values.

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

Partner With Educational Institutions

Engaging with educational institutions is crucial for attracting diverse, early-career candidates into marketing and advertising roles because it creates direct access to emerging talent and fosters early connections with students from various backgrounds. By partnering with universities and colleges, especially those with diverse student bodies, government agencies can tap into a wide range of perspectives and skills right from the start. Hosting guest lectures, workshops, and career fairs not only raises awareness about opportunities in the field but also allows students to interact with professionals and understand the industry better. 

Furthermore, these partnerships help build a pipeline of talent by offering internships and project opportunities that can lead to full-time positions. Engaging with educational institutions also demonstrates a commitment to diversity and inclusion, which can make your organization more attractive to students who value those principles. Overall, it’s a proactive way to shape the future workforce and ensure a steady influx of fresh, diverse perspectives into your team.

Tiago Pita, Brand & E-Commerce Director, Whole Food Earth

Promote Inclusive Culture and Development

One key tip I would give to a government agency seeking to attract diverse, early-career candidates into marketing and advertising roles is to actively showcase an inclusive workplace culture and career development opportunities. Highlight stories of current employees from various backgrounds and how they’ve grown within the organization. When I first started in marketing, seeing how others advanced in their careers at inclusive companies gave me the confidence to pursue similar paths. Agencies should leverage social media and their websites to share these narratives, demonstrating a commitment to diversity and professional growth.

In addition, offering mentorship programs can be a powerful tool. Early in my career, having a mentor who guided me through industry challenges was invaluable. Government agencies can implement similar programs, pairing new hires with experienced professionals who can provide guidance and support. This not only helps in skill development but also fosters a sense of belonging and engagement, making the agency more attractive to diverse candidates looking for meaningful career advancement.

Brandon Leibowitz, Owner, SEO Optimizers

Crowdsource Campaign Ideas

If you want to attract standout talent, you have to stand out yourself. Simply asking early-career candidates to submit resumes or apply through LinkedIn is unlikely to draw a diverse pool of applicants or reveal the true potential of candidates just starting their careers. After all, they are just getting started, so it’s unlikely they can demonstrate a track record of success.

My tip? Crowdsource ideas for a marketing or advertising campaign. Invite applicants to submit their creative concepts, and offer finalists exposure and the opportunity to land a great government job. This approach allows their creativity and innovation to shine through, giving you a clearer sense of their skills and potential. Plus, it makes the recruitment process more engaging and appealing to diverse, creative candidates.

Jonathan Buffard, Digital Marketing Director, Bottom Line Marketing Agency

Highlight Impactful Work and Growth

As the founder of a digital marketing agency, I would emphasize building an environment where diverse candidates can thrive. Focus on the meaningful work, not just the job title. Highlight challenging projects that allow new hires to make a real impact. For example, we worked with a government agency to streamline their internal processes, making daily tasks more efficient for employees across departments. 

To attract top talent, meet candidates where they are. Build partnerships with minority networking groups and sponsor events at local universities. When we attend diversity career fairs, we find candidates passionate about using their skills for the public good. 

Provide mentorship and clear paths for career growth. We pair new hires with senior employees and outline progressions from intern to director. Diverse candidates especially want to see people from their communities advance. While government work can be demanding, show you support employees at every stage.

We keep our hiring process simple and highlight benefits like flexible schedules. When candidates see the meaningful work and growth potential, they’re excited to join the team. Focusing on an inclusive culture and career development leads to higher job satisfaction, lower turnover, and better outcomes.

Joe Amaral, Founder & COO, Anthem Software

Establish Diversity Mentorship Programs

A key tip for government agencies looking to attract diverse, early-career candidates into marketing roles is to create mentorship programs that highlight diversity and inclusion. Pairing candidates with diverse mentors from within the agency provides guidance and showcases a commitment to diversity.

Additionally, these programs can offer insights into the industry and foster personal and professional growth. For example, invite students and recent graduates to networking events where they can meet experienced professionals who share their backgrounds or interests. This approach not only builds a supportive community but also demonstrates the agency’s dedication to inclusivity.

By actively promoting diversity through mentorship, agencies create a welcoming environment that attracts young talent and encourages them to envision a future within the organization. This can lead to a more dynamic and creative workforce that is better equipped to serve diverse communities effectively.

Daniel Bunn, Managing Director, Innovate

Emphasize Meaningful Public Impact

I’d suggest that government agencies focus on showcasing the meaningful impact of their marketing and advertising roles. In our law firm, we’ve found that young, diverse candidates are often drawn to work that makes a difference. Government agencies have a unique opportunity to highlight how their marketing efforts directly contribute to the public good. They could create social media campaigns or video testimonials featuring early-career employees talking about their projects and how they’ve helped communities. 

For example, they might show how a marketing campaign increased awareness about a new public health initiative or boosted participation in a local sustainability program. It’s important to use platforms that younger job seekers frequent, like LinkedIn or Instagram, to share these stories. Agencies should also emphasize opportunities for creativity and innovation within government work—many people don’t realize how much room there is for fresh ideas in public sector marketing. 

Offering internships or job-shadowing programs can give potential candidates a taste of the work. By showing that government marketing roles are both impactful and creative, agencies can attract a diverse pool of talented early-career individuals eager to make their mark.

Johnny Cargill, Marketing Director, The Lanier Law Firm

Provide Relocation Assistance

Offering relocation assistance is a practical way for a government agency to attract diverse, early-career candidates, especially those who might be hesitant to move due to financial constraints.

By providing resources such as moving expenses, help with finding housing, or even offering virtual tours of the new city, the agency makes the transition smoother and less stressful. This kind of support shows that the agency is invested in the well-being of its employees from the very start.

It also helps in building a diverse workforce by removing one of the major barriers to accepting a new job. Relocation assistance not only facilitates the hiring process but also helps in retaining talent by making them feel valued and supported.

Erin Acheson, VP of Business Intelligence, ZeroEyes

Showcase Success With Impactful Webinars

Host webinars featuring successful case studies on government contracts to show the impact achievable in these roles. We’ve found that real-world examples resonate much more deeply than abstract concepts. When early-career candidates can see tangible successes, they’re more likely to envision themselves in those roles. People want to make a difference, and showcasing how others have done it can be incredibly motivating. Pack those webinars with Q&A sessions, too—interaction is key to keeping young talents engaged.

Josh Ladick, President, GSA Focus

Advertise Transparent Salary Ranges

Companies should prioritize transparency when it comes to their entry-level salary offerings. It’s important to provide clear and accurate information by posting both the lowest and highest amounts the company is genuinely willing to pay. This range should be reasonable and have a narrow margin.

For instance, it’s better to display a range like $50K–$55K rather than $50K–$70K.

Misleading candidates by advertising a higher salary range that the company is not actually willing to pay can have negative consequences. It creates a false impression and can lead to disappointment and frustration for potential candidates. This can ultimately harm the company’s reputation and deter talented individuals from considering the organization as a desirable place to work.

Julia Olivas, Digital Marketer, Company Visions