9 tips for government agencies hiring students, grads for early career real estate jobs

Government agencies looking to hire students and recent graduates into early-career real estate jobs should focus on creating targeted outreach and recruitment strategies. One of the most effective approaches is partnering with universities and colleges that offer relevant programs in real estate, urban planning, or related fields. By attending career fairs, hosting information sessions, and offering internships or co-op opportunities, agencies can build strong relationships with potential candidates early on. These initiatives not only help students gain practical experience but also position the agency as an attractive employer committed to nurturing young talent.

Additionally, government agencies should leverage their unique value proposition—such as job stability, benefits, and the opportunity to impact public policy—to attract students and recent grads to early career job opportunities. Offering mentorship programs, structured career development plans, and clear pathways for advancement can make these roles more appealing. Since many students are drawn to roles where they can make a difference, highlighting the societal impact of government real estate work can also be a significant draw. By emphasizing these aspects in job postings and during the recruitment process, agencies can attract a diverse pool of motivated young professionals eager to start their careers in public service.

We’ve gathered insights from nine hiring experts, including realtors and CEOs, on effective strategies for government agencies who want to hire students, recent graduates, and others early in their careers for jobs in real estate.

• Implement Internship and Mentorship Programs
• Establish Educational Partnerships
• Simplify the Online Application Process
• Recruit From Diverse Real Estate Schools
• Promote Student-Led Initiatives
• Create Internship and Inclusive Culture
• Cultivate an Inclusive Agency Culture
• Partner With Local Community Groups
• Implement Diversity and Inclusion Initiatives

Implement Internship and Mentorship Programs

Attracting diverse, early-career candidates to real estate roles on the Big Island of Hawaii requires a multi-faceted strategy that highlights the unique opportunities and lifestyle the island offers, while also addressing the practical needs and aspirations of young professionals.

One effective approach is to create a comprehensive internship and mentorship program that partners with local educational institutions and community organizations. This program would provide hands-on experience and training in real estate, tailored to the distinct market dynamics and cultural landscape of the Big Island.

Imagine a young graduate from the University of Hawaii at Hilo, brimming with enthusiasm but unsure how to break into the real estate field. Through a well-structured internship program, this individual could gain practical experience in property management, real estate marketing, and client relations. They would not only learn the technical aspects of the industry but also understand the unique environmental, cultural, and economic factors that influence real estate on the island.

Mentorship is another crucial element. Pairing interns with experienced real estate professionals offers invaluable insights and guidance. Mentors can share their experiences navigating the local market, overcoming challenges, and building a successful career on the island. This relationship can provide early-career candidates with the confidence and network needed to thrive.

Highlighting the lifestyle benefits of living and working on the Big Island can be a powerful draw. The island’s natural beauty, outdoor activities, and close-knit communities offer an appealing balance of professional and personal life. Marketing these aspects through social media, career fairs, and community events can capture the imagination of young professionals looking for a fulfilling and balanced lifestyle.

Addressing diversity involves intentional outreach to underrepresented groups. Partnering with organizations that support minorities, women, and other underrepresented communities can help ensure that the internship program reaches a wide audience. Offering scholarships or stipends can also remove financial barriers that might prevent talented individuals from participating.

James Morrison, Realtor, The Papakea Collection

Establish Educational Partnerships

One effective strategy for a government agency to attract diverse, early-career candidates to real estate roles is to establish partnerships with educational institutions that have strong real estate and urban planning programs, particularly those with diverse student populations. This strategy involves collaborating with these institutions to create targeted outreach programs and internship opportunities that attract and engage students from various backgrounds.

To implement this strategy, start by identifying colleges and universities with reputable real estate and urban planning programs and diverse student bodies. Establish relationships with career services departments, faculty, and relevant student organizations to gain insights into their student populations and build a presence on campus. Participate in university career fairs, host informational sessions, and offer workshops that highlight the benefits and opportunities of a real estate career within a government agency.

Next, develop internship and fellowship programs specifically designed for students and recent graduates. These programs should provide hands-on experience, mentorship, and a clear pathway to full-time employment within the agency. Promote these opportunities through campus job boards, social media, and direct communication with university partners to reach a wide audience.

Additionally, offer scholarships and financial incentives to support students pursuing degrees in real estate and urban planning. These incentives can help attract top talent and demonstrate the agency’s commitment to fostering diversity and inclusion in its workforce. Provide professional development opportunities, such as certifications and training programs, to further support early-career candidates and prepare them for successful careers in real estate.

By establishing strong educational partnerships, creating targeted outreach programs, and ensuring an inclusive recruitment process, government agencies can effectively attract diverse, early-career candidates to real estate roles. This strategy not only enhances the diversity of the workforce but also helps build a pipeline of talented professionals committed to public service and urban development.

Steven Mostyn, Chief Human Resources Officer, Management.org

Simplify the Online Application Process

Government agencies should create a streamlined, user-friendly online application process specifically designed for entry-level positions. This could include virtual job fairs, online skills assessments, and video interview options to make the application process more accessible and appealing to tech-savvy candidates. Also, offering flexible work arrangements, such as hybrid or remote options where possible, can make these positions more attractive to a diverse pool of early-career professionals who value work-life balance.

John Gluch, Owner, Gluch Group

Recruit From Diverse Real Estate Schools

Focusing recruitment efforts on real estate schools and programs that serve diverse populations is a highly effective strategy for attracting early-career candidates to real estate roles. By targeting institutions with a rich mix of cultural, socioeconomic, and academic backgrounds, a government agency can tap into a broad talent pool that brings varied perspectives and innovative ideas. 

This approach not only enhances the diversity of the workforce but also fosters an inclusive environment where different viewpoints are valued and leveraged for better decision-making and problem-solving. Additionally, engaging with diverse schools can build long-term relationships and pipelines, ensuring a steady influx of talented candidates who are well-prepared to contribute to the real estate agency’s mission and goals.

James Heartquist, Real Estate Expert, Modern Property Solutions

Promote Student-Led Initiatives

We need to see more agencies offering student-led initiatives. This means giving students the chance to take the lead on projects like learning more about the housing problems in their neighborhood or organizing community events. The agency could support these initiatives by providing resources, mentorship, and even funding.

Students are going to see that their ideas and efforts are valued and feel a sense of belonging and interest in pursuing a career with the agency. Moreover, these student-led initiatives can create a buzz around the agency. When students are actively involved, they’ll share their experiences with their peers, spreading the word about the agency’s commitment to diversity and innovation.

Mike Roberts, Co-Founder, City Creek Mortgage

Create Internship and Inclusive Culture

As an experienced commercial real estate broker, I have hired many early-career candidates over the years. One effective strategy is establishing internship and mentorship programs to attract top talent, especially from more diverse backgrounds.

At my brokerage, we built relationships with local universities and offered paid internships to students interested in commercial real estate. This allowed us to evaluate candidates’ skills and passion for the work, while also providing them with valuable experience. Many of our interns went on to become full-time hires.

Government agencies should also focus on fostering an inclusive culture. Things like employee resource groups, unconscious bias training, and diverse interview panels create an environment where people of all backgrounds can thrive. Top candidates, especially from underrepresented groups, will notice an agency’s commitment to diversity and want to build a career there.

With the right approach, government agencies can gain access to a diverse pool of qualified, early-career candidates ready to become future leaders. The key is creating opportunities and a culture where people from all walks of life feel they belong.

Joe Stance, Owner, Stance Commercial Real Estate

Cultivate an Inclusive Agency Culture

One effective strategy for a government agency to attract diverse, early-career candidates to real estate roles is to create a culture of inclusivity and actively promote it. This involves demonstrating a commitment to diversity at all levels, particularly in leadership, to inspire potential candidates. Additionally, leveraging technology can streamline communication and keep candidates engaged throughout the recruitment process, ensuring a smooth and responsive experience that reflects the agency’s modern and inclusive approach.

Aslam Rehan, HR Specialist, SMS AutoForwarder

Partner With Local Community Groups

One effective strategy is to build partnerships with local community organizations and educational institutions that focus on diversity. For example, hosting workshops and career panels in collaboration with these groups can showcase real estate careers as attainable and impactful. Sharing stories of diverse professionals in the field and offering internships or mentorship programs can also draw in early-career candidates by demonstrating a genuine commitment to inclusion and growth opportunities.

Andy Kolodgie, Owner, Sell My House Fast

Implement Diversity and Inclusion Initiatives

To attract diverse, early-career candidates to real estate roles, one effective strategy for a government agency would be to implement diversity and inclusion initiatives. This can include creating targeted recruitment strategies that focus on reaching underrepresented communities, offering internship programs specifically for diverse students, and providing training and resources for hiring managers on unconscious bias and inclusive hiring practices.

In addition, the agency could also establish partnerships with organizations or universities that have a strong focus on diversity and inclusion in their real estate programs. This can help to build a pipeline of diverse talent and create more opportunities for underrepresented groups to enter the field.

By actively promoting diversity and inclusion within the agency, it not only demonstrates a commitment to creating a more inclusive workplace but also showcases the agency as an attractive and welcoming place for diverse candidates to start their careers in real estate.

Amanda New, Founder & CEO, Cash For Houses Girl