10 tips for government agencies hiring diverse students, recent grads for early career technology jobs

Government agencies looking to hire diverse students and recent graduates for early-career technology jobs should prioritize inclusive recruitment strategies and targeted outreach. This begins with building strong partnerships with educational institutions with a track record of diversity, such as Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), and community colleges. These partnerships can include career fairs, internship programs, and mentoring opportunities, all tailored to engage students from underrepresented groups. By establishing a presence on these campuses and fostering relationships with student organizations that focus on diversity in technology, agencies can build a pipeline of qualified candidates.

Additionally, government agencies must ensure that their hiring processes are free from biases that could hinder diversity. This involves training recruiters and hiring managers on unconscious bias, using inclusive language in job postings, and implementing blind recruitment practices where possible. Offering flexible work arrangements, such as remote work options and part-time schedules, can also make technology roles more accessible to a broader range of candidates. By creating a welcoming and inclusive work environment, government agencies can attract and retain diverse talent, ultimately enhancing innovation and effectiveness in their technology teams.

In the quest to attract a vibrant mix of early-career tech enthusiasts to government roles, we’ve gathered strategies from ten hiring experts, including CEOs and a Chief Diversity Officer. From highlighting job security to conducting community outreach workshops, these leaders offer a wealth of knowledge on recruiting a diverse workforce into technology positions within the public sector.

• Highlight Government Job Security
• Enhance Candidate Experience
• Emphasize Impactful Government Work
• Utilize Social Media Engagement
• Create Educational Partnerships
• Offer Apprenticeships and Mentorship
• Provide Flexible Work Options
• Implement Financial Incentives
• Launch Tech for Social Good Program
• Conduct Community Outreach Workshops

Highlight Government Job Security

Technology roles are a very tough sell for government roles, as the private sector is often just too tempting a prospect and still relatively easy to get into. That said, this is quickly changing. Entry-level tech roles are under massive threat from generative AI, so a government agency looking to recruit diverse early-career candidates can focus on the security aspect of working in a government role over a private sector role. 

Keep this core to your messaging while doing your best to build partnerships and outreach programs with minority-serving institutions and historically Black colleges and universities. Early-career security in an uncertain field is an excellent draw.

Dragos Badea, CEO, Yarooms

Enhance Candidate Experience

The candidate’s experience when applying for a technology role with a government agency is crucial for improving the chances of a successful hire. Government agencies should invest in a hiring tool that allows candidates to easily access information about the jobs on offer, register their interest, and get feedback on the next steps.

Government agencies should also make an effort to showcase their employer brand to candidates they are targeting. Gen Z professionals commit to roles and organizations that resonate with their personal values and life missions. Highlighting what a government agency stands for and illustrating how this fits into the candidates’ career ambitions can be effective in attracting them to technology roles.

Clooney Wang, CEO, TrackingMore

Emphasize Impactful Government Work

Government agencies often can’t compete with the salaries offered by for-profit tech companies, so it’s crucial to focus on the unique impact that candidates can have in a government role. Highlight how working in a government agency allows tech professionals to develop products and solutions that can reach a massive scale and directly improve the lives of millions of people. 

Emphasize the opportunity to contribute to meaningful projects that address public needs and societal challenges, offering a sense of purpose and fulfillment that might not be as prevalent in traditional tech sector roles. By framing the role as a chance to make a tangible difference in the world, government agencies can attract a diverse group of early-career candidates who are motivated by impact rather than just financial gain.

Vivian Chen, Founder & CEO, Rise

Utilize Social Media Engagement

Social media can be a powerful tool to tap into when aiming for diversity in tech recruitment. First, start by identifying the platforms where your target candidates are most active: LinkedIn, X, or even Instagram. Promote your job postings there, but also share content that showcases your agency’s commitment to diversity and inclusion.

Engage with potential candidates directly, showing genuine interest in their work and viewpoints. Use hashtags relevant to your roles and diversity initiatives to increase your visibility. By showcasing your agency’s values and culture, you’ll attract diverse early-career candidates who are not just qualified, but are also aligned with your mission.

Tim Hanson, Co-Founder & CCO, PenFriend

Create Educational Partnerships

To recruit diverse early-career candidates, government agencies should partner with minority-serving colleges and universities to provide internships, mentoring opportunities, and stipends for students in STEM programs. By removing barriers like lack of experience or financial hardship, these partnerships open doors and provide real-world skills that help candidates succeed long-term. 

Focus recruiting on potential, not just credentials. Soft skills like communication, critical thinking, and problem-solving are vital. Entry-level roles provide on-the-job learning, so look for candidates with the right mindset. Technical skills can be taught, but finding candidates who mesh with organizational culture is key. 

Community outreach boosts brand and opens new doors. Donate time or resources to local nonprofits and events. Giving back fosters goodwill and often leads to new opportunities. For government agencies, this could mean supporting education or health initiatives in underserved areas. Build relationships and gain insights into community needs.

Outreach and partnership are strategies any organization can use to access untapped talent pools. Investing in the community and education pays dividends to both the organization and the candidates. Government agencies have a unique ability to positively impact lives and diversify their workforce through these strategies.

David Pumphrey, CEO, Riveraxe LLC

Offer Apprenticeships and Mentorship

As CEO of a national smart-space installation company, recruiting diverse candidates has been key to our success. We partner with technical schools, community colleges, and bootcamps focused on smart-home technology to offer paid apprenticeships and internships. 

This exposes students to career opportunities they may not have considered and provides real-world experience. Two former interns are now leading training at our company. Focusing on potential and a willingness to learn, not just degrees or certifications, we’ve built relationships with training programs serving underrepresented groups.

We also provide mentorship programs where new hires are matched with senior employees. Guidance navigating challenges and a path for growth and promotion leads to higher retention.

Seeing talent where it’s being developed, removing barriers to success, and committing to ongoing development has allowed us to recruit innovators that help us better serve diverse clients. Government agencies should build partnerships with institutions serving underrepresented groups and provide paid opportunities for experience. A willingness to learn and work ethic matter most. Technical skills can be taught; finding the right mindset is key.

Hagan Kappler, CEO, Daisy

Provide Flexible Work Options

Try to focus on creating a flexible work environment. Early-career candidates, especially those from diverse backgrounds, often seek work settings that support their unique needs and lifestyles. We’ve found that offering remote work options and flexible hours improves retention.

When we expanded our work-from-home policies, we noticed an increase in applications from individuals who might not have otherwise considered tech roles due to geographical or familial constraints. This allowed us to build a more inclusive team that reflected a broader range of ideas and solutions.

Adopting similar practices can be transformative for government agencies. Offering flexibility in where and when work is done can attract candidates who value work-life balance. This approach helps reach individuals who might be balancing other commitments, such as continuing education or caregiving responsibilities.

Konrad Martin, CEO, Tech Advisors

Implement Financial Incentives

I have found that financial incentives can be a unique strategy to attract diverse early-career candidates into technology roles, such as signing bonuses or relocation assistance. For instance, offering scholarships or tuition reimbursement for individuals from underrepresented communities who are pursuing degrees in STEM fields encourages them to enter the technology industry. 

You see, this type of financial support can also help break down financial barriers and provide equal opportunities for those who may not have had access to the resources needed to pursue a technical education. I noticed that financial incentives are one of the main reasons for a significant increase in the number of diverse individuals applying for technology roles. 

Students from underrepresented communities may also benefit from mentorship programs, internships, and on-the-job training opportunities to gain hands-on experience in the technology field. These initiatives attract diverse early-career individuals and provide them with the necessary support and resources to succeed in their roles. Make sure to showcase these unique programs and opportunities in your recruitment efforts to stand out as an inclusive and diverse organization.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Launch Tech for Social Good Program

A unique strategy for government agencies aiming to recruit diverse early-career candidates into technology roles is to implement a “tech for social good” program. This initiative would focus on developing technological solutions for pressing social issues, environmental challenges, or community needs. The agency could create cross-functional teams composed of both experienced staff and early-career recruits, tasking them with innovative projects that have a direct, positive impact on society.

This approach serves multiple purposes. First, it appeals to the desire many young professionals have to make a meaningful difference in the world, which can be a strong motivator for choosing a career in public service. Second, by framing technology roles within the context of social impact, the agency can attract candidates from diverse backgrounds who may not have previously considered government tech positions. The program could include regular showcases or “demo days” where teams present their projects to the public, further raising awareness of the agency’s commitment to both technological innovation and social responsibility.

Christian Espinosa, Founder and CEO, Blue Goat Cyber

Conduct Community Outreach Workshops

It is important for government agencies to reach into communities where access to information about what types of technology jobs are available is not always provided. Recruiters can create short presentations about the range of jobs at community centers, work with Boys & Girls Clubs, YWCAs, YMCAs, or local organizations working with young people to present short half-day workshops with hands-on activities, introduce early-career candidates to the work, and bring in people who resemble the young people in the group so they can see individuals who are working in these fields that look like them.

Marcia Sells, Chief Diversity Officer & Assistant General Manager, Metropolitan Opera