Advice for Employers and Recruiters
8 tips for government agencies hiring diverse, students and recent grads for early career transportation jobs
Government agencies have a unique opportunity to lead by example when it comes to hiring diverse students and recent graduates for early career transportation jobs. To build a workforce that truly reflects the communities they serve, agencies must prioritize diversity in their recruitment efforts. This means going beyond traditional hiring methods and actively engaging with diverse talent pools. Partnerships with colleges and universities, especially those serving underrepresented communities, can be instrumental. By participating in job fairs, hosting workshops, and offering internships tailored to students from various backgrounds, government agencies can tap into a broad spectrum of talent eager to start their careers in transportation.
Moreover, the recruitment process itself should be designed to eliminate biases and promote inclusivity. Government agencies can adopt practices like blind hiring, where applicants’ personal information is anonymized during the initial screening stages, to ensure that all candidates are evaluated solely on their qualifications and potential. Additionally, creating mentorship programs that pair new hires with experienced professionals from diverse backgrounds can provide the support and guidance these young professionals need to thrive. By fostering an inclusive environment from the outset, government agencies not only attract diverse talent but also ensure that these individuals are empowered to contribute meaningfully to the future of transportation.
In our quest to uncover strategies for government agencies to attract a diverse array of students and recent graduates for early career talent to the transportation sector, we’ve compiled recommendations from eight hiring experts. Featuring advice from CEOs to presidents, our panel offers insights ranging from developing early-career pipelines to launching mentorship programs.
- Develop Early-Career Pipelines
- Offer Targeted Apprenticeships
- Establish Educational Partnerships
- Promote Inclusive Internships
- Showcase Sustainability Impact
- Emphasize Work-Life Balance
- Provide Competitive Benefits
- Launch Mentorship Programs
Develop Early-Career Pipelines
As a talent mobility expert, I would recommend focusing on the development of a robust early-career pipeline. This strategy is a foundation for attracting a diverse group of professionals to transportation roles. By investing in programs and initiatives that engage students from diverse backgrounds early in their academic journeys, government agencies can create a strong talent pool and shape a more inclusive transportation industry.
Furthermore, collaborating with universities, community colleges, and vocational schools is essential to recognize and engage with students from underrepresented groups. Government agencies should foster a sense of belonging by establishing ERGs that cater to the needs and interests of diverse employees.
Soundarya Balasubramani, Founder of unshackled.club, Green Card
Offer Targeted Apprenticeships
Government transportation roles are a good place to target diverse early-career individuals, as it is a field that is well-trod ground when compared to the private sector. The roles themselves haven’t changed massively over time, so there is a good bit of understanding in the public zeitgeist of what roles like this would entail. This means that a relatively standard approach of offering apprenticeship and training programs that specifically target underrepresented groups at the college-graduate level can work just fine.
These programs could offer hands-on experience, mentorship, and pathways to permanent positions, making transportation careers more accessible while at the same time not needing to reinvent the wheel like you would for certain other sectors.
Dragos Badea, CEO, Yarooms
Establish Educational Partnerships
Develop a targeted mentorship and career development program that actively partners with universities and technical schools. By establishing a presence in educational institutions that serve underrepresented communities, government agencies can create tailored programs that introduce students to the wide range of career paths in transportation. This initiative could include hands-on internships, industry-specific workshops, and real-world projects that not only build relevant skills but also foster a strong connection between students and the agency. By demystifying the transportation sector and showcasing its impact on society, the agency can inspire a broader demographic to pursue careers in this field.
Government agencies can also leverage social media platforms and digital storytelling to highlight the diverse voices and career trajectories within their current workforce. Showcasing stories of employees from varied backgrounds who have thrived in transportation roles can help break down stereotypes and demonstrate the inclusivity of the industry. By using platforms like LinkedIn, Instagram, and even TikTok to share these narratives, the agency can reach a younger, tech-savvy audience and spark interest in transportation careers.
Combining this digital outreach with strategic partnerships in education will create a pipeline of engaged and well-prepared early-career professionals ready to contribute to the future of transportation.
Michael Hurwitz, CEO and Co-Founder, Careers in Government
Promote Inclusive Internships
To attract a diverse group of early-career professionals to transportation roles, I recommend creating targeted internships and mentorship programs that focus on inclusivity. These initiatives should be widely promoted through social media and university partnerships to reach underrepresented groups.
From experience, when these programs highlight clear career paths and development opportunities, they not only draw diverse talent but also retain them, enriching the agency’s workforce and driving innovation from fresh perspectives.
Josh Ladick, President, GSA Focus
Showcase Sustainability Impact
My suggestion is to highlight the positive impact of the transportation industry on society, such as its role in reducing carbon emissions and promoting sustainable practices. It can attract individuals who are passionate about making a positive impact by showcasing how transportation professionals can make a difference in the world. This way, the agency can appeal to those who are looking for a meaningful and purposeful career path.
In my experience, sustainable practices have been key factors in attracting diverse early-career individuals to the transportation industry. The agency attracts a diverse group of professionals while creating a positive and inclusive work culture that values diversity and sustainability. For instance, sustainability initiatives like implementing electric or hybrid vehicles, promoting public transportation, and supporting bike-friendly policies can also appeal to environmentally conscious individuals.
I noticed that environmentally conscious individuals are passionate about making a difference and being part of an organization that aligns with their values. According to a study, 80% of millennials consider sustainability when choosing an employer. Nowadays, most agencies prefer to highlight sustainability efforts to attract more diverse candidates who share this passion and create a positive and inclusive work environment for all employees.
Daniel Cook, HR / Marketing Executive, Mullen and Mullen
Emphasize Work-Life Balance
Promoting a work-life balance and wellness culture within the agency can be the difference needed to attract a diversified pool of early-career professionals. Many young professionals, especially from underrepresented backgrounds, look for employers who respect and recognize work in terms of respect for personal life. It can be very appealing to entry-level employees fresh from school with flexible work arrangements, mental health support, and wellness programs.
Articulating these benefits in your job postings and outreach can help brand the agency as a progressive and employee-friendly workplace. Wellness programs serving a variety of interests—such as mental health resources in different languages, a meditation or relaxation location, and more—can help your agency reflect these cultural considerations and other diversity qualities.
By touting these programs, you’re building not only a diverse talent pool but also a workplace that will keep talent satisfied and retained long-term.
Timothy Allen, Director, Oberheiden P.C.
Provide Competitive Benefits
Providing competitive compensation packages and benefits is important in attracting talented individuals from diverse backgrounds. This can include offering flexible work arrangements, providing professional development opportunities, and promoting a healthy work-life balance.
Actively promoting diversity and inclusivity in all aspects of the agency’s recruitment process will not only attract a diverse group of early-career professionals but also create a more inclusive and innovative workplace culture. It is important for government agencies to recognize the value and importance of diversity in their workforce and actively work towards creating an inclusive environment.
Additionally, partnering with organizations and universities that focus on promoting diversity and inclusion can also help attract a diverse pool of candidates. This could include hosting recruitment events at these institutions or offering internships and mentorship opportunities.
Mike Otranto, President of Acquisitions, Wake County Home Buyers
Launch Mentorship Programs
To attract diverse early-career professionals to transportation roles, I recommend launching inclusive mentorship programs that connect students from underrepresented backgrounds with seasoned industry professionals. These programs should focus on real-world projects, offering hands-on experience that demystifies the field and highlights the impactful, community-centric nature of transportation careers.
