Advice for Employers and Recruiters
How government agencies can attract students and recent grads for customer service jobs
Drawing in bright minds to serve in government roles is crucial, so we sought advice from Marketing Directors to CEOs on this matter. From communicating mission and public advocacy to institutionalizing education-government partnerships, here are the top eight pieces of advice for government agencies who want to attract to their customer service roles college students, recent graduates, and others who are early in their careers.
- Communicate Mission and Public Advocacy
- Develop Targeted Recruitment Strategies
- Showcase the Real-World Impact Potential
- Highlight Growth and Public Service Appeal
- Create Meaningful and Motivating Job Narratives
- Streamline the Hiring and Onboarding Processes
- Prioritize Skills Over Experience in Job Descriptions
- Institutionalize Education-Government Partnerships
Communicate Mission and Public Advocacy
Perspective matters. It’s essential to clearly communicate your mission and public advocacy as a government agency to attract business and customer service talent from the pool of recent graduates.
Younger generations prioritize workplaces that mirror the values and diversity of the communities they serve, which gives government agencies a unique edge. It’s important to actively promote initiatives that resonate with these values throughout your recruitment and onboarding processes. This approach not only demonstrates your agency’s commitment to these principles but also aligns with the ideals that many young people actively seek in an employer.
By doing so, you make your agency more appealing to talented individuals who are eager to make a meaningful impact through their work.
Precious Abacan, Marketing Director, Softlist
Develop Targeted Recruitment Strategies
My advice to a large governmental agency looking to attract college students and recent graduates for their business or consumer service positions is to develop targeted strategies specifically aimed at this demographic.
Government agencies often require a diverse set of skills and capabilities, some of which are highly specialized. Unfortunately, many agencies tend to wait for applicants to come to them rather than actively seeking out the talent they need. When they do take the initiative, their efforts are usually confined to local campuses or broad recruitment in major metropolitan areas like Washington, D.C., or New York City. I believe these agencies would greatly benefit from a more aggressive recruitment strategy that casts a wider net, both geographically and in terms of candidate profiles.
To effectively broaden their approach, agencies need to customize how they present their value proposition to align with different stages in a professional’s career. For instance, the Finance Department could position itself as an ideal starting point for business school graduates looking to launch a career in finance and business, emphasizing how experience gained there is highly valued by private-sector employers. This approach could be replicated by other agencies to attract fresh talent.
For mid-level hires, it’s beneficial to target experienced professionals who are looking for the kind of flexibility and benefits that government roles can provide. For those nearing the end of their careers, targeting retirees might be strategic. They bring a wealth of skills and experience and are often drawn to ‘purpose-driven’ work.
Patrick Beltran, Marketing Director, Ardoz Digital
Showcase the Real-World Impact Potential
To attract college students and recent graduates, large governmental agencies can showcase the real-world impact these positions have on improving public services and consumer satisfaction, providing a sense of purpose and fulfillment. This level of professional is often motivated by doing good and understanding the ‘why’ behind their job, so when there is meaning, motivation follows.
Kelli Anderson, Career Coach, California Commercial Insurance
Highlight Growth and Public Service Appeal
From my HR experience, here’s my best advice for pulling in college students and new grads to government jobs: highlight the growth opportunities and the unique appeal of public service.
Young people are eager for jobs where they can advance. Let them know your agency offers clear paths for career growth, where their hard work leads to promotions and more responsibilities. Show your commitment to their development with mentorship programs, webinars, certificates, and other forms of training.
Don’t overlook the prestige factor. Working in government facilities lets them make a real impact on society. Highlight how rewarding it is to contribute to the public good and the strong sense of purpose that comes with these roles.
Lastly, stress the stability and benefits of government jobs. While private companies might offer higher salaries, government roles often provide better long-term security, excellent benefits, and a good work-life balance.
Focusing on these aspects—growth opportunities, the prestige of public service, and a clear path for advancement—will help you attract and keep talented college students and new grads, ensuring a driven and dedicated workforce for the future.
Susan Andrews, HR Consultant, KIS Finance
Create Meaningful and Motivating Job Narratives
We’ve learned that attracting young, bright minds—like college students and recent graduates—is to appeal directly to their desire for impact and growth. It’s not just about the job description or the benefits; it’s about the narrative you create around the positions you offer.
When we launched a new editorial internship program, instead of just listing the job requirements, we highlighted how their contributions would directly influence the educational landscape and offer them real-world skills that transcend the classroom. We saw a 50% increase in applications by focusing our communications on the dynamic, real-world impact of the roles, paired with a clear path for professional growth and mentorship.
My advice to any large governmental agency is to craft job postings and outreach efforts that spotlight the roles and how these positions serve as gateways to greater personal and professional development.
Emphasize opportunities within your agency where young professionals can see the tangible outcomes of their work—be it through policy changes, community benefits, or technological advancements. This approach enriches your appeal to ambitious young candidates and fosters a workforce motivated by more than just a paycheck.
Christopher Pappas, Founder, eLearning Industry Inc
Streamline the Hiring and Onboarding Processes
For government agencies aiming to attract college students and recent graduates for business and customer service positions, my advice is to reduce the friction of the application process and streamline hiring and onboarding.
The typical government hiring procedures are known for being lengthy and complex, which can deter a wide range of talented and diverse applicants. Many potential candidates, especially those just graduating, might not have the knowledge, patience, or resources to navigate these cumbersome processes.
Government agencies can broaden their applicant pool and increase the appeal of these positions to a more diverse and youthful workforce by simplifying these steps. This could considerably increase the likelihood of attracting dynamic, innovative, and service-oriented individuals who are anxious to contribute but may be discouraged by bureaucratic obstacles.
Michael Brown, Managing Partner, Dribbin & Brown Criminal Lawyers
Prioritize Skills Over Experience in Job Descriptions
The truth is that although recent graduates and college students may lack hands-on work experience, in my professional experience, I have learned that what makes them unique as outstanding talents is their raw skill and the enthusiasm with which they make their entrance into the job and employment market. This, in my opinion, is what makes them most desirable—the fact that they are success-driven and are, at these stages in their career, most interested in self-improvement. Therefore, they are interested in doing more than the barest minimum.
However, when job roles are advertised, requiring years of job experience (which is something they, in most cases, do not have), these individuals are denied the opportunity to even prove that they are capable of being efficient.
That said, one piece of advice I would give large governmental agencies to attract college students and recent graduates for business roles and consumer service is that they focus on skills and not experience or other formal qualifications that aren’t really necessary to be efficient at a job role, especially in their job ads.
The point is to construct job descriptions that prioritize the individual’s skills, abilities, and willingness to grow in the role.
Cajetan Okwor, General Manager, Topratedlaw
Institutionalize Education-Government Partnerships
For large government agencies looking to attract graduates from business and customer service programs, my advice would be to institutionalize connections between government and higher education. Establishing strong partnerships with universities and colleges can create a seamless pathway for students into government roles.
These links can help set up internships, co-op programs, and guest lectures that not only give students real-world experience but also show them the perks and opportunities of working for the government. When organizations work directly with schools, they can help shape the curriculum to better match the skills they need. This makes students better prepared for these careers from the start and more excited about them.
