15 tips for government agencies recruiting students, recent grads for early career management roles

In the quest by government agencies to attract the brightest college students and recent graduates to management roles within large governmental agencies, we’ve gathered wisdom from Managing Partners to Founders. From the importance of sponsoring public management case competitions to developing internship-to-management pathways, explore the diverse strategies shared in these 15 expert responses.

• Sponsor Public Management Case Competitions
• Proactive and Diverse Recruitment Strategies
• Highlight Tech Innovation in Roles
• Emphasize Diversity and Inclusion
• Simplify the Application Process
• Engage with College Career Centers
• Utilize Digital Media for Engagement
• Showcase Impact and Professional Development
• Strategically Place Job Advertisements
• Build a Diverse and Innovative Workforce
• Focus on Mentorship Programs
• Offer Attractive Fringe Benefits
• Promote Work-Life Balance and Mental Health
• Highlight Community Connection Opportunities
• Develop Internship to Management Pathways

Sponsor Public Management Case Competitions

Agencies should sponsor or participate in national case competitions focused on public management. They allow you to meet some of the brightest management students in the country—the kind of folks you’d love to have on your team.

It lets students practice their skills—like finding solutions and leading teams—while showing them what it’s like to work in government. For students, it’s a chance to learn from professionals, make important contacts, and see how their ideas can make a difference in public service. Plus, it shows students your agency is on the cutting edge, tackling real-world challenges. It’s a chance for them to see how their skills can make a difference, all while getting their name out there.

Paul Carlson, Managing Partner, Law Firm Velocity

Proactive and Diverse Recruitment Strategies

My advice to a large governmental agency looking to attract college students and recent graduates for their management positions is to take the initiative to reach out to these talents!

Government agencies often need a diverse set of managerial 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 initiative, their efforts are usually limited 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, government agencies need to customize how they present their value proposition to align with different stages in a professional’s career. For instance, the Admin Department could position itself as an ideal starting point for management graduates looking to launch a career in this industry, 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. The key here is for the government agencies themselves to be proactive!

Patrick Beltran, Marketing Director, Ardoz Digital

Highlight Tech Innovation in Roles

Governmental agencies should highlight opportunities involving the latest tech innovation and integrate them into their management role. I would say that this generation of recent graduates, born in the digital era, has a deep-seated interest in cutting-edge technology and innovative solutions. They have grown up amidst rapid technological advancements and have a natural affinity for digital tools and platforms. So, for me—to attract these tech-savvy individuals, governmental agencies should highlight opportunities involving the latest tech innovation, such as big data analytics, artificial intelligence, and blockchain technology, and integrate them into their management role.

For example, showcasing projects that leverage AI to improve public services, using big data to inform policy decisions, or implementing blockchain for secure and transparent governmental operations will resonate with these digital natives. This generation does not thrive on predictable and routine roles, so if you can integrate tech and innovation into their role, these recent graduates are more likely to be excited about making a real difference.

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

Emphasize Diversity and Inclusion

The candidates entering the current job market are Gen Z and later generations. As we know, this generation places a high value on an organization’s commitment to diversity and inclusion. More than money and compensation, they want to work with organizations that are inclusive and really mean it.

This means crafting job descriptions that avoid gendered language. Instead, you want to opt for gender-neutral terms and pronouns. For example, use ‘they/them’ instead of ‘he/she’ unless pronouns are specified. Similarly, steer clear of masculine-coded words that can deter women from applying. At the same time, mention existing DEI programs, employee resource groups, and inclusive workplace policies to demonstrate a welcoming environment for all. This will show that your agency is a place where everyone can thrive, and that’s what will attract the best and brightest from this generation.

Riley Beam, Managing Attorney, Douglas R. Beam, P.A.

Simplify the Application Process

Simplifying the application process is crucial for attracting college students and recent graduates to management positions. Lengthy and complex applications can be discouraging, so the agency should adopt a user-friendly online system for easy document uploads. Clear instructions and a transparent hiring timeline will enhance the experience. Implementing one-click applications via LinkedIn and providing real-time status updates can further streamline the process, making it more efficient and engaging for top talent.

Kelli Anderson, Career Coach, Blue Rise Baltimore Roofing

Engage with College Career Centers

My advice to a large governmental agency seeking to attract college students and recent graduates for management positions is to actively engage with college career centers. These centers are often the go-to resource for students seeking internships and job opportunities, and they can help connect your agency with highly motivated and qualified candidates.

By establishing a relationship with these career centers, your agency can tap into a pool of potential applicants who are already interested in pursuing careers in their field of study. Additionally, many career centers offer resources for employers such as job postings, on-campus recruitment events, and employer information sessions, making it easier for your agency to promote its job opportunities and attract top talent.

By targeting specific universities and colleges that have strong programs related to the management positions available at your agency, you can tailor your outreach efforts and potentially attract candidates who are already equipped with the necessary skills and knowledge for the job. This approach not only saves time and resources but also increases the chances of finding the right fit for your agency’s needs.

Evan Tunis, President, Florida Healthcare Insurance

Utilize Digital Media for Engagement

To entice college students and recent graduates toward management roles in a governmental agency, embracing digital and social media platforms for engagement is key. Reflecting on my marketing background, leveraging platforms where young talent spends their time, like Instagram or LinkedIn, and showcasing real stories of career progression and impact can make government roles more appealing. This strategy not only highlights opportunities but also taps into the aspirational aspects of public service.

Yarden Morgan, Director of Growth, Lusha

Showcase Impact and Professional Development

I remember when I was a recent graduate, I was drawn to a government agency because of their mission to improve public health. The opportunity to contribute to something bigger than myself was incredibly motivating. Agencies can leverage this by showcasing real-world examples of how their work impacts people’s lives. This could be through testimonials from current employees, case studies highlighting successful projects, or even interactive simulations that allow potential applicants to experience the work firsthand.

In addition, government agencies should emphasize their commitment to professional development and career advancement. Many young people are eager to learn and grow in their careers, and the government sector often offers excellent training programs and mentorship opportunities. By highlighting these resources, agencies can attract ambitious graduates who are eager to make a mark in their field.

By emphasizing the impact and purpose-driven nature of their work, as well as their commitment to professional development, government agencies can attract a new generation of talented and motivated managers who are eager to make a difference in the world.

Liga Rudzite, Marketing Manager, Lemon Pitch

Strategically Place Job Advertisements

Well, the truth is, today, when it comes to attracting college students and recent graduates for jobs in management, where you put up your job advert as an agency matters a whole lot. The fact is, awareness awakens interest. Hence, if college students and recent graduates (who are most likely Gen Zs) are never made aware of the possibility of a vacancy in a large governmental agency, chances are they wouldn’t even bother applying to occupy any position, because to the best of their knowledge, there are zero vacancies to fill. 

The truth is, in the same way businesses invest in building awareness for their brand, and in ensuring that their brand’s contents are strategically placed in locations where their target audience can easily access and consume them, my advice for any large governmental agency looking to attract college students and recent graduates goes likewise.

Be strategic in placing your job ads on those job boards and platforms where Gen Zs would most likely look. As a manager, I have learned that it helps to remember that today’s college students and recent grads grew up with the Internet, and apart from making them different, this also affects their perspectives and how they approach the job market. 

Also, I have found that sometimes, the trick is in sticking to the traditional method of attracting college students and recent graduates, by taking advantage of every opportunity to visit them in their institutes of learning. This way, you guide and influence their opinion about your organization, and get them excited about what your organization stands for.

Umeadi Grace chisom, Marketing Manager, Expressdentist

Build a Diverse and Innovative Workforce

Every manager and aspiring manager understands that their efficiency and job performance will be evaluated based on the productivity of their team. And today, in a world where innovation and creativity continue to dominate the world of business and marketing, the truth is that it takes a diversified workforce to harness creative and innovative potentials in a team. 

The truth is, when an organization has a more diverse workforce, it becomes easier for work teams to arrive at creative solutions thanks to the multiple perspectives, experiences, skills, and ideas that come together from members to inform decisions and strategy. 

For these reasons, one piece of advice I would give to a large governmental agency to attract college students and recent graduates for jobs in management is that they endeavor to build a diversified workforce and equally become interested in ensuring that the workplace is conducive enough to support and drive innovative problem-solving. This way, potential managers of the company would be comforted to know that working for your organization means working with a team that has the potential to cooperate with them in pursuing and achieving the company’s goals. The trick is to build an attractive work culture.

Cajetan Okwor, General Manager, Topratedlaw

Focus on Mentorship Programs

Working with small businesses to craft effective hiring strategies for their management programs, it’s clear that college leavers and recent grads are looking beyond a paycheck. Those leaving education and seeking management careers value connections and feeling involved in the team and business. 

Large government agencies looking to attract this demographic need to focus on mentorship programs. Programs should not only facilitate business connections but also foster personal relationships. Those new to the workforce appreciate that a mentor not only fast-tracks their career development but can help them navigate the workplace to achieve a healthy work-life balance and overall well-being. 

Incorporating a level of reverse mentorship into the initiative, typically through tech, will clearly show how valued they are as a team member and manager.

Ronald Osborne, Founder, Ronald Osborne Business Consultancy and Coaching

Offer Attractive Fringe Benefits

As someone who has spent years in management, I’ve seen how valuable fringe benefits can be in attracting young talent for jobs in management. College students and recent graduates are looking for more than just a paycheck; they want to see that their employer values their well-being and growth. Offering benefits like student loan assistance, tuition reimbursement, and comprehensive health and wellness programs can make a big difference. Flexible work arrangements, such as remote work options and flexible hours, are also highly attractive to this group. By showing that you care about their financial, educational, and personal well-being, you can make your organization a top choice for young professionals.

Ira Prevalova, Marketing Director & Team Leader, Adverity

Promote Work-Life Balance and Mental Health

Management is not an easy job, especially if it’s under the government. To attract college students and recent graduates, advertising the job with the salary range, job roles, benefits, and saying you encourage work-life balance is not enough. In recent years, it has become apparent that today’s generation regards mental health as their top priority.

Whether you choose to hold a forum, give out flyers, or utilize social media, the important thing to note is you must include how work-life balance is practiced in your company. Have young and older employees talk about career advancement, progression, and opportunities.

Most importantly, don’t forget to mention that you don’t do overtime because this is a big no for them, and what offerings you have in addressing mental health, like online consultation for employees who experience burnout.

Mimi Nguyen, Founder, Cafely

Highlight Community Connection Opportunities

Many students want a career that allows them to connect with their community. To attract college students and recent graduates for jobs in management, a large governmental agency should highlight opportunities to work directly with stakeholders, public outreach programs, or community-development initiatives. Highlighting these aspects can make government roles more appealing to young professionals. Show them how they can be involved in projects that can improve their communities. This not only fulfills their desire to contribute but also helps the agency build a dedicated and passionate workforce. Stress these opportunities in job descriptions and during recruitment events to attract motivated and community-focused talent.

Burak Özdemir, Founder, Online Alarm Kur

Develop Internship to Management Pathways

To attract young talent aiming for management jobs, large governmental agencies need to provide a clear pathway for career development. By developing robust internship programs that provide meaningful and well-structured opportunities, the agency can market management roles across multiple fields directly to college students and recent graduates.

Those fresh out of college or recently graduated who are entering the workforce prioritize opportunities that provide practical experience in the field while following a roadmap into management. These initiatives show the agency’s commitment to developing and investing in their future leaders.

Michael Foote, Founder, Quote Goat