12 tips for government agencies hiring students, recent grads for early career sales jobs

One of the amazing things for many as they better understand the incredible variety of roles available within local, regional, and federal government agencies is that some of them employ salespeople. At first blush, most would think that the government wouldn’t have a need to hire salespeople, but that’s not true.

We asked 12 experts, including a head of marketing and a CEO, for tips on how to make public sector sales jobs appealing to the next generation. Some of their responses will be of no surprise to many. Some many surprise you.

• Highlight Mission-Driven Impact
• Articulate Growth Potential
• Showcase Public Service Opportunities
• Promote Government Sales Excitement
• Emphasize Entrepreneurial Autonomy
• Tailor to Young Professional Priorities
• Market a Sales-Valuing Culture
• Create a Desirable Talent Brand
• Mutual Sales Pitch Approach
• Offer Flexible Work Schedules
• Stress Income Stability and Predictability
• Utilize Tech-Savvy Recruitment

Highlight Mission-Driven Impact

To attract college students and recent graduates for sales positions, I would emphasize the mission-driven impact of the agency’s work. Young professionals today are often motivated by the opportunity to make a meaningful difference in society.

By showcasing how their roles in sales contribute to the greater good and align with their values, we can appeal to their desire for purposeful careers. I would also highlight opportunities for community engagement and public service within the job.

Furthermore, offering training programs that equip them with valuable skills while allowing them to contribute to impactful projects can be very appealing. Providing clear examples of how past employees have successfully advanced their careers within the agency can further reinforce this appeal.

Reyansh Mestry, Head of Marketing, TopSource Worldwide

Articulate Growth Potential

As someone who works in an agency, my one piece of advice for a large governmental agency looking to attract college students and recent graduates for sales jobs is to clearly articulate the potential for long-term growth and career development within the organization. 

I’d say that as they begin their careers, these graduates are often eager to envision a clear trajectory of advancement and skill enhancement. Highlighting structured mentoring programs, opportunities for upward mobility, and continuous professional development can make the agency more appealing. 

Additionally, emphasizing the support systems in place, such as comprehensive training and access to resources, alongside showcasing the agency’s commitment to technological innovation, can differentiate it from other employers. Also, graduates often compare their experiences to those of their peers, so providing a solid narrative around growth opportunities, cutting-edge technology, and solid support networks can make the agency stand out in a competitive job market.

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

Showcase Public Service Opportunities

One key piece of advice for a large governmental agency looking to attract college students and recent graduates for jobs in sales is to highlight the unique and impactful opportunities that a career in government sales can offer. Unlike traditional sales roles, positions within a governmental agency provide the chance to contribute to public service and make a tangible difference in communities. This sense of purpose and mission can be a powerful draw for young talent seeking meaningful work.

To effectively communicate this, the agency should focus on several strategies. Firstly, develop a strong employer brand that emphasizes the social impact and stability of a government career. Use various platforms, including social media, university job fairs, and career service centers, to reach students and recent graduates. Create compelling narratives and success stories from current employees who have found fulfillment and growth in their roles within the agency.

Secondly, offer internships, co-op programs, and entry-level positions specifically tailored for students and recent graduates. These programs should provide comprehensive training, mentorship, and clear pathways for career advancement. Highlight the benefits of these roles, such as job security, competitive salaries, and the opportunity to work on projects that benefit the public.

Thirdly, leverage partnerships with universities and colleges to create specialized recruitment campaigns. This could include guest lectures, sponsorship of campus events, and collaboration with student organizations. Providing real-world insights into how a sales career in a governmental agency operates can demystify the role and make it more attractive.

By emphasizing the unique benefits and mission-driven nature of government sales positions, the agency can appeal to the values and aspirations of young professionals, making these roles more attractive and helping to secure a pipeline of motivated and capable talent.

Steven Mostyn, Chief Human Resources Officer, Management.org

Promote Government Sales Excitement

Promoting sales opportunities with the government can attract young graduates. Let them know about the intriguing world of government contracts and sales. At GSA Focus, we’ve seen how government work can be fulfilling and stable. Make the job sound exciting and full of growth opportunities. Show them how they can make a difference.

Josh Ladick, President, GSA Focus

Emphasize Entrepreneurial Autonomy

To attract college students and recent graduates to sales roles, emphasize the entrepreneurial aspects of these positions. Young professionals often seek opportunities where innovation and self-driven success are rewarded. Highlighting how a sales job can offer autonomy, direct impact on earning potential, and rapid career advancement can be very appealing. In my role, focusing on these aspects has successfully attracted ambitious young talent eager to shape their destinies.

Yarden Morgan, Director of Growth, Lusha

Tailor to Young Professional Priorities

When recruiting college graduates and young professionals for sales positions in a large government agency, tailor your approach to their priorities. It’s best to focus on the unique advantages and career paths available in the public sector compared to private companies.

Emphasize aspects like job security, strong benefits packages, and the chance to contribute positively to society. These can be highly appealing to young adults seeking meaningful work.

Modernize your job descriptions as well by mentioning cutting-edge sales technology and comprehensive training programs. This demonstrates a commitment to innovation and professional development, which are key factors for attracting young talent.

Raisha Shrestha, Marketing Manager, Ling

Market a Sales-Valuing Culture

If I were to give a piece of advice to a large governmental agency looking to attract college students and recent graduates for sales jobs, I’d emphasize the importance of marketing a workplace culture that values sales. The most skilled and talented sales people aren’t going to be drawn to an agency that seems to undervalue the sales team. To attract top-notch sales reps and managers, you need to establish a culture where the sales process is properly respected and understood.

This point is often overlooked in the public sector. Many sales employees feel their work isn’t valued because they believe their colleagues from other departments don’t really understand what they do. There’s a perception that others see their roles as just schmoozing or networking, ignoring the extensive research, analysis, and effort that successful sales entail.

Government agencies need to actively recognize and celebrate the contributions that sales professionals make to the organization. It’s crucial for the success and growth of the agency. Leaders should highlight different aspects of the sales process so that other employees, who might not be familiar with what it involves, have a chance to learn more. This can help cultivate a more inclusive and appreciative workplace culture in the government agency.

Precious Abacan, Marketing Director, Softlist

Create a Desirable Talent Brand

I’ve worked as a project lead on a joint satellite project with NASA Ames and the Air Force Research Lab, so I understand firsthand how governmental agencies need to recruit salespeople and fresh graduates.

Government agencies must create a desirable talent brand to attract college students and recent graduates for jobs in sales. Many industry leaders have become top-tier talent brands by emphasizing the attractive features of their companies to recruit superior talent. Government agencies can do this too! 

You might have heard of some public sectors that draw in creative salespeople, engineers, laborers, and more through unique interviewing procedures, or government service firms that offer incredibly comprehensive benefits packages to reduce employee turnover. These organizations become known for the distinctive characteristics of their hiring processes, and great candidates look to them to fulfill their career aspirations. Government agencies need to adopt similar strategies!

Adam Klein, Certified Integral Coach® and Managing Director, New Ventures West

Mutual Sales Pitch Approach

Government agencies need to sell themselves to their sales candidates. The common perception is that a job interview is where the job seeker sells their qualifications. However, it’s less commonly acknowledged that the agency is also pitching to the candidate. Both parties are analyzing information and determining if they are a good match, much like a salesperson and a prospect. When seeking high-quality talent, neither side has a clear advantage. Each has value to contribute and, essentially, they are pitching to each other.

Leaders and recruiters in government agencies should consider the often undesirable traits of “high-pressure” salespeople: they behave as if you should feel lucky to be offered their product. If you decide to walk away, they make it known that there are plenty of others eager to take your place. If you make your candidates feel like they have nothing to offer in this process and that they should feel honored just to be considered, then you are likely to attract only subpar candidates.

Amir Elaguizy, CEO and Co-Founder, Cratejoy, Inc

Offer Flexible Work Schedules

Having a flexible schedule, such as a semi-remote work policy and flexible working hours, helps millennials, such as students and recent graduates, commit to sales jobs at the governmental agency. Personal life or studies do not interfere with performing work requirements. Work-life balance and personal growth are critical considerations for the young generation when accepting a job offer.

Flexible schedules promote productivity and job satisfaction, creating a motivated, high-retention workforce. Being known as a forward-thinking employer concerned with employee well-being and flexibility can help the agency retain the best and the brightest from the next generation of talent emerging in the job market. Younger employees, especially millennials, expect employers to accommodate flexible work schedules and show concern for employee well-being in their work policies. A forward-looking human resources policy that promotes flexibility and an accommodating culture illustrates to prospective applicants that the agency stands out from others in its approach to human resources policies.

Mark McShane, Founder, Cupid PR

Stress Income Stability and Predictability

One way to attract top sales talent away from applying in the private sector and favoring your governmental agency is to emphasize the stability and predictability of income. Many sales roles rely heavily on commissions and quotas, which aren’t always transparent during the hiring process. For a college graduate in their first sales role and still situating themselves in the adult world, the promise of guaranteed compensation and benefits can be very attractive. 

This structure gives early-career professionals the ability to learn and still have a set and predictable pay, rather than having their payouts or job security depend entirely on results. You can make the messaging even more attractive by emphasizing professional development opportunities and relationship-building potential—promising sales reps may consider accepting a role for the valuable contacts they’ll make that they can leverage in future positions.

Michael Alexis, CEO, teambuilding.com

Utilize Tech-Savvy Recruitment

One tip for attracting college students and new grads to sales jobs is to leverage modern, tech-savvy recruitment methods. Utilizing social media platforms, virtual career fairs, and interactive online content can engage this digitally-native generation effectively. Providing insights into the work culture through virtual tours, employee testimonials, and engaging content about day-to-day activities can make the roles more relatable and appealing.

Additionally, offering internships or entry-level positions that provide hands-on experience and exposure to real-world projects can be very enticing. This approach attracts young talent and also demonstrates the agency’s commitment to innovation and technology.

Adam Tishman, Co-Founder, Helix Sleep