8 tips for government agencies hiring students, recent grads for early career science and engineering jobs

Anyone who pays attention to the job market knows that, for years, recruiting candidates into science and engineering roles has been a challenge. For some employers, it has been practically impossible.

That’s no different for government employers. Indeed, given the inability of most government agencies to pay competitively with their corporate counterparts, the recruitment of those with science and engineering majors has been even harder. To help, we gathered insights from seasoned professionals, including a senior civil engineer and a recruitment team lead. From promoting a culture of training and learning to offering targeted internships and co-ops, here are the top eight pieces of advice for governmental agencies to draw in students, recent grads, and others early in their careers as engineers.

• Promote Training and Learning Culture
• Highlight Impactful Engineering Roles
• Showcase Job Security and Benefits
• Emphasize Impactful Government Projects
• Incorporate Innovative Technologies
• Host Exclusive Networking Events
• Engage Early at University Fairs
• Provide Targeted Internships and Co-Ops

Promote Training and Learning Culture

If I were giving advice to a large governmental agency about drawing in college students and recent grads for engineering jobs, I’d stress the importance of training for engineering professionals. This is a good proposition to attract recent graduates for engineering roles!

This kind of training doesn’t just benefit them personally; it also benefits their teams. Creating a learning culture helps engineers be good role models and encourages younger employees to think about their own career paths. When employees are empowered like this, they not only perform better but also feel a stronger commitment to their work.

To stay competitive, government agencies really need to look at employee development as a whole. Learning and development (L&D) programs work best when they’re part of a bigger picture that includes continuous development and improved performance. When you offer people meaningful work and a chance to be part of a robust talent development culture, you’re setting up government organizations to attract and keep the workforce they’ll need down the road.

Alex LaDouceur, Co-Founder, Webineering

Highlight Impactful Engineering Roles

Just try to prove the importance of engineering for different fields. A large government entity should emphasize how important and meaningful engineering work is, for instance, regarding sustainability and environmental science.

Today, most young engineers seek careers that allow them to make a difference. By offering mechanical and electrical engineering opportunities that address major environmental issues, the corporation appeals to their need for significance.

Consider the U.S. Army Corps of Engineers’ role in revitalizing Florida’s Everglades. It seeks to rejuvenate an important environment that sustains a particular species of fauna and is a must-have source of water for many folks. The project opens a route for these engineers to come up with new methods that can improve the quality of water while at the same time lessening flood risks or even helping conserve biodiversity, allowing them to learn about these species firsthand.

By publicizing such ventures, the authority can demonstrate to potential recruits that civil service is not limited to mere remuneration but is an opportunity to be part of cause-oriented and game-changing activities. Moreover, the institutions can support learning by providing on-site training programs and scholarship placements in which students contribute practically to such projects, enabling them to see firsthand how their efforts address solvable problems.

In addition, the organization should leverage modern recruitment methodologies (specifically social media campaigns, and virtual job fairs, among others), niche-based job boards, and forming alliances with universities to appeal to a wider public. Highlighting current employees who speak passionately about their work can also be effective. By sharing compelling user reviews or stories, as often emphasized in marketing, they can attract young engineers in a very impactful way.

One more effective strategy can be that the large government agency should emphasize and initiate small environmental and sustainability projects for short-term training as part of summer programs. This allows students to work during the summers and develop a passion for the work. This way, the agency would be able to catch the attention of the new breed of engineers as they showcase the practical implications of these projects, thereby fostering inspiration and engagement among students through internships and co-op programs.

Asifa Munir, Business Consultant, Sustainability Jobs

Showcase Job Security and Benefits

Impart to potential employees the value of the job security and benefits of a governmental position. Emphasize to them the perks offered that might not be typically available in private industry, such as alternate work schedules or state- or country-specific work locations. Highlight the value and opportunities available from a rotation program, if available. Provide examples of other recent graduates (or send them out to universities as recruiters) and use them to connect with potential future employees and offer their insights and perspectives.

Dirk Summers, Senior Civil Engineer, Ecoplexus

Emphasize Impactful Government Projects

My advice to a large governmental agency looking to attract college students and recent graduates for engineering jobs is to highlight opportunities for impactful projects. When I’ve seen this done successfully, agencies showcase how their engineering roles contribute to significant public works and innovations that benefit society. 

Emphasizing real-world impact, career growth opportunities, and job stability within the government can resonate strongly with young engineers eager to make a difference while building a secure future. Offering internships or co-op programs can also provide hands-on experience and a clear pathway to full-time employment.

Ana Alipat, Recruitment Team Lead, Dayjob Recruitment

Incorporate Innovative Technologies

I have one simple yet effective piece of advice: embrace innovation, from artificial intelligence to virtual reality. College students and recent graduates are constantly exposed to new advancements in technology and are eager to be a part of it. You see, virtual reality has the potential to revolutionize how governmental agencies train their employees to gain hands-on experience and improve their skills without putting themselves or others in danger. This not only attracts young talent who are familiar with VR technology but also promotes a safer work environment.

Artificial intelligence is being used in various industries, from healthcare to finance, and has proven to increase efficiency and productivity. Governmental agencies can utilize AI to automate mundane tasks, freeing up time for employees to focus on more complex projects, such as infrastructure development or environmental sustainability initiatives.

Daniel Cook, HR/Marketing Executive, Mullen and Mullen

Host Exclusive Networking Events

I would suggest that a government agency offer exclusive networking events. These events could connect students and recent graduates with established industry professionals and potential mentors. They’d get first-hand insights and make meaningful connections, which is super important for career growth. Imagine a mix of informal meet-and-greets and structured seminars. It’d be a win-win because the agency gets to showcase its culture and values, too. Such opportunities would make young professionals feel welcomed and supported in their career journey.

Josh Ladick, President, GSA Focus

Engage Early at University Fairs

I think it’s crucial for government agencies to get involved at university campus recruitment fairs if they want to attract top engineering graduates. Don’t wait for students to graduate. Start connecting with them while they’re still in school; that way, you’re more likely to snag the most talented engineers right as they’re ready to step out of the classroom. This is a perfect chance to offer internships and get students registered and interested in working for your agency after they graduate.

Similarly, developing a robust graduate program can be a big draw. Graduates are more likely to be drawn to your agency if they know they’ll get training and career development starting from day one. The transition from studying to working can be tough, but a structured graduate scheme makes it easier for the brightest minds to adapt. Plus, it’s a great way to ensure your future engineers are trained with the skills you need.

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

Provide Targeted Internships and Co-Ops

Offering targeted internships and co-op programs is one piece of advice that a large government agency might use to attract college students and recent graduates for engineering careers. By providing hands-on experience, mentorship opportunities, and exposure to significant projects, the agency can engage with young people early on and highlight the rewarding aspects of working in engineering for the government. Highlighting the agency’s commitment to innovation, professional growth, and meaningful work can also help recruit excellent engineering candidates.

David Magnani, Managing Partner, M&A Executive Search