11 tips for government agencies hiring diverse students, grads for early career construction and skilled trades jobs

Government agencies hire a lot of people into a lot of different occupational fields. Today, we’re going to look at how government agencies can better hire students, recent graduates, and others who are early in their careers into construction and skilled trades roles.

We’ve gathered insights from 11 CEOs and workforce experts. The insights range from implementing targeted outreach programs to streamlining hiring and onboarding processes.

• Implement Targeted Outreach Programs
• Create Apprenticeship Opportunities
• Promote Benefits and Success Stories
• Develop Comprehensive Apprenticeship Programs
• Improve Construction Occupation Perceptions
• Launch a Targeted Digital Marketing Campaign
• Outline Clear Career Pathways
• Build Relationships With Vocational Institutions
• Offer Accessible, Flexible Training Programs
• Provide Apprenticeships With Career Growth
• Streamline Hiring and Onboarding Processes

Implement Targeted Outreach Programs

One effective strategy for a government agency to attract diverse, early-career candidates into construction or skilled-labor roles is to implement targeted outreach and partnership programs with schools, community organizations, and minority groups. By creating awareness and providing hands-on experiences through internships, apprenticeships, and mentorship programs, the agency can showcase the benefits and opportunities within these fields. 

Additionally, offering scholarships, financial incentives, and clear career pathways can make these roles more appealing. Highlighting success stories of diverse individuals in these careers can also inspire and motivate potential candidates. Several industries could benefit from similar strategies to attract diverse, early-career candidates. 

For example:

• Manufacturing – Offering hands-on experiences and clear career pathways can attract young talent to skilled trades and advanced manufacturing roles.

• Renewable Energy – Highlighting success stories and providing financial incentives can also inspire diverse candidates to pursue careers in solar, wind, and other renewable energy sectors.

Michelle Mangum, Workforce Development Specialist, MS Public Broadcasting Agency (MPB)

Create Apprenticeship Opportunities

I recommend, based on my years of experience in the construction industry, that government agencies partner with local trade schools and vocational programs to create apprenticeship opportunities. This will attract diverse candidates and provide them with hands-on training and valuable experience in the field.

This way, they can tap into a pool of young talent who are looking for practical learning opportunities while also increasing diversity in the construction workforce. These programs can be tailored to specific trades such as carpentry, plumbing, electrical work, etc., allowing candidates to gain specialized skills and knowledge. Additionally, government agencies can offer incentives and benefits such as higher wages, healthcare, and job security to attract and retain these candidates.

I suggest actively promoting the construction industry as a viable career option for young people from diverse backgrounds. This can be done through targeted marketing campaigns on social media platforms, career fairs at local high schools and community colleges, and partnerships with community organizations that serve underrepresented groups. You see, by showcasing the potential for growth and success in the construction industry, there are more chances that diverse early-career candidates will pursue this career path.

Michael Benoit, Founder, ContractorBond.org

Promote Benefits and Success Stories

I suggest launching campaigns that promote the benefits of careers in construction and skilled trades, such as job stability, good wages, and opportunities for entrepreneurship. Agencies can attract a more diverse pool of candidates by changing the perception of these roles and highlighting their advantages. I have noticed that many young people are not aware of the potential in this industry and often overlook these roles as viable career options.

It is the most effective way to inspire and encourage other early-career candidates to consider these paths by showcasing successful individuals from diverse backgrounds who have built thriving careers in construction or skilled trades. This includes featuring success stories of women, minorities, and individuals from underrepresented communities who have excelled in these roles.

I recently came across a campaign by a government agency that highlighted these success stories and saw a significant increase in diverse applicants for construction and skilled labor roles. This helps to diversify the workforce and serves as an inspiration and motivation for other young individuals to pursue a career in these fields.

Daniel Cook, HR/Marketing Executive, Mullen and Mullen

Develop Comprehensive Apprenticeship Programs

A great strategy would be to develop and implement a comprehensive apprenticeship and mentorship program. This program should focus on outreach, education, hands-on training, and ongoing support to create a pipeline of skilled, diverse talent.

Derrick Lewis, Owner, NS Construction

Improve Construction Occupation Perceptions

A government agency should focus on improving the perception of construction or skilled-labor occupations and showcasing the benefits that these careers offer in order to attract potential candidates who are in the early stages of their careers and come from different backgrounds. Successful programs such as “I Build America” have demonstrated how jobs in the construction industry may lead to occupations that are both purposeful and gratifying. 

Agency organizations have the ability to make these positions more appealing to younger generations by placing an emphasis on competitive salaries, meaningful work, and prospects for advancement.

Arvind Rongala, CEO, Edstellar

Launch a Targeted Digital Marketing Campaign

A strategic approach is to implement a targeted digital marketing campaign that showcases the benefits and potential career paths in the construction and skilled-labor sectors. Utilizing platforms like Facebook, Instagram, and LinkedIn, where young people spend a considerable amount of time, can help in reaching the right audience. 

Campaigns should highlight stories of young professionals who have successfully built careers in these fields, emphasizing opportunities for growth, job security, and the impact of their work on community development. Video content, virtual site tours, and Q&A sessions with existing employees can make these roles more relatable and appealing to early-career candidates.

Jason Hennessey, CEO, Hennessey Digital

Outline Clear Career Pathways

I’ve found that one effective way to draw young, diverse talent to construction or skilled labor is by laying out clear career paths within the field. It helps a lot when people can see the different specializations they might pursue—from floor coating and electrical work to carpentry. It’s helpful to guide them through these choices, matching their personal skills and interests to the right specialty. This not only makes the field more accessible but also boosts their chances of building a successful career.

By focusing on training and mentorship for specific trades, you can show how different and rich these career paths can be. Everyone likes to know that they can find a niche that fits their unique strengths and passions. This strategy really opens the door to opportunities where candidates can excel and grow professionally.

Steve Britchford, Senior Partner, Polycote

Build Relationships With Vocational Institutions

As the founder of an NYC design-build firm, I’ve found success in attracting diverse candidates by building relationships with trade schools, community colleges, and nonprofits focused on vocational training. Offering paid internships, job shadows, and mentorships gives early-career candidates exposure to the field while providing value to my company. Once interns demonstrate a strong work ethic and skills, we hire them on as paid apprentices with a path to full-time employment.

We also emphasize the various roles within construction, from project management to skilled labor. Candidates may not realize how many opportunities exist or may feel certain paths are unattainable. We highlight how skills from various backgrounds, like mechanical abilities, translate well to roles like carpentry or HVAC installation.

Finally, word-of-mouth referrals from current employees have been key. Our team knows what traits will lead to success, so when they refer friends or former colleagues, we give those candidates priority review. Employees are invested in the success of people they refer, so hiring referrals often leads to higher job satisfaction and retention.

Nick Chatzigeorgakis, CEO, Intrabuild

Offer Accessible, Flexible Training Programs

Develop innovative, accessible, flexible training programs for construction or skilled-labor roles to help diverse candidates gain the necessary skills and certifications. Many young people, particularly those from underrepresented or economically disadvantaged backgrounds, may face significant barriers to traditional educational and training pathways, such as the cost of tuition, the need to work full-time, or limited access to transportation.

The government agency should also establish strong relationships with local construction companies, contractors, and skilled-labor organizations to facilitate job placement and apprenticeship programs for graduates of these training initiatives. By creating a seamless pipeline from training to employment, the agency can demonstrate the immediate value and applicability of these careers, making them more attractive to diverse, early-career individuals.

Josh Qian, COO and Co-Founder, Best Online Cabinets

Provide Apprenticeships With Career Growth

One effective strategy I would suggest to the government agency is to offer apprenticeship programs with good pay and clear paths for career growth.

Andrew Merrick, Owner & CEO, Aquasoltech

Streamline Hiring and Onboarding Processes

For government agencies aiming to attract college students and recent graduates to construction or skilled-labor roles, I suggest reducing the friction of the application process and streamlining hiring and onboarding. Government hiring procedures are often 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.

By simplifying these steps, government agencies can broaden their applicant pool and make these positions more appealing to a diverse and younger workforce. This approach could significantly increase the likelihood of attracting dynamic, innovative, and service-oriented individuals to construction or skilled-labor roles who are eager to contribute but may be discouraged by bureaucratic obstacles.

Kyle Kozlowski, Co-Founder, Eco Temp HVAC