7 tips for government agencies hiring diverse students, recent grads for early career gig jobs

When I think of gig jobs, I think of driving for companies like Uber and Lyft, or delivering food for companies like Deliveroo or Doordash. I wouldn’t normally think of government agencies hiring gig workers, but they do. Those of us who are of a certain age (meaning, old) remember when gig jobs were called temporary employment. When I think of temporary jobs, suddenly working in that kind of role for a government agency makes a lot more sense.

A gig job refers to a type of employment where the work is temporary and often based on specific projects or tasks. These jobs are characterized by their flexibility, as they don’t follow a traditional or permanent employment model. Gig jobs can vary widely—from freelance writing, graphic design, and consulting to driving for ride-sharing services or performing one-time tasks through platforms like Uber, Lyft, Deliveroo, and Doordash.

Gig jobs tend to be flexible as workers can choose when and where to work, often setting their own schedules. Assignments might last a few hours, days, or months, without the promise of ongoing employment. Compensation is typically linked to the completion of specific tasks or projects, rather than a salary or hourly wage. Gig workers are generally considered independent contractors, which means they’re responsible for their own taxes and benefits. This type of employment is part of what’s often called the “gig economy,” which emphasizes working on demand, allowing for high flexibility but also varying degrees of job security and benefits.

Government agencies looking to hire diverse candidates for early career gig roles can significantly enhance their recruitment strategies by focusing on inclusivity and accessibility. Recognizing the unique needs and backgrounds of different candidates is the first step toward creating a welcoming environment that attracts a broad spectrum of applicants. Agencies can implement targeted outreach programs that connect with underrepresented communities through various channels such as social media platforms, career fairs at minority-serving institutions, partnerships with organizations that support diverse groups, and job search sites like College Recruiter that reach a lot of diverse, early career candidates. This proactive approach ensures that these opportunities are visible to those who might not otherwise be aware of them.

Furthermore, adjusting the recruitment process to be more accommodating can also play a crucial role in attracting diverse candidates. Simplifying application procedures, offering flexible work arrangements, and ensuring that job descriptions are free from biased language can make a significant difference. Training hiring managers and recruiters on diversity, equity, and inclusion principles is also vital, as it prepares them to engage effectively with candidates from various backgrounds. By implementing these strategies, government agencies not only enhance their ability to attract diverse talent for gig roles but also contribute to a more equitable and representative workforce.

Federal, regional, and local government agencies often want to enhance their recruitment of diverse, early career candidates for gig roles. We asked CEOs and co-founders for their top recommendations. From creating flexible job descriptions to tapping into college career centers, here are the seven tips these leaders shared to improve recruitment efforts.

• Create Flexible Job Descriptions
• Develop a Dedicated Recruitment Platform
• Offer Mentorship Programs
• Focus on Mission and Flexibility
• Emphasize the Impact of Positions
• Leverage Niche Job Boards
• Tap Into College Career Centers

Create Flexible Job Descriptions

One piece of advice I would offer to a government agency is to create flexible job descriptions that emphasize abilities rather than specific experience, as this will aid in the recruitment of diverse, early-career applicants for gig employment. This strategy proved to be valuable when we were attempting to fill a temporary data input position.

Initially, we limited our candidate pool by listing the position with strict criteria, including certain software experience, which constrained our qualifications. Understanding this, we changed the job description to stress transferable abilities, including problem-solving and meticulous attention to detail. This shift let a more varied spectrum of candidates—including a recent humanities graduate with strong organizing abilities—pass through.

We were able to get a larger and more varied group of applications by emphasizing the potential and abilities people bring to the table rather than strictly defined experience.

Volen Vulkov, Co-Founder, Enhancv

Develop a Dedicated Recruitment Platform

I’d recommend putting the focus on the platform you’re using, or developing and promoting something with a good degree of flexibility to promote gig roles—something dedicated to the purpose, specifically. Ideally, this platform should highlight the flexibility, variety, and earning potential of gig roles, and feature accessible application processes that make it easy to hop into a new role without a long and drawn-out application process. Partnering with community organizations, job centers, and educational institutions in diverse areas to promote these opportunities can enhance outreach. If you’re looking for a full gold star, the platform should also offer some development resources like skill-building workshops, financial literacy training, and career counseling specifically tailored for gig workers to make these roles more attractive and accessible.

Dragos Badea, CEO, Yarooms

Offer Mentorship Programs

Government agencies offering mentorship programs can significantly improve the recruitment of diverse, early-career candidates for gig roles. Mentorship programs provide new hires with valuable support and guidance, helping them navigate their roles and the organization’s culture. This support can be particularly beneficial for diverse candidates who may face unique challenges or barriers. Mentors can also help early-career candidates develop the skills and knowledge necessary for success in their roles. This investment in professional growth demonstrates the agency’s commitment to employee development, attracting ambitious candidates. Mentorship can also open doors to future opportunities and career advancement, making gig roles more appealing. It can improve retention rates by ensuring that new hires have the resources and encouragement they need to thrive. High retention rates reflect positively on the agency and make it a more attractive employer. I also find that mentorship programs allow for personalized development plans tailored to the unique strengths and aspirations of each mentee. This individual attention can be a significant draw for early-career candidates seeking a customized career development experience.

Tom Richards, Director and Founder, Adbetter

Focus on Mission and Flexibility

Young people today aren’t just looking for a job; they’re seeking a mission. They want to make a difference, and they want flexibility. So, instead of crafting rigid job descriptions, government agencies should focus on building a talent pool around shared values and goals. They can create project-based gig roles, allowing diverse skill sets to come together and tackle pressing challenges. Flexibility is key. Offer options for remote work, flexible hours, and project-based contracts. This attracts a wider range of candidates, including those with caregiving responsibilities or other commitments.   To truly connect with this demographic, government agencies should explore social media. Create authentic content showcasing the real impact of your agency’s work. Highlight the variety of projects, the chance to learn and grow, and the opportunity to contribute to something bigger than themselves. Let your current employees be the stars of your recruitment campaign. Their genuine enthusiasm and stories will resonate far more than polished marketing materials. Remember, this generation values transparency. Be open about your agency’s challenges, and emphasize how their unique perspectives can contribute to innovative solutions. By creating a culture of purpose, flexibility, and authenticity, government agencies will not only attract top talent but also build a high-performing, engaged team.

Raviraj Hegde, SVP of Growth & Sales, Donorbox

Emphasize the Impact of Positions

If I want to attract top emerging talent to short government roles, I would emphasize the impact of these positions. They aren’t just jobs; they are opportunities to shape policy and improve lives. Young professionals crave meaningful work. By demonstrating how even brief stints can lead to tangible community benefits, you can appeal to their desire for purpose.

Smart leaders view this as a long-term investment—by engaging diverse talent early, you’re cultivating tomorrow’s public servants. In my years advising on financial strategies, I’ve observed how early career experiences profoundly shape professional paths. Offering emerging professionals a taste of impactful government work now will help foster a more diverse and dedicated public sector for years to come.

Shawn Plummer, CEO, The Annuity Expert

Leverage Niche Job Boards

Leverage niche job boards. Instead of relying solely on mainstream job boards, target platforms that cater to specific communities. For instance, PowerToFly for women in tech, or 70 Million Jobs for those with criminal records. This ensures your job postings reach a broader and more diverse audience. Also, use inclusive language in job posts. Utilize tools like Textio to ensure your job descriptions are inclusive and free from unconscious bias. This can significantly impact who applies, making your recruitment process more inclusive from the start. These targeted approaches can help public institutions tap into a wider pool of talented candidates, fostering a more diverse and dynamic workforce.

Axel Lavergne, Founder, reviewflowz

Tap Into College Career Centers

Government agencies can tap into college career centers to attract young talent. This can be achieved by partnering with local universities to offer internships, which provide students with real-world experience and give agencies a pipeline of fresh talent. It’s a win-win strategy that agencies can easily adopt. They could set up booths at job fairs or host information sessions on campus to showcase temporary opportunities. 

This approach not only reaches the target demographic directly but also allows for face-to-face interactions, which can be more engaging and persuasive than online recruitment methods.

Adam Tishman, Co-Founder, Helix Sleep