10 tips for government agencies hiring diverse students, recent grads, and other early career candidates for healthcare jobs

Government agencies have a unique opportunity to recruit diverse students, recent graduates, and early career candidates by leveraging their mission-driven work to attract talent. To effectively reach these groups, agencies should create inclusive recruitment strategies that highlight their commitment to diversity and equal opportunity. Partnering with educational institutions, including those with diverse student bodies such as Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs), can be a powerful way to connect with potential candidates. Agencies can also market these roles through targeted email campaigns, career fairs, workshops, and networking events to engage directly with students and recent graduates, showcasing the meaningful impact of a career in public service.

Additionally, government agencies can enhance their appeal to diverse students, recent graduates, and other early career candidates by offering internships, fellowships, and entry-level programs to provide valuable experience and pathways to permanent positions. These programs should be structured to offer mentorship and professional development opportunities, helping early-career candidates build the skills necessary for success. Emphasizing flexible work arrangements, competitive benefits, and career advancement opportunities can also make public sector roles more attractive. By fostering an inclusive workplace culture that values diverse perspectives, government agencies can not only attract but also retain talented individuals who are eager to contribute to the public good.

We asked 10 healthcare professionals and CEOs this question for their best advice. From embracing online sourcing to conducting motivational research, here are their tips:

• Embrace Online Sourcing
• Engage Early With Students
• Utilize Digital Outreach
• Champion Real-World Impact
• Cultivate Inclusive Environment
• Offer Targeted Scholarships
• Highlight Job Security
• Showcase Relatable Role Models
• Establish Mentorship Programs
• Conduct Motivational Research

Embrace Online Sourcing

As both a healthcare worker and the owner of a tech startup catering to young medical professionals on the job hunt, I see hesitancy among government organizations to fully embrace online sourcing. The nature of complex bureaucracy means changes in practice are anything but swift, and that’s why it’s not uncommon to see hospitals and clinics still handling paper résumés and applications. 

The result can be cascading issues with advancement, as older workers take up the slack when hiring is slow or delayed. Not only are these workers overburdened, they’re less likely to be aware of, or open to, hacks that could improve both internal processes and patient outcomes. 

Online sourcing is heavily biased towards the young, and in this case, that’s a very good thing. We need people early in their careers to take up the torch and push the industry further. 

Just posting an ad on LinkedIn isn’t enough. Government agencies looking to attract fresh graduates need to be active on social media, and advertising positions on apps like TikTok. The alternative is stagnation.

Carlos da Silva, Physician Assistant, PA Career Hub

Engage Early With Students

To attract diverse, early-career individuals into healthcare roles, it is crucial to start before the individual is even in the early-career stage. Connect with middle and high school students to provide shadowing opportunities and share the healthcare career options available. When my dad hurt his shoulder and required surgery and physical therapy, I was 9 years old. That’s when I was really introduced to healthcare as a potential career opportunity. 

While children that age may not know exactly what direction they want to pursue, the more options they are provided earlier, the more time they have to explore. It is also vitally important to show these students diverse healthcare professionals already working in the field. Representation matters, and if the students see someone who looks like them or whom they relate to, they are more likely to see that career choice as a viable option.

Brandy Wilkins, Owner, CEO, Defining Point Coaching & Consulting, LLC.

Utilize Digital Outreach

To attract diverse, early-career individuals into healthcare roles, a government agency should leverage digital outreach and social media strategically. Utilizing platforms where younger demographics are active, like Instagram or Snapchat, for recruitment campaigns can significantly increase visibility and appeal. 

Additionally, emphasizing opportunities for growth and continuous learning within these roles can resonate deeply. From experience, aligning your recruitment message with the values and communication styles of this group is key to engagement and interest.

Josh Ladick, President, GSA Focus

Champion Real-World Impact

Government agencies should embrace and champion a narrative of “real-world impact.” Highlight not just the healthcare job descriptions, but the tangible, everyday contributions these roles make to individuals and communities. Showcase stories where healthcare professionals are transforming lives and solving pressing problems. This approach creates a compelling image of healthcare as a dynamic and fulfilling career choice. 

Leverage platforms like social media to share these authentic stories, and consider interactive virtual experiences that let potential recruits see and feel the difference they could make. This strategy not only attracts talent but also fosters a genuine connection to the mission and values of the healthcare sector.

David Hill, MD, Plastic Surgeon & Medical Director, Fulcrum Aesthetics & Surgery

Cultivate Inclusive Environment

To truly attract diverse, early-career individuals into healthcare roles, it’s essential to cultivate an inclusive environment that resonates with their values and aspirations. I suggest actively engaging with community colleges and universities that serve diverse populations by establishing partnerships and mentorship programs. This approach not only provides students with relatable role models but also showcases the range of career paths available in healthcare. 

Offering internships, shadowing opportunities, and flexible entry points can further demonstrate the industry’s commitment to inclusivity. By creating accessible pathways and showing genuine support for their education and professional growth, government agencies can effectively tap into a wealth of talent eager to contribute to the healthcare field.

Caroline Bogart, Founder, Wellness Advocate and Writer, As Well You Should

Offer Targeted Scholarships

This is a bit of a tougher one with a limited budget, but if you want to really focus on this, then you should look into targeted scholarship and loan-forgiveness programs for students from underrepresented backgrounds who commit to working in healthcare after graduation. You see these types of partnerships quite frequently in places like business schools, where students lock into a study-and-employment track for a certain number of years. 

Partner with high schools, community colleges, and universities to promote these opportunities and provide information about the long-term benefits and stability of careers in healthcare. Additionally, offer internships, shadowing programs, and mentorship opportunities to give students hands-on experience and connect them with professionals in the field.

Dragos Badea, CEO, Yarooms

Highlight Job Security

I think you have to lean into the job security that comes from not only working in healthcare, but within a government agency as well. Despite what some might say about those early in their career and wanting to job-hop, people are truly looking for stability, especially in these uncertain economic times. More and more young people entering the workforce are also thinking ahead to retirement, and highlighting the benefits of, say, a pension can go a long way to enticing healthcare workers to work within the government.

Joe Klenk, Director of Marketing, Pennsylvania Institute of Technology

Showcase Relatable Role Models

I’ve seen firsthand the power of role models in inspiring young minds. One tip for government agencies aiming to attract diverse, early-career individuals into healthcare roles is to highlight relatable, successful role models from diverse backgrounds. Partner with organizations that already have a strong presence in communities and create programs where these role models can share their journeys and mentor aspiring healthcare professionals. This not only makes the career path tangible but also motivates and reassures young individuals that they too can succeed in healthcare.

Tornike Asatiani, CEO, Edumentors

Establish Mentorship Programs

One tip for a government agency looking to attract diverse, early-career individuals into healthcare roles is to establish mentorship and internship programs that target underrepresented communities. By partnering with schools and community organizations, these programs can provide hands-on experience, professional development, and a clear pathway to careers in healthcare. 

For example, we’ve seen success with our own internship initiatives, which offer students from diverse backgrounds the opportunity to work directly with experienced professionals. This not only helps build a more inclusive workforce but also ensures that young individuals feel supported and valued from the start of their careers.

Tzvi Heber, CEO & Counselor, Ascendant New York

Conduct Motivational Research

Government agencies should conduct thorough research to identify the factors that motivate young, diverse individuals to pursue healthcare careers, including work-life balance, opportunities for growth, and a strong sense of purpose. With these insights, agencies should create inclusive job descriptions that highlight the potential impact of the role on the community and the opportunities for professional development. 

Also, government agencies can create diverse employee brand ambassadors to represent the agency’s culture and values authentically. These ambassadors can share their personal experiences, highlighting the agency’s supportive environment and career growth opportunities. Social media platforms and other digital channels can be utilized to amplify these stories and reach a wider audience of potential candidates. 

To foster a welcoming and inclusive workplace, agencies should prioritize diversity and inclusion training for all employees. This training should focus on unconscious bias, cultural competence, and creating an inclusive environment where everyone feels valued and respected. 

Additionally, mentorship programs can provide invaluable support and guidance to young, diverse healthcare professionals. Pairing new hires with experienced mentors can help them navigate the organization, build relationships, and develop their skills.

Raviraj Hegde, SVP of Growth & Sales, Donorbox