6 tips for government agencies hiring diverse students, grads for early career, human resources jobs

In today’s competitive job market, attracting diverse early-career talent to government HR roles isn’t just a priority—it’s essential for fostering innovation and equity within public service. But how can government agencies stand out and successfully recruit this next generation of HR professionals?

To uncover the most effective strategies, we turned to industry leaders who have mastered the art of inclusive hiring. From organizing targeted diversity-recruitment events to implementing cutting-edge HR technology, these six expert-backed approaches—shared by a VP of Talent and a Chief Human Resources Officer—offer a roadmap for agencies committed to building a vibrant, diverse workforce.

• Host Diversity-Recruitment Events
• Build Community-Focused Partnerships
• Establish Strong University Partnerships
• Implement Mentorship and Internship Programs
• Use VR Technology for Immersive Experiences
• Invest in User-Friendly HR Platforms

Host Diversity-Recruitment Events

One approach I strongly recommend is hosting diversity recruitment events. By organizing career fairs and networking gatherings specifically aimed at diverse groups, we can directly engage with early-career candidates. These events allow us to showcase our culture and commitment to diversity, providing a platform for potential applicants to see the opportunities for growth and development. Such initiatives help break down barriers and make our recruitment process more accessible to a wider range of talents.

Albert Kim, VP of Talent, Checkr

Build Community-Focused Partnerships

As a CEO of a recruitment agency, I encourage government agencies to take a proactive and community-focused approach to attract diverse, early-career candidates into HR-related roles. From my experience, building partnerships with local educational institutions, especially those that serve underrepresented groups, is crucial. 

By hosting workshops and informational sessions with these educational institutions, we create a welcoming environment where students can learn about career opportunities and feel encouraged to apply.

I also recommend that government agencies should amplify their presence on social media and professional networks. Share stories that showcase your employees’ diverse backgrounds and the inclusive culture at your agency. My personal experience has taught me that when potential candidates from diverse backgrounds see relatable role models, it encourages a sense of belonging and encourages them to apply.

Lucas Botzen, CEO, Rivermate Recruiters

Establish Strong University Partnerships

One effective strategy for recruiting diverse, early-career candidates into human resources roles in a government agency is to establish strong partnerships with universities, particularly those with diverse student bodies and robust HR programs. This strategy involves collaborating with academic institutions to create targeted outreach programs that attract and engage students from various backgrounds. 

To implement this strategy, start by identifying universities with a high level of diversity and reputable HR programs. Establish relationships with career services departments, HR faculty, and relevant student organizations to gain insights into their student populations and build a presence on campus. Participate in university career fairs, host informational sessions, and offer workshops that highlight the benefits and opportunities of a career in government HR. 

Next, develop internship and co-op programs specifically designed for students and recent graduates. These programs should provide real-world experience, mentorship, and a clear pathway to full-time employment within the agency. Promote these opportunities through campus job boards, social media, and direct communication with university partners to reach a wide audience. 

Additionally, create scholarship and fellowship programs to support students pursuing HR degrees. These financial incentives can help attract top talent and demonstrate the agency’s commitment to fostering diversity and inclusion in its workforce. Offer professional development opportunities, such as certifications and training programs, to further support early-career candidates and prepare them for successful careers in HR. 

Finally, ensure that the recruitment process itself is inclusive and accessible. Use diverse interview panels, implement blind resume-screening techniques to reduce bias, and provide resources to help candidates from different backgrounds navigate the application process. 

By establishing strong university partnerships, creating targeted outreach programs, and ensuring an inclusive recruitment process, government agencies can effectively attract diverse, early-career candidates into human resources roles. This strategy not only enhances the diversity of the HR workforce but also helps build a pipeline of talented professionals committed to public service.

Steven Mostyn, Chief Human Resources Officer, Management.org

Implement Mentorship and Internship Programs

Internships and mentorships help bring in diverse, early-career HR candidates. This will eventually improve workforce diversity and effectiveness.

A study by McKinsey found that “companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.” This research highlights the benefits of a diverse workforce, which is crucial for government agencies focusing on HR roles.

Agencies can implement specific mentorship and internship programs for minority groups. This creates a pool of diverse talent by offering hands-on experience, guidance, and career growth to entry-level job seekers.

Governments should execute such programs during the academic year to align internships with university schedules. This way, they can attract students and recent grads easily. The best advice is to start mentorship programs at the beginning of the fiscal year for better planning and resource allocation.

For example, the Pathways Internship Program by the U.S. Office of Personnel Management targets diverse students and recent graduates, offering valuable federal agency experience. Anyone who participates in this program gains mentorship and professional development, leading to permanent roles.

Why Does It Work?

• Skills development will progress via workshops and training.
  
• Real-world experience will help in enhancing resumes.
  
• Mentorship will provide guidance and networking opportunities.
  
• Talent sourcing will ensure a steady flow of qualified, diverse candidates.

Asifa Munir, Business Consultant, Sustainability Jobs

Use VR Technology for Immersive Experiences

I recommend using VR technology to offer immersive office tours and day-in-the-life experiences of HR roles. This involves creating virtual-reality simulations that allow potential candidates to experience a day in the life of an HR professional. This can include tasks such as conducting interviews, managing employee relations, and developing company policies. Government agencies can overcome many potential barriers that may prevent diverse, early-career candidates from considering HR roles by utilizing VR technology. 

For example, some individuals may not have prior knowledge or experience in the field of HR and are therefore hesitant to apply for these positions. These individuals can gain a better understanding of what the role entails and feel more confident in their decision to pursue it through virtual-reality simulation. 

VR technology allows for greater accessibility and inclusivity for candidates with disabilities or mobility restrictions, as they can experience the role in a virtual setting. It also eliminates potential biases that may occur in traditional recruitment methods, such as unconscious bias during face-to-face interactions. 

It also showcases the agency’s commitment to innovation and modernization to attract a more diverse pool of candidates. This can help attract tech-savvy individuals who are seeking dynamic and forward-thinking organizations to work for.

Daniel Cook, HR/Marketing Executive, Mullen and Mullen

Invest in User-Friendly HR Platforms

As the Head of People Ops in our company, I would say that Gen Zs highly value opportunities for continuous learning, especially when it comes to software and tools directly involved in HR functions. So, I think investing in user-friendly platforms for applicant tracking, performance management, and employee engagement—such as BambooHR, Workday, or Gusto—can streamline HR processes and provide candidates with exposure to innovative systems. 

Additionally, I can say that government agencies could enhance their appeal by offering training programs centered around these tools, showcasing a commitment to fostering a tech-savvy work environment. As a result, fresh talent could be attracted, and candidates would be able to see a clear path for their growth and contribution right from the beginning.

Vikrant Bhalodia, Head of Marketing & People Ops, WeblineIndia