10 tips for government agencies hiring diverse students, grads for early career legal jobs

Government agencies aiming to hire diverse students and recent graduates for early career paralegal, lawyer, and other legal positions should focus on building inclusive and broad-reaching recruitment strategies. One way to accomplish this is to partner with a variety of educational institutions, including Historically Black Colleges and Universities (HBCUs), Hispanic Serving Institutions (HSIs), and other schools with strong diversity programs. By attending career fairs, offering internships, and engaging in mentorship programs at these institutions, agencies can create pipelines of diverse talent early on.

Additionally, implementing unbiased hiring practices—such as blind resume reviews and structured interviews—can help ensure that all candidates are evaluated based on their qualifications and potential rather than unconscious biases.

Furthermore, government agencies should emphasize the importance of diversity and inclusion in their workplace culture. By showcasing their commitment to these values through employee testimonials, diversity initiatives, and inclusive policies, they can attract a broader range of applicants who value such an environment.

Agencies should also consider offering programs that support the unique needs of diverse hires, such as flexible work arrangements, professional development opportunities, and affinity groups. These efforts not only help in attracting diverse talent but also in retaining them, ensuring that the agency benefits from a wide range of perspectives and experiences.

We asked 10 legal professionals for their top tips for how best government agencies should recruit diverse students, recent graduates, and other early career candidates for legal roles. From establishing relationships with law schools to defining and communicating employer propositions, here are the insightful strategies these experts shared.

• Establish Relationships With Law Schools
• Engage With Diverse Law Organizations
• Participate in Minority Job Fairs
• Build an Inclusive Workplace Culture
• Showcase Diversity on Social Media
• Invest in Cultural Competency Training
• Focus on Mentorship Programs
• Partner With Minority Bar Associations
• Create a Skills-and-Competency Matrix
• Define and Communicate Employer Proposition

Establish Relationships With Law Schools

I would recommend a government agency establish real relationships with law schools and legal organizations that promote diversity. It’s not just about going to job fairs or advertising the positions in the vacancies online; it’s about reaching out to these communities. 

Proceed to establish some form of role models, internships, or even come up with events that ensure students and young professionals come into contact with government lawyers and more closely explain to them the kind of work that can be expected. You plant seeds but sometimes do not necessarily see the plants growing or the trees blooming, yet you understand or know they are growing. They are not just hiring solely for the vacancies in the near future but building a pool of candidates that will motivate groups of people to aspire to government jobs. 

Therefore, it is clear that when agencies are able to sustain meaningful interactions concerning diversity and inclusion, they stand a chance of transforming the legal profession into one that is inclusive and diverse. In the process, they can also promote their agencies as the best places to work because they are part of the process and not just mere employers.

C.L. Mike Schmidt, Lawyer, Schmidt & Clark

Engage With Diverse Law Organizations

One tip I would recommend to a government agency aiming to recruit diverse, early-career candidates for legal roles is to actively engage with diverse law student organizations and affinity groups at law schools. These groups often represent a wide range of backgrounds, experiences, and perspectives, making them key partners in your diversity recruitment efforts. 

By building strong, meaningful relationships with these organizations, you can tailor your outreach to meet their specific needs and interests. Creating targeted outreach programs that go beyond generic recruitment messages could include hosting informational sessions that highlight your agency’s commitment to diversity, equity, and inclusion, and showcasing the impact of legal work within the government sector. Offering internships and fellowships specifically designed for diverse candidates provides them with hands-on experience and a clear pathway to potential full-time roles. 

Having a mentorship program can also be beneficial. Pairing early-career candidates with experienced legal professionals within your agency can provide guidance, support, and professional development opportunities. These mentors can help new recruits navigate their career paths, understand the unique challenges and opportunities within government roles, and feel more connected and valued within the organization.

Joy Owenby, Founder and Family Law Attorney, Owenby Law, P.A.

Participate in Minority Job Fairs

If you haven’t already, consider participating in minority job fairs. It sends a clear message that your agency genuinely cares about diversity and inclusion. Plus, meeting candidates face-to-face allows you to get a real sense of who they are and what they bring to the table. It’s much more personal than just reading résumés online. 

To get started, just look up some upcoming minority job fairs in your area or even at universities. Many of them are organized by professional groups, so there’s usually a good variety. Make sure to bring along some materials about your agency and the roles you’re looking to fill. During the fair, just be yourself—ask questions, engage with the candidates, and really listen to their stories.

Riley Beam, Managing Attorney, Douglas R. Beam, P.A.

Build an Inclusive Workplace Culture

To attract diverse early-career candidates for legal roles, build an inclusive culture where everyone feels they belong. Young lawyers from different backgrounds look for workplaces that truly value diversity and inclusion, beyond just numbers or quotas. Show that your agency embraces this by highlighting diverse team members in leadership roles, offering mentorship programs, and celebrating different cultures and perspectives.

For instance, when I started GJEL, we made a point to create a collaborative environment where every voice mattered. This approach drew talented individuals from various backgrounds and fostered loyalty and creativity. Make sure to emphasize these inclusive practices in your recruitment materials and during interviews. Authenticity in promoting diversity will resonate with the candidates you aim to recruit.

Andy Gillin, Attorney & Managing Partner, GJEL Accident Attorneys

Showcase Diversity on Social Media

Use platforms like LinkedIn and Instagram to showcase your agency’s commitment to diversity and inclusivity. Share stories and testimonials from current employees who represent a diverse workforce. 

Regularly post job openings specifically aimed at early-career candidates in the legal field. Ensure these posts emphasize the supportive and inclusive work environment. Utilize engaging visuals and videos to capture attention. For instance, create short clips showcasing a day in the life of a young legal professional at your agency.

James Wood, Law Firm Founder and Medical Malpractice Attorney, James Wood Law

Invest in Cultural Competency Training

For a government agency seeking to hire diverse and early-career legal candidates, I recommend investing in cultural competency training for all recruitment staff. This will help identify and eliminate any unconscious biases that could affect hiring decisions. By empowering the recruiters with skills to embrace differing perspectives while valuing diversity, it’ll create an inclusive atmosphere that attracts talented applicants from different backgrounds. 

To ensure inclusivity within messaging/outreach efforts is also vital, as potential hires must feel welcomed into the process right away. Necessitating proactive review/update of recruitment practices based on feedback/best practices in fostering diversity can further cement these ambitions, positively enhancing both quality and reputation among prospective employees.

Chris Aubeeluck, Head of Sales and Marketing, Osbornes Law

Focus on Mentorship Programs

Drawing from my legal journey, I suggest government agencies focus on mentorship programs to attract diverse, early-career candidates. When I transitioned from insurance defense to personal injury law, having mentors who guided me through the intricacies of the profession was invaluable.

Agencies should establish mentorship initiatives that connect experienced legal professionals with young, diverse talent. This provides practical knowledge and career guidance and fosters a supportive community that values diversity. Such programs can demystify the legal profession for newcomers, making them feel welcomed and valued, ultimately encouraging them to join and thrive in government roles.

Ramzy Ladah, Las Vegas Accident Attorney, Ladah Law Firm

Partner With Minority Bar Associations

In my experience, one tip I would give to a government agency aiming to recruit diverse, early-career candidates for legal roles is to actively engage with minority bar associations and legal organizations. These groups often have established networks of diverse legal professionals and law students, making them valuable resources for recruiting top talent from underrepresented groups. By partnering with these organizations, government agencies can tap into a pool of diverse candidates who bring unique perspectives and experiences to the table, ultimately enhancing the organization’s overall effectiveness and inclusivity.

For example, when I worked with a government agency looking to diversify its legal team, we reached out to local minority bar associations and attended their networking events. Through these connections, we were able to identify and recruit highly qualified candidates from diverse backgrounds who might not have otherwise applied for the positions. This proactive approach not only helped us attract a more diverse pool of applicants but also fostered stronger ties with the local legal community.

Alex Taylor, Head of Marketing, CrownTV

Create a Skills-and-Competency Matrix

Create a detailed skills-and-competency matrix that clearly describes what you are expecting the early-career new hire to perform at different points in time during their first year. This is critical as it drives learning objectives, the onboarding and training path, and the metrics.

Wally Bruner, Founder & Managing Consultant, Early Career Partners

Define and Communicate Employer Proposition

To recruit diverse, early-career candidates for legal roles, my top tip for a government agency is to clearly define and communicate your employer proposition. Each agency has its unique strengths and offers something different to legal professionals. Some might highlight the quality of work, while others emphasize flexibility or other benefits. Government agencies must understand their own identity and recognize their employer brand’s strengths and weaknesses. 

Agencies that have a clear grasp of what they stand for and work on enhancing and clearly communicating their unique value will be better positioned to attract top talent, regardless of their size or status. Talking to current employees can provide valuable insights into what they value and how they perceive the agency as an employer. 

A strong employer proposition typically revolves around two to three key factors that will attract some lawyers and make your agency stand out as a potential employer. While feedback from current team members is helpful, it’s also important to consider broader market trends and what lawyers are seeking in their next role.

Michael E. Farah, Founder, Realtor and Real Estate Attorney, The Farah Law Firm, P.C.