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

Government agencies looking to hire diverse students and recent graduates for early career jobs in retail can start by developing partnerships with colleges and universities that serve underrepresented communities. Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), and community colleges are all rich sources of diverse talent. By establishing relationships with these institutions, government agencies can create tailored outreach programs, internships, and job fairs that specifically target diverse candidates. This proactive approach not only helps in attracting a wider range of applicants but also signals the agency’s commitment to diversity and inclusion.

Another key strategy is to make the hiring process more inclusive. This can be done by revising job descriptions to focus on skills and potential rather than just experience. Often, students and recent graduates from diverse backgrounds may not have the traditional retail experience but possess valuable soft skills and a strong work ethic. Providing clear pathways for career growth within the agency can also be a strong attractor, as it demonstrates a long-term investment in the candidate’s professional development. Additionally, offering mentorship programs where new hires are paired with experienced employees can help them navigate the workplace, leading to higher retention rates and a more inclusive work environment.

In the quest to attract a diverse pool of early career talent for retail roles within the government sector, we gathered insights from seven industry professionals, including marketing managers and CEOs. From the importance of hiring for culture addition to highlighting community impact and growth, explore the valuable strategies these experts recommend for government agencies.

• Hire for Culture Addition
• Use Social Media Authentically
• Cultivate Inclusive Outreach Programs
• Showcase Real Employee Stories
• Offer Flexible Work Schedules
• Promote Inclusivity and Career Growth
• Highlight Community Impact and Growth

Hire for Culture Addition

To attract diverse candidates, start by hiring for “culture add” instead of culture fit. Look for people who will bring new and unique ideas to your team, not just those who match your existing culture. This approach helps you find more innovative and varied talent.

When listing qualifications for a position, be clear about what you need. For example, if you’re hiring a store manager, you might require several years of retail experience and strong leadership skills. For a junior role, basic familiarity with your operations might be sufficient.

Also, make your company’s policies more flexible and inclusive. For instance, offering floating holidays can allow employees to take time off for religious or cultural reasons. Be sure to mention these flexible policies in your job descriptions or during interviews.

This approach demonstrates your commitment to inclusivity and can attract the right talent to your organization.

Aqsa Tabassam, Marketing & Public Relations Manager, Sopicks

Use Social Media Authentically

To attract diverse, early-career candidates for retail positions, my top tip is to leverage social media platforms creatively. Create engaging, authentic content that showcases your agency’s inclusive culture and the unique opportunities you offer for career growth and public service.

We’ve used this approach to build a diverse team across multiple countries. For a government agency, this could mean creating TikTok or Instagram videos featuring young employees from various backgrounds sharing their experiences.

For instance, you could produce a series of “Day in the Life” videos highlighting different roles and the impact they make. This not only attracts candidates but also educates them about opportunities they might not have considered.

We’ve found that authenticity resonates strongly with early-career candidates. Don’t just talk about diversity—show it. Feature real stories of career progression and the meaningful work your agency does.

This strategy helped us increase our diverse hires by 40% last year. For a government agency, it could be a powerful tool to reach candidates who might not traditionally consider public sector retail roles.

Remember, today’s early-career candidates value purpose and growth opportunities. Highlight how working in government retail can be a stepping stone to a broader public service career.

By meeting potential candidates where they are—on social media—with authentic, relatable content, you can significantly broaden your talent pool and attract diverse, motivated individuals to your retail positions.

Emelie Linheden, VP of Marketing, Younium AB

Cultivate Inclusive Outreach Programs

One of the strategies that can be employed by government agencies in order to attract a wide range of young professionals for retail jobs is through adopting focused outreach programs. By liaising with local community organizations and educational institutions, it will be possible to establish direct links with underrepresented communities, thus ensuring that more people get to know about job opportunities.

Moreover, they should consider coming up with inclusive job descriptions and avoiding any discriminatory words. This will encourage candidates from different ethnic backgrounds to apply, as well as see themselves growing within the agency, as it demonstrates its commitment towards diversity and hints at how the organization supports career development.

The initiatives provide guidance and support, as well as show genuine commitment to supporting diverse individuals’ professional growth, thereby transforming the agency into an attractive and inclusive workplace.

Ariful Islam, Finance Expert, Sterlinx Global

Showcase Real Employee Stories

Create an engaging digital campaign featuring real stories from diverse employees who have thrived in retail roles. Highlight their journeys, successes, and personal growth within the industry. Use social media, local podcasts, and community forums to reach a broad audience. 

Pair this with a mentorship program specifically designed for early-career candidates, where seasoned employees guide newcomers through the first stages of their careers. By showcasing genuine experiences and providing direct support, you make the retail environment more relatable and appealing to a diverse range of candidates.

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

Offer Flexible Work Schedules

I have found it very effective to offer flexible work schedules or part-time opportunities to appeal to a broader range of candidates, including those with different life circumstances. This allows individuals to have a work-life balance while still pursuing their career goals within the retail industry.

Government agencies can showcase their commitment to diversity by promoting employee resource groups, implementing diversity training programs, and highlighting any initiatives or policies aimed at creating an inclusive environment for all employees.

I would suggest utilizing social media platforms to reach out to a younger audience. Many early-career candidates are active on social media, and using these platforms can help attract a diverse pool of applicants. Agencies could also partner with local schools or community organizations to connect with diverse students and graduates who may be interested in retail positions.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Promote Inclusivity and Career Growth

One essential tip for a government agency looking to attract diverse, early-career candidates for retail positions is to actively showcase and promote inclusivity and growth opportunities within your organization. Young, diverse talent is looking for workplaces where they feel represented and valued. Highlight stories of current employees from various backgrounds who have thrived and advanced in their careers. 

Use social media and job fairs to engage with potential candidates directly, emphasizing your commitment to diversity and professional development. By creating a narrative that celebrates inclusivity and career growth, you’ll resonate more with early-career candidates looking for more than just a job—they’re seeking a place to build a future.

Jordan Adair, CEO, ShirtMax

Highlight Community Impact and Growth

I recommend focusing on highlighting the role’s impact on the community. Emphasize how retail staff contribute directly to improving people’s lives by providing essential goods and services. Showcase opportunities for growth and development within the agency, and position retail roles as a stepping-stone to other fulfilling careers in public service.

Kimberley Tyler-Smith, VP of Strategy and Growth, Resume Worded