What is one piece of advice you would give to a large governmental agency to attract college students and recent graduates for their administrative roles?

Government agencies should focus on improving their brand. It’s a misconception that only private institutions need to worry about branding! To draw in top talent and fresh graduates, especially those just starting their careers, government agencies must enhance how they're perceived as employers. Despite the significant and impactful work these agencies handle, they often don't communicate this effectively. Government bodies should actively promote the dynamic and meaningful work they do. This approach resonates well with those who are purpose-driven, informing them about the diverse roles, learning opportunities, and experiences public service provides. For instance, the city of Denver launched a branding campaign titled “Be a part of the city that you love,” aimed at fostering pride among citizens and encouraging them to work for the government. They even featured their employees as “brand champions.” This campaign resulted in a 19% boost in job applications, showing how powerful effective branding can be in attracting fresh talent.

My top advice for attracting students or recent graduates to these kinds of roles is to emphasize the ways that working in the role could facilitate future career progress. Students and recent graduates are often eager to add relevant work experience to their resume that can help them to land other roles down the line, and will be more likely to take an administrative role that feels like it’s productive in this way for them. There are multiple ways to do this. If your organization has a track record of promoting entry-level employees into higher roles, that’s definitely something to mention in the job postings. Also consider what useful skills the candidate could learn or hone during their employment. For instance, if they’ll be using a popular software program like an ATS or CRM that can enhance their resume, or if they’ll be responsible for things like entering payroll data or typing up meeting minutes, which can give them insights into how the agency functions behind the scenes. The better you can demonstrate how the administrative role can be a stepping stone to future opportunities, the more likely you’ll be to attract young applicants to the posting.

As a business owner, I know all about strategic engagement and outreach. If a large government agency wants to attract college students and recent grads to admin roles they should host workshops on the impact of public service. These workshops inform and inspire students. They show them that public service is not just a job it's a chance to make a difference. Showcasing how admin roles contribute to real societal change can help young professionals match their values and aspirations. Interactive sessions where students can participate in simulated projects or case studies will give them a flavor of the work and its importance. When students see the real impact they can have on their community through public service it ignites a passion and commitment that goes beyond just looking for a job.

A large governmental agency must prioritize a dynamic development program to attract college students and recent graduates. Highlight opportunities for mentorship, career progression, and real-impact projects. Young professionals crave growth and a sense that their work makes a difference. Early in my career, mentorship transformed my understanding of industry intricacies and accelerated my growth. It illustrated the value of professional guidance and continuous learning. Conveying this commitment to development and impact is key to drawing in top young talent.

Establish a reverse mentorship program where young hires mentor senior employees on the latest technologies and trends. This not only values the fresh perspectives of young professionals but also enhances intergenerational learning and collaboration, bridging the gap between generations and fostering a more inclusive and innovative workplace environment.

Drawing from my 12 years of experience in the migration and education sector, I believe one important piece of advice for large governmental agencies looking to attract college students and recent graduates is to emphasize the meaningful impact of their work. At KBA Global, we've seen firsthand how young professionals are increasingly driven by a desire to make a difference in the world. To appeal to this demographic, agencies should highlight how their administrative roles contribute to important societal goals and public service. They could showcase specific projects or initiatives that have tangible benefits for communities or individuals. For instance, when we help students navigate the complexities of studying abroad, we emphasize how their experience can lead to personal growth and cross-cultural understanding. Additionally, agencies should consider offering structured mentorship programs and clear career progression paths. Young graduates are often looking for opportunities to learn and grow professionally. By demonstrating a commitment to their development, agencies can position themselves as attractive long-term career options. Lastly, leveraging digital platforms and social media to communicate these opportunities and showcase the agency's culture can significantly boost engagement with this tech-savvy generation. At KBA Global, we've found that a strong online presence helps us connect with young talent effectively.

To attract college students and recent graduates, highlight how their roles will directly impact the community and society at large. Young professionals today are driven by purpose and want their work to matter. Showcase the meaningful, tangible outcomes their contributions will bring. Whether it's improving public services, enhancing community resources, or driving innovative projects, make it clear that their efforts won’t just be routine tasks—they'll be part of something bigger, something that makes a difference. Combine this with a clear path for career growth. Offer detailed examples of how their roles can evolve over time, leading to greater responsibilities and opportunities. Internships, mentorship programs, and clear progression routes can make the positions more appealing. The promise of growth coupled with meaningful work can be a powerful motivator for young talent eager to launch their careers and make a mark.

To attract college students and recent graduates for administrative roles, I would advise a large governmental agency to emphasize the impact and opportunities for growth within public service. Highlight the agency's role in shaping policies and initiatives that affect communities, offering meaningful work with tangible outcomes. Provide avenues for professional development, such as mentorship programs and cross-functional training, showcasing a clear path for career advancement. Utilize digital platforms and social media creatively to share stories of employees making a difference. Lastly, offer competitive benefits that reflect the agency's commitment to work-life balance and employee well-being, appealing to the values of today's young professionals.

My advice for a large governmental agency to attract college students and recent graduates for their administrative roles is to offer a robust mentorship and professional development program. Many young professionals are eager to learn and grow in their careers, and a clear pathway for advancement can be very appealing. This program should include regular mentorship sessions with experienced professionals, opportunities for continuous learning through workshops and courses, and exposure to a variety of departments within the agency. By showcasing a commitment to investing in their future and providing tangible opportunities for career growth, the agency can position itself as an attractive employer for the next generation of administrators.

Millennials and Zoomers have strong values when it comes to job seeking, so you can't rely on salary alone. Instead, focus on building your image across social media. Share authentic stories and testimonials that give potential candidates a window into your organisation's culture. Highlight growth opportunities and professional development programs while also emphasising the mission-driven aspects of the work to resonate with young professionals' values. A recent YouTube ad campaign by the Royal Navy, 'Melanie's Story', is a great example of how government agencies can connect with young professionals. The ad promises self-determination, career progression, and variety by joining the armed forces. While the specifics of the job differ from those of administrative work, the vision that it promises candidates is relatively scalable across most large government organisations.

Create Short Video Content For TikTok and social interviewing colleagues on the job. Young people are using TikTok as a primary search engine over google search. Video is nice because you can show vs. tell people about your company culture and career progression. You can do a quick <5 minute interview recorded on a phone, edit it, add captions, and post it to socials in under an hour.

For administrative roles, I recommend adopting skills-based hiring to open the doors to a stronger government workforce. This approach might not be the first thing that comes to mind, but it's becoming increasingly relevant. Nowadays, individuals from non-traditional backgrounds—those who may not have specific degrees but possess a diverse set of skills—are entering the public sector. Skills-based hiring presents a significant opportunity for the public sector, especially given one of its main challenges: attracting new talent. The competition for skilled workers is fierce, exacerbated by some of the lowest unemployment rates in over 50 years, which has particularly impacted the public sector. For instance, the U.S. Office of Personnel Management (OPM) recently issued guidance on adopting skills-based hiring practices across the federal government. This marks a significant shift from the traditional reliance on educational credentials and self-assessments to evaluate candidates' suitability for roles. By focusing on skills rather than just educational background, public sector agencies can tap into a broader talent pool. To truly benefit from this approach, organizations should consider expanding the areas from which they recruit, including offering internships and apprenticeships. These initiatives can be effective in reaching a wider array of potential applicants.

To attract college students and recent graduates, highlight opportunities for career growth and professional development. Showcase real stories of young employees who’ve thrived. It’s about creating a narrative that resonates with their aspirations and shows a clear, progressive career path.

In today's job market, it is becoming increasingly important for large governmental agencies to attract and retain younger talent. This includes college students and recent graduates who bring fresh perspectives, ideas, and energy to the workforce. As such, my advice to these agencies would be to enhance their recruitment strategy with a focus on targeting this demographic. To effectively attract college students and recent graduates, governmental agencies should utilize various channels such as social media platforms, job fairs at universities, and partnerships with career services offices. These avenues provide opportunities for agencies to showcase their mission, values, and career advancement opportunities to a younger audience. Younger generations value continuous learning and growth in their careers. Therefore, governmental agencies should emphasize development opportunities such as training programs, mentorship initiatives, and tuition reimbursement programs. These opportunities not only demonstrate the agency's commitment to investing in their employees but also help attract and retain top talent.

Recent grads often feel lost when they start their first job. It’s a new environment, new processes, new expectations — it's a lot to take in. That's why mentorship programs are so important and can really help you stand out from other governmental agencies that only offer internships. For optimum impact, make sure your mentorship program really bridges the gap between college and career by offering support during this tricky transition. Pair recent graduates with seasoned professionals who can share their knowledge, offer guidance, and provide valuable insights. This kind of support is much needed when navigating the leap from academia to the professional world. Not only does this help them develop the skills and confidence to thrive in their roles, but it also shows your agency's commitment to their professional growth.

Showcase the impact of even entry-level administrative roles. College students and recent grads are looking to make a difference. Highlight how their work supports the agency's mission and bigger goals. Talk about the skills they'll develop that are valuable in any career path, not just government. You can even feature success stories of past interns or young hires who've grown within the agency.

To attract college students and recent graduates for administrative roles, emphasize growth and professional development opportunities. Highlight mentorship programs, pathways for advancement, and the ability to work on meaningful projects. Show them they can make a real impact while building a rewarding career. Remember, Gen Z is motivated by purpose and impact, so showcasing the agency's mission and how their role contributes to it will be crucial in attracting top talent. A strong company culture and flexible work arrangements can also be great selling points for this demographic.