Assuming we are talking cybersec this is easy to answer but nearly impossible to drive change in. If you want to attract students in this career you need to need to "Get it together." Sure highlight the upsides like compensation, satisfaction of keeping Americans safe, the benefits (Government benefits are always pretty good amiright), exciting work, yadda yadda. BUT you need to understand that their choice to work with you is basically the end of their chances to work in the civilian space where the cooler jobs, better pay, and newer tech is going to be. WHY?! Because the government (and especially anything DOD/DHA) has never and likely will never be an early adopter of new technology. They are 10 years behind at a minimum. So trying to transition to civilian cyber sec companies is literally impossible for someone with 10 years of experience in your environment. Those 10 years make them AT BEST an entry level applicant because they will not have work experience with any of the required things for those jobs. But wait... this doesn't sound attractive when you say it like that. Youre right. So how do we put lipstick on that pig? Either government needs to get with the times... unlikely. OR do something to help give them a fighting chance at other opportunities outside of government environments by paying for any and all technical certifications for them and or STOP SILOING PEOPLE let them all crosstrain, so at least they are more versatile. You may have a network security guy that is the best of the best but only at the couple things you let him do, not the other 28 things that he would need to get civilian work, or find partner companies with big hearts and lots of patience and collaborate with them and have a rotation where employees get to spend time working with modern and relevant technology in a better run environment with better forward thinking leadership than Captain Hindsight at your office. The rate of former dod tech guys that make it into civilian roles is maybe 5% at best. its because you silo them and dont make any effort to keep up with technology. I wish there was an easier answer than telling you that you have to change completely, i know its hard and not fun. But if thats not possible at least make it worth their while.
As a high school teacher and someone who provides PD on preparing students for the future, this question comes up quite often. Above all else, I value authenticity and the power of sharing our stories. People want to know the real situation, what happened, and what is the real story. They want authenticity. Questions like: What does a typical day look like? What preparation is required? What impact does my role have on others? These are only a few of the questions I consider and discuss with my students. We look at a variety of careers, including those that are increasing in demand. Security roles have sparked curiosity in my students. In our discussions, seeing what this looks like in real life is key. For a governmental agency, the more you can share about the job, the bigger the impact. I am a storyteller, and I always want to know how people end up where they are. What inspired you? What keeps you going? How do you prepare? What are the options in this line of work? The more information you can provide, the better. If students can experience it by shadowing or even a Q and A session, they can relate to it better and it might just spark curiosity and an interest in a field where people are needed.
Government agencies must ensure that graduates grasp the magnitude of responsibilities and honor that comes with working for the federal government in a security capacity. Not only will candidate(s) be responsible for persons, assets, and infrastructures, that are imperative to sustaining the operational backbone of the nation but also strategically exercising preparedness to stay a step ahead of domestic and international threats. Aggressors and criminals are getting smarter and more diverse with their tactics each day; it is imperative that the up-and-coming and diverse face of security occupations protecting our nation houses a wider array of acumens to best combat these evolving threats. Government agencies must incorporate more community outreach programs and opportunities with universities, colleges, and civilian organizations, to mend whatever gap exists between the federal and aspiring student/civilian level.
Hello Team, I’m David Sinclair, Cybersecurity Expert, and I’d be delighted to share my insights on What is one piece of advice you would give to a large governmental agency to attract college students and recent graduates for jobs in security roles? Emphasizing Mission-Driven Work to Attract Young Talent As a seasoned security expert with over two decades of experience, I believe the key to attracting college students and recent graduates to security roles within a governmental agency lies in emphasizing the mission-driven nature of the work. Positioning your agency as a critical player in safeguarding national security and protecting citizens can resonate deeply with their values. By joining a governmental security agency, they are not just starting a career but committing to a higher calling. This mission-driven approach can inspire and attract passionate, innovative young minds eager to make a difference. Best Regards, David Sinclair Security Expert 4Freedom Mobile
Emphasize career development and public service impact in recruitment efforts. Highlight opportunities for professional growth, specialized training, and the chance to make a meaningful contribution to national security. For example, showcasing success stories of young professionals who advanced quickly and made significant impacts can inspire candidates. Partnering with universities for internships and speaking engagements can also create a direct connection with potential applicants.
To attract college students and recent graduates for jobs in security roles, focus on showcasing a clear career path with growth opportunities. Young professionals often seek positions where they can see tangible progress and advancement. Highlight successful stories of employees who have risen through the ranks and articulate the skills and experiences they gained along the way. Offering hands-on training, mentorship programs, and opportunities to work on impactful projects can make the roles more appealing. Emphasize a culture of continuous learning and the potential for making meaningful contributions to society, which resonates strongly with this demographic.
Large government agencies must double down on early-career hiring. Building a pipeline of future leaders should be an increasingly urgent priority for the federal government. Take, for example, agencies like the U.S. Department of State and various intelligence agencies, which are consistently ranked among the top five most desired employers among students. Students from American universities have always shown a keen interest in making a societal impact through careers in the federal government. Particularly, interest in federal tech roles is rapidly outgrowing interest in similar positions within other sectors. For instance, the average number of applications for software developer openings in the federal government surged by almost 200% over the past year, in stark contrast to a 100% increase seen across all other industries. We observe similar trends for data scientist and information security analyst roles. This shows a clear, growing enthusiasm for these types of jobs within the government, highlighting the need to focus on these areas to attract fresh talent.
Offer hands-on training and real-world experience opportunities. When I started my career, nothing was more valuable than the on-the-job exposure I received. Pair mentorship programs with challenging, meaningful projects that allow students and recent graduates to apply their theoretical knowledge in practical settings. This will develop their skills and foster a sense of ownership and passion for their roles, making them more likely to commit long-term to the agency.
One piece of advice I would give to a large governmental agency looking to attract college students and recent graduates for jobs in security roles is to emphasize the real-world impact and career growth opportunities these positions offer. Highlight how working in security can make a difference in protecting communities and national interests. Showcase success stories of young professionals who have grown their careers within the agency. Additionally, it offers internships, mentorship programs, and clear pathways for career advancement. These provide hands-on experience and reassure potential candidates that their professional growth is a priority. Making the recruitment process engaging and transparent and focusing on security work's meaningful and dynamic nature can significantly attract and retain young talent.
One piece of advice I’d give would be to showcase the opportunities for career growth and professional development. Place an emphasis on tailored professional development plans that will allow grads to gain valuable skills and hands-on experience in the security sector. Market success stories of current employees who have followed set pathways for promotion by completing training and certification programs, and moved up the ladder from an entry-level positions to management or a specialized role. By emphasizing the support, training, and career paths available, agencies can attract college students and recent graduates who are looking for long-term career prospects.