The U.S. government is the largest employer in the country with over two million full-time employees among its ranks, yet there are still tens of thousands of unfilled positions, particularly in tech-focused roles such as engineering, data science, AI and cybersecurity.
At the same time, nearly 33% of the federal workforce is over 55, nearing retirement while less than 8% is under the age of 30. This is clearly a wake-up call to agencies to prioritize hiring so that when people who are eligible to retire in the next two years (which number in the hundreds of thousands) can do so, they’ll know they had a part in ensuring continuity of agency needs by helping train the next generation of federal employees.
Agencies need to think more creatively and find ways to update potentially antiquated approaches. In order to attract a younger, more diverse and technically savvy workforce, here are some ideas that the private sector has been using for years, with great success:
Appealing job titles
Those new to government can be confused (or worse, turned off) by bureaucratic titles. Here’s a few creative ones that have recently been revamped for public consumption across job boards and social media:
- “Grant Services Specialist IV” is also called Chief Storyteller for City of Baltimore
- “Management Analyst 4” for Minnesota is also called Innovation Consultant
- “Information Technology Associate” for California is also called Junior User Experience Designer
Persuasive job descriptions
Instead of including lists of technical stacks, tools and processes, consider including details and context that bring the roles to life and make them memorable. A quick scan of various state and federal roles include…
- “You bring a passion for improving people’s lives with thoughtful design.”
- “You have a love for Baltimore.”
- “You will craft narratives depicting how government initiatives actively contribute to positive change.”
- “You possess a creative flair with the ability to think outside the box in storytelling.”
- “Your mindset includes humility with a wide range of collaborators and stakeholders.”
Transparent application processes
So many great candidates become frustrated with the traditional government application process when they’re left in the dark as to where their application stands. Agencies can help set expectations with messaging around timelines, requirements and next steps. Approaches for improving this experience include:
- Information sessions for prospective applicants. As an example, IRS does in-person and online events on a monthly basis.
- Online resources outlining the federal hiring process, including tips on crafting a federal resume. The Technology Transformation Service (TTS) within GSA has an amazing website dedicated to its hiring needs.
- Upcoming roles posted ahead of their opening so that applicants can begin to prepare for the application process. Again, TTS does a fantastic job here, even encouraging potential candidates to sign up for notification once a role officially opens.
While changing your agency’s hiring processes may seem like a daunting task, doing so has shown to have enormous ROI. Work with your agency’s content strategists and communications staff to level up your hiring game by making small but mighty tweaks. You’ll likely find the lift is well worth the effort.
Emily Ryan has worked cross-functionally as a designer, full-stack developer and UX researcher to solve a variety of digital issues for public and private sector spaces, focusing on civic tech. She’s worked across start-ups, federal government and consulting agencies. She holds a BFA in Design, an M.A. in Criminal Law and is currently pursuing an M.A. in Government, focusing on technology’s influences and impacts on global democratic movements and free and open elections. In her free time, she runs ultramarathons and travels, preferring locations with traditional European holiday markets, walking food tours and modern art exhibits.
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