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The Challenge of Attracting Young Talent to the Federal Workforce

Upon completing her graduate studies, Michelle Amante aspired to serve within the federal government. However, the convoluted hiring processes she faced discouraged her from pursuing that path. “Twenty years ago, I found the process overwhelming. I needed a job quickly to manage my expenses, so I accepted an offer from a consulting firm, despite my passion for public service,” she reflected.

Amante currently holds the position of vice president at the Partnership for Public Service, a nonpartisan organization dedicated to enhancing the federal government’s functionality. Her experience has revealed that the barriers to federal employment remain unchanged from her time as a graduate.

“Students aiming for public service careers often feel a stigma about applying for federal positions. Many feel defeated even before they start the application process,” Amante noted.

According to the Partnership, by the end of fiscal year 2022, merely 7% of the full-time civil service workforce was under 30 years old, starkly contrasting with 20% of the overall U.S. labor market. This shrinking youth representation threatens to worsen staffing shortages, as a 2022 White House report indicated that 30% of the federal workforce will be eligible to retire within five years.

The lack of younger employees means that federal agencies could miss out on fresh perspectives and skills, especially from Generation Z, those born from the late 1990s to early 2000s. Gaurav Gupta, managing director at Kotter, a consulting firm focused on workforce transformation, believes that integrating younger workers can invigorate workplaces with a “greater willingness to embrace change.”

“Today’s rapid changes in our environment pose new challenges for organizations, requiring them to adapt and demonstrate flexibility. Generation Z is essential in this transition, navigating a workforce that is already transforming,” Gupta stated.

Application Process

Those interested in federal employment must navigate usajobs.gov, the primary portal for federal job listings, which is notorious for its user-unfriendly interface. Amante identified the complexity of job descriptions on the site as a significant hurdle.

“Job descriptions can seem overly technical, filled with federal jargon that confuses applicants. Many young people read listings intended for entry-level roles and immediately think they’re unsuitable due to the complicated language,” she explained.

Wendy Mazoway, a senior leader at Korn Ferry, emphasized that younger job seekers expect a straightforward application process. “Creating a challenging application experience can narrow the candidate pool significantly. Young people are accustomed to instant interactions and effortless operations in their daily lives,” she articulated, suggesting that agencies ensure a positive applicant experience at every stage.

To enhance the federal hiring experience, Amante proposed clearer job descriptions, user-friendly application systems, regular communication with applicants about their application status, including diverse representation on interview panels, and creating flexible pathways for candidates who may not be selected.

Lack of Interest

In an April report, the Partnership revealed that although 67% of individuals aged 18 to 34 view federal careers as a means to contribute positively to their communities, an almost identical percentage (68%) expressed that they had never considered pursuing a non-military federal job.

Nadzeya Shutava, a research manager at the Partnership, noted the need to improve young people’s perceptions of federal employment. The same survey indicated that 69% of this demographic thinks the government fails to communicate effectively with them.

Shutava previously suggested that federal agencies utilize social media for recruitment efforts. Highlighting the Transportation Security Administration and the National Park Service, she affirmed that engaging content resonates better with younger audiences.

Interestingly, a survey from the college networking platform Handshake revealed that 73% of graduating students are more likely to apply for positions after viewing content from potential employers.

However, an unsuccessful attempt at utilizing social media can produce negative outcomes. Amante recounted an instance where a recruitment post backfired humorously, highlighting the importance of authenticity in agency outreach.

Increased Flexibility

Agents like Mazoway observed that many young workers are not accustomed to traditional office hours and rigid work environments. “Today’s workforce desires flexibility and adaptability, starkly contrasting with the conventional 9 to 5 office culture,” she explained. She believes that embracing flexible work arrangements can significantly attract younger individuals to the federal sector.

Some congressional members have criticized the Biden administration’s telework policies for allegedly hindering productivity. In contrast, the administration has encouraged agencies to facilitate a return to in-office work. Surgeon General Vivek Murthy emphasized the critical need for organizations to cultivate purposeful interactions among hybrid team members to foster collaboration.

Strategic Planning

Amante criticized the lack of strategic planning for cultivating early-career talent within federal agencies. She noted, “When a senior position becomes vacant, it is rare for management to consider bringing in junior talent as a way to build a career progression structure.”

She advocated for not just encouraging young people to aspire for federal jobs, but also ensuring that suitable entry-level positions are available. “Job openings for recent graduates and young professionals are scarce,” Amante asserted.

Gupta also stressed the necessity of providing leadership opportunities to younger employees. “Organizations should implement small-scale projects that allow younger staff to lead components of larger initiatives, promoting leadership skills from the start,” he recommended.

Looking Forward

Consensus exists among many leaders regarding the strategies needed to attract more young talent into federal roles. Amante reported: “Chief human capital officers across government fully agree that changes are essential; however, they often lack the resources to implement these ideas.”

The Biden administration recently announced new regulations aimed at enhancing federal internship programs to attract younger applicants. Gupta added that the anticipated reforms will not only benefit younger workers but also enhance workplace dynamics for all employees. “It’s crucial that we evolve organizational practices not only to accommodate Generation Z but to meet the needs of today’s fast-paced environment,” he concluded.

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