If the Federal government is serious about improving and expanding a new generation of employees, they will have to do more in terms of recruitment and retention.
According to a survey released last month by the Partnership for Public Service, working with the National Association of Colleges and Employers, a mere 2 percent of college students planned to work for the federal government upon graduation, while 6 percent responded more positively by saying federal service was an ideal career choice.
The results of the survey raised some compelling questions, and concerns. Some of the responses, given by the more than 37,000 students from 646 colleges and universities across the country, gave a generally negative view of their current understanding of the benefits and advantages of working for the Federal government.
Examples of the surveyed students’ negative impressions of Federal employment included:
- Fewer opportunities to improve job skills and development
- Less chance for job growth than private-sector peers
- Reduced employee satisfaction
- Less recognition for good performance
The survey examined student recruitment, plans, and expectations after graduation, and examined desirable future employee benefits and attributes.
The analysis and data released provided suggestions and solutions toward increasing interest, and answers to questions and concerns voiced by the students. The release offered strategies for federal managers and recruiters to enlist the younger generation toward federal government jobs.
The study concluded that in order to compete with the private-sector for top college graduates, and retain them after they are hired, federal agencies will have to “close these gaps in employee satisfaction in order to create workplace cultures that can compete with the private sector.”
In order to ensure top candidates received thorough consideration, some of the recommendations were for federal recruiters and hiring managers to:
- Strengthen understanding for the federal job application process.
- Assist students in navigating the process.
- Highlight job attributes and benefits that students most desire.
- Use student internships and volunteer opportunities to maintain interest in federal employment.
- Evaluate talent and build a workforce pool of job candidates, even when agencies were not currently hiring.
