Engaging Gen Z for Federal Careers: A Case Study with the Coast Guard

Gen Z is reshaping the workforce—bringing fresh perspectives, valuable hard and soft skills, and new expectations for what they want out of employers and their career journeys. There is an incredible opportunity for federal agencies to attract the next generation of talent to the public sector.

This is particularly important because federal agencies are at a crossroads in their talent acquisition efforts. Approximately 30% of employees are over 55, another third is eligible for retirement in less than two years, and less than 8% are under 30. Our government faces the threat of a massive knowledge drain and loss of institutional knowledge if more members of Generation Z (Gen Z) aren’t attracted to public service positions now.

In today's competitive environment, fostering connections with early talent often requires a blend of brand-building and proactive engagement tactics. While there is no one-size-fits-all approach to engaging Gen Z, the good news is this new generation is looking for stability, ability to make an impact, and competitive benefits when exploring career opportunities. In addition, Gen Z enters the workforce with tech skills including computer engineering, machine learning, data analysis, as well as other IT expertise.

 Join us as thought leaders from government and industry share fresh data on Gen Z's perceptions of federal careers, as well as practical guidance on how to succeed.

Learning Objectives:

• Identify the steps agencies are now able to take to attract highly skilled candidates for essential IT positions
• Outline ways that agencies need to – or already are – changing internal HR practices to facilitate a supportive work environment for new hires
• Delineate other actions that agencies look to put in place to make government employment attractive compared to the private sector