How to Attract and Keep Young Workers in Local Government

Attracting and keeping young workers in local government is one of the biggest challenges cities face today. As many experienced public servants retire, the next generation must step in. But Gen Z and younger millennials have different expectations. They want jobs that offer meaning, flexibility, and growth.

This article explains how city leaders can connect with younger workers. It gives simple, practical tips to help attract talent and keep it.

Why Young Workers Matter

Young professionals bring fresh ideas. They know new technology. They want to make a difference in the world. But they also value their personal lives, and many are unsure if government work fits them.

If local government doesn’t adapt, it risks losing out on this talent pool. That’s why it’s time to rethink how we hire, onboard, and support younger employees.

1. Speak Their Language in Job Postings

The first step to attracting younger workers is writing better job ads. Many postings are too formal, filled with legal or technical terms. Young people often skip them.

Here's how to fix it:

• Use clear, friendly language

• Highlight your mission and values

• Share how the role helps the community

• Show opportunities to grow and learn

• Be upfront about pay, benefits, and flexibility

Job titles also matter. “Community Engagement Specialist” sounds better than “Administrative Technician II.”

2. Be Where They Are

You can’t reach young professionals if you’re only on outdated platforms. City websites alone won’t do the job.

Try these channels:

• LinkedIn for professional visibility

• Instagram and TikTok to showcase culture

• Handshake to connect with college students

• Job fairs at universities and community colleges

Also, build partnerships with schools offering public administration, planning, and environmental studies. Many students just need a nudge to consider government careers.

3. Make the First Day Count

You’ve hired someone great. Now what?

A bad onboarding experience can push new hires away fast. A strong start builds loyalty and helps young workers feel seen.

Tips for better onboarding:

• Pair new hires with a mentor or buddy

• Give them a tour and introduce them around

• Explain how their job makes an impact

• Let them contribute right away

• Offer training on tools, culture, and expectations

  
  

When employees feel welcome, they are more likely to stay and do great work.

4. Give Them Flexibility

Today’s workforce expects some control over when and where they work. Young people are used to technology that allows remote or hybrid work.

Even in government, flexibility is possible.

Options to consider:

• Four-day workweeks

• Remote work for part of the week

• Staggered hours

• Job sharing for some roles

  
  

Not every position can be flexible. But offering options where possible shows respect for work-life balance.

5. Offer Learning and Growth

Young workers want to grow. If a job feels like a dead end, they’ll move on.

So cities must create ways for staff to learn and advance.

Here's how:

• Provide online and in-person training

• Pay for classes, certifications, or conferences

• Create a clear path for promotion

• Offer cross-training between departments

• Let young employees lead projects or teams

  
  

When people see a future with you, they’ll stick around.

6. Celebrate and Listen

Recognition goes a long way. So does listening.

Many young employees want to feel valued, not just paid.

What you can do:

• Celebrate small wins in team meetings

• Ask for feedback often—and act on it

• Include young staff in decision-making

• Create space for new ideas

• Run short surveys to check on morale

  
  

When employees feel heard, they feel invested.

7. Build a Culture of Belonging

Diversity, equity, and inclusion matter more than ever. Younger generations want to work where everyone is treated fairly.

Make sure your workplace supports that.

Actions to take:

• Review hiring practices to reduce bias

• Provide cultural awareness training

• Support affinity groups or employee resource groups

• Offer mental health support and benefits

  
  

A culture of belonging keeps people motivated and connected.

8. Let Them Shape the Future

Young workers care deeply about the future. Many entered public service because they want to improve lives.

Let them help lead change.

Invite them to brainstorm better services. Involve them in community events. Let them take part in sustainability projects or digital upgrades.

When they feel their voice matters, they stay.

Conclusion: Build a Future-Ready Workforce

Hiring young professionals is not just about filling seats. It’s about shaping the future of your city. These workers will one day become directors, department heads, and city managers.

To keep them, you must offer more than a paycheck. Offer purpose. Offer growth. Offer respect. And above all, offer a workplace where they can thrive.

When you do, your team—and your city—will be better for it.