UC Davis is excited to support employers who embrace the value of diversity in the workplace. We are proud of our record of supporting first generation Aggies, and we want you to know about the value they can bring to your organization!

Why First Gen Students?

As many as 42% of UC Davis undergraduates are first-generation college students, meaning that they grew up in households without a parent or guardian who had completed a four-year college degree.

Recruiting a diverse workforce – including a diversity of educational backgrounds and other life experiences – has significant benefits for a company's bottom line. Research shows that diversified teams demonstrate enhanced innovation, productivity, retention, decision-making and profitability.

Yet we know there is still much to be done! More than half of employees think their company should be doing more to increase diversity. With a few basic strategies, organizations can be well on their way to doing just that.

First-generation Aggies are just as motivated and talented as their peers. Yet, because they may not have the same level of exposure to the professional job search experience, it may require a different approach to recruitment. Here are some strategies to tap into this potential pool of applicants.

Best Practices for Recruiting First Gen Students at UC Davis

Use inclusive language in Job postings

Job postings may unintentionally include coded language that assumes a level of previous exposure to professional career fields. Instead, focus on including phrases that allow multiple forms of experience and skills to be considered. For example:

• "evidence of [x, y, z] skills, demonstrated in work or non-work settings"
• "Experience may be from part-time employment, student employment, or from non-work settings such as peer leadership or volunteering."
• "...or related skills/experience"

Here's a great example of inclusive and affirming language from a successful job posting at UC Davis: "Research has shown that candidates from underrepresented backgrounds only apply to jobs when they meet 100% of the requirements vs. their majority counterparts, who apply at a much higher rate if they meet 50-60% of the requirements. With that in mind, if you are interested in this role, we want you to apply so we can hear how you would contribute to our team."

Go beyond the standard info session

When meeting with students and recent grads in an information session, why not leverage that facetime to also help them perform better in the hiring process? Offer skill-building or application preparation workshops on topics such as resume guidelines, interview prep, or LinkedIn profile tips. This builds trust and affinity with your company, helps you attract a better-prepared pool of applicants, and leads to loyal and committed employees down the road.

Similarly, consider providing written/web resources with clearly articulated resume guidance/samples, standards of dress code at your company, sample interview questions, and expectations for the first day/week/month on the job. Spelling out this "hidden curriculum" of professional work environments can help first gen applicants succeed.

Eliminate GPA requirements

More than half of UC's first gen students come from lower-income households. Because of this, they are more likely to be working while going to school than their peers. This creates a "socioeconomic-fueled GPA inequity," given that more hours working means fewer hours available for studying.

The irony is that most hiring managers would celebrate the value of these out of class experiences! Work experience develops career readiness competencies such as communication, teamwork, and critical thinking skills. In other words, working students have already proven their value to former employers – so you can be confident in their potential for success at your organization.

GPA is just one part of the story for potential candidates. When employers eliminate (or loosen) GPA requirements, they can capture incredible, highly qualified applicants that have previously been screened out.

Representation matters

First gen students at the UC are a diverse group: 49% identify as African American, Latinx/Chicanx, or Indigenous; and 39% speak English as a second language. When recruiting first gen students, you can be sure that they will be looking for evidence of diversity and inclusion at your company.

And these applicants are looking for diverse representation across all levels of the organization, not just entry level positions. Research on Gen Z shows that they are more likely to apply to jobs at diverse companies, and even more so if they see diversity within a company's leadership.

Whether or not your company is visibly diverse today, you can highlight the cultural and structural efforts being made to support growth in this area. Applicants will be attracted to this investment in diversity.

Showcase opportunities for mentorship and professional development

First gen Aggies, like their Gen Z peers, value investment in growth and development. By highlighting successful onboarding and training practices, you can increase the ability for applicants to visualize themselves as successful at your organization.

In addition, programs that reduce the burden of educational debt can be particularly enticing to first gen students. Companies that offer tuition reimbursement or incentives to pursue continuing education see a return on investment in the form of both increased retention and a more highly skilled workforce.

Another great recruitment tool for first gen applicants is Employee Resource Groups (ERGs) or other identity-based groups. Employers with ERGs see significant increases in job performance, profits, and more. Be sure to showcase how new professionals have opportunities to get involved in these communities of inclusion and support.

Tap Into This Unique Talent Pool

UC Davis is enthusiastic to partner with employers who understand the value of recruiting a diverse and inclusive workforce. And while the strategies we have described can help you hire and retain first gen applicants, we know that these strategies will increase your success with recruiting applicants of all backgrounds.

First gen Aggies are a dynamic, talented, and impressive group of people. You can be ahead of the curve in attracting them to your organization, and the UC Davis Internship and Career Center is here to help!