Strengthening Network Connections to FGP Talent
In seeking a first job and launching a career, who you know still matters.
Especially for First-Generation Professionals, connections can matter more than credentials and degrees. Research tells us that about 70 percent of professionals get hired by organizations where they already have a connection. LinkedIn has estimated that applicants referred by a current employee are nine times more likely to get hired1.
One estimate is that only 30 percent of 1.3 million low-income or first-generation college students who enroll in college each year will graduate and secure a strong first job or enter graduate school2.
That means that the remaining 70 percent are struggling to make the needed connections, gain visibility in the job market, and launch careers that will provide the upward mobility they seek. It also means that there is a largely undiscovered and untapped talent pool that could be making a difference in today’s workforce.
Networks are essential, but not all are created equal and they take time to develop.
Where you grew up, where you went to school, and where you have worked are three key determinants of initial network strength for new job seekers.
FGPs who are from lower socioeconomic backgrounds, did not attend a top-tier school, or did not intern or work at a top organization find themselves battling a “network gap” when navigating the job market3.
The good news is that many academic institutions are working to equip FGPs with tools and strategies for strengthening their networks. Progress, but perhaps not enough when competing with their better-connected counterparts in the job market. Employers will also need to rethink and adapt their recruiting and hiring strategies in order to connect with this high-potential population. Past approaches may overlook or even exclude first-gen graduates who could be valuable additions in the war for talent.
“Bridging the networking gap between FGPs and strong job opportunities will require adjustments on both sides of the hiring equation. ”
Consider what steps HR leaders and managers could take to extend their connections in ways that provide greater awareness and access to the FGP population.
Focusing on the three key determinants of their initial network strength is a good starting point.
Explore how to connect with and support FGPs in lower socioeconomic regions that may have been overlooked in the past. We know that FGPs tend to stay closer to home when attending school and often have to pause their education before achieving a degree for financial reasons. Creating local initiatives that support their efforts could help smooth and accelerate their journey to the professional workforce.
Strengthen collaborative relationships at public institutions, historically Black colleges and universities, and local community colleges. Dispel the perception that a more elite or expensive degree always equals a better education or better employee. Work to create relationships with advisors and placement staff who can facilitate the introductions to their first-gen graduates. Start conversations that explore innovative ways to partner with schools or other organizations that could be mutually beneficial.
Assess the impact of how internships are promoted and funded. Internships provide great experience and opportunities to learn on the job, and a high percentage of interns are ultimately hired. Not only do FGPs lack the network connections to learn about these opportunities, but unpaid or underpaid internships also can ultimately cost more than FGPs can afford. FGPs very likely need to earn a wage, and the added costs of transportation and housing may also completely eliminate them from the mix.
Of course, these are just a few of the areas where organizations may need to rethink and adapt how they find, attract, and develop FGP talent. Baem will continue to initiate conversations that explore these topics throughout the employee life cycle.
Resources
1
“How to Build Your Network as a First-Generation Student,” Aimée Eubanks Davis, Harvard Business Review: Ascend. 15 February 2022. https://hbr.org/2022/02/how-to-build-your-network-as-a-first-generation-student#; "Closing the Network Gap," Meg Garlinghouse, LinkedIn Official Blog. 26 September 2019. https://blog.linkedin.com/2019/september/26/closing-the-network-gap3
"Closing the Network Gap," Meg Garlinghouse, LinkedIn Official Blog. 26 September 2019. https://blog.linkedin.com/2019/september/26/closing-the-network-gap