Industry pundits might tout data as the number one resource for innovation, but I believe that talent—the people you hire to staff your operation—is by far the most valuable asset a customer obsessed business can have. Unlike data, the talent pool is finite and fiercely competitive. And this global competition for the best talent is one companies like yours probably want to win. 

Millennials represent the sweet spot of the working demographic. As the 2016 BNP Paribas Global Entrepreneur Report puts it, they’re the “millennipreneurs,” and at just 20 to 35 years old, they’re starting more companies, managing bigger staffs, and targeting higher profits than their baby boomer and generation X predecessors. 

Achieving your business outcomes and becoming more customer-focused requires hiring these talented millennials who are fluent in digital technology and the latest social trends, and they know it. Win the recruitment battle and convince this savvy demographic to join your company over your competitors’ using these three keys.

Redefine “Talent”
Over the years, I’ve met plenty of hiring managers and recruiting teams with an “all or nothing” attitude. Meaning, they want the best of the best or no one at all. That’s a mistake. You don’t need graduates from MIT to create a tech powerhouse in your organization. Some of the best employees might not have the best technical skills but have high emotional intelligence and can communicate clearly and facilitate communication between others. 

Focus on sourcing candidates who demonstrate these types of qualities and soft skills to support the growth of a strong team. Not all will have the most impressive technical background. Widen your search pool by determining which skills you need on day one and which can be taught on the job. Don’t fight for the shiniest resume—there are plenty of companies who can and will outbid you. Instead, look for individuals who want to work for how much they can give and not how much they can get. 

Source Creatively
The most popular resume sites are LinkedIn, Indeed, and Monster, but if you’re only looking there, you’re missing out on a huge pool of potential candidates. The types of millennials that you’re competing for are creative thinkers, so you need to be too. As you revamp your recruiting strategy, consider these sources:

• On Campus recruiting—don’t forget community colleges
• Trade schools
• Partnerships with career shift training programs like General Assembly
• Co-op programs, which will lead you back to colleges
• Military veterans—they bring a wide array of skills, experience, discipline, and a desire to work.

Start a Referral Program
Nothing beats the power of a great referral. Think about why sites like Tripadvisor and Yelp do so well—firsthand experience speaks volumes and provides credibility. Offer referral bonuses to employees who send along quality candidates (payable after a new hire hits 6 months to a year) and watch the resumes start rolling in. 

Referral programs work best if you have a strong company culture. Your top referrals will come from engaged employees who want to help your business grow. If they are passionate about their work, they’ll want to include others who share their commitment, talent, and potential. So, in addition to starting the referral program, evaluate your culture. Do you offer training and professional development opportunities? What about work-life balance and giving back to your community? Remember, hiring quality candidates doesn’t mean much if you can’t keep them, and a supportive and challenging environment is essential to retaining top talent. 

Millennials are bold; they are passionate; they want to make a difference. Every year, the next round of graduates is the smartest. If you want to be a big competitor in your industry, you need to stay ahead of your customers, and millennials are leading innovators. If you’re seeing a decrease in millennial applicants, review your company’s current practices and see if there’s an opportunity for a positive change.

Looking for a new opportunity yourself? Check out our open positions.