You can’t figure us out. How do you attract, motivate and retain staff in their 20s? Lucky for you, it has been my mission to find out. I have gone into firms and interviewed Millennials and asked them the questions managers and partners want to know. At Ingenuity, we know why they choose firms, why they stay at firms and why they leave.

The following is a sample of questions to consider about your firm based on our Millennial Treasure Map. I’ve also given you a little insight on how Millennials answered our questions, but for the full report, give us a call!

Recruitment Efforts
When trying to recruit smart new talent, what do you do?
A. Place an ad in local papers.
B. Career Fair: We send HR or Marketing.
C. Career Fair. We send a firm partner and vibrant new staff members.
D. We keep our website updated, have a firm Facebook page and recruitment videos on YouTube.

I have never looked in the paper for a job. Never. I rely on relationships. Young professionals are finding jobs through their online networks (some contacts they’ve never even met in person), university alums and by attending career fairs. When a friend of theirs recommends your firm, they hear one of your interns on a video clip or they meet a fun and interesting partner at a career fair, you will attract them for an interview.

Online Branding
You are in charge of the new firm website. What do you include?
A. Website? The one we created in 2005 still looks OK.
B. Our careers page says something like, “We are always seeking talented professionals. Send your resume to our HR department…”
C. Our website showcases our culture with great bios, a careers page with testimonials from younger team members, service/specialties pages, links/resources and a new blog.

After learning about your firm or meeting a team member, the first thing a bright recruit is going to do is go to your firm website. What does your website say about your firm? Do you say that you are progressive and fun to work for, but your website is outdated and boring? Do you list tangible and intangible benefits? Do you invite them to schedule a tour? A complete, intuitive website with a fresh design will impress recruits and prospects alike.

Office Space
What will recruits see when they take a tour of your office space?
A. Return to the 80s, since that is the last time we have updated our space. The cubicles are functional and the space works. What is wrong with mauve anyway?
B. Like new. Our firm’s offices were recently remodeled. We have updated computers and software programs.
C. The environment is relaxed. Office spaces are personalized. Employees can listen to iPods and personalize their workspace. Work schedules are flexible. People seem friendly and happy to be at work.

You got them in the door, but do they like what they see? Millennials are technology natives and expect the latest in office equipment and resources. They prefer some input on their schedules and work environment because their focus is life beyond work. Introduce candidates to other young professionals in the office and let them ask questions about what it is like to work for your firm. Maybe your offices are still mauve, but enthusiasm goes a long way.

Work Style
How does your firm allow people to work around the rest of their lives?
A. Telecommuting
B. Flexible hours
C. Part-time work
D. Sabbaticals
E. None of the above
F. Some of the above
G. All of the above

With Blackberrys, email, text messaging and access to work files from home, Millennials have a hard time understanding why they have to be in the office all the time. If they are able to meet deadlines and expectations while telecommuting, why not let them? Offering flexibility in how and where your people work will go a long way toward recruitment and retention.

Team Development
Does your firm help their professionals feel like they are part of a team? How do they know your firm cares about them?
A. There must be a policy for that in the Employee Manual.
B. We have a wide variety of social events ranging frompartner-only lunches to a once per year holiday party.
C. We have an open door policy with our partners to encourage younger professionals to build relationships with them and ask questions.
D. We have a wide variety of social events ranging from sports teams, networking events, happy hours, family picnics and other events.
E. Young professionals are each given a mentor. These mentors are there as a resource for them, a person they can rely on and a person who takes an interest in them personally.
F. More than two of the above.

Okay, so Millennials grew up with over-protective and involved parents who offered their opinions on everything! (Love you Mom.) But they also cope well with honest and direct feedback. Give it to them and they will work hard to prove themselves to you. Offer them space to grow with a little encouragement and help them set goals. For partners who are looking to give back and make a difference in their firm, consider taking on a young apprentice. You may be surprised at the difference you can make in their career if you just give a little time, knowledge and support. Imagine how that would have felt when you were their age.

Finding and keeping the best and right young talent for your firm requires an investment in your people, a willingness to get to know and mentor them, a positive team and culture, updated technology and an openness to new ways of working. Yes, this could be the beginning of a beautiful friendship.

For a full report on our Millennials survey or a presentation on our Millennial Treasure Map to see how your firm stacks up for attracting, motivating and retaining young professionals under age 35, visit our website or the PUB, our Power Up! Blog for young professionals, www.powerupblog.com.