Does your credit union have what it takes to attract the best entry-level employees?

For the fifth consecutive year, ConnectEDU and Achievers, a cloud based employee engagement software provider, studied what matters most to the next generation of employees.

The recently released “Class of 2014: Your Next Generation of Top Talent” report revealed that while making a difference and advancement are important, guidance and mentorship from leaders within the organization are equally valued.

More than 15,000 upcoming college graduates were surveyed and 72% of respondents said they were optimistic about their job prospects upon graduation. According to the report, that renewed optimism has resulted in a talent pool that has become more confident and selective in its employer choices.

Here are seven recruiting and retention dos and don'ts:

1. Promote your corporate culture to attract top talent who want to be aligned with the company's objectives.
2. Develop an internal referral program to give new graduates a direct way to speak to your company while they're prospecting for jobs.
3. Understand how this year's shortfall of skilled workers affects your business, opportunities you have for new graduates and where there are leadership gaps that need to be addressed.
4. Align employees with your company's values and discuss them often to bring communication, leadership and culture to the forefront.
5. Provide your managers with training so they are equipped to effectively coach the Class of 2014 to meet both personal goals and corporate objectives.
6. Create transparency by making information available to all employees, particularly managers so that they can give the meaningful feedback Millennials crave.
7. Hold managers accountable for metrics that mark the success of their respective team members.