“Status quo, you know, is Latin for ‘the mess we’re in’.”

– Ronald Reagan

The people you’re trying to hire mostly likely have different expectations to the ones you had when you were hired. Things move quickly. If you keep doing what you’re used to, you’ll get yesterday’s results. But if you want to attract the next generation of talent, you need to think differently. You need to do things differently.

Here we explain what the things are that will make your organization stand out so you can hire the next generation of talent.

Start with your mission, it’s your “why”

“A small body of determined spirits fired by an unquenchable faith in their mission can alter the course of history.”

– Mahatma Gandhi

We all know Simon Sinek’s saying that people don’t buy what you do, they buy why you do it.

Therefore, recent research that revealed that mission-driven organizations have 30 percent higher levels of innovation and 40 percent higher levels of engagement shouldn’t come as a surprise.

Your organization’s mission is your “why” and candidates are paying attention.

Make sure your mission features prominently in your hiring process, especially in your job description. Talk about your values and your culture. It will send a strong message to candidates and help you attract people who genuinely want to be part of your journey.

Finally, show, don’t tell. Use video where you can. Give candidates a real sense of what they can expect to be a part of.

People want to do meaningful work, and be part of something bigger than themselves. If you inspire them, they will join your company for the right reasons and will be more likely to stay.

Forget résumés, focus on simulations

“Charms strike the sight, but merit wins the soul.”

– Alexander Pope

Résumés are about the past, and a lack of imagination, not the absence of technology, has resulted in them being the primary hiring tool for so long. We are not a chronological summation of our past work experience.

What someone did in the past, somewhere else, has little bearing on whether they will do a great job at your company.

Instead of worrying about the past, give candidates a chance to prove their skills in scenarios they’ll face on the job. Hear their amazing stories. See their potential.

Résumés also reinforce stereotypes. Hiring managers incorrectly draw conclusions about performance based on where a candidate studied, gender and other background factors.

Skipping that step, and forming an impression based on actual performance, reduces bias and focuses the hiring process on merit.

Don’t think employees, think partners

“Stay committed to your decisions, but stay flexible in your approach”

– Tony Robbins

Fewer and fewer people are confirming to the traditional way of working. The old construct of full time employment with physical office attendance is in decline.

Nearly half of Americans worked remotely in 2017, a concept that has liberated companies and individuals alike. Technology has made this possible, but a shift in mindset is required to make it successful.

Automattic famously closes its San Francisco office in 2017, going fully remote and proving that an office is neither required nor desirable in order for the company to be successful.

But remote work is just the first step in a changing paradigm.

Flexibility does not end with where we work, it extends to how we work. More and more people are choosing to work part time or partner with multiple companies at the same time.

In 2017, a quarter of Americans participated in the gig economy. There is every reason to believe that this trend will continue because people are benefiting from freelancing.

Rather than seeing this as a threat, companies should embrace this new way of working. While the “full time,come to the office” talent pool may be shrinking, the overall talent pool has never been richer.

Companies prepared to see their people as partners with whom they engage flexibly, rather than employees whom they manage, will thrive. They will be able to tap global talent pools, work with highly skilled experts on both short and long term projects and engage talent in a variety of ways.

Sometimes the best people for the job are not available, or willing, to be full time employees, and this is increasingly the case.

Start with mindset, let technology do the rest

Hiring the next generation of talent requires a change in mindset. If you see the changing nature of work as an opportunity, rather than a threat, the possibilities are endless.

If you have the right mindset, technology will be there to help you articulate your mission, test candidates in real-world scenarios and engage new hires in a flexible way. Once you make the change, you’ll never look back.

What are your top tips on how to hire the next generation of talent?

We’d love to hear your thoughts on what you plan to do to hire the next generation of talent, or any challenges you may be facing.

Let us know in the comments below, or by Tweeting me or GetApp.

Omer Molad is co-founder and CEO of online hiring assistant Vervoe. He is on a mission to reinvent the recruiting experience to make it effective, fair and enjoyable. Prior to co-founding Vervoe, Omer led a corporate finance solutions team of 25 people at National Australia Bank, led an international emergency response program at Red Cross, and served as a platoon commander in Israel’s Defence Forces.