So what is the “killer app” when it comes to diversifying your talent sourcing for promising young applicants? Funny enough, our research across the board shows that it’s a low-tech strategy: seeking referrals from parents, teachers, and counselors. What can you do to tap this source of talent for your organization or for yourself as a hiring manager?

Sometimes the most effective referral campaigns are driven by tapping older, more experienced employees for their own children. Who knows the organization better than a more experienced employee? And who knows their children best but parents? The same rules apply to parent-employee referrals as to friend referrals: encourage only satisfied employees with good performance records and evidence of good judgment. Ensure that the hiring criteria are crystal clear. And always keep the lines of communication open with both the referring employee and the referred. One more thing to be aware of is to make sure you don’t violate any nepotism rules your company has in place.

Teachers and counselors of Gen Yers and Gen Zers are the best source of referrals because they are even more objective. Whether you are hiring employees with high school, college, or graduate degrees, building networks of teachers and counselors who are well respected and dedicated to helping their students is a key strategy when it comes to getting the very best young candidates. Of course, you must demonstrate to these teachers and counselors the value proposition of the jobs you offer. And you must convince them that by helping you identify the stars among their students, they too will benefit from a positive reputation among students, parents, their own institutions, and the community of employers for helping students get good jobs.

Video posted Tuesday, May 28, 2013
NOTE: This is a SAMPLE LESSON from the 21-lesson Recruiting Generation Y program in our video-based training site, TalkAboutTheWork.com℠.