In 1994 these events occurred:

• Forrest Gump won the Oscar for Best Film.

• Seinfeld was the most popular TV show.

• Lisa Loeb’s “Stay” and All-4-One’s “I Swear”topped the charts.

• Most of the students graduating college this May were born (andI was 11 years old).

Graduation season will soon be upon us. When it comes toemployee recruitment, research suggests that this latest generationto enter the workforce is one unlike any other.

Millennials are the fastest-growing demographic in theworkforce today, and will comprise 75 percent of the global workforce by 2025. Ifattracting top graduates from the Class of 2016 is a priority foryou as you fill your talent pipeline, now is the time to ensureyour company is able to uncover what’s important to them and thatit has processes, policies, and benefits packages in place that are inalignment with their unique goals and values.

Here are a few statistics you probably didn’t know about thisnew class of graduates that we all should consider as we hire andbegin working with the newest group of employees to join ourorganizations.

1. This is the most diverse generation to enter theworkforce.

According to Pew Research, 44 percent of millennials are part of a diversecommunity or ethnic group. That percentage is expected to continueto rise, as immigrants coming to the U.S. are disproportionately intheir younger working years--in fact, the majority of new immigrantworkers are between the ages of 20 and 35.

Takeaway: Creating an inclusive culture thataddresses the needs and values of employees of different religiousand cultural backgrounds has never been more important.

2. This group of employees is more entrepreneurial thanany other.

The newest group to enter the workforce is shaking up the wayour nation works.

Since the Industrial Age, each generation has entered theworkforce with somewhat similar expectations: You study something.You get a job (usually in a place of work, like an office), and youstay there--for a long time.

Did you know that 79 percent of millennials would consider quittingtheir regular job and working for themselves? Fifty-two percentbelieve corporate loyalty is outdated and most--58 percent--expectto stay in their current job for fewer than three years.

Takeaway: Competition is fierce. Offering greatbenefits that address employees’ needs is one way you can ensuregreat candidates join your company over others--and stay.

3. An infrastructure that embraces new methods ofcommunications is really important.

Chances are the soon-to-be graduate your team is meeting atcollege recruitment fairs hasn’t listened to a voicemail in weeks and doesn’t have alandline.

This generation is no longer plugged into the traditionalmethods of communication most offices still rely on, but moreplugged in than ever to social media, text messages and their cellphones. According to a recent Gallup study, most millennials check their cell phones at leasthourly, and many report that they check it “every few minutes”and “a few times an hour.” I know I’m guilty!

Takeaway: The Class of 2016 will expect to beable to use the latest tech tools at work. Failure to embrace change will likely result inretention issues for companies that are slow to evolve.

This is the most connected group of people to ever enter theworkforce. Ensuring your company is positioned well to foster anagile, collaborative culture is key.

4. The Class of 2016 wants to make a difference, both atyour company and in the world.

If you read a lot about millennials you’ve probably heard all ofthe same stereotypes I have (full disclosure: I am a millennial andI run a millennial-focused company). You may have heard thatmillennials are entitled, or perhaps narcissistic.

Let’s take the first one. Some see millennials as entitledentry-level workers who expect to get promoted quickly by playingfoosball at work.

The truth is that the newest group of employees to enter youroffice will expect to work hard. Most already sleep with theirphones next to their pillows and won’t mind working late,especially on something that will have a big impact on yourcompany. In fact, 72 percent consider having “a job where I canmake an impact” to be very important or essential to theirhappiness in their career.

At the same time, 78percent say that a company’s Corporate Social Responsibilityprogram affects their decision to join a company, and 64 percentuse social media to address or engage with companies around socialand environmental issues.

Most are optimistic and fully believe they can make a difference intheir community and change the world. While changing the world maytake some time to truly accomplish, empowering your millennialemployees to do so will empower your organization for thefuture.

In fact, one could make the case that no other generation hasbeen as optimistic about their ability to have an impact, both inthe workplace and in the world.

Your company’s newest rising stars are ready for the workforce.The question is: Do you have the right policies and practices inplace to ensure you are ready for them?