Its job hunting time for thousands of soon-to-be-graduates and these members of Generation Y are proving to have some fairly specific approaches and preferences as they go about the search.

For those of you who are trying to entice them to your firm, heres a quick overview of what their looking for. And for those of you in the hunt, heres a 30 points to check list to review as you look for that perfect job.

Thirty Points to Check in Your Search for the Perfect Job

Before you begin the process:
The absence of any negatives in the companys reputation ethical, environmental, or others that would make you uncomfortable to be associated with this firm
A positive reputation as an employer among past-employees (check websites), friends and family (what I call the parent-approved stamp)
The presence of reputation positivesa well-known brand name, a culture that resonates with you, or support for philanthropic and community activities you care about
Rich web sites that offer lots of information about the company
Recruiting practices that reflect the reality of your life and speak to you

During the process:
An efficient, time-sensitive hiring process
Personalized communication throughout the recruiting and hiring process including the use of communication approaches (texting, email) that fit your life
Evidence of a clear process for on boarding and induction
Clarity of rewards and benefits
Criteria to measure your performance that seem appropriate
Formal development programs, including a variety of learning approaches
Rotational development programs, what I call lateral career moves
Opportunities for management training and leadership development

During the interviews (ask politely worded questions to understand your interviewers perspectives):
Low levels of bureaucracy, including speed in getting work done and decisions made
Up-to-date technology
Work arrangements that reflect a philosophy of flexibility and efficiency
Rewards and recognition that are perceived as fair relative to performance
Breadth of rewards, including greater opportunity and responsibility, as well as formal recognition
A philosophy behind the evaluation system that seems appropriate (for example, team based, if the work is done as a team, or individually-based; if individually-based, is it a forced ranking in which one person has to loose for another to win)
A performance evaluation process that is perceived as fair by other employees
Executives who create a gift culturean expectation that leaders will take the time to provide lots of helpful advice
Evidence that informal and formal mentoring is prevalent
Opportunities to participate on teams, both as member and, on occasion, as leader

When you meet your future manager and immediate colleagues:
A manager who seems genuinely interested in working with you
A manager you feel you can learn from
A manager with a reputation of holding regular, informal development discussions focused on your future
A manager whos style will give you the room to grow who will allow you to experiment and fail occasionally
Relationships among colleagues that appear supportive

When you discuss what your initial role would be:
Assignments that offer responsibility and the ability to make a contribution
Challenging on-the-job learning experiences, with variety opportunities to figure it out as you go

Good luck in the search!