The success of your company has a lot to do with hiring great talent who will regularly go above and beyond the call of duty—because they believe in your company’s mission as much as you do. But the job landscape has changed rapidly in the Internet age: it’s more common for millennials to job hop every year than stick with a company for life, as was common in our parent’s generation. So how do you hire for top talent that will stick around and help take your business to the next level?

1. Get Clear on Your Criteria

Prior to the interviewing round, make sure you have a clear understanding on not only the role you hope to fill, but how exactly you want this person to help you move your business agenda forward. Once you have a clear answer on what you hope to accomplish through this role, ask yourself how you will quantitatively measure success. Clear metrics are essential to establish, not only because it helps your new hire reach performance goals, but it helps you measure progress over time.

2. Seek Emotional Intelligence

Obviously the cover letter and resume are important factors in selecting which candidates to interview. This is where you find proof that a candidate has the required skill set for the job, but there’s another more important factor you can’t measure by these materials. Emotional intelligence—that hard to define quality that allows us to manage stress, juggle multiple projects with a cool head, and develop great interpersonal relationships. Emotional intelligence is the difference between a decent employee and a great one. So while you’re interviewing for hires, those who make good eye contact, seem comfortable and confident in themselves, and elaborate on how they’ve solved complex problems in past roles are signaling a high emotional IQ.

3. Consider Culture

Millennials routinely site work culture as one of their driving factors when deciding which job offer to take. Be open and honest about the work culture at your company, meaning the values you strive to uphold, and what it’s like to work there. Culture doesn’t come down to ping pong tables or good snacks in the office though. Millennials are interested in opportunities for career growth through mentorship opportunities. They want to care about the cause they are working for, so be sure to share your cause and measure a candidate’s enthusiasm about aligning with that vision.

4. Let Candidates Interview You

Smart candidates will likely be interviewing you as much as you are interviewing them. You want to hire talent who ask questions about your company vision, culture, and the requirements of the role. This shows that candidate is fully engaged and likely has a higher emotional intelligence than someone who sits back and doesn’t ask questions.

5. Think of Your Team

You want to hire the best person for the job, and part of that decision comes down to how well they will integrate with your existing team. While this isn’t 100% possible to predict in an interview setting, sometimes having a team member drop into the interview or take a look at a candidate’s work sample can give you another valuable perspective on what that hire would bring to the team. Not only do you want to minimize personality conflicts on your team, but you also want to hire those who value a collaborative team approach. This spirit of camaraderie goes a long way in propelling your company to new levels of success.