According to U.S. Census data, the Millennials generation (those individuals currently 18-34) make up the largest share of the American workforce. However, data from Gallup’s State of the American Workplace report finds Millennials have the lowest employee engagement of any generation. Here are three questions for recruiters to consider when seeking to attract Millennial candidates.

1. What types of contributions does the business make to society?

According to the 2015 Deloitte Millennial Survey “Mind the Gaps,” 75% of the Millennials surveyed complained businesses focus on their own agendas rather than helping to improve society. However, profits are not the primary focus for millennials. Instead, they care more about social responsibility and want to work for companies that have a purpose.

2. Are there opportunities for employees to connect on a social level?

Not only are Millennials eager to build a professional network through experiences such as employer-organized networking events, they also want the opportunity to work as mentors. For instance, MTV’s “No Collar Workers” study found 65% of millennials surveyed wish to mentor older coworkers regarding technology.

3. Do employees have the chance to strengthen their skills–and build new skills–on the job?

Millennials are better educated than people of the same age from the past several decades. In fact, recent findings from the Pew Research show a third of older millennials have at least a four-year college degree. Even so, Millennials seek opportunities to further develop their skills while working. They also want regular feedback from their managers to ensure they are moving in the right direction.

With so many Millennials in the workforce, it’s essential that recruiters develop strategies to attract them. Answering these three questions can be a step in the right direction.

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