A perfect corporate storm is brewing. As baby boomers begin to retire en masse, the Labor Department is reporting low unemployment. Increasingly there will be far more open positions than available workers as labor economists forecast a shortfall of 10 million workers by 2010.

The outlook for businesses competing for the best talent could be described as challenging at best.

And yet, there are clear advantages to tap into to attract the next generation of workers.

Generation Y workers -- sometimes called the "Ritalin Generation" for their high energy and ensuing enthusiasm -- are on a mission. Sociologists say these 20-somethings aspire to make a positive impact on society, and they are increasingly linking their personal and professional goals, fully expecting their employers to help them contribute to the community.

Meanwhile, nonprofits herald the need for businesses to not only provide financial resources but also to deliver on their skills-based capital.

Deloitte's 2007 Volunteer Impact Survey suggests companies that bridge these trends -- by helping employees volunteer professional skills to nonprofits in need -- could have a serious recruiting edge for Gen Y workers.

This new generation of workers would prefer to work for companies that offer the chance to contribute professional skills to charitable organizations. This and other findings in the study suggest a real opportunity for recruiters. Companies should ask themselves three key questions to determine if they're keeping pace with this new breed of worker.

First, would your new recruits describe your volunteer opportunities as meaningful?

Gen Y is a group that responds to authenticity.

Four of five Gen Y'[ers who volunteer think their skills would have value to nonprofits, so when companies get engaged in the community, they must be responding to a real need and making a real difference.

Unfortunately for most businesses, less than one-third of Gen Y'ers felt their companies had compelling volunteer programs.

Second, are you talking the talk about your community service?

If recruits are listening for this differentiation but no one tells them, how will they know about your values and commitment?

Despite the fact that most large companies offer volunteer programs, only a quarter of survey respondents said their company's volunteer programs were even mentioned during the interview process.

Whether it's in the recruitment or retention phase of staffing, businesses are missing a real opportunity if they don't share the goods deeds they're doing and the corresponding opportunities for people to get involved.

Third, do you consider your volunteer efforts a key component to professional development?

Generation Y thinks there are significant career benefits to volunteering, so companies that help them get and stay involved likely will be regarded more favorably.

In fact, three-quarters of the volunteers said companies should use philanthropy as a professional development tool, but only 28 percent said their company actually does.

And yet this makes smart business sense. If employees are using workplace skills in their community service, what better way to sharpen that expertise?

Companies that participate in community service that resonates with employees clearly have much to gain.

Encouraging your staff to volunteer its workplace skills with nonprofits certainly will make the lives of those you help incrementally, if not substantially, better.

At the same time, the direct business benefit is very real in a tough labor market in places such as Pittsburgh where our economy is making steady progress.

When 97 percent of the new generation of workers says companies should offer employees opportunities to volunteer their work-related skills, employers who do so are at an obvious recruiting advantage as a consequence of their good intentions.

And for a generation also known to bore easily, why not offer the challenge and reward of a meaningful community service program?