According to the Bureau of Labour Statistics (BLS), Gen-Z will account for more than 30 percent of the workforce by 2030. In the same period, more and more baby boomers will retire, and millennials will shift to senior roles. However, attracting Gen Z is not an easy task as they have their own aspirations and traits such as a strong desire to bring meaningful change in the world (source).
To accommodate Gen Z, hospitals and other healthcare facilities must understand the Gen Z mindset and plan their recruitment strategies accordingly. More importantly, given the nursing shortage across the US, if healthcare systems do not attract healthcare talent quickly, they face a multitude of issues from patient care to staff burnout.
First, let us look at how the different generations of our current workforce are divided:
- Baby Boomers which consist of people born between 1946 and 1964
- Generation X which consists of people born between 1965-1980
- Generation Y (aka millennials) which consists of people born between 1981 and 1996
- Generation Z consists of people born between 1997 and 2012.
Allegedly, according to a recent report, Gen Z is more accepting of people from different ethnic and financial backgrounds compared to previous generations. Also, they are digital natives which means they were born into a world well-connected through social media. In the competition to recruit healthcare talent, as a healthcare system, you need to show that you really care about your employees to appeal to Generation Z.
[Click here to read about how younger generations deal with discussing pay.]
Here are the things to keep in mind while recruiting Gen Z talent.
According to a recent Deloitte survey, 37 percent of the Gen Z workforce reveals that personal ethics and values play a crucial role in choosing a job opportunity. Compared to previous generations, Gen Z wants a good work-life balance, learning opportunities, and career growth. Also, they prefer healthcare facilities and systems that support diversity and inclusivity.
As a healthcare facility, you must set up a work environment that addresses all these issues. You must show that you care about diversity and inclusivity through an unbiased hiring mechanism and a zero-tolerance policy towards discrimination. You must have training workshops and sessions about career guidance. Also, you must have programs in place that help people from different backgrounds blend in. Such programs appeal to Gen Z and can play a role in retaining healthcare talent.
2) Tech-savvy recruiting
Gen Z relies on social media and technology more than any other generation. So, they prefer employers who have a tech-forward approach to hiring. Traditional methods of recruiting like calling the candidate through a third– party and setting up an interview do not appeal to Gen Z. According to a recent report, 54 percent of Gen Z will not apply to job postings that they think are outdated. Gen Z favors healthcare facilities and hospitals that have a strong social media presence and are easy to approach.
As an employer, you must focus on these areas to attract healthcare talent from the Generation Z workforce. You can also use SkillGigs to connect with your potential hires. SkillGigs is a talent marketplace that leverages AI and machine learning to help you match with the right candidate. Both candidates and employers can register on SkillGigs and set their preferences to get the right match. SkillGigs supports video calling and chat for quick and speedy communication which Gen Z prefers.
Gen Z has grown up in an era heavily influenced by social media. It has its positive impacts like having a safe space for self-expression and building strong connections. But it can also have a negative impact on their mental health as constant exposure to other people’s lives can make them undermine their own. Also, constant connection with the digital world can lead to feelings of isolation.
As an employer, you can promote mental health literacy by organizing sessions to talk about common mental health conditions and symptoms. In such sessions, you can educate Gen Z about self-care, stress management techniques, and healthy coping strategies. Gen Z wants a supportive environment where they can feel safe about sharing their experiences without getting judged.
4)Open and transparent communication
A lack of open and transparent communication in an organization can cause plenty of problems. These include misunderstandings, decreased trust, low employee morale, and ineffective coordination. This can cause internal rifts and negatively affect the output of an organization. Gen Z values open and transparent communication. They appreciate regular feedback, clear expectations, and a collaborative work environment.
Healthcare organizations that foster a culture of transparent communication and provide opportunities for Generation Z employees to voice their opinions and contribute to decision-making processes are more likely to attract and retain this healthcare talent. At the same time, open communication can clear misunderstandings and ensure that the workforce is united in working towards the betterment of the organization.
Clearly, there are many differences between Gen Z and other generations when it comes to working conditions preferences. Even seasoned recruiters and managers will need some training or workshops to understand Gen Z, their working preferences, and what will give them professional satisfaction. Healthcare facilities must be patient while recruiting Generation Z and validate their concerns with the promise of finding solutions to ensure that they come on board.
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