3 Best Practices for Recruiting Millennials

3 Best Practices for Recruiting Millennials
Marketing Specialist

As you might have heard, or even noticed, Millennials (Gen Y) or the population born somewhere in between 1980-1995, have exceeded Baby Boomers (Gen X) to become the largest living generation in nation. In addition, not only have Gen Y claimed the title as the nation’s majority, but they have also surpassed their Gen X counterparts as the largest population in the U.S. workforce.

Millennials currently earning higher degrees in healthcare understand endless opportunities await them, especially as preceding generations retire from the field and the demand for care rises. To capitalize on this, talent recruiters and healthcare employers must know what they’re searching for and how to provide it to them.

Attracting top talent is rarely ever an easy feat; however, consider these three practices and you may attract the talent you’ve been looking for.

1. Offer Flexible Scheduling

Flexible work schedules are no longer only for people with desk jobs. Though healthcare has often lagged when it comes to offering work-life balance, many positions in healthcare today can be flexible, providing both employers and employees the opportunity to find balance while also serving their patients.

According to an Intelligence Group report, 74 percent of Millennials want flexible work schedules. In fact, experts say healthcare employees are more likely to say that having the flexibility to manage work and personal life is an “extremely important” factor when considering a new job compared with employees in other industries.

In many cases, employees are looking for choices about when and how to work, and in healthcare, shift work may be the answer. Dr. Farzanna Haffizulla, an internal medicine physician and Founder of BusyMomMD.com, says, “Taking a position with clearly defined shifts with overarching coverage in case of emergencies has great flexibilities for employees. I’m seeing more physicians and healthcare employees moving towards shift work.”

2. Develop a Mentorship Program

Seventy-nine percent of Millennials consider mentoring crucial to their career development and success. Millennials in talent development programs expect mentorship opportunities and value ones that can integrate into their daily working life and provide real-time feedback, says Nicole Beckerman, Marketing Consultant at Everwise. In healthcare, if a clinician feels stressed and overwhelmed by the expectations set by their peers for clinical expertise, documentation and decision-making, it may push them to leave and accept a position from another employer that offers training and mentorship opportunities, Beckerman says.

To establish a successful mentorship program, Timothy Tolan, CEO and Managing Partner of Sanford Rose Associates – The Tolan Group, suggests that organizations:

  • Establish goals
  • Identify stakeholders
  • Train mentors
  • Communicate frequently
  • Report back

3. Student Loan Debt Assistance

One of the trending employee benefits this year is student loan repayment assistance. Healthcare employers can offer student loan debt assistance as an incentive to attract young talent entering the field. SoFi, a student loan refinancing company, reported that in 2015 they saw a “300% increase over the past two years in employer adoption of student loan assistance benefits.”

The University of Missouri Health Care (MU Health Care), for example, announced earlier this year that it would be offering a student loan debt repayment program incentive as part of their new recruiting and retention plan. The plan will offer nurses and health professionals up to $10,000 if they agree to work in high-volume patient clinics; and those without student loan debt will be awarded a retention bonus of $2,000 at the end of each year, with a maximum total of $10,000. It’s a win-win for all. This is an example of how healthcare employers can design new types of compensation packages that reflect the changing financial lifestyle needs of today’s rising generation.

What do you think? Do you agree that these are reasonable opportunities your healthcare organizations can offer to attract today’s young generation? Please share in the comments section below.

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