By 2020, 50% of the workforce will consist of millennials, according to a PWC global study of employees.
Individuals classified as millennials were born between 1981 and 1996. Since these young professionals are going to make up such a big part of the workforce, insight on how to highlight your organization’s amenities in a way that aligns with what they seek in an organization will give you a leg up during the recruitment process.
When searching for the right facility, millennial employees will:
Value TechnologyOne absolute that sets millennial employees apart from their predecessors is growing up within the ever-evolving digital age. PWC’s global study of employees concludes that 41% of millennials prefer communicating electronically rather than communicating face-to-face, or even over the telephone. This incoming generation has familiarity with using technology and values it as a pivotal tool. Similarly, growing up in technology’s era of instant gratification means that millennials are seeking rapid progression and hastened results of their efforts. These individuals are far from socially inept, but additional interpersonal training might be necessary for phone and face-to-face communication, especially if it plays a critical part in the job they’ll be doing.
As 78% of newly employed millennials said that access to the technology they like to use makes them more effective at work, your organization – and specifically your approach to online recruitment – should be modernized. Digital platforms that are inviting, engaging, up-to-date and easily accessible are going to be valued by potential candidates.
Prioritize a Balance Between Work and LifeIn the 2014 Allstate-National Journal Heartland Monitor Poll, just 71% of baby boomers insisted that achieving success in a career is necessary to living a good life, compared to 91% of millennials. Because career performance and life satisfaction are so closely linked for this generation, it’s a significant element in where a resident decides to practice.
Augment your organization to be as flexible as it is focused. Address the primary concern of new physicians when selecting a practice: their perceived ability to pursue both career and personal goals. With 71% of millennial employees saying work interferes with personal life, there are likely factors in practicing medicine that impede a healthy balance between work and life. Take action by being transparent about your expectations and requirements as an employer, and consider exploring ways your organization can compensate doctors to keep work and life balanced overall. These things do more than avoid physician burnout; they draw candidates to your organization from day one.
Define Productivity by Their Work Quality and Subsequent Feedback
PricewaterhouseCoopers launched a companywide investigation to determine why 60% of millennial employees leave within the first three years of being hired. Among its findings: “Millennials do not believe that productivity should be measured by the number of hours worked at the office, but by the output of the work performed…”
Seek Close-Knit Collaboration
Eighty-eight percent of millennials reported wanting a “fun and social” workplace — a significantly higher proportion than the 60 percent of baby boomers who reported the same thing. Similarly, 75% have said they believe having a mentor is critical to success, according to Business Insider. The amount of interest a candidate will have in your organization often boils down to your organization’s work culture, and the opportunity to connect with other like-minded physicians.
The desire to connect with peers on more than a professional basis is largely motivating to millennials. Throughout recruitment, making it a priority to emphasize your facility’s opportunities for mentorship and collaboration will attract candidates and make you stand out as a cohesive community.
