Millennials—born between 1981 and 1996—now represent the largest living generation, with over 72 million individuals. Many of these Millennials, now in their late 20s to early 40s, are healthcare professionals, making them essential to the future of the sector. However, they are distinct from their predecessors in values, expectations, and work style. If healthcare organizations want to attract and retain these professionals, they must adapt to meet Millennial priorities. Here’s what leaders need to know.

Millennials are often characterized as civic-minded and positive in attitude. They reject the detached cynicism of Generation X and the anti-establishment stance of their Baby Boomer parents. Millennials have grown up during a time of drastic economic and technological changes—they've hardly known a world without smartphones, the internet, or mobile computing—so they can be flexible, open-minded, and quick to adapt.

On the other hand, their traits of confidence and tolerance may also be perceived as narcissistic and entitled. While they're versatile with technology and interconnected with their peers, they're also constantly texting and messaging—"oversharing" on social media and dependent on their phones to the point of addiction. Millennials put a priority on balancing work life with social life, but they expect to rise up the ladder quickly and receive the financial security that comes with it.

Keep in mind, though, that healthcare professionals born into the Millennial generation don't necessarily match the narcissistic stereotype of their peers. "The Millennial physician generation is a group of individuals shaped to serve others through personal experiences or events taking place in their lifetime," says Dave Dertien, physician recruiter at Avera Marshall Regional Medical Center, Marshall, MN.

Employers need to understand Millennials so they can tap into what this generation has to offer, Mr. Dertien says. Here's how:

Finally, remember that you're recruiting a person, not a generation. "What we forget sometimes is that each Millennial is still an individual trying to be the best they only know how to be," Mr. Dertien says. "Most importantly, hospitals need to match doctors to jobs based on their skills and interests." Along those lines, be sure to define the doctor's role as accurately as possible, and be clear and up front on all aspects of career advancement, as well as the community, culture, partners, and perks... information that can be found in Pinpoint Interviewed Physician Profiles by PracticeMatch.

Understanding this forward-thinking generation is not difficult if you try. And, remember, they're basically attached to their smart phones, so reaching them is easy—they're only a text message away.

With a career focused on healthcare Business Development and Service Line performance, Paul had recently been at the forefront redefining the traditional In-house Provider Recruiting role. In his position as Medical Staff Development Officer at University Hospitals, Lake Health Region in Cleveland, Ohio, Paul integrated collegial interaction, analytics, and provider experience expertise to drive a differentiated recruitment strategy.

 

Paul has brought that knowledge and experience to Client Sourcing at PracticeMatch. Joining PracticeMatch in 2021, Paul supports Client Sourcing’s pro-active recruiting model that generates a robust prospect pool, creates an effective and efficient recruiting experience, and identifies key metrics to ensure optimal performance for the client. Paul has a commitment to learning, development and passion for building a team of recruiting professionals to leverage their national footprint which benefits its client organizations and their candidates.