Heads Up…GEN Z Enters the Global Workforce

You may have noticed that a younger generation has now entered the workforce.  Move over Millennials and meet Generation Z!  Gen Z is broadly defined as the 72 million people born after 1996.  In the coming years, they will make up a large percentage of the global workforce. In fact, data shows that by 2025, Gen-Z workers will make up 27% of the workforce.  That’s a major impact.

Senior Living Should Get to Know Gen Z Better

Gen Z thinks differently. According to Social Chorus, Gen Z is mostly interested in pursuing careers in healthcare, business, and technology. They’re most attracted to on-the-go jobs and not stationary jobs in front of a computer. They want benefits such as generous PTO, mental-health days, and activities that benefit the community. They place importance on a healthy lifestyle and a culture that cares about them as a whole person and not just an employee.

Why Senior Living Should be Excited About Gen Z

It’s no secret that the talent shortage in Senior Living is only getting worse. But the good news is that approximacalltoy 18% of Gen Zers are interested in a career within healthcare and Senior Living organizations could greatly benefit from that. With that in mind, it’s important for Senior Living organizations to understand how to best attract this new generation of workers.

Ways Senior Living Can Attract Gen Z

• Invest in Culture. Gen Zers are looking for organizational cultures that they can identify with. It’s not just about a salary. It’s about having strong values and placing emphasis on things they truly care about such as diversity, inclusion, and flexibility.
• Highlight Work/Life Balance. Just like the Millennials before them, Gen Zers will join organizations that believe in a work/life balance. In addition, they want a generous amount of PTO.
• Implement Modern Technology. Gen Zers are tightly intertwined with technology. They have an incredible knowledge of technology and are experts in social media. In addition, they’re comfortable with programs that are crucial to organizations.  Many want employers to create an employee app that would enable them to receive company news, access resources, interact with management and colleagues, etc.
• Utilize Social Media to Show Benefits of Working at Organization. Gen Z is the first generation to be fully raised in the world of social media which makes them proficient users. That’s why it’s important to showcase your organization in a positive light on various platforms including; LinkedIn, Instagram, Tik Tok, Snapchat and/or YouTube. Post interesting and eye-catching content. Videos are preferred.
• Emphasize Career Development. Gen Zers don’t want to feel stagnant. They want pathways to a fulfilling and successful career. Therefore, they seek opportunities that lead to professional development and improvement. However, Gen Z would rather customize their own career plan than have the organization lay one out for them. Flexibility is key here.
• Showcase Meaningful Career. Compared to other generations, Gen Zers are most likely to be attracted to meaningful work. They a career that makes a difference in people’s lives. They long to change the world for the better.  They’re interested in an organization that cares about well-being, health and their environment.
• Be Transparent & Authentic. Gen-Z workers want clear expectations and communications. According to Forbes.com, when it comes to job description, 60% of Gen-Z employees expressed the desire to have clarity on the expectations and parameters of their jobs. When it comes to feedback, 60% of Gen-Z workers want direct and frequent feedback from supervisors.

Going forward, employers will face some challenges as they try to accommodate and balance the preferences of each generation currently in the workforce, especially those in Senior Living.  If your organization begins now to think about the changes needed to attract Gen Z, your investment of time and energy will prove well worth it.

ABOUT JULIE RUPENSKI

Julie Rupenski is the Founder, President & CEO of MedBest, opening the doors in 2001. Since then, Julie has gained national recognition for providing top talent solutions exclusively for the Senior Living Industry. Her specialties include filling C-Suite, Vice President, Regional, and Property level positions.

Julie has an in-depth knowledge of the Senior Living Industry.  She previously worked in operations for both Senior Housing and Senior Living prior to founding MedBest. Today, Julie makes it her personal and professional mission to place qualified people in health care positions where they have the greatest impact.

Julie earned her degree in Gerontology at the University of South Florida, Tampa, Florida and continues to cultivate her career through senior living conferences, forums, trade shows, and expos.

Contact Julie Rupenski at jrupenski@www.medbest.com / 727-526-1294.

(Julie’s industry articles and interviews have been published in Provider Magazine, Argentum Quarterly, LeadingAge Magazine, Florida Health Care Association, Florida Assisted Living Association, Florida Senior Living Association, LeadingAge Florida, LeadingAge Indiana, Pennsylvania Health Care Association, Oregon Health Care Association, and Virginia Assisted Living Association.)

ABOUT MEDBEST

MedBest is an award-winning national Executive Search Firm exclusive to the Senior Living Industry established in 2001.  We recruit and acquire exceptional senior care talent, permanent and interim executives, for the full continuum of LTC facilities across the US including Assisted Living, Continuing Care Retirement Communities, Independent Living, Memory Care,  Skilled Nursing Facilities, and Home Health Care. Contact us at 727-526-1294 / info@www.medbest.com.