Everything You Need to Know About Attracting Millennial Physicians

There is no shortage of material about millennials transforming the job market. But how is medicine evolving to attract its youngest professionals? Here’s everything you need to know about appealing to millennial physicians.

Millennials Want to Change Medical Practice

recent survey by the American Medical Association (AMA) found that 56% of millennial physicians are unhappy with the current state of medicine. Another 34% claim practicing medicine is worse than they expected. Finally, the vast majority of millennial physicians (83%) have ambitions to change the future of medical practice.

 

Their most cited issues are bureaucratic and systemic problems that have plagued the medical field for years. Paperwork, EHR issues, and stifling regulations are key concerns. But so are unique barriers, like overcoming student loan debt and expanding into fields beyond patient care.

 

Many older physicians have associated millennials’ priorities with a decline in clinical work ethic. But Forbes notes that despite rationalizations about millennials’ shortcomings, millennials are already "cleaning up another boomer mess" defined by a lack of innovation and productivity.

Tailoring Physician Recruitment for Millennials

As senior physicians retire, millennial physicians are in high demand. But recruiters continue to use traditional methods to attract millennial physicians. They don’t consider millennials’ desire to change medical practice as it stands today.

Physicians groups need to transform their practices from the ground up. Recruiters must employ new incentives to attract young innovation, untapped talent and dedication. Benefits must include not only work-life balance, but also patient-focused, value-based practices, which can surpass salary as a major motivator. 

Below, we’ve identified five ways you can get an edge in millennial recruitment. You will learn that to stand out, you have to stand for something and deliver value in all aspects of your organization.


1. Standardize Transparency and Authenticity

Part of your recruitment strategy should involve a message of transparency. Millennials are more likely to prioritize environments that provide ample resources and value-adding opportunities.

 

Collaborations with senior physicians, for example, allow them to solve real problems while learning best practices. Applying their talents beyond patient care adds value and contributes to their professional growth. These approaches can even improve performance and drive efficiencies in their primary roles. You will turn off potential staff who feel access to information will be constricted.

 

They also want exposure to external success metrics. More than 50% of millennials think hospitals should post pricing online for inpatient treatment and procedures. This allows patients to compare hospitals for complex surgeries or long-term care. Most support creating channels for online patient reviews as well.

2. Offer Advancement Opportunities — Not Just in Rank 

Millennials have grown up in an age with an infinite availability of knowledge. They prioritize learning opportunities in career environments, and flexibility to act upon what they learn. They are motivated by growth, including learning whilst doing, with regular coaching and feedback.

 

Millennials favor practices that add value and drive results in a consistent way. Many want to be involved in cross-disciplinary care teams comprising experts in each of their fields. They may request allotted time to pursue niche fields like quality improvement, research, or leadership. They're often the first to adopt and implement the latest technologies as well.

 

Focus on how these resources drive better methods for patient care. Create a culture where all physicians have ease of access to a wide network of resources. It also helps to highlight any collegial aspects of the work environment.

3. Show That You’re Helping Communities

Today, 80% of health spending goes to the sick care system, which drives only 20% of health outcomes. Millennials desire value-based systems that extend beyond hospital walls and into community wellness.

Focus on your wellness and community outreach programs as growth areas. Demonstrate how these efforts have produced real results. Millennials seek rewarding experiences with visible value creation and opportunities to innovate stagnant practices. Saying, “We need doctors who can transform our wellness programs” delivers a powerful call to action.


4. Emphasize the Value of Relationships

“Relationships” is a word that has different meanings for different generations. Millennials most often cite the value of personal relationships. The AMA reports that virtually all millennial physicians (92%) prioritize work-life balance. Meanwhile, baby boomers are more willing to sacrifice their personal time— working long hours is part of a typical day.

Professionally, millennials prioritize collaborative work styles for solving problems. Forbes reports that 88% of millennials prefer a collaborative work culture rather than a competitive one. Another 88% want “work-life integration,” which allows physicians to prioritize life and work interchangeably.


5. Adopt a Physician Engagement Strategy

Engagement starts with characterizing your ideal physicians. Identify their traits and incorporate these tips into a strategy that works for your recruitment team. Then consider your needs in terms of placement, specialty, and long-term staff development.

 

Millennials choose jobs based on a different set of criteria. They prioritize organizations based on their success with patient care. They want strict boundaries between their personal lives and work. They also want their ideas and suggestions to be valued. These are key talking points as you develop your messaging for hires.

 

They set unique priorities that should factor into your strategy. For example, they may be willing to take less pay for jobs that are a better fit for them. Millennials are also more likely than other generations to prioritize location and hospital reputation. For you, being competitive doesn't necessarily hinge on paying more than others; rather, it depends on highly targeted recruitment efforts with a variety of value propositions.

 

Finally, be sure you're facing millennials through the channels their using to find jobs. You have a lot of competitors  most new physicians receive 100 or more job solicitations before completing their medical training. While millennials still search using recruiters and hospital websites, they also use social media, search engines, and hospital rating sites to find opportunities. They frequently use mobile devices, meaning your postings or solicitations need to be optimized for mobile. About 68% of millennials will delete an email if it doesn't look good on a mobile screen.

 

As doctors, millennials have many of the same goals as other generations. They simply prioritize some more than others. If you show potential hires that you foster an environment of growth, collaboration, transparency and results, your recruitment efforts are more likely to succeed.

 

Contact us to learn about you can use print and online advertising, email, and custom projects to recruit physicians of all ages.

  • Wolters Kluwer
    Two Commerce Square
    2001 Market Street
    Philadelphia, PA 19103

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