How to Adapt Healthcare Recruitment for Gen Z Nurses and Healthcare Professionals in 2025

The Looming Shift in Workforce

According to Business Insider, by 2026, Gen Z is set to surpass millennials, making up over 27% of the workforce. The U.S. Bureau of Labor Statistics (BLS) estimates that Gen Z will represent 30% of the civilian labor force by 2030. As more baby boomers retire, many acute care roles will be filled by Gen Y or Gen Z. Nurse leaders nationwide are facing critical staffing shortages, which could worsen if they fail to understand the distinct needs of this new workforce. Focusing on engaging and retaining Gen Z nurses and healthcare professionals can help stabilize staffing levels and mitigate these shortages.

A Yello survey revealed that Gen Z students favor healthcare, science, and psychology/social science majors. These students are more likely to be drawn to healthcare and social services industries, making them ideal candidates for health systems facing staffing deficits.

The Importance of Understanding Generational Perspectives

Pew Research Center defines generations as those born within 15-20 year spans:

• Baby Boomers: 1946-1964
• Generation X: 1965-1980
• Millennials/Generation Y: 1981-1996
• Generation Z: 1997-2012

Generations develop unique perspectives based on shared experiences related to global events, changes in technology, society, and economics. Gen Z, often viewed as more open-minded and accepting compared to earlier generations, is known for its diversity—nearly 50% are minorities, compared to 22% among baby boomers. Being digital natives and heavy social media users, Gen Z requires novel recruitment techniques to replace outdated methods. Simply being a well-known medical center is no longer enough to attract Gen Z candidates. In today's competitive recruitment landscape, understanding how to recruit Gen Z can significantly influence staffing success.

How Hiring Gen Z Differs from Traditional Approaches

Based on Pew Research Center's findings, we know that each generation's worldview suggests varied recruiting strategies. Focusing on Gen Z, here are five notable differences in recruiting healthcare candidates from this distinct generation.

1. Gen Z Holds Different Priorities

According to Deloitte Global’s 2022 Gen Z Survey and Company X’s 2023 Future of Healthcare Work Report, pay is not the only factor driving Gen Z’s career decisions. The Deloitte survey of over 14,000 Gen Zers across 46 countries identified key reasons for choosing employers as:

• Work/life balance with flexible hours
• Learning and development opportunities
• Competitive salary and benefits
• A positive, valued workplace culture
• Career advancement opportunities

Additionally, 37% of Gen Zers rejected jobs based on personal ethics, emphasizing the importance of corporate social responsibility. Nurse leaders must convey how their leadership fosters societal contributions, diversity, and a team-centric culture to prevent Gen Z from job-hopping.

2. Gen Z Demands Modern Recruiting Techniques

As digital natives, Gen Z expects tech-forward recruitment processes. 54% of Gen Zers report they would not apply for a job if the recruitment process seemed outdated. To effectively recruit Gen Z healthcare professionals, organizations should:

• Use mobile apps, texting, and chatbots for quick responses and interview scheduling.
• Leverage social media to engage specific audiences and boost healthcare recruitment.
• Simplify application processes with mobile-friendly job board apps.
• Speed up candidate processing with interview scheduling software.
• Offer video interviews for flexible, face-to-face communication.
• Keep candidates engaged with automated email and text updates.
• Use chatbots and AI for quick application evaluations and seamless candidate experiences.

Adopting these technological solutions will help attract Gen Z and reduce turnover by fostering a more engaging recruitment process.

3. Gen Z Values Diversity, Inclusivity, and Authenticity

Gen Z prioritizes positive culture, as highlighted in Microsoft’s 2024 Work Trend Index Report. They actively seek companies that genuinely support diversity, inclusivity, equity, and sustainability. Being digital natives, they research employer claims using online resources, which means employers must back their diversity and inclusivity efforts with actions, not just words.

According to Yello, 86% of Gen Z job seekers consider a company's diversity commitment crucial when accepting a job offer, and over two-thirds hesitate if they don’t meet employees from underrepresented groups during interviews. After being hired, Gen Zers may leave if they discover their employer lacks genuine diversity efforts.

4. Gen Z Expects Comprehensive Benefits

Salary transparency is vital, but Gen Z also values a comprehensive benefits package. In addition to standard medical insurance, paid leave, and retirement savings, they expect benefits like:

• Maternity/paternity leave
• Student loan repayment
• Tuition reimbursement
• Mental health support
• Flexible work options

Microsoft’s 2024 Work Trend Index shows that Gen Z values employers who prioritize mental health and well-being alongside a positive workplace culture. Benefits like inclusive health plans and diversity training programs play a crucial role in attracting and retaining top Gen Z talent.

5. Embrace Unconventional Strategies

Recruiting Gen Z healthcare workers may require thinking outside the box with innovative strategies. Consider:

• Updating job descriptions to align with Gen Z's values.
• Strengthening on-campus recruitment by building ties with nursing schools and universities.
• Enhancing employer brand through social media engagement and virtual events.
• Modernizing your career site to highlight key recruitment information.
• Personalizing communications to engage nursing students before they apply.
• Recognizing Gen Z’s preferred job search channels and adapting your recruiter interactions accordingly.
• Building an influencer network of current employees to authentically represent company culture.

Recognizing and adapting to Gen Z’s preferences—such as their communication styles and the types of employer benefits they value—can help improve your recruitment outcomes.

For more insights on recruiting healthcare talent in 2025 and to explore new opportunities, visit GoodWork.