In September, 2016, OnShift presented a session at MatrixCare Directions on “Winning the Millennial Market.” The discussion focused on recruiting potential employees to senior care and how to engage and retain top talent.
Poll Title: What generation are you?
https://www.polleverywhere.com/multiple_choice_polls/sh9XOg7HPVN56hE
Poll Title: Which of the following is your most challenging HR issue:
https://www.polleverywhere.com/multiple_choice_polls/3QBlwhaWzjfVOy6
“Even if 20 percent of elderly patients move out of nursing homes into home health care, which would be huge change, the projected increase in demand for long-term care workers would only drop from 79 percent to 74 percent,”
May 2015 Health Affairs JournalU of California at SF
Millennials are now the largest workforce in the US and that trend will continue. The industry needs to pay attention and adapt
We need to REACT and ADAPT if we want to attract and retain new employees!
OnShift survey with McKnight’s asked:
Has your organization changed or adopted new practices in order to attract and/or accommodate Millennials?
Yes – 35%
No – 65%
According to CareerBuilder 2015 Candidate Behavior Study
The number of different resources used on average before
applying to a job
Nursing – 12
Allied healthcare – 14
Physician – 16
Other Healthcare – 13
http://www.forbes.com/sites/robasghar/2014/01/13/what-millennials-want-in-the-workplace-and-why-you-should-start-giving-it-to-them/#715ee6ea2fdf
Intelligence Group studies of millennials have found that:
· 64% of them say it’s a priority for them to make the world a better place.
· 72% would like to be their own boss. But if they do have to work for a boss, 79% of them would want that boss to serve more as a coach or mentor.
· 88% prefer a collaborative work-culture rather than a competitive one.
· 74% want flexible work schedules.
· And 88% want “work-life integration,” which isn’t the same as work-life balance, since work and life now blend together inextricably.
Millennials are, in essence, “venture consumers,” Gutfreund says. They’re not looking to fill a slot in a faceless company, any more than a good venture capitalist is looking to toss money at a faceless startup. They’re looking strategically at opportunities to invest in a place where they can make a difference, preferably a place that itself makes a difference.
Millennials are now the largest workforce in the US and that trend will continue. The industry needs to pay attention and adapt
Video link: https://vimeo.com/162123294
hired Millennials to help with their social media strategy and it has helped
works with Marketing to get brief social posts that highlight benefits of working there
tracks top talent and recruits them to write social reviews (Glassdoor)
Audience -makes sell sheets that highlight their company culture and benefits for working there
Organization events
Community outreach
When was the last time you filled out your application and compared it to the information actually needed to make a hiring decision?
Are you able to complete the application on your cell phone?
In the past, the focus has been on capturing as much information as we could on an applicant. Now, the focus is changing and we should collect what’s necessary and use conversations as a way to capture the rest.
Do you have visibility into those applicants that have started the application process, but have quit mid-way?
Remember all millennials love their phones….
Modify your application process so it’s mobile friendly and only ask the pertinent questions.
Be transparent throughout the hiring process. From the job posting to the offer make sure the employee knows what the job is actually going to be.
Share what a day in the life is. Have them meet with existing team members. Tour the facility. Have them interact with the residents to see how they fit culturally.
Many millennials care more about success of the team than the individual
Expectations – understand early on what their aspirations are and if it matches the job at hand
Make sure you have other people’s input when making the hiring decision.
How many of you would think it’s odd to get a text message from a prospective employer?
Well…that’s what our millennials want
http://www.forbes.com/sites/robasghar/2014/01/13/what-millennials-want-in-the-workplace-and-why-you-should-start-giving-it-to-them/#715ee6ea2fdf
Intelligence Group studies of millennials have found that:
· 64% of them say it’s a priority for them to make the world a better place.
· 72% would like to be their own boss. But if they do have to work for a boss, 79% of them would want that boss to serve more as a coach or mentor.
· 88% prefer a collaborative work-culture rather than a competitive one.
· 74% want flexible work schedules.
· And 88% want “work-life integration,” which isn’t the same as work-life balance, since work and life now blend together inextricably.
Millennials are, in essence, “venture consumers,” Gutfreund says. They’re not looking to fill a slot in a faceless company, any more than a good venture capitalist is looking to toss money at a faceless startup. They’re looking strategically at opportunities to invest in a place where they can make a difference, preferably a place that itself makes a difference.
Advanced certified nursing assistants — with specialized skills in care transitions, dementia and other areas — could become important staff leaders in long-term care facilities through newly proposed federal legislation. The “Improving Care for Vulnerable Older Citizens through Workforce Advancement Act of 2014” was introduced Thursday by Rep. Matt Cartwright (D-PA) and Sen. Bob Casey (D-PA).
The bill would establish six, three-year demonstration projects. Two would provide funding to train direct-care workers so they could take on “deeper clinical responsibilities” related to Alzheimer's/dementia, congestive heart failure and diabetes.
http://www.forbes.com/sites/robasghar/2014/01/13/what-millennials-want-in-the-workplace-and-why-you-should-start-giving-it-to-them/#715ee6ea2fdf
Intelligence Group studies of millennials have found that:
· 64% of them say it’s a priority for them to make the world a better place.
· 72% would like to be their own boss. But if they do have to work for a boss, 79% of them would want that boss to serve more as a coach or mentor.
· 88% prefer a collaborative work-culture rather than a competitive one.
· 74% want flexible work schedules.
· And 88% want “work-life integration,” which isn’t the same as work-life balance, since work and life now blend together inextricably.
Millennials are, in essence, “venture consumers,” Gutfreund says. They’re not looking to fill a slot in a faceless company, any more than a good venture capitalist is looking to toss money at a faceless startup. They’re looking strategically at opportunities to invest in a place where they can make a difference, preferably a place that itself makes a difference.
Selecting a mentor – most seniority is not necessarily the best – can go terribly wrong if based on seniority
Mentorship – what is that entry point like? Rick – we’ve tried a mentor per shift. Get an extra $1/hour, under that scenario here’s my friend here’s hwat I’m doing. It’s the friendship component. Our turnover rotates around the same shifts, it’s worked a bit it’s new.Chris – we have mentor aide program, if they say month or two they get $50, etc. Mentor aid program – make them the owner, they really need to followup it shows that they care and will stay w/us.Dan –w e found that facilities w/most mentor aides have lowest turnover and highest new employee satisfaction.
http://www.forbes.com/sites/robasghar/2014/01/13/what-millennials-want-in-the-workplace-and-why-you-should-start-giving-it-to-them/#715ee6ea2fdf
Intelligence Group studies of millennials have found that:
· 64% of them say it’s a priority for them to make the world a better place.
· 72% would like to be their own boss. But if they do have to work for a boss, 79% of them would want that boss to serve more as a coach or mentor.
· 88% prefer a collaborative work-culture rather than a competitive one.
· 74% want flexible work schedules.
· And 88% want “work-life integration,” which isn’t the same as work-life balance, since work and life now blend together inextricably.
Millennials are, in essence, “venture consumers,” Gutfreund says. They’re not looking to fill a slot in a faceless company, any more than a good venture capitalist is looking to toss money at a faceless startup. They’re looking strategically at opportunities to invest in a place where they can make a difference, preferably a place that itself makes a difference.
Selecting a mentor – most seniority is not necessarily the best – can go terribly wrong if based on seniority
Mentorship – what is that entry point like? Rick – we’ve tried a mentor per shift. Get an extra $1/hour, under that scenario here’s my friend here’s hwat I’m doing. It’s the friendship component. Our turnover rotates around the same shifts, it’s worked a bit it’s new.Chris – we have mentor aide program, if they say month or two they get $50, etc. Mentor aid program – make them the owner, they really need to followup it shows that they care and will stay w/us.Dan –w e found that facilities w/most mentor aides have lowest turnover and highest new employee satisfaction.
http://www.forbes.com/sites/robasghar/2014/01/13/what-millennials-want-in-the-workplace-and-why-you-should-start-giving-it-to-them/#715ee6ea2fdf
Intelligence Group studies of millennials have found that:
· 64% of them say it’s a priority for them to make the world a better place.
· 72% would like to be their own boss. But if they do have to work for a boss, 79% of them would want that boss to serve more as a coach or mentor.
· 88% prefer a collaborative work-culture rather than a competitive one.
· 74% want flexible work schedules.
· And 88% want “work-life integration,” which isn’t the same as work-life balance, since work and life now blend together inextricably.
Millennials are, in essence, “venture consumers,” Gutfreund says. They’re not looking to fill a slot in a faceless company, any more than a good venture capitalist is looking to toss money at a faceless startup. They’re looking strategically at opportunities to invest in a place where they can make a difference, preferably a place that itself makes a difference.
http://www.forbes.com/sites/robasghar/2014/01/13/what-millennials-want-in-the-workplace-and-why-you-should-start-giving-it-to-them/#715ee6ea2fdf
Intelligence Group studies of millennials have found that:
· 64% of them say it’s a priority for them to make the world a better place.
· 72% would like to be their own boss. But if they do have to work for a boss, 79% of them would want that boss to serve more as a coach or mentor.
· 88% prefer a collaborative work-culture rather than a competitive one.
· 74% want flexible work schedules.
· And 88% want “work-life integration,” which isn’t the same as work-life balance, since work and life now blend together inextricably.
Millennials are, in essence, “venture consumers,” Gutfreund says. They’re not looking to fill a slot in a faceless company, any more than a good venture capitalist is looking to toss money at a faceless startup. They’re looking strategically at opportunities to invest in a place where they can make a difference, preferably a place that itself makes a difference.