Hiring Gen Z in Healthcare: A Manager’s Guide
Gen Z (born ~1997–2012) is entering healthcare in large numbers, just as the industry faces critical shortages. By 2030, they’ll make up 30% of the U.S. workforce, and they’re already shaping how hospitals, clinics, and systems recruit and retain talent.
What Gen Z Brings
Strengths
Digital natives: quick with EHRs, telehealth, AI tools
Purpose-driven: attracted to healthcare’s mission
Collaborative: value teamwork and transparency
Challenges
Confidence gaps from pandemic-era training disruptions
Blur between personal/professional boundaries (e.g. parents in interviews)
High expectations for support, balance, and growth
Insights for Hiring Managers
Set Clear Interview Boundaries
Explain why interviews are one-on-one
Use real-world patient scenarios to test judgment
Highlight Mission & Impact
Show how roles directly improve patient care and community health
Offer Growth Pathways
Promote residencies, certifications, and career ladders
Pair new hires with mentors
Prioritize Wellbeing
Address burnout, flexible scheduling, and mental health resources
Acknowledge Family Influence
Keep interviews candidate-focused, but consider “parent info sessions” separately
The Bottom Line
Gen Z isn’t just filling open roles — they are the future of the healthcare workforce. With the right mix of clear expectations, strong mentorship, and meaningful connection to purpose, hiring managers can turn first-time applicants into long-term healthcare professionals.