Managing the Next Generations

We’ve all heard stories about the younger generations – the “slacker” Generation X, the inexperienced Generation Y (or N-Gens) – and how their work values and efforts are much different than the Baby Boomers who are starting to retire. Researchers have noted that the events happening while an individual comes of age greatly impacts how the person perceives work and how he or she will typically perform as an employee. A group of people reaching adulthood at a particular time, called a group of cohorts, tend to have similar characteristics.

With a shifting work population we will see changes in what an employee values, how they respond to authority, and what will motivate them to do their best. Truly, the workforce will look different in 10-15 years, and managers must prepare for the future.
That preparation starts during the recruiting process. By understanding a cohort’s characteristics, a recruiter can more effectively place an individual, and an employer can manage the professional to the greatest benefit for both the company and the employee.

The generations taking over for the retiring Baby Boomers are technically savvy and un-intimidated by authority. They communicate best when the conversation is interactive – even if the communication tool is an instant message or an email. Gen X’ers tend to be goal-oriented, adaptable, and independent; they have a strong interest in balancing work and life, and place more importance on their careers than on loyalty to an employer. For this reason, employers who offer opportunities for advancement and self-improvement will best motivate this cohort. Gen Y’ers like to work in teams, but have a strong need to assert their individuality. This group will work well in self-directed teams, in a position that offers flexible hours. Mentoring programs can be especially effective.

A physician recruiter takes time to understand the characteristics of different cohorts, as well as the qualifications, personality, and desired work environment of the candidate. At the same time, the recruiter become familiar with the client’s work culture and expectations. From this information, he or she can help place a cohort into the position that will work best for both the client and the physician.

Eskridge & Associates: Respond to Your Recruiter after the Interview

You just finished a phone or more important a in-person interview. What is the first thing you need to do once you finish? CALL YOUR RECRUITER!

Your recruiter will be talking with the client very shortly after your interview and needs information from you to most effectively represent you. Many times this is the conversation that can make or break the deal. Some candidates go through the entire preparation and interview process only to disappear from the face of the earth after an interview. However, the recruiter needs honest, insightful feedback from you – whether you’re interested in the specific job or whether you’re no longer interested in relocating. Recruiters take their direction from you. If you are interested in this position they will do all they can to help you get an offer. If you are not interested, they need to know why. That will help them fine-tune your search and key in on specifics that are most important to you.

Tell your recruiter everyone you met, what questions were asked of you, and how you responded to those questions. If you feel you didn’t give a good interview, the recruiter might give you a more objective opinion. And if you don’t feel like you gave a good answer to a question, the recruiter can potentially smooth things over with the interviewer. The recruiter will also share with you feedback from the interviewer that will help you continue with placement, whether it is with the current client or another organization.

The recruiter will need to know if you’re still committed to a job search and how interested you are in the position that you interviewed for. At this point, you should indicate if there is any other interviewing activity that will prevent you from accepting an offer.

About Eskridge & Associates. Eskridge & Associates (www.eskridge-associates.com) is a service disabled, veteran owned, small business (SDVOSB), recruiting Physicians of all specialties for locum tenens (contact) and permanent employment opportunities in hospitals and practices nationwide.

CONTACT:

Bob Eskridge, CPC, CTS, PRC, CSP
President &

Board Certified Physician Recruiter

Eskridge & Associates

512.244.7023 (Office)

512.532.0771 (fax)

Member – National Coalition of Healthcare Recruiters

Member - National Association of Personnel Services

bob@eskridge-associates.com
www.eskridge-associates.com