the future of aged care is calling: why aged care facilities must attract gen z talent.
The aged care sector is experiencing a significant workforce challenge. As the demand for quality care rises with an ageing population, a critical shortage of skilled professionals looms. However, a vibrant, tech-savvy, and purpose-driven generation is entering the workforce: Generation Z. As an Aged Care recruitment leader, we firmly believe that proactively attracting Gen Z talent is not just an option for aged care facilities, but a strategic imperative for their long-term success and sustainability.
why gen z is the answer to your workforce challenges.
Often characterised by their digital fluency, social consciousness, and desire for meaningful work, Gen Z (born roughly between 1997 and 2012), offers a unique and invaluable skillset to the aged care sector:
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digital natives, ready for modern care:
Gen Z has grown up with technology integrated into every aspect of their lives. This innate digital literacy makes them ideal talent for embracing and optimising the increasing use of technology in aged care, from digital care plans to smart monitoring systems. They can drive efficiency, improve data management, and enhance resident experiences through technological innovation.
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purpose-driven and socially conscious:
More than any preceding generation, Gen Z seeks purpose and impact in their work. They are deeply concerned with social responsibility and making a positive difference in the world. Aged care, at its core, is about providing compassionate and essential human connection – a mission that strongly resonates with Gen Z's values. Highlighting the profound impact they can have on the lives of older Australians is a powerful motivator. The Randstad Workmonitor 2025 report highlights this, with nearly half (48%) of talent stating they would not accept a role if the company's social and environmental values did not align with their own. For Gen Z, working for an organisation that stands for something and makes a difference is paramount.
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fresh perspectives and innovation:
Gen Z brings new ideas, energy, and diverse perspectives to the workplace. Their ability to think creatively and challenge traditional norms can lead to innovative solutions in care delivery, resident engagement, and facility management. This fresh outlook can revitalise aged care environments and foster a culture of continuous improvement.
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strong desire for growth and development:
This generation is keen on learning and career advancement. They are not looking for just a job, but a career pathway with opportunities for skill development, training, and promotion. Investing in their professional growth can foster loyalty and build a highly skilled workforce for the future. Randstad’s Workmonitor report found that 41% of employees would quit if they weren't provided with opportunities to future-proof their careers, a significant increase from previous years, emphasising Gen Z's non-negotiable demand for learning and development.
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advocates for diversity and inclusion:
Gen Z is the most diverse generation yet, and they expect workplaces that reflect and embrace this diversity. Their emphasis on inclusion can enrich the aged care environment, creating a more welcoming and understanding space for both residents and staff. According to Randstad's research, 83% of employees want their workplace to foster a sense of belonging, and over half (55%) are willing to leave if they don't feel they fit in, underscoring the importance of an inclusive culture.
how to attract gen z talent: practical strategies for aged care facilities.
To successfully recruit and retain this dynamic generation, aged care facilities need to adapt their recruitment strategies and workplace environments. Here are our key recommendations:
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1. redefine the narrative: showcase purpose and impact.
- Highlight the "Why": Shift the focus from the tasks of aged care to the profound human connection and positive impact caregivers have on residents' lives. Use storytelling, testimonials from current staff, and real-life examples to illustrate the meaningfulness of the work.
- Emphasise Social Responsibility: Showcase any community outreach programs, ethical practices, or initiatives that demonstrate your facility's commitment to social good. As the Workmonitor report indicates, Gen Z highly values employers whose social and environmental values align with their own.
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2. embrace technology in recruitment and operations.
- Mobile-Friendly Applications: Ensure your application process is streamlined, intuitive, and fully optimised for mobile devices. Gen Z expects a seamless digital experience.
- Leverage Social Media: Go beyond traditional platforms. Utilise video-based platforms like TikTok and Instagram to create engaging content that showcases your facility's culture, employee experiences, and the positive aspects of aged care work. Feature current employees and residents in authentic ways.
- Modern Workplace Technology: Invest in user-friendly digital tools for care planning, communication, and administration. Gen Z expects technology to make their work more efficient and allow them to focus on direct care.
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3. offer flexibility and prioritise work-life balance.
- Flexible Scheduling: Explore options for flexible shifts, part-time roles, and even job-sharing to accommodate Gen Z's strong desire for work-life balance. Giving them a say in their schedule can be a significant draw. The Randstad Workmonitor 2025 reveals that for the first time in its 22-year history, work-life balance (83%) has surpassed pay (82%) as the top motivator for workers globally. For Gen Z, this gap is even wider, with 76% prioritising work-life balance over pay (63%).
- Respect Time Off: Demonstrate a clear respect for employees' time away from work. Encourage them to take breaks and use their leave, setting a positive example from leadership. The Randstad Workmonitor also noted that 31% of employees have left jobs due to a lack of flexible working arrangements, a figure even higher for younger workers.
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4. invest in growth and development.
- Clear Career Pathways: Outline clear opportunities for advancement and professional growth within your facility. Gen Z wants to know they have a future with your organisation.
- Training and Upskilling: Offer robust training programs, mentorship opportunities, and support for further education (e.g., Certificate III or IV in Individual Support, or even nursing pathways). Highlight opportunities for specialisation in the aged care sector and opportunities for promotion in your facility. The Randstad Workmonitor 2025 highlights that 44% of talent would not accept a job without opportunities to develop future-relevant skills, and 41% would quit if no learning and development opportunities were offered. This strongly indicates Gen Z's eagerness for continuous learning.
- Regular Feedback and Coaching: Gen Z thrives on feedback. Implement regular check-ins, performance reviews, and coaching sessions to support their development and ensure they feel valued.
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5. cultivate a positive and inclusive workplace culture.
- Transparency and Open Communication: Foster an environment where employees feel heard and informed. Gen Z values transparency in decision-making. The Randstad Workmonitor 2025 found that 29% of talent have quit a job because they disagreed with the viewpoints or stances of their leadership.
- Peer Support and Team Building: Facilitate opportunities for collaboration, social events, and team-building activities. Gen Z seeks strong relationships with their peers and a sense of belonging. The Randstad report underscores that 83% of employees believe a sense of community helps them perform better, and 55% would quit if they didn't feel they belonged.
- Mental Health Support: Prioritise employee well-being by offering access to mental health resources, counseling services, and stress management programs. The Randstad Workmonitor 2025 identifies mental health support as even more important than salary for Gen Z, with 66% seeing it as a high priority.
- Diversity, Equity, and Inclusion (DEI): Actively promote diversity in your hiring practices and ensure your workplace is truly inclusive for all employees, regardless of background.
By embracing these strategies, aged care facilities can effectively tap into the vast potential of Generation Z. This isn't just about filling last minute shifts; it's about building a sustainable, innovative, and compassionate workforce that will shape the future of aged care for decades to come. The future of care is calling, and Gen Z is ready to answer.
ready to future-proof your aged care workforce?
Contact Randstad Health and Social Care today to discuss how we can help you build a thriving, purpose-driven team.
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