Hiring in healthcare is tough right now, there’s no way around it. Even though employment in the sector is expected to grow, experts predict a shortage of around 100,000 healthcare workers by 2028. If you’re a healthcare provider, staying ahead means tackling recruitment challenges head-on. Whether you’re struggling to find qualified professionals or noticing inefficiencies in your hiring process, there are solutions that can help. Let’s dive into some of the most common hiring obstacles and how to overcome them.

The Talent Shortage

The demand for healthcare professionals keeps growing, but finding the right talent is getting harder. A study by the Association of American Medical Colleges (AAMC) reported a 1.2% drop in medical school applicants from 2024 to 2025—the third consecutive year of decline. And it’s not just doctors and nurses. Specialized roles like healthcare technology management and medical coding are also seeing shortages, leading to longer vacancies and increased workloads for existing staff.

How can you keep your talent pipeline strong?

1. Expand Your Search

Relying solely on local candidates can limit your options, especially for specialized roles. Expanding your search nationally or even internationally opens the door to a larger talent pool. Telehealth and remote healthcare roles have also made it possible to hire skilled professionals outside your immediate area. Consider offering relocation assistance, visa sponsorships, or flexible scheduling to attract top talent willing to move or work in hybrid roles.

2. Leverage Healthcare Job Boards

Not all job boards are created equal. General sites often get flooded with applicants who may not have the right qualifications. Healthcare-specific platforms like Health eCareers, MedJobCafe, and PracticeMatch connect you with professionals actively seeking medical roles. These platforms also offer targeted advertising, resume databases, and industry insights to help you refine your hiring strategy. 

3. Build Partnerships with Schools

Partnering with universities, medical schools, and technical programs creates a steady talent pipeline. Establishing internships, residency programs, or tuition reimbursement agreements can help attract students early and secure commitments before they enter the job market. These efforts position your organization as a top employer for graduates entering the workforce.

4. Partner with a Healthcare Staffing Firm

Finding the right healthcare professionals quickly isn’t easy, especially with all the credentialing and compliance hurdles. That’s where a staffing firm can help. They connect you with qualified candidates who have already been screened, saving you time and effort. From background checks to licensing verification, they handle the details so you don’t have to. Whether you need contract, per diem, or full-time staff, they make hiring easier and help keep your team from being overworked.

Fierce Competition for Top Talent

The competition for skilled healthcare workers is only getting tougher. Experts predict up to 1.9 million healthcare job openings each year from 2023 to 2033. If your organization doesn’t stand out, top candidates will take offers from employers with better salaries and career growth opportunities.

Here’s how you can attract and retain top talent:

1. Offer Competitive Pay

Salaries matter - especially in healthcare, where skilled professionals have no shortage of job opportunities. While you may not always be able to offer the highest wages, ensuring your compensation aligns with industry standards is imperative. Consider offering sign-on bonuses, shift differentials, tuition reimbursement, or performance incentives to make your total compensation package more attractive. 

2. Strengthen Your Employer Brand

Reputation matters in healthcare. The best candidates want to work where they feel valued and supported. Show them what sets your organization apart. Share employee stories, highlight career growth opportunities, and stay active on job boards and social media. A workplace that invests in its people attracts top talent.

High Turnover Rates

Turnover impacts team morale, productivity, and patient care. When staff constantly leave, training costs rise, and service quality can suffer. Frequent transitions make it harder to maintain consistency, putting additional strain on both employees and patients.

To improve retention:

1. Create a Retention Strategy

Figure out why employees are leaving and tackle those issues head-on. It might be outdated shift schedules, limited career growth, or lack of supervisor support. Regular check-ins, mentoring programs, and open communication can go a long way in making employees feel valued and heard.

2. Invest in Career Development

Healthcare professionals want to grow, and if they don’t see opportunities, they’ll find them elsewhere. Offer leadership training, certification reimbursements, and clear career paths to show employees they have a future with you. Even small investments in skill-building can make a big difference in retention.

3. Promote Work-Life Balance

Burnout is one of the biggest reasons healthcare workers leave. Nearly 50% report experiencing it. Offering flexible shifts, predictable schedules, and telemedicine opportunities can help lighten the load. Encouraging mental health days and manageable patient loads can also create a healthier work environment and keep your staff from burning out.

Skill Shortages

Advancements in technology and changes in care standards mean certain skills are always in high demand. Specialized fields like oncology, cardiology, and pulmonology are expected to face shortages of up to 13,400 professionals by 2034.

Here’s how you can close the gap:

1. Invest in Ongoing Training

Medical advancements happen fast, and if your staff isn’t keeping up, patient care can suffer. Regular workshops, certification programs, and hands-on training help your team stay current and confident in their roles. Consider offering tuition reimbursement or paid time for continuing education to make skill development more accessible. You can also bring in industry experts for on-site training or partner with professional organizations that offer specialized healthcare certifications.

2. Encourage Cross-Training

When employees have a broader skill set, your team becomes more flexible, and patient care improves. Cross-training allows nurses, technicians, and administrative staff to step in when needed, reducing burnout and improving workflow. Shadowing programs, cross-department rotations, and mentorship opportunities help staff gain hands-on experience in different areas. Plus, employees who feel challenged and engaged in learning new skills are more likely to stay with your organization long-term.

Slow and Inconsistent Hiring Processes

A lengthy or disorganized hiring process can cause candidates to lose interest and accept offers elsewhere. Especially in healthcare, where candidates won't wait around if your hiring process is too lengthy.

Speed things up with these strategies:

1. STREAMLINE HIRING WORKFLOWS

Long approval chains and scheduling delays make it easy to lose top talent. Simplify decision-making by setting clear timelines for reviewing applications and scheduling interviews. Use automation tools to speed up background checks, credentialing, and reference verification. The faster you move, the more likely you are to secure the right hire before the competition.

2. REFINE ONLINE APPLICATIONS

A complicated application process turns candidates away. Make sure your job portal is mobile-friendly, easy to navigate, and doesn’t require unnecessary steps. Nearly 70% of job seekers apply on their phones, so keep it simple—shorter forms, auto-fill options, and clear instructions help keep applicants from dropping off before they even hit submit.

3. COMMUNICATE CONSISTENTLY

Silence is a deal-breaker for job seekers. Candidates want to know where they stand, and 51% abandon applications due to poor communication. Send quick updates on interview timelines, next steps, and hiring decisions to keep them engaged. Even a short email or text can make a big difference in keeping top talent interested in your role.

Strengthen Your Recruitment Strategy

After tackling these challenges, take a step back and assess your overall hiring approach. Where are the biggest breakdowns? What can be automated or simplified? Even small adjustments, like rewording job ads to emphasize perks or work-life balance, can lead to better results.

With the right strategies in place, you can build a strong, resilient workforce that keeps up with the constantly changing demands of the healthcare industry.

About the Author: Meggie Nelson is an HR Manager and a passionate Freelance Writer with an ongoing curiosity to learn new things. She is deeply convinced that valuable experience sharing is key to business success. Meggie believes in a win-win formula and utilizes it on a daily basis in staff management.