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Did you know that by 2025, the U.S. could face a shortage of over 200,000 nurses? As the healthcare landscape evolves, staffing challenges are intensifying. But behind the numbers lie opportunities for forward-thinking organizations to adapt and thrive. Let’s explore 3 surprising statistics that will redefine healthcare staffing strategies in the coming year.

Growing Demand for Specialized Healthcare Professionals

The Bureau of Labor Statistics projects a 40% increase in demand for nurse practitioners by 2025, outpacing most other professions. (Source: nursejournal.com)

It seems like every day, there’s a new innovation or emerging trend reshaping the healthcare sector—and workforce needs are no exception. While the COVID-19 pandemic spotlighted widespread nursing shortages, a deeper shift is occurring. Specialized healthcare roles, such as nurse practitioners, mental health counselors, and telehealth specialists, are becoming increasingly vital to meet evolving patient demands. This growing need for specialization is being driven by several key factors:

1. An Aging Population: As the Baby Boomer generation enters their senior years, demand is soaring for professionals skilled in chronic disease management, geriatrics, and home healthcare services.
2. The Mental Health Crisis: The pandemic amplified mental health challenges, driving unprecedented demand for psychiatric nurses, therapists, and counselors to fill critical care gaps.
3. The Rise of Telehealth: Telemedicine has transformed healthcare delivery. Virtual care requires specialists trained in digital health tools, remote diagnostics, and patient engagement in a virtual setting.
4. Advancing Medical Technology: Innovations in AI, robotics, and specialized treatments are creating opportunities for professionals with niche technical expertise to support cutting-edge care.

 

Healthcare Professionals Are Demanding Flexible Work Models

73% of Gen-Z employees say flexibility is a top factor when choosing an employer. (Source: Johns Hopkins University)

Let’s face it: Millennials and Gen-Z are now driving the healthcare workforce, making up nearly 45% of nurses, according to the National Center for Health Workforce Analysis. With these younger generations come shifting priorities that healthcare organizations can’t afford to ignore. Unlike previous generations, Millennials and Gen-Z workers place a higher value on flexibility, work-life balance, and purpose-driven careers over traditional job security or rigid schedules. This shift has sparked significant growth in per diem, travel, and remote/telehealth nursing.

Organizations that fail to adapt to these preferences risk higher turnover and recruitment challenges. To attract and retain this talent pool, facilities must embrace new workforce models, such as:

• Flexible scheduling that gives nurses control over their hours.
• Travel assignments with competitive benefits and career support.
• Hybrid opportunities that mix in-person and remote work for appropriate roles

 

The Financial Cost of Turnover Will Rise Dramatically

Each nurse turnover costs healthcare organizations an average of $52,000, a number expected to rise by 15% in 2025. (Source: NSI Nursing Solutions)

How many times have you interviewed someone and thought, “This is going to be a great addition to our team,” only to be sorely disappointed after 60 days? High turnover doesn’t just affect staffing—it creates financial strain, disrupts operations, and compromises patient care.

To combat these challenges, healthcare organizations must balance effective retention strategies with smarter recruitment practices. Here are six proven suggestions:

1. Prioritize Employee Wellness and Work-Life Balance: Offer flexible scheduling to reduce burnout and improve retention.
2. Competitive Compensation and Benefits: Ensure salaries and benefits match or exceed industry standards to attract top talent.
3. Invest in Professional Growth and Development: Provide continuing education and mentorship programs to help employees advance.
4. Improve Onboarding and Training: Create a structured onboarding process with clear expectations and support.
5. Build a Positive Workplace Culture: Celebrate achievements and encourage open communication to boost morale.
6. Utilize Temp-to-Perm Staffing Agencies: Test employee fit before offering permanent positions to reduce long-term risk.

 

These statistics paint a clear picture: 2025 will be a pivotal year for healthcare staffing. Organizations that embrace flexibility, leverage technology, and prioritize retention will not only weather the challenges but thrive. Are you ready to future-proof your workforce?

Looking for innovative staffing solutions tailored to 2025’s challenges? Contact ATC Healthcare to build a reliable, cost-effective healthcare talent pipeline today.

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We are so honored to announce that we have been featured in Forbes magazine where they announced their top temporary staffing agencies and gave us a 5 Star ranking for being one of America’s best temporary staffing firms.

This is a huge honor and one we have worked so hard to achieve. Since day one it has been our goal to help find jobs for people, find institutions that are looking for personnel and facilitate that in an efficient and effective manner.

When the coronavirus started to spread across the United States in February we wasted no time preparing our team. Many physician offices closed, especially in March and April, so a lot of clinical staff were looking for employment and many hospitals were in need of highly skilled healthcare staff. Our quick and agile response to the pandemic allowed us to place healthcare workers in healthcare facilities that needed them most.

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To ensure the best care for the patient there needs to be a smooth “baton pass” between nursing shifts. Although it may be tempting to rush through this routine duty, patient safety hinges on a complete and correct exchange of information. Shift reports have the potential to be nurse-task focused instead of patient-focused.  Research has shown that involving the patient and/or their family in this process by conducting the “patient handover” by the bedside has improved this communication and patient satisfaction.

Bedside handover requires nurses to exchange pertinent patient information such as clinical conditions, allergies and care plans with the patient in his or her room. By taking the handover to the patient, nurses and patients see each other sooner. Bedside handover also allows patients to ask questions and clarify information with both nurses — which can relieve anxiety and get them involved them in their care.

Bedside handover is more efficient and effective from a nursing perspective too. Being in the patient’s room allows the incoming nurse to assess patients directly and to identify the priority needs of their unit more quickly and accurately. It increases nurse to nurse accountability and allows for a complete description and sharing of the patient’s status as a whole and can improve patient safety.  It can help more experienced nurses to act as role models to less experienced nurses and can enable tasks that can be difficult to accomplish alone to be done during the handover.

Bedside handover creates an opportunity for nurses to collaborate. It is being reviewed and studied and is a trend that is gaining traction – some even speculate this is will be a best practice guideline by the Joint Commission in the near future.

Nothing Smarts Worse Than Wasting Money!

Temporary Nurse Staffing

We often say that users of temporary staffing firms should consider the fully-loaded cost of hiring a full-time employee when comparing our prices to salaries.  It seems we may be onto something!

A recent study (published in December 2014 in the Journal of Nursing Care Quality) undertaken by the University of Rochester’s School of Nursing comparing the cost efficiency of using temporary nurse staffing versus their permanent counterparts suggests “modest use” of temporary staff can lead to cost savings and efficiencies for hospitals, while “heavy  reliance” on temporary workers to meet long-term staffing needs was not found to be cost effective.  To ready the full study, follow this link:  http://www.staffingindustry.com/row/Research-Publications/Publications/Healthcare-Staffing-Report/April-2-2015/Modest-use-of-temp-nurses-can-save-hospitals-money-study-says

 

Some nurses are finding it more challenging than ever before to land the job they want. Until recently, opportunities were plentiful in almost every nursing specialty and even nurse graduates were virtually guaranteed a job wherever they pleased, straight out of nursing school.

But that was before the recent economic downturn.

Faced with dwindling incomes, shrinking retirement plans or unemployed spouses, some nurses have been forced out of retirement, while others have delayed their retirement, picked up extra shifts or switched from full-time to part-time work to make extra money. Although the demand for nurses has not gone away, these recent changes have resulted in fiercer competition for the jobs that are available.

The good news, however, according to the Bureau of Labor Statistics, is that the current hiring trends are only temporary. The bureau’s latest projections include nursing in its list of the fastest-growing jobs.

In the meantime, what should nurses do to boost their chance of finding the job they want?

“Create a professional rsum that is tailored to the job,” advised Cara Heilmann, recruitment director at health care staffing agency, AMN Healthcare. Heilmann and her team work with a variety of hospitals and other health care providers to handle the entire recruitment process on their behalf. “Your rsum is your most important marketing piece and should highlight your talents and skills in the best possible light. Tailor the rsum to the job and remove all references to items that do not highlight a skill as it relates to the job.”

After your rsum has been noticed, health care recruiters point out that nurses should pay careful attention to how they present themselves during the interview process.

Maria-Jean Caterinicchio, RN, MS, director of workforce development for Orange County Memorial Care University and board member of the Association of California Nurse Leaders (ACNL), said that she concentrates on personality, attitude and talent when hiring nurses.

“We expect our new nurses to have the basic fundamental nursing knowledge and we are also looking for compassion, a sense of teamwork, accountability, and communication,” Caterinicchio explained. “We look for an attitude of collaboration and communication.”

Thorough preparation is also key to success.

Read more at: http://www.nursezone.com/recent-graduates/recent-graduates-featured-articles/Tips-for-Landing-the-Nursing-Job-You-Want_32404.aspx

The healthcare industry is one of the few career fields that, despite hard economic woes, is hiring at an alarming rate. Healthcare jobs are expected to grow faster than any other industry roughly 22%, or 3.2 million new jobs, by 2018. As baby boomers age, and Generation X has children, healthcare professionals will become more in-demand than ever. What are the hottest healthcare fields, and who are hiring these much-needed professionals? Find out now.

#1 Registered Nurse

One of the most in-demand careers in the entire US, registered nurses are projected to generate over 580,000 new jobs by 2016. This does not count the hundreds of thousands of jobs that will become available when older nurses retire. Those following the path toward becoming a registered nurse will find abundant job prospects and ample opportunities.

Current Employment: 2.5 million

Projected Employment, 2016: 3,092,000

Projected Need: 1 million employees

Overall Job Growth: 23%

Job Growth by Industry:

Offices of Physicians: 39%

Home Health Care Services: 39%

Outpatient Care: 34%

Employment Services: 27%

General Medicine and Surgical Hospitals: 22%

Nursing Care Facilities: 20%

Employment Change by 2016: 587,000 new jobs

#2 Home Health Aide

Home health aides function as caregivers to the many people who are unable to leave their homes or live on their own. Home health aides may check vital signs, administer medicines, and help with daily tasks. The job outlook for home health aides is excellent, especially as baby boomers age and home health aides retire or advance into other careers.

Current Employment: 787,000

Projected Employment, 2016: 1,171,000

Projected Need: 454,000 employees

Overall Job Growth: 27%

Employment Change by 2016: 384,000 new jobs

#3 Medical Assistant

Medical assistants perform administrative and clinical tasks in a variety of work settings. A staple of the healthcare industry, medical assistants are in demand all over the US. Employment for medical assistants is estimated to grow much faster than average, and job opportunities should be abundant for medical assistants with formal training or certification.

Current Employment: 417,000

Projected Employment, 2016: 565,000

Projected Need: 199,000

Overall Job Growth: 27%

Employment Change by 2016: 148,000 new jobs

#4 Pharmacy Technician

Pharmacy technicians help pharmacists in providing medication and health care products to patients. Technicians don’t answer questions regarding prescriptions, but they do count tablets, label bottles, and perform administrative duties. Responsibilities ultimately vary depending on state laws. Because there is currently few state, and no Federal, requirements for formal training, a career as a pharmacy technician, many employers have on-the-job training, which is appealing to individuals who want to further their education without attending multiple years of school.

Current Employment: 285,000

Projected Employment, 2016: 376,000

Projected Need: 178,000

Overall Job Growth: 27%

Employment Change by 2016: 91,000 new jobs

#5 Medical Secretary

Medical secretaries and medical transcriptionists must have a detailed understanding of medical procedures as well as a high level of administrative experience. Employment is expected to grow faster than average, and job opportunities should be especially good for those who are certified. Employment in hospitals and physician’s offices will continue to grow significantly.

Current Employment: 98,000

Projected Employment, 2016: 112,000

Projected Need: 133,000

Overall Job Growth: 9-17%

Employment Change by 2016: 13,000 new jobs

#6 Dental Assistant

Dental assistants are the most in-demand job in the field of dentistry. They perform numerous tasks including sterilizing instruments, educating patients on dental care, and taking x-rays. Dental assistants typically have very flexible schedules, allowing them to work a second job or go to school. As more schools begin to offer dental-assisting programs, the field of dental assistants is expected to grow.

Current Employment: 280,000

Projected Employment, 2016: 362,000

Projected Need: 130,000

Overall Job Growth: 27%

Employment Change by 2016: 82,000 new jobs

#7 Healthcare Administrator

As the backbone of healthcare systems, healthcare administrators take on the duties of overseeing vast expanses of medial personnel. As the structure and financing of the healthcare industry changes, healthcare administrators must be able to adapt to new environments. However, administrators are still in great demand despite the evolving industry.

Current Employment: 262,000

Projected Employment, 2016: 305,000

Projected Need: 92,000

Overall Job Growth: 9-17%

Employment Change by 2016: 43,000 new jobs

#8 Medical Records and Health Information Technician

Medical records and health information technicians maintain the millions of documents the healthcare industry produces. Paperwork includes x-rays, medical histories, lab tests, and treatment plans. Every patient has detailed medical records, and it is necessary that these records be kept organized and confidential. Even with the proliferation of online and electronic health records, the medical records field is expected to grow faster than average.

Current Employment: 170,000

Projected Employment, 2016: 200,000

Projected Need: 76,000

Overall Job Growth: 18-26%

Employment Change by 2016: 30,000 new jobs

#9 Physical Therapist

Physical therapists have the unique ability to work on all manners of patients from the disabled, to the elderly, to those with general pain. Physical therapists impart their knowledge of the body onto their clients and aide them in becoming stronger and more able-bodied. Physical therapy is a growing occupation, especially for those who was interested in pursing an advanced medical degree but do not want to be physicians. Currently, the number of of physical therapy jobs is greater than practicing physical therapists because many physical therapists hold more than one job such as having a private practice and also working part time at another healthcare facility.

Current Employment: 173,000

Projected Employment, 2016: 220,000

Projected Need: 68,000

Overall Job Growth: 27%

Employment Change by 2016: 47,000 new jobs

#10 EMT and Paramedic

EMT and paramedics are relied upon to have quick reaction times and the ability to handle large amounts of stress. They work in a variety of settings, from ambulances to hospitals to helicopters. Because EMTs and paramedics are almost always the first on scene, this field rarely sees a slump in employment. Like many healthcare industries, EMT and paramedic employment is expected to grow faster than average over the next eight years.

Current Employment: 201,000

Projected Employment, 2016: 240,000

Projected Need: 62,000

Overall Job Growth: 18-26%

Employment Change by 2016: 39,000 new jobs

Source: http://allhealthcare.monster.com/careers/articles/1801-top-10-in-demand-healthcare-occupations

Family physicians, advanced-practice nurses and physician assistants are especially in demand.

By Katherine Hobson

Though they may not want to admit it, baby boomers are getting creaky and a lot of their parents are requiring medical attention, too. And starting in 2014, millions of people who haven’t had insurance will gain coverage and feel freer to seek care.

That all adds up to a seller’s market for health care pros, particularly in the ranks of primary care. Demand is increasing “virtually across the board,” says Susan Salka, chief executive of AMN Healthcare, the country’s largest health care staffing and recruiting company by revenue. “And we are expecting it to become more robust in the next couple of years.”

Indeed, the Bureau of Labor Statistics predicts net job growth of almost 3 million health care jobs in the decade ending in 2020, a 29 percent increase, beating every other group of occupations.

Family physicians were the most sought by the employers who used physician search firm (and AMN subsidiary) Merritt Hawkins, according to its most recent annual survey. (Their average salary climbed 6 percent to $189,000.) Internists were in the second spot. Also high on employers’ wish lists: hospitalists and psychiatrists.

As health care systems reorganize to cut costs and improve care, new physicians increasingly will be employed by a hospital rather than an independent practice. Sixty-three percent of recent Merritt Hawkins physician searches were for hospitals seeking staff docs, up from just 11 percent in 2004. Within two years, the firm predicts, that figure will hit three quarters.

“The amount of opportunities is overwhelming,” says Andrew Geha, a third-year family practice resident who recently accepted a job offer from Floyd Valley Hospital in Le Mars, Iowa, and at the peak of his search was getting a phone call and multiple emails every day from recruiters. Geha’s wife, a nurse practitioner, will be able to work at the same hospital, and a four-day workweek will give him extra time with his two children.

Meantime, hospitals are leveraging a limited pool of physicians by leaning more heavily on nurse practitioners and physician assistants. New RNs fresh out of undergraduate school are now having some trouble landing a job, with older nurses delaying their retirement.

But advanced-practice nurses such as NPs and certified nurse-midwives, who must have postgraduate education, remain hot properties, says Peter McMenamin, senior policy fellow at the American Nurses Association. Salaries average 30 to 35 percent higher than those of hospital staff nurses, he says.

Maureen O’Keeffe, system vice president of human resources at St. Luke’s Health System in Boise, Idaho, which employs about 11,000 people, says the system hired all through the recession and estimates that some 70 advanced practice nurses will be added in 2013, as well as some 300 acute care nurses.

The physician assistant profession will add some 24,700 new jobs between 2010 and 2020, expanding by nearly 30 percent. Duke University’s PA program graduated 74 students last August; as of Jan. 1, only five didn’t have jobs.

“Many physicians are so in need of PAs that if you’re talking to [one] they’ll say ‘Call me, let’s talk, I need help,’ ” says Katherine Pocock, who was weighing several offers early this year as she neared graduation. Pocock chose PA school over med school because she found the prospect of six more years of training (and debt) “daunting.” And she thought being a PA would be more lifestyle-friendly.

Salaries aren’t bad, either. According to the American Academy of Physician Assistants, full-time PAs commanded median pay of almost $91,000 in 2010; those working in specialty settings like orthopedics or dermatology can earn more.

Source: http://www.usnews.com/education/best-graduate-schools/top-medical-schools/articles/2013/03/19/grads-in-healthcare-fields-see-bright-job-market