As we pass the halfway mark of 2025, the state of healthcare provider recruitment remains both urgent and complex. Across the country, hospitals, health systems, and medical groups continue to face an uphill battle when it comes to securing the physician and advanced practice provider (APP) talent they need.
Even as recruitment technology evolves and more organizations invest in workforce planning, the fundamentals haven’t changed. Demand still far exceeds supply, timelines are stretching, and healthcare hiring leaders are being asked to do more with fewer resources.
Here’s what we’re seeing at Jordan Search Consultants and what healthcare organizations should be doing now to overcome the recruitment hurdles ahead.
Candidate Supply Remains Critically Low
The U.S. healthcare system continues to face a significant provider shortage. According to the AAMC, by 2036, we could see a shortfall of up to 86,000 physicians, with the most acute needs in primary care, psychiatry, and rural medicine. This trend is already visible today. Thousands of physicians are retiring each year, and the pace is accelerating as the baby boomer generation reaches retirement age.
At the same time, the number of new graduates entering the workforce isn’t keeping up. In 2024, U.S. medical schools graduated approximately 20,000 new physicians, but with nearly 11,000 physicians retiring annually and many more reducing hours, the gap is widening.
To address this shortage, healthcare organizations must expand their sourcing strategies and consider every viable pipeline. One key area of opportunity is J-1 visa waiver physicians. These international medical graduates are often eager to serve in underserved areas and bring strong clinical experience, yet many facilities overlook them due to unfamiliarity with the process.
Jordan Search Consultants has extensive experience recruiting and placing J-1 physicians, especially in communities that qualify for Conrad 30 programs or other state-specific waivers. With the right guidance, these candidates can become a long-term asset to your clinical team.
To remain competitive, organizations need more than just job ads. They need proactive outreach, inclusive hiring strategies, and trusted recruitment partners who understand the nuances of provider placement.
Recruitment Timelines Are Expanding and So Are Drop-Off Rates
The average time to fill a physician role now exceeds six months and can stretch even longer for specialty providers. These delays have significant consequences, including increased patient wait times, strained care teams, and millions in lost revenue.
Just as problematic as long timelines is the erosion of candidate engagement.
A physician we recently worked with was excited after a strong first interview and waited over two weeks for a follow-up. During that time, another organization stepped in, communicated clearly, and extended an offer. The physician accepted, not because the offer was better, but because they felt seen and valued.
Timely and consistent communication throughout the recruitment process is no longer optional. It’s expected. Candidates want to feel wanted. Even a simple status update can reinforce interest and keep top-tier applicants from walking away.
Budget Pressures Are Forcing Difficult Staffing Decisions
Rising labor costs, inflation, and administrative overhead are straining budgets across the healthcare industry. As a result, many organizations are pulling back on recruitment investments, often to their own detriment.
We urge hiring leaders to view recruitment through the lens of opportunity cost. A six-month vacancy in a high-revenue specialty can result in far more financial loss than the upfront cost of a dedicated search.
For organizations facing prolonged hiring gaps, temporary staffing can offer a lifeline. Locum tenens solutions not only help maintain patient care and revenue but also provide flexibility while organizations search for the right long-term fit.
Candidate Expectations Are Shifting Toward Flexibility
Today’s healthcare providers, especially early-career professionals, are placing increasing value on flexibility, autonomy, and work-life balance. Whether it’s hybrid work, telehealth options, or restructured call schedules, candidates are seeking roles that support both professional and personal well-being.
An example of this is we had an advanced practice provider who declined an offer at a prestigious hospital due to rigid scheduling. Instead, she accepted a slightly lower-paying position at a clinic that accommodated her request for flexible hours to support her young family. That single adjustment made all the difference.
Healthcare organizations willing to innovate around scheduling and scope of practice are seeing stronger candidate engagement and better retention. When flexibility isn’t possible internally, short-term locum coverage can help fill the gaps while permanent hires are secured.
Employer Brand and Culture Are Under the Microscope
In 2025, your brand speaks long before your recruiter does. Candidates are researching your organization online, checking reviews, and evaluating whether your mission aligns with their values.
One of our Physician candidates shared that she removed an employer from her list after reviewing their outdated website and finding little about team culture or advancement opportunities. Despite the role being a perfect clinical match, she didn’t see a future there.
What’s visible online should reflect what’s happening inside your organization. Employer branding, through testimonials, behind-the-scenes content, and authentic communication, plays a critical role in successful recruitment and should be treated as a core part of your talent strategy.
Looking Ahead: Strategic Recruitment in a Tight Market
As the second half of the year unfolds, we expect to see continued growth in APP hiring, rising demand for creative staffing models, and increased reliance on data-driven recruitment strategies.
Healthcare organizations that succeed in 2025 will be those that balance long-term planning with short-term agility. The ones that prioritize not only who they hire, but how they engage them throughout the process.
At Jordan Search Consultants, we partner with healthcare organizations nationwide to meet these challenges head-on. From long-term direct hire strategies to interim locum tenens coverage, and from APP and physician recruitment to J-1 visa physician placement, we’re here to support your success.
Let’s talk about how your organization is adapting and where we can help you go next.
