This year made something very clear. The need for qualified healthcare professionals continues to rise, and the supply is not keeping pace. Hiring the right people still takes time, intention, and a partner who knows how to navigate a competitive market.
The landscape has not eased up
Despite new training programs, expanded residency slots, and aggressive recruitment efforts, healthcare organizations across the country continue to struggle with provider shortages. Hospitals and outpatient groups are competing for a limited pool of physicians and advanced practice providers, and many roles stayed open longer than in years past.
Primary care continues to feel the strain. One national projection shows that the United States could face a shortfall of more than 85,000 physicians by 2036. The aging population, rising care needs, and retirements have all added pressure to the system.
Advanced practice providers, especially nurse practitioners, continue to be one of the fastest growing segments of the clinical workforce. Even so, the demand for APPs still exceeds the supply in many regions. This year reinforced how important it is for organizations to build teams with a thoughtful mix of physicians and APPs.
What this meant for hiring in 2025
Recruitment this year required more strategy, more creativity, and more communication. Job postings alone did not move the needle. The searches that gained traction were the ones supported by personal outreach, consistent follow up, and a broader view of the candidate market.
Timeline expectations needed adjustment. Most organizations found that quality placements come from a deliberate and steady process rather than a rush to fill a role. Flexibility helped too. Groups that were open to APP support, hybrid schedules, or locum coverage often saw progress faster than those who relied on a single model.
What we learned at JSC
As a team working across many specialties, we saw a few clear themes this year.
Flexibility made a difference.
Clients who were open to different staffing combinations, including APP roles or blended models, had more options and moved forward more quickly.
Locum Tenens helped keep care moving.
Adding locum support gave our clients breathing room to continue providing care while we worked on long term placements. It kept clinics staffed, reduced burnout, and bought valuable time for more strategic hiring.
Communication needed to move faster.
When we talked early about timelines, availability, and market constraints, clients appreciated the transparency. Quick communication with candidates mattered too. Waiting too long on a strong candidate, hoping someone better might appear, often led to losing that candidate entirely. Open and consistent communication kept searches from stalling and helped everyone stay aligned.
Compensation influenced every search.
This year showed that compensation must keep up with the market. Organizations that held firm on outdated salary ranges struggled to attract interest. Candidates had options, and many were fielding multiple offers at once. Groups that adjusted compensation to reflect the current landscape moved faster and secured stronger long-term fits.
Relationships mattered more than ever.
Staying connected with candidates, even during slow periods or paused searches, allowed us to respond quickly when needs resurfaced. Strong relationships reduced time to placement and led to better outcomes for both clients and candidates.
What to expect in 2026
Looking ahead, several trends are likely to shape recruitment strategies.
Organizations will continue relying on APPs to expand access to care.
Flexible staffing models, including locum tenens and part time coverage, will remain important.
Retention and culture fit will matter as much as clinical skill.
Workforce planning will become more intentional as leaders accept that staffing shortages will continue.
Why partnership will matter even more
Healthcare organizations need more than a vendor. They need a recruitment partner who understands the full picture. One who knows the realities of physician shortages, the value of APPs, and the role that locum support can play in maintaining access to care.
At JSC, we focus on long term success. We do not promise overnight placement. We focus on quality, fit, and strategy. Our work supports organizations in building strong clinical teams through thoughtful outreach, access to a wide network of candidates, and consistent guidance from start to finish.
If you are planning for 2026 and want a partner who understands the complexity of healthcare recruitment, we are here to help.
Sources
American Hospital Association. 2025 Health Care Workforce Scan. aha.org
Association of American Medical Colleges. Physician Shortage Projections. aamc.org
Milbank Memorial Fund. Nurse Practitioner Workforce and Primary Care. milbank.org
