Expanding Beyond Local Talent: The Key to Solving Healthcare’s Hiring Challenge

The healthcare talent shortage isn’t a future problem—it’s here. Hospitals and health systems across the country are struggling to fill critical roles, and the old “local-first” hiring mindset just isn’t cutting it anymore.

The good news? The systems finding success aren’t necessarily paying more. They’re thinking differently. By opening their searches to out-of-market talent and rethinking relocation support, they’re not only filling positions faster, but improving retention and cutting costs along the way.

Local Hiring Limits Your Reach

Many organizations still focus their recruiting efforts close to home, assuming it’s faster and cheaper. But for many hospitals, the local talent simply doesn’t exist. Even when it does, competition is fierce, and the pipeline is small.

Expanding your search beyond your immediate market gives you access to the qualified professionals your community needs. It also signals that your organization is ready to support employees wherever they come from—which is key in today’s candidate-driven market.

Where Relocation Falls Short

Here’s the challenge: relocation in healthcare is often an afterthought. Too many systems still rely on outdated models like reimbursements or lump sums.

Reimbursement programs create unnecessary stress, forcing candidates to pay out of pocket, wait for reimbursements, and manage piles of receipts. Lump sums sound easier, but can quickly spiral. Candidates spend the money however they choose, finance teams can’t predict costs, and HR loses visibility into how the funds are used.

The result? A poor candidate experience and higher turnover risk, both of which cost far more in the long run.

Smarter Relocation Starts with Structure

Modern relocation strategies give both the employer and the candidate what they need most: structure and flexibility.

With a managed budget approach, candidates receive a defined relocation allowance to use across pre-approved, high-quality services. Moves are planned, costs are tracked, and the entire process is managed through one platform. That means no receipts, no waiting for reimbursement, and no confusion.

Employers gain real-time insight into spending, while candidates enjoy a smooth, supported experience. Everyone wins.

Three Ways to Improve the Candidate Journey

Leading healthcare systems are reimagining how they attract and relocate top talent. Here’s what they’re doing differently:

1. Showcase the Community

Candidates aren’t just evaluating a job—they’re evaluating a life. Use digital tools to help them explore neighborhoods, schools, and lifestyle options early in the process. Share local stories, employee testimonials, and curated resources that highlight what makes your community great.

2. Make Onsite Visits Effortless

First impressions matter. Arrange travel and lodging upfront, connect candidates with local real estate experts, and include community tours. Remove friction and you’ll leave a lasting impression.

3. Create a Seamless Relocation Experience

When candidates accept your offer, make the transition as easy as possible. A structured relocation program helps them focus on their move, not the logistics. That positive experience sets the tone for long-term retention. 

Proof It Works

Hospitals across the country are already seeing results. A large Northeast health system shortened time-to-start and reduced costs by introducing early, personalized relocation support. A North Carolina system saw measurable savings and happier hires after implementing a managed budget program.

The takeaway: when you remove stress from the relocation process, candidates make decisions faster, start sooner, and stay longer.