The Cost of Inaction: 5 Ways Relocation Challenges Contribute to Healthcare Talent Shortages

If your hospital is like most, a chronic talent shortage is one of your greatest challenges. That’s hardly news, but this might be: if your relocation program is anything less than awesome, it’s actually making things worse.

In fiercely competitive job markets like healthcare—where candidates hold all the cards —the smallest disadvantage can cost you. Common relocation delays and inefficiencies are more than annoying: they actively undermine your recruitment and retention efforts.

Learn the top five ways that lackluster relocation programs cost healthcare employers—and how to avoid these pitfalls.

1. Too Much Time for Second Thoughts

The longer (and more complicated) the relocation process, the more likely new hires will back out prematurely.  

Imagine you’re a young, enthusiastic physician accepting that first long-distance role—only to be met with confusion, poor communication, and delayed relocation assistance.

With each hurdle, their excitement morphs into increasing anxiety and frustration. Most final-year residents receive 100 or more job solicitations, which start looking better and better. And should they bail mid-process, that leaves you back at square one.

How can you speed and streamline your relocation process? Start by using a tech-based relocation solution like UrbanBound. It simplifies admin, speeds vendor arrangements and payments, and supports employees 24/7. It keeps the process moving, so employees move quickly, too.

2. Bad Starts Lead to Short Tenures

When relocation programs take a hands-off approach—no help choosing vendors or learning the ropes—it sets a negative tone that’s hard to shake off.

After all, relocation is a huge life event. If a hospital doesn’t help new hires navigate the journey (say, offering a lump-sum, but zero support), it sends the message that leadership doesn’t care.

It’s hard to build bonds with indifferent employers, but it’s easy to leave when something better comes along.

The answer: make sure your relocation benefits show that you care. That your provider is passionate about support, carefully vetting vendors and using reassuring relocation experts to sherpa recruits through their move.  

3. Family Struggles = Flight Risks

They say you’re only as happy as your unhappiest child. That goes for spouses and partners, too. Even if the job is a great fit, problems at home can cut an employee’s tenure short.

Take the child who’s struggling to fit in at their new school. Or the partner who feels like a fish out of water in their new neighborhood.

After a long-distance move, employee retention is a family affair. That’s why it’s so important to shower relocating employees with family-inclusive intel up front. School systems. Neighborhoods. Housing. The works!

At UrbanBound, we devote an in-depth section of our platform to introducing employees and families to their new location. Because when they have the data they need, they’re empowered to make happy choices.

4. The Domino Effect of Overworked Teams

Talent shortages are vicious cycles. The longer a position stays vacant due to relocation delays, the longer the existing staff must pick up the slack. For already overworked healthcare professionals, this added burden often leads to burnout—triggering even higher turnover.

In one recent study of nearly 8,000 RNs, more than 20% said they left their job due to insufficient staffing. Another 26% cited burnout, which is often staffing related.

How do you know your relocations are proceeding swiftly? By tracking program metrics like “Time to Relocate”—i.e., how long relocations actually take.

Best of all, a proactive relocation provider will track analytics for you. At UrbanBound, our technology collects and crunches this data for clients. So, you can stay on top of a range of key performance metrics, like “Time to Relocate” and more.