You can run a brilliant recruitment campaign, get offer letters out the door fast, and fill your pipeline with high-quality candidates – but if those hires don’t show up on Day One, or worse, drop off before they ever start, you’re stuck in the same costly cycle.
In 2025, healthcare recruiting teams aren’t just being measured on how many offers they make, they’re being measured on how many people actually start, and how long it takes to fill critical roles.
No-starts and extended vacancies are bleeding time, money, and morale. That’s why reducing both has become a top priority for healthcare recruitment leaders this year.
The No-Start Problem Is Bigger Than It Looks
When a new hire doesn’t show up, it sets off a chain reaction. You lose the time and money spent sourcing and interviewing. You lose momentum and your team has to start over, often with less trust and tighter timelines.
No-starts have always been a pain point, but in today’s ultra-competitive healthcare market, they’re more common and more damaging.
What’s driving no-starts in 2025?
- Candidates juggling multiple offers, especially in high-demand specialties
- Delays or confusion during onboarding
- Lack of relocation support for out-of-market hires
- Poor handoff from recruitment to operations
- Anxiety or second-guessing that isn’t addressed in the pre-boarding window
Recruiters are being asked to not only fill the funnel but also seal the deal— and to do it fast.
Vacancy Rates Are Draining the System
High vacancy rates don’t just slow down care delivery. They drive up costs (think overtime and traveler premiums), erode team morale, and hurt patient satisfaction scores.
For healthcare recruiters, vacancy rates are a visible measure of recruiting effectiveness. The longer positions stay open, the more pressure builds up.
Contributors to prolonged vacancies:
- Regional mismatches between job openings and candidate supply
- Lack of relocation support deterring out-of-state talent
- Inefficiencies in credentialing or onboarding workflows
- Unclear employer value proposition (EVP), especially in competitive markets
Reducing vacancy rates in 2025 requires a proactive, candidate-centered strategy that keeps hires moving swiftly through the funnel and into roles where they’re needed most.
How Leading TA Teams Are Turning the Tide
This year, smart systems are stepping beyond traditional recruitment tactics. They’re asking: "How do we create a frictionless path from offer to first day? " That means looking closely at every touchpoint— from acceptance to arrival.
Winning strategies we’re seeing across the industry:
- Relocation isn’t an afterthought. Systems that provide relocation support are seeing stronger candidate commitment.
- Pre-boarding is intentional. High-touch communication between offer and start date helps keep candidates engaged and reassured.
- Employer Value Props are crystal clear. Organizations are investing in employer branding tools to make their value stand out before a candidate ever hits “apply.”
- Automation helps, not hurts. Streamlined, tech-enabled workflows cut down on back-and-forth and reduce the risk of candidate dropout.
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Where UrbanBound Fits In
Relocation can be one of the most stressful parts of the recruitment process for out-of-market hires. When it’s not handled well, it can lead to delays, second thoughts, or even no-shows. UrbanBound helps take some of that uncertainty off the table by giving new hires practical support, from finding housing to coordinating all of the move logistics, so healthcare organizations can remove a big barrier between offer acceptance and Day One.
For TA teams managing recruitment across multiple locations and role types, it’s a way to create consistency without adding more work and with access to data on relocation timelines and trends, teams can spot issues early and keep things moving. It’s not about bells and whistles, it’s about making sure your hires get where they need to go, with fewer surprises along the way.
Ready to stop losing hires before they even begin? Let’s talk.
