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Why Rural Hospitals Are Struggling to Recruit Physicians — And How to Solve It in 2025

Posted on June 5, 2025 by admin admin

Rural hospitals are the backbone of healthcare in many parts of the U.S. — yet in 2025, staffing challenges continue to deepen. Physician recruitment in rural areas is reaching a crisis point. If your hospital or clinic is struggling to hire physicians or advanced practice providers (APPs), you’re not alone — but there are proven strategies that can help.

The State of Rural Healthcare Staffing in 2025

Rural healthcare shortages are well documented. Since 2010, more than 136 rural hospitals have closed across the U.S. Many others are operating under severe financial stress.
Source: UNC Rural Hospital Closures

In a recent national survey, 69% of rural hospital CEOs identified physician recruitment as their top challenge. Burnout, retirements, and fewer young physicians choosing rural practice are driving this widening gap.
Source: Navigant Rural Hospital CEO Survey

Where Physician Shortages Are Hitting Hardest

Physician shortages are impacting rural areas nationwide, but certain regions face especially critical gaps:

• Southeast: States like Alabama, Mississippi, and Georgia are struggling to recruit primary care physicians and specialists for rural counties. Many counties in these states are designated Health Professional Shortage Areas (HPSAs) for primary care.
• Midwest: Iowa, Kansas, and Missouri report increasing shortages in family medicine and internal medicine, especially as older physicians retire.
• Upper Midwest / Plains: North Dakota, South Dakota, Nebraska, and Montana face severe gaps in OB/GYN, general surgery, and emergency medicine coverage.
• Southwest: New Mexico and West Texas rural hospitals are competing for a small pool of bilingual and culturally competent providers to serve rural and Native American populations.
• Appalachia: Regions of Kentucky, West Virginia, and Tennessee face unique barriers in recruiting due to geographic isolation and persistent poverty.

In many of these areas, the gap extends beyond physicians to include nurse practitioners (NPs) and physician assistants (PAs) — key parts of the modern rural care model.

New Opportunities and Incentives

Fortunately, new programs are emerging to help address these shortages.

The Bipartisan Primary Care and Health Workforce Act, passed by the U.S. Senate in 2024, provides:

• Expanded loan forgiveness for rural-serving providers
• New training programs focused on rural practice
• Increased funding for rural residency programs

Additionally, many states are offering incentives such as:

• Tax credits for rural healthcare workers
• Loan repayment programs
• Support for telehealth infrastructure to supplement on-site care

Solutions for Rural Hiring in 2025

What can rural hospitals do today to stay competitive in this challenging hiring environment?

1. Leverage Guaranteed Placement Programs
   Working with a staffing partner that offers guaranteed placements and 90-day replacement policies reduces risk and ensures continuity of care.
2. Expand the Provider Model
   Many successful rural facilities use team-based models that combine physicians with nurse practitioners (NPs) and physician assistants (PAs) to extend care capacity.
3. Use Flexible Contracts
   Offering permanent, locum-to-permanent, or flexible arrangements can attract providers who are open to rural practice but value flexibility.
4. Partner with a Dedicated Rural Staffing Agency
   Momentum Healthcare Staffing specializes in helping rural hospitals and clinics recruit:

• Physicians (Primary Care + Specialty)
• Nurse Practitioners (NPs)
• Physician Assistants (PAs)
• Flexible contract options
• Guaranteed placements with a 90-day replacement policy
• Discounted rates on first 10 assignments

Final Thoughts

Rural healthcare leaders are facing historic staffing challenges — but there are solutions. Whether your facility is in the Southeast, Midwest, Plains, Southwest, or Appalachia, Momentum Healthcare Staffing can help you recruit qualified, committed providers to serve your community.

Let’s build your rural care team today.
Contact us: https://momentumhcs.com/contact/

 

2025 Guide: Building a Sustainable Rural Healthcare Workforce with Advanced Practice Providers

Posted on June 4, 2025June 4, 2025 by admin admin

Rural healthcare facilities across the U.S. are facing an urgent challenge in 2025: building a sustainable workforce of qualified clinicians. With physician shortages worsening, many rural hospitals and clinics are now turning to advanced practice providers (APPs) — including nurse practitioners (NPs) and physician assistants (PAs) — as a core part of their long-term staffing strategy.

In this guide, we’ll explore why APPs are increasingly vital to rural healthcare, key trends driving this shift, and proven solutions your facility can implement to attract and retain top talent.

 

The Growing Role of APPs in Rural Healthcare

Nationwide, NPs and PAs are stepping in to fill critical care gaps left by the shortage of primary care physicians. In fact, in some states, nurse practitioners now outnumber primary care physicians — and are helping millions of Americans access care that would otherwise be unavailable.

This trend is especially pronounced in rural communities, where geographic isolation and a lack of local training programs make it difficult to recruit physicians. APPs, supported by expanded scope of practice laws in many states, are helping rural hospitals maintain vital services such as primary care, urgent care, and chronic disease management.

 

Hybrid Models: Telehealth + APPs Expanding Rural Access

Telehealth is playing a critical role in enhancing the reach and effectiveness of rural APP teams. Many hospitals are adopting hybrid models, where on-site NPs/PAs deliver direct care while telehealth services provide specialist consultations and backup from off-site physicians.


This approach not only improves access but also supports retention by helping APPs manage complex cases with remote physician collaboration. For patients in isolated communities, it means more timely care, fewer unnecessary transfers, and greater continuity of treatment.

 

The Rural Physician Shortage: Why APPs Are Essential

The rural physician shortage is expected to worsen in coming years. Many rural areas already experience severe deficits: nearly 30% of rural U.S. counties lack a single obstetrician, and over 60 million Americans live in federally designated Health Professional Shortage Areas (HPSAs).


Burnout, retirements, and fewer young physicians choosing rural practice all contribute to this shortage. Without a robust pipeline of APPs, many rural hospitals would be forced to cut services or close entirely.

 

Federal Support: The Bipartisan Primary Care and Health Workforce Act

Recognizing this crisis, Congress is moving forward with bipartisan legislation aimed at strengthening the rural healthcare workforce. The Bipartisan Primary Care and Health Workforce Act, advancing in the Senate, would invest $26 billion to expand training, support community health centers, and fund primary care positions in underserved areas.


For rural hospitals and clinics, this type of federal investment — combined with smart local recruiting strategies — can help ensure the long-term sustainability of their APP teams.

 

How to Build a Sustainable Rural APP Workforce in 2025

If your facility is ready to strengthen its workforce with NPs and PAs, here are proven steps to take:

 

1. Partner with a Specialized Staffing Agency

Working with a firm experienced in rural APP recruitment can save time and ensure a better fit. Momentum Healthcare Staffing specializes in placing:
– Nurse Practitioners (NPs)
– Physician Assistants (PAs)
– Complementary physicians to support hybrid care models

Our services include guaranteed placements with a 90-day replacement policy, and discounted rates for initial hires — helping rural facilities build strong teams with minimal risk.

 

 2. Offer Flexible Contracts

Today’s APPs value flexibility. Offering permanent or locum-to-perm contracts can attract candidates who are open to rural practice but want options for career growth.

 

3. Support Community Integration

Retention is just as important as recruitment. Successful rural hospitals invest in helping APPs feel connected to the community:
– Relocation support
– Professional development opportunities
– Mentorship programs
– Involvement in local events and leadership roles

 

 4. Stay Informed on State Policy Changes

State laws governing scope of practice for NPs and PAs continue to evolve. Facilities that stay ahead of these changes can leverage new opportunities to expand services and improve care delivery.

 

Final Thoughts

In 2025 and beyond, advanced practice providers will be the cornerstone of sustainable rural healthcare. By adopting a thoughtful, proactive recruiting strategy — and leveraging the right partnerships — rural hospitals and clinics can build APP teams that deliver high-quality, patient-centered care.

Momentum Healthcare Staffing is ready to help. We specialize in rural-friendly placements of NPs, PAs, and physicians — with guaranteed results and a deep understanding of the rural hiring landscape.

Let’s build your rural care team today: contact us.

 

How to Attract Nurse Practitioners to Rural Communities in 2025

Posted on May 9, 2025 by admin admin

Nurse practitioners (NPs) are helping to close care gaps across the country, particularly in rural areas where physician shortages are most severe. As of 2025, there are more than 385,000 licensed NPs in the U.S., according to the American Association of Nurse Practitioners (AANP). Attracting these providers to underserved areas means offering the right mix of autonomy, support, and incentives.

Where NPs Thrive in Rural Practice Settings

1. Primary Care & Family Medicine
NPs are often the sole providers in rural family medicine clinics. Offering full practice authority and strong support teams helps attract NPs who want to make a broad impact in the community.

2. Urgent Care and Walk-In Clinics
Nurse practitioners trained in emergency or acute care excel in fast-paced walk-in settings. Rural clinics that operate extended hours or weekends can benefit from hiring NPs who value flexibility and independence.

3. Women’s Health and OB-GYN
Nearly half of U.S. counties lack access to an OB-GYN, according to the American College of Obstetricians and Gynecologists. Women’s health NPs help fill this care gap by offering prenatal care, family planning, and gynecologic services.

4. Behavioral & Mental Health
Psychiatric-mental health nurse practitioners (PMHNPs) are in high demand in rural areas with limited mental health infrastructure. Clinics that support hybrid or telepsychiatry roles are especially attractive to these providers.

5. Geriatric & Home-Based Care
With rural populations aging rapidly, NPs trained in geriatrics or chronic disease management are critical to keeping patients out of hospitals and managing care at home.

What’s New in 2025: Incentives Are Expanding

In 2025, the Nurse Corps Loan Repayment Program is offering expanded loan forgiveness for NPs working in federally designated health professional shortage areas (HPSAs). Several states—including Kansas, Missouri, and West Virginia—have also introduced rural incentives like relocation bonuses, housing stipends, and fast-tracked licensing to attract NPs to small towns and frontier counties.

Top Tips to Recruit and Retain NPs in Rural Areas

Offer Relocation Support & Temporary Housing
Assisting with short-term accommodations, travel stipends, or on-site housing makes rural roles more appealing—especially for early-career providers.

Promote Autonomy in Practice
NPs want to work to the full extent of their training. Highlight full-practice authority and opportunities for leadership or program development.

Create Strong Onboarding and Mentorship Programs
Moving to a rural town can be isolating. Invest in community-building, peer mentorship, and onboarding to improve retention.

Provide Flexible Work Arrangements
Many NPs are seeking better work-life balance. Offering hybrid, part-time, or schedule-customized roles can help your facility stand out.

Let Momentum Help You Hire Your Next NP

At Momentum Healthcare Staffing, we specialize in helping rural hospitals and clinics connect with nurse practitioners ready to make a difference. Whether you need temporary or permanent placements, we have a nationwide network of skilled NPs open to rural work.

Conclusion

Nurse practitioners are reshaping how healthcare is delivered in rural America. By offering supportive, flexible, and mission-driven roles, your facility can stand out and bring in the talent needed to serve your community in 2025 and beyond.

Need help recruiting an NP? Contact us today or browse open roles.

 

 

Physician Shortages in the Rural Midwest: Why Kansas, Nebraska, and Oklahoma Hospitals Are Struggling to Fill Critical Roles

Posted on April 30, 2025 by admin admin

Rural hospitals across the Midwest—particularly in Kansas, Nebraska, and Oklahoma—are facing an escalating crisis: not enough doctors to meet their communities’ needs. From ER physicians to family medicine providers, the shortage is putting significant strain on healthcare systems that already operate with limited resources.

At Momentum Healthcare Staffing, we work with rural hospitals every day to bridge this growing gap, ensuring critical care continues where it’s needed most. Here’s what’s driving the shortage—and how facilities can respond.

A Worsening Trend in Physician Availability

Physician shortages are not a new issue, but they are intensifying in rural America. According to the Association of American Medical Colleges (AAMC), the U.S. could face a shortfall of up to 86,000 physicians by 2036. For rural areas, this national shortage hits harder and faster.

In states like Kansas, Nebraska, and Oklahoma, many counties have only one hospital—or none at all. Recruiting physicians to live and work in these areas has become increasingly difficult due to factors such as:

• Lack of access to urban amenities
• Fewer opportunities for physician spouses
• Isolation and long commutes
• Increased workload and call demands

The result? Many hospitals are seeing longer patient wait times, overworked staff, and in some cases, closures of key departments.

How Rural Hospitals Are Being Impacted

Hospitals in the Midwest depend heavily on family medicine physicians, emergency physicians, hospitalists, and primary care providers. When these roles go unfilled:

• Patients delay or skip care due to lack of access
• Staff burnout leads to higher turnover
• ERs must divert patients to distant facilities
• Revenue declines, jeopardizing hospital sustainability

This is especially critical in underserved counties where the hospital may be the only healthcare provider within 50 miles.

Momentum’s Approach to Filling Rural Gaps

At Momentum Healthcare Staffing, we understand the unique challenges facing rural hospitals—and we’ve developed proven strategies to help.

We offer:

✅ Flexible recruiting solutions tailored for rural needs
✅ Heavily discounted rates for the first 10 placements
✅ A 90-day replacement guarantee for every provider
✅ Nationwide reach—with a focus on permanent placements where they matter most

Our team has deep experience working with hospitals across Kansas, Nebraska, and Oklahoma, providing physicians who are not only qualified but committed to serving in rural communities long-term.

Whether you’re trying to fill a family medicine position in rural Kansas or need a general surgeon in central Nebraska, we can help you find the right provider faster.

 

Why Physicians Are Saying “Yes” to Rural Roles (When Approached the Right Way)

While many providers hesitate to work in remote areas, that doesn’t mean they won’t consider it. At Momentum, we specialize in finding the right match between physician lifestyle preferences and rural opportunities.

We highlight:

• Competitive salaries and loan repayment programs
• The chance to make a visible impact
• Lower cost of living
• Supportive hospital environments

When these factors are framed properly, many physicians are willing to relocate or return to rural hometowns.

Partner With Momentum to Secure Your Staffing Future

The physician shortage in the rural Midwest isn’t going away—but your staffing crisis doesn’t have to continue. Partnering with Momentum Healthcare Staffing gives your facility access to dedicated recruiters, personalized outreach, and a vast network of healthcare providers ready to serve where they’re needed most.

If your hospital in Kansas, Nebraska, or Oklahoma is struggling to fill critical roles, contact us today to learn more about our flexible, affordable staffing solutions.

 

Cities Most Affected by Rural Physician Shortages

Momentum Healthcare Staffing frequently works with hospitals and clinics in underserved communities such as Goodland, KS; Valentine, NE; and Idabel, OK. Other rural areas in need of physicians include:

• Kansas: Hays, Dodge City, Parsons, Liberal, Colby
• Nebraska: McCook, Chadron, Alliance, Ord, Sidney
• Oklahoma: Guymon, Altus, Woodward, Ada, Duncan

If your hospital serves one of these areas—or similar rural communities—reach out to us today. We’re here to help.

 

Need Help Now?
Explore our Healthcare Staffing Services or request a consultation with our team.

 

 

Rural Healthcare in Crisis: Why States Like Kansas, Texas, and New Mexico Are Facing Alarming Physician Shortages

Posted on April 20, 2025April 30, 2025 by admin admin

Across the United States, rural hospitals are facing a shared—and growing—challenge: not enough physicians, specialists, and advanced practice providers (APPs) to care for the communities that need them most. This shortage is especially acute in rural parts of Kansas, Nebraska, Oklahoma, Texas, Mississippi, and New Mexico, where many counties have only one healthcare facility—or none at all.

At Momentum Healthcare Staffing, we specialize in recruiting high-quality providers who are ready to serve in underserved areas. Here’s a breakdown of what’s causing the provider shortage—and how we’re helping hospitals overcome it.

The Widening Rural Provider Gap

Nationwide, the U.S. is facing a projected shortage of up to 86,000 physicians by 2036, according to the AAMC. But that shortage doesn’t affect all communities equally.

Rural states like these are particularly hard-hit:

• Kansas, Nebraska, Oklahoma – Struggling to recruit hospitalists, ER doctors, and family physicians in sparsely populated counties
• Texas – Facing an alarming shortfall in both primary care doctors and psychiatrists across rural counties
• Mississippi – Has one of the lowest physician-to-patient ratios in the country
• New Mexico – Despite giving NPs full authority since 1993, provider shortages remain critical in rural regions

Shortages by the Numbers

Here’s what the data shows about specific needs across these six states:

Texas

• Primary Care Shortage: 3,375 FTEs projected shortage by 2030
• Psychiatrists: Shortage expected to grow to over 1,200 by 2030
• 435 Health Professional Shortage Areas (HPSAs) across the state

Source: Texas DSHS

Mississippi

• Among top three states with highest physician shortage ratios
• Over 50% of residents live in a primary care HPSA

Source: Floridians for Dental Access

New Mexico

• Physician shortage to worsen from 57 to 101 per 100,000 residents by 2030
• Rural residents face long delays despite NPs having full practice authority

Source: Rio Grande Foundation

Why It’s So Hard to Hire in These Areas

Rural hospitals face a tough reality: attracting providers to live and work in remote areas is difficult due to:

• Limited amenities and schooling options
• Isolation and poor access to specialty training
• Lower Medicare/Medicaid reimbursements
• Fewer local medical residency programs
• Lifestyle concerns for provider spouses

Momentum’s Proven Rural Placement Strategy

At Momentum Healthcare Staffing, we’ve built a system designed specifically for rural and underserved hospitals.

✅ Affordable rates (with deep discounts on your first 10 placements)
✅ 90-day replacement guarantee
✅ Personalized recruiting across all specialties
✅ Permanent and temp-to-perm options for physicians, NPs, and PAs

We take the time to find candidates who want to stay—not just fill a shift.

Areas Most in Need of Physicians

Here’s a sample of cities and towns currently facing critical provider shortages:

Kansas: Colby, Liberal, Hays, Dodge City, Parsons
Nebraska: Valentine, McCook, Broken Bow, Chadron, Alliance
Oklahoma: Guymon, Altus, Woodward, Ada, Duncan
Texas: Uvalde, Dumas, Jasper, Raymondville, Alpine
Mississippi: Clarksdale, Kosciusko, McComb, Forest, Brookhaven
New Mexico: Gallup, Silver City, Deming, Artesia, Truth or Consequences

You Don’t Have to Face This Alone

If your hospital is located in any of these rural communities—or serves a similar population—you don’t have to handle recruiting alone. Momentum Healthcare Staffing is ready to match you with the physicians and advanced practice providers you need to keep your facility strong and your community healthy.

📞 Call us at (877) 558-3782 or contact us here to discuss how we can support your staffing goals.

 

 

Bridging the Gap: How Momentum Healthcare Staffing Supports Rural and Specialty Healthcare Providers

Posted on April 4, 2025 by admin admin

In today’s healthcare landscape, staffing challenges are a growing concern, particularly for hospitals, Veterans Affairs (VA) facilities, and clinics in rural communities. At Momentum Healthcare Staffing, we specialize in addressing these critical gaps — not just by filling positions, but by building lasting connections between skilled providers and the communities that need them most.

Meeting the Needs of Underserved Areas

Rural and remote healthcare facilities often face higher turnover rates and longer hiring timelines than their urban counterparts. Specialty physicians such as cardiologists, psychiatrists, orthopedists, and OB-GYNs are in especially short supply in these areas. Momentum Healthcare Staffing is uniquely positioned to help.

We understand the complexities of rural healthcare — from limited access to specialists, to the increased strain on general practitioners. Our team works closely with hospitals, critical access facilities, Indian Health Services (IHS), community clinics, and VA medical centers to place physicians, nurse practitioners, and physician assistants who are not only qualified but also committed to making a difference.

A Tailored, Human-Centered Approach

What sets Momentum apart is our focus on creating long-term success for both providers and employers. We take time to understand the culture and specific needs of each facility, especially in rural settings where fit is everything. Our in-depth screening process and responsive support ensure that candidates are not only clinically excellent, but adaptable and community-oriented.

Whether it’s a full-time cardiologist for a regional hospital or a locum tenens psychiatrist for a rural mental health clinic, our placements are thoughtful and strategic. We believe great healthcare starts with great relationships — and we’re here to help build them.

Supporting All Specialties, With a Focus on Hard-to-Fill Roles

Specialty roles are often the hardest to staff, especially outside of major metro areas. Momentum Healthcare Staffing has built a national network of board-certified specialists ready to serve in high-demand fields such as:

• Cardiology
• Neurology
• Psychiatry
• Emergency Medicine
• Orthopedics
• Pediatrics
• Anesthesiology

Our recruiting team leverages both technology and personal outreach to match the right professionals with facilities that align with their values and career goals.

Why Healthcare Providers Choose Momentum

Healthcare employers work with Momentum because we provide:

• Speed without compromise – Quick turnaround times on placements without sacrificing candidate quality
• Credentialing support – We streamline onboarding and credentialing so providers are ready to work sooner
• Nationwide reach, local focus – A broad candidate pool combined with attention to regional regulations and community needs
• Custom staffing solutions – We offer permanent, temporary, and locum tenens staffing options

For providers, we offer flexibility, transparency, and opportunities that align with their personal and professional aspirations — including the chance to make an impact in rural communities where they’re needed most.

Let’s Build What’s Next in Healthcare — Together

The demand for healthcare professionals isn’t slowing down, and neither are we. At Momentum Healthcare Staffing, we’re not just filling jobs — we’re filling critical care gaps, one provider at a time.

If you’re a hospital administrator, clinic manager, or medical director struggling to recruit the right talent — especially in specialty care — connect with us today. And if you’re a physician or advanced practice provider looking for your next opportunity, we’re here to guide you every step of the way.

Explore more at momentumhcs.com and discover how we can bring momentum to your mission.

 

 

Why February Is the Perfect Time for Family Physicians and APPs to Explore New Career Opportunities

Posted on February 1, 2025February 12, 2025 by admin admin

It’s that time of year again; resolutions, new ideas, and fresh starts. It also happens to be a very good time of year for medical professionals to find some fresh opportunities. After annual budgets, hospitals and other healthcare organizations are on the lookout for family physicians and advanced practice providers to add to their staff.

The Growing Demand for Medical Professionals Post-Pandemic

It isn’t news anymore that physicians and medical staff are greatly needed, especially since the COVID-19 outbreak. Over 100,000 nurses left their jobs in 2020 due to burnout and stress from the pandemic, with another 610,388 “intending” to leave. With a tremendous lack in the medical workforce, it’s urgent our hospitals, rehabilitation centers, family practices, and a multitude of medical centers become staffed again. The silver lining is this leaves ample opportunity for those entering the medical field, and those looking for a change. For family physicians and advanced practice providers, especially, job projections are estimated to increase 1.9 million in the next several years.

 

The Expanding Role of Advanced Practice Providers (APPs)

The role of an advanced practice provider is wide. Not only can they perform exams, order tests, and prescribe medication, their titles can include physician assistant, nurse practitioner, certified nurse midwife, or certified registered nurse anesthetist. This is all to say the need for their expertise and services are not in shortage. In fact, hospitals and other healthcare organizations looked to APPs specifically because of their versatility and adaptability to help during the overwhelming time of COVID. In job searches this year and moving forward, small practices and big organizations are looking to hire APPs to “fill in any gaps in medical care service.”

Career Opportunities for Family Physicians Across Various Settings

A family physician is usually the first in line when something feels wrong, and they don’t only check for the common cold. Family physicians can detect high blood pressure, STDs, developmental disorders, and mental health issues like depression. They can also check for signs of domestic abuse, and this is just the tip of the iceberg. For family physicians, the skies look just as bright. The projected growth is over 55,000 jobs to open up for family physicians in the next ten years. If it’s just a small family practice you’re picturing for a family physician, think again. This field of expertise is the backbone of medicine, and also very versatile. A family physician can work in a variety of settings that include clinics, private (or group) practices, long-term care facilities like nursing homes, and hospitals for both inpatient and outpatient services. For example, a family physician may be hired by a hospital as a hospitalist to provide care to patients staying in the hospital.

 

Why Now Is the Right Time to Make a Career Move

There is so much opportunity for both family physicians and APPs this year and moving forward. Patients, young and old, are in need of the multifaceted expertise of both professionals and it’s never been a perfect time to pick and choose where you’d like to work. So if it’s a switch of atmosphere or co-workers, now might be the best time to land a new job with fresh challenges and rewards.

 

Explore Exciting APP Career Opportunities with Us

If you’re an Advanced Practice Provider (APP) or family physician looking for your next opportunity, now is the perfect time to make a move. We have a wide range of job openings across the USA, including locum, permanent, full-time, and part-time positions in various healthcare settings. Whether you’re seeking a fresh start or exploring new career challenges, we can help you find the perfect fit. Contact Momentum today to learn more about our available opportunities and take the next step in your career!

Navigating the Growing Demand: Top Career Opportunities for Urologists in 2025

Posted on January 31, 2025February 12, 2025 by admin admin

The Growing Shortage of Urologists in 2025

Urologists play a crucial role in maintaining urinary tract health, but the landscape is shifting. Until recently, the number of practicing urologists met demand, but that is no longer the case.

Starting in 2025, the supply of urologists is projected to decline while patient demand continues to rise. A key factor is the government’s policy reducing future residency programs by 10% for each medical school, leading to fewer qualified urologists and surgeons. Combined with an aging population and many urologists moving into non-clinical roles like education, administration, and research, the number of available clinical urologists is expected to remain below demand through 2030.

The American Urological Association (AUA) foresaw this trend in 2015, highlighting the need for Advanced Practice Providers (APPs) in its white paper. By 2018, specialty shortages became more evident. In 2020, the AUA projected a shortage of 65,000 physicians across primary care and specialty fields by 2025. Alarmingly, nearly 30% of today’s urology workforce is over the age of 65. Immediate action is necessary to ensure patients continue receiving the care they need.

 

Expanding Roles for Advanced Practice Providers (APPs) in Urology

Advanced Practice Providers (APPs)—including nurse practitioners and physician assistants—are stepping in to help bridge the gap caused by the urology shortage. Working under the guidance of board-certified urologists, APPs perform essential procedures and provide critical patient support.

Depending on the facility’s needs, the APP’s expertise, and state laws, these professionals can legally manage patients with genitourinary diseases. While many APPs work in general urology, specialized fields like erectile dysfunction, oncology, and endourology/stone disease also benefit from their skills. This collaborative approach is proving to be a valuable solution for sustaining urological care in the years ahead.

Emerging Urology Career Opportunities with AI Integration

Technology is transforming urology, creating exciting career opportunities that merge traditional treatments with cutting-edge AI solutions. For instance, bladder cancer—ranked as the seventh most common cancer among men worldwide—is being tackled with advanced imaging techniques. Combining Computed Tomography Urography (CTU) and Magnetic Resonance Imaging Urography (MRU) improves tumor detection and enhances diagnostic accuracy.

As AI diagnostic tools continue to evolve, the future looks promising for those entering the urology field. These innovations are opening new paths for healthcare professionals eager to work at the forefront of medical technology.

High Earning Potential and Growing Diversity in Urology Careers

A career in urology offers significant financial rewards, with annual salaries ranging from $327,923 to $563,997. Private practice urologists often earn even more. Historically male-dominated, the field is gradually becoming more diverse as more women enter the profession, enriching the industry with fresh perspectives.

Addressing Rural Healthcare Gaps: Urology Careers in Underserved Areas

Access to urology care is a major issue in rural areas. Currently, 62% of rural counties lack a single practicing urologist. Those who do serve these communities are often over 65, have limited fellowship opportunities, and may delay retirement due to a lack of replacements.

This disparity creates a significant demand for urologists willing to practice in underserved regions. For job seekers, this gap presents opportunities to make a meaningful impact while advancing their careers.

The Role of Telehealth in Expanding Urology Services

Telehealth is emerging as a powerful tool to expand urology care, especially in rural areas. After an initial physical examination, telehealth can be used for patient follow-ups, mentoring, pre- and post-surgical consultations, and ongoing patient engagement.

This approach helps urologists stay connected with patients who might otherwise have limited access to care, bridging gaps and improving outcomes.

Don’t wait—schedule an appointment with your urologist today to secure the care you need for the future!

We Connect Urologists with Their Dream Careers

Are you a urologist ready to take the next step in your career? We specialize in pairing talented urology professionals with top healthcare facilities nationwide. Whether you’re seeking opportunities in private practice, hospitals, or emerging telehealth roles, we can help you find the perfect fit. Let us help you turn your career goals into reality!

 

 

Landing Your First Nurse Practitioner Job: Essential Tips for New Grads in 2025

Posted on January 17, 2025February 7, 2025 by admin admin

Congratulations, you’re a nurse practitioner! You’ve made it through medical school, you’ve passed the NP Board certification, and you’ve got some clinical experience under your belt. You are a qualified and capable medical professional ready to heal others. Here’s more great news: the job outlook for nurse practitioners in 2025 is, literally, number one, with a 46% expected increase in work by 2033. All you’ve got to do is begin your search. Although it isn’t a cake walk to find your first job out of school, it’s a worthwhile endeavor, and of course, your main goal. Here’s a few things to keep in mind during your search.

Leverage Your Clinical Connections for Job Search Success

You know that saying: “It’s not what you know. It’s who you know?” This applies perfectly to finding your first job as a nurse practitioner. During your clinical experience, who did you get to meet? Did anyone help you or mentor you? Look at your connections during that time and try to network a little. Knowing someone who knows someone, or knows of a job opportunity can help move you along your search. It can even land you your first job. If you’re drawing a blank, try going to a conference and meeting others there, and make real connections with people. It may seem uncomfortable at first to advertise yourself, but this is your field, your interest, and your passion; make other medical professionals know that.

Craft a Standout Resume and Cover Letter to Impress Employers

In addition to your real-life personal connections, help make your paper-life shine as well. Making your cover letter and resume bright and glittery will help you stand out from the crowd and get you noticed. Nobody likes writing cover letters, but this is where you can do a deep dive on your resume. Explain why you worked at certain places and loved it. Tell your future employer how wonderful it is to work with infants, or the elderly, or collaborating with your colleagues. Have someone else take a look at your cover letter before sending it out and be critical about it. This is the first introduction the employer has to you; make it a good one.

 

Maximize Online Platforms Like LinkedIn to Boost Your Visibility

Getting yourself noticed in 2025 can be a difficult task, but not an impossible one. The internet is flooded with, well, everyone and everything. There is a way to make the internet work for you, however. If professional connection sites like LinkedIn feel archaic to you, think again. Not only can you find listings, but you can make your profile shine just like your cover letter. Let employers know you’re out there and looking for work. Go ahead and use search engines to find job listings, but also go directly to the places you know you want to work at. Want to be a part of a specific hospital? Visit their website directly for job openings. Be active in your search.

 

Embrace the Excitement of Starting Your NP Career

Finding your first job as a nurse practitioner can be a little tedious, but it can also be exciting. You’ve already made important decisions about what kind of work you’d like to do, and you’re about to embark on a career you’ve trained and studied so hard for. As a dedicated healthcare staffing firm, we’re here to help new NP graduates like you find the perfect job match that aligns with your skills, passions, and career goals. This is your time, and we’re ready to support you every step of the way!

Top Dental Staffing Tips for 2025  

Posted on December 31, 2024January 3, 2025 by admin admin

Staffing your dental practice effectively is crucial for delivering exceptional patient care and ensuring operational efficiency. As 2025 approaches, the dental industry is experiencing significant shifts, including technological advancements, evolving patient expectations, and ongoing staffing challenges. To navigate this landscape successfully, consider the following strategies for hiring and retaining top talent in your dental practice.

 

1. Understand the Current Staffing Landscape

The dental industry is facing notable staffing shortages. In 2024, over 60% of dentists identified recruitment as their top challenge, a trend expected to continue into 2025. According to the U.S. Bureau of Labor Statistics, the employment of dental hygienists is projected to grow 9% from 2023 to 2033, faster than the average for all occupations. Understanding these challenges is the first step toward developing effective recruitment strategies. BLS.gov

 

2. Embrace Technological Advancements

Integrating advanced technologies can enhance your practice’s appeal to potential employees. The adoption of artificial intelligence (AI) in diagnostics and patient management is transforming dental practices. Digital impression systems and AI-powered diagnostic tools not only improve patient outcomes but also create a more streamlined workflow that is attractive to tech-savvy dental professionals. (NIH.gov).

3. Focus on Employee Development and Continuing Education

Offering opportunities for professional growth is essential for attracting and retaining skilled professionals. Investing in your team’s development not only enhances their skills but also demonstrates your commitment to their career progression, fostering loyalty and job satisfaction. A study by LinkedIn found that 94% of employees would stay longer at a company that invests in their learning and development (LinkedIn Learning Report).

4. Enhance Workplace Culture and Employee Satisfaction

A positive workplace culture is a significant factor in employee retention. Fostering a supportive and collaborative environment can lead to higher job satisfaction and lower turnover rates. Regular team-building activities, open communication, and recognition of achievements contribute to a positive workplace atmosphere.

5. Implement Competitive Compensation and Benefits Packages

Offering competitive salaries and comprehensive benefits is crucial in a competitive job market. As of 2023, the median salary for dental hygienists was $77,810 per year, with regional variations depending on demand and cost of living (BLS.gov). Staying informed about industry compensation standards ensures your practice remains attractive to potential candidates.

6. Leverage Digital Marketing and Social Media for Recruitment

Utilizing digital platforms can expand your reach to potential candidates. Engaging content, such as blog posts and educational videos, builds credibility and positions your practice as a desirable workplace. Social media platforms allow you to connect with your community and share your practice’s values and culture, attracting like-minded professionals.

7. Consider Flexible Scheduling and Work-Life Balance

Offering flexible work schedules can make your practice more appealing to potential employees. Work-life balance is increasingly important to today’s workforce, and accommodating flexible scheduling can enhance job satisfaction and reduce burnout.

8. Partner with Educational Institutions

Establishing relationships with dental schools and training programs can create a pipeline of qualified candidates. Offering internships, externships, or mentorship programs allows you to engage with emerging talent and assess their fit within your practice.

9. Utilize Staffing Agencies Specializing in Dental Recruitment

Collaborating with staffing agencies that specialize in dental recruitment can streamline the hiring process. These agencies have access to a broad network of qualified candidates and can assist in matching the right professionals to your practice’s needs.

10. Plan for Future Workforce Trends

Staying informed about industry trends is essential for strategic planning. For instance, the dental workforce is adapting to an aging population, with an increasing demand for services like periodontal care and prosthodontics. Anticipating these trends allows you to adapt your staffing strategies accordingly (CDC.gov).

How Momentum Can Help with Dental Recruiting in 2025

Finding and retaining top talent for your dental practice doesn’t have to be a challenge. At Momentum, we specialize in connecting dental practices with skilled professionals who align with your needs and culture. Here’s how we can assist:

1. Access to a Vast Talent Pool
   • We maintain an extensive network of dental hygienists, assistants, administrative staff, and dentists, ensuring that you find the right candidates quickly and efficiently.
2. Streamlined Hiring Process
   • Our recruitment experts handle the heavy lifting, from screening and interviewing candidates to verifying credentials, saving you time and resources.
3. Ongoing Support
   • We’re committed to your success. Beyond hiring, we offer resources and advice to help you build a strong, satisfied team that thrives in your practice.

Ready to Hire?
Contact us today to learn how we can transform your hiring strategy and connect you with the best dental professionals in the industry. Together, we’ll create a thriving and successful dental practice in 2025 and beyond.