Healthcare

Finding providers: 9 healthcare recruiting statistics that sum up 2025

Filling one physician vacancy: 93 days and $16,000 on average; credentialing adds another 3-4 months before providers can see patients We spend a lot of time perusing healthcare industry surveys and reports. We especially pay attention to healthcare recruiting and retention in rural areas. The thinking is simple: it keeps us informed of the challenges our prospective customers face, and by publishing what we find, we’re curating a library of helpful statistics (stay informed: subscribe by email – we will never sell your information). We easily reviewed a couple of dozen studies this year. Here’s a look back as some of the healthcare statistics about recruiting providers that do well to summarize 2025. Stay in touch by subscribing to our email newsletter. We will never share or sell your email address. 1. PCPs earned $300,000; APPs earned $120,000 A benchmark report from MGMA found compensation continues to grow […]

The 7 most-read posts on the Intelliworx government blog in 2025

Financial disclosure and customer experience (CX) were among the most popular categories of content among readers interested in modernizing the federal government’s tech We published about 40 posts on the Intelliworx blog in two distinct sections: government and healthcare. That’s on par with our efforts in prior years. As has become our custom, we go back through the analytics at the end of the year to see what was of most interest to readers. Below are the most-read blog posts for 2025. Stay in touch by subscribing to our email newsletter. We will never share or sell your email address. Number 7: CX is a bipartisan issue for the federal government More than aesthetics, good design across websites, apps, and even those arduous government forms, drives efficiency that saves time and taxpayer money. Read more: Good design and customer experience (CX) is a bipartisan issue we should all get behind […]

How Should Healthcare Organizations Adopt Generative AI? [Healthcare IT]

Healthcare organizations are rapidly experimenting with generative AI to address staffing shortages and operational complexity. Early adoption models vary widely, leading to inconsistent results and growing skepticism around ROI. Analysis of real world use cases reveals three dominant approaches. Wildcard and passive deployments often disappoint due to lack of oversight and context. Augmentative AI, by contrast, pairs technology with experienced professionals who can evaluate and refine output. Augmentative AI supports existing expertise rather than replacing it. This approach improves efficiency, maintains quality, and offers a practical path forward for healthcare leaders seeking sustainable AI value. Key Takeaways Generative AI delivers the most value when augmenting experienced healthcare professionals Wildcard and passive AI approaches often fail to produce reliable ROI Augmentative AI improves productivity without sacrificing quality Recruiting and HR workflows benefit immediately from expert guided AI use Healthcare leaders should prioritize augmentation focused AI strategies Read the full Contributed Blog […]

Wait time lengthens as the healthcare provider shortage persists, report finds

The average wait time to see a provider stretched to 31 days in 2025 – up 44% since 2004; APPs are one bright spot for filling the recruitment gap The wait time to see a provider has grown longer, amid a persistent shortage of providers, including physicians and advanced practice providers (APPs). In 2025, a patient can expect to wait a full month – 31 days – to see a provider. That number stems from a recent report by AMN Healthcare. It’s based on data from 15 major metropolitan areas – and across six medical specialties: “The average time needed to schedule a physician appointment in 15 top metropolitan areas has grown by 19% since 2022 and by 48% since 2004.” Patients for certain specialists can expect even longer wait times: “For example, the average time needed to schedule an OB/GYN appointment as tracked in the 2025 survey is 41.8 […]

Search trends: Which healthcare employers are searching for providers?

Not all healthcare employers are putting the same emphasis on recruiting searches for providers; hospital hiring is hampered by a “prevailing mood of uncertainty” Despite the shortage of providers in healthcare, not all organizations are placing the same earnestness in recruiting additional help. That’s one of the more surprising observations from the annual review of provider searches by AMN Healthcare (formerly Merritt Hawkins). The company provides staffing solutions, among other services, for healthcare organizations. Every year it compiles data from its searches to produce reports. This year AMN published its 32nd edition based on more than 1,400 searches during a 12-month period ending March 31, 2025. While every healthcare employer seemingly needs additional staff, some categories are noticeably more active than others. We previously covered some of the quantitative healthcare provider compensation benchmarks. In this post, we’re looking at search trends by the type of healthcare employer segmented in the […]

Healthcare provider compensation: 5 data-driven statistics from 1,400-plus searches

Average starting salaries for new physicians remain at ~$400,000; nurse practitioner starting salaries grew to $180,000 as healthcare seeks APPs to fill in staffing gaps Demand for healthcare providers exceeds the current supply. That’s been the trend for several years now and shows no sign of slowing. Shortage estimates vary somewhat, but they all remain high. Both the Association of American Medical Colleges (AAMC) and Health Resources and Services Administration (HRSA) project shortages in excess of 80,000 physicians over the next decade. That’s according to a recent report by AMN Healthcare, formerly known as Merritt Hawkins. The company provides a range of services supporting healthcare organizations, including staffing services such as recruiting searches for providers. This work has provided them with a solid data set to calculate benchmarks for starting salaries, bonuses, and other financial incentives healthcare employers have set to help attract new providers to their organization. This edition […]

How long does it take for a healthcare employer to fill a provider vacancy?

It takes about three months to fill a provider vacancy at a median cost of roughly $16,000 per search; another three to four months are required to complete credentialing The time it takes to fill open vacancies for provider positions continues to edge longer as demand for physicians and advanced practice providers (APPs) remains high. That’s our observation after reviewing a new report titled the “2025 Physician and Provider Recruitment Benchmarking Report” by AAPPR. The report is based on data for the calendar year 2024. It includes responses from 128 healthcare organizations that provided data on some 15,000 searches. The data lean toward larger organizations, as more than half of the responding organizations were from multi-hospital or integrated health delivery systems. Even so, the report provides the most current and comprehensive data available at the moment. It’s a practical tool for healthcare employers trying to understand the cost and time […]

Compensation alone is not enough to attract and retain healthcare providers [study]

Survey of 730 clinicians shows factors other than compensation, such as autonomy, flexibility, and culture, are untapped competitive advantages employers should use to attract and retain talent Conventional economics tells us that when demand outpaces supply, prices rise. That’s precisely what’s happening in the market for healthcare talent. The prolonged shortage of healthcare talent is driving up the average provider compensation. While this affects every healthcare employer, it’s especially challenging for rural healthcare to address because they don’t have the volume of patients to make up the margin. This means competing on compensation is a tough sell. Yet a new survey of 730 clinicians, including physicians and advanced practice providers (APP), suggests employers may not need to try. The findings were detailed in a new report titled, Survey insights: What to know about the clinician workforce today. The report summarized the findings this way: “Meet the market on compensation. Outperform […]

Intelliworx to Exhibit Healthcare Recruiting Software Solution, Designed for Rural Health, at 3RNET Annual Conference

FOR IMMEDIATE RELEASE Annual conference brings together healthcare providers and professionals dedicated to solving the challenges of rural healthcare recruitment and retention Williamsburg, VA – August 21, 2025 – Intelliworx announced today it will exhibit at the 3RNET Annual Conference, held on August 26-27, 2025, in Reno, Nevada. The conference brings together healthcare professionals from business, government and academia to focus on solving the challenges of recruiting and retaining providers in underserved areas. “There’s been a shortage of providers across all of healthcare for a while now, but this problem hits rural healthcare communities even harder,” said Intelliworx Sales Director Patrick Youngblood, DBA, SPHR. “Medical students tend to stay in metropolitan areas where they trained, which leaves rural areas with a smaller pool of candidates – and it’s happening at a time when rural physicians are retiring at a rate faster than they can be replaced.” While Intelliworx is better […]

10 ways HWM helps rural healthcare recruiting shorten time-to-fill

Purpose-built software suite helps rural recruiters streamline every step of the process – from identifying ideal candidates to credentialing – reducing the time, costs, and administrative burden of healthcare recruiting by Intelliworx One of the keys to overcoming adversity is to focus on the things you can control. What may sound like personal development advice also fits well in a business setting. The challenge facing rural healthcare recruiters is a good example. The shortage of provider talent, while affecting the entire healthcare sector, has hit rural healthcare especially hard. Healthcare recruiters can’t control the availability of the talent pool, but they can improve the recruiting process to be in a better position to make an offer when the opportunity permits. That’s the central thesis behind our Healthcare Workforce Management (HWM) solution. We discovered this business pain through our work with the Healthcare Professional Scholarship Program (HPSP), which is managed by the […]

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