Editor’s Note
Short-term workforce strategies are no longer sustainable. In the face of a growing physician shortage and rising vacancy costs, stability depends on planning ahead, modernizing infrastructure, and designing flexibility into staffing models, rather than scrambling to address gaps as they arise.
Our lead story outlines five outdated practices that healthcare organizations can’t afford to continue, from treating locum tenens as a last resort to relying on siloed, manual credentialing workflows and fragmented workforce systems. That shift from reactive to resilient is present throughout all this week’s stories. Physician autonomy gaps continue to influence retention. Oncology shortages are delaying care in vulnerable communities. Rural hospitals face funding pressure that makes workforce visibility essential. Even workflow redesign and licensure compacts point to the same conclusion: speed, flexibility, and infrastructure matter.
Locum tenens is well-positioned to help mitigate many of these challenges. Staffing professionals should be aware of shifting tides and adapt their strategies to meet the needs of the evolving healthcare landscape.
– The Locumpedia Editorial Team
5 Things Healthcare Organizations Can’t Afford To Do in 2026
January 29 | LocumTenens.com
Healthcare organizations that continue operating reactively in 2026 risk deeper workforce instability and financial strain. With a projected physician shortage of up to 86,000 by 2036, treating locum tenens as a last resort reinforces burnout cycles and revenue disruption. Forward-looking systems are integrating contingent staffing as a core workforce strategy to maintain continuity amid rising demand and staff turnover.
Outdated infrastructure is also adding to costs. Disconnected, manual credentialing processes can delay start dates by 90 to 150 days, and research estimates organizations may lose an average of $9,000 per day when providers can’t practice due to these gaps. Meanwhile, fragmented workforce systems limit visibility into total labor spend, vendor performance, and compliance exposure. Centralized platforms and digital credentialing tools are increasingly viewed as essential instead of optional.
Finally, organizations can no longer treat turnover or virtual care as exceptions. With 41% of satisfied clinicians considering leaving within two years and flexibility outweighing compensation, workforce planning must anticipate transitions. Hybrid care models and proactive succession planning are becoming foundational to resilience.
La Vida Locum
Why Human-Centered Recruiting Still Matters in an AI-Enabled World
February 10 | Tandym
As AI becomes more embedded in recruiting workflows, technology should enhance, not replace, human connection. AI tools can improve sourcing efficiency, generate insights, and support early-career candidates navigating the job market. But long-term placement success still depends on thoughtful judgment, which an algorithm can’t replicate.
Ultimately, relationships drive retention and referrals. Building trust from the first conversation, maintaining open communication after placement, and taking time to understand a clinician’s motivations are what create lasting partnerships. In a volatile market shaped by rapid change, agencies that balance AI-enabled efficiency with a human-centered approach will be better positioned to deliver consistent results for both providers and clients.
How Satisfied Are Physicians With Their Level of Autonomy?
January 23 | CompHealth
CompHealth recently shared findings from CHG’s Physician Sentiment Survey that highlight a persistent disconnect in the physician workforce. While 74% of physicians report being satisfied with their current roles, only 57% say their organizations have a strong culture. Autonomy remains a central concern, with 91% of physicians saying it is essential to delivering high-quality care, yet just 59% feel satisfied with their current level of clinical freedom.
The data suggests satisfaction alone does not create alignment. As workforce pressures continue, gaps between autonomy expectations and day-to-day experience may influence retention and mobility. For staffing leaders and healthcare organizations, flexible care models such as locum tenens may be better positioned to address long-term engagement challenges rather than short-term satisfaction metrics.
How Locum Tenens Oncologists Keep Cancer Care on Track
February 3 | Barton Associates
As oncology workforce shortages intensify, timely cancer care is increasingly at risk, especially in rural communities. In 2024, 16% of the US population lived in rural areas, yet only 7% of oncologists practiced there. National oncologist density has declined over the past decade, and 7% of US counties have no oncologist access, even in neighboring counties. Research shows a four-week delay in certain cancer treatments can increase mortality risk by about 10%, emphasizing how staffing gaps directly affect outcomes.
Locum tenens oncologists are helping stabilize cancer programs during vacancies, leave coverage, and prolonged recruitment cycles. With more than 500 oncology locum jobs posted nationwide each month, temporary clinicians keep infusion centers operational, prevent treatment delays, and expand access in hard-to-recruit regions. Oncology locums represent both a critical access solution and a growing specialty opportunity in a tightening workforce market.
Locum Leaders
- Jackson Healthcare included in Forbes’ list of Top Private Companies for third consecutive year.
- Jessica Fong steps in as LocumSmart’s new Director of Business Development.
- Natasha Lee of Floyd Lee Locums is elected to NALTO’s board of directors.
- Wilderness Medical Staffing’s founder, Mary Ellen Doty, released her new book, “Medicine at 50 Below.”
- VeloSource promotes Nicole L’Hote to Director of Account Management.
Hire Power
The Next Phase of Anesthesia Staffing: 6 Takeaways from ASA Advance
February 5 | Medicus Healthcare Solutions
As anesthesia shortages persist and procedural demand rises, leaders are rethinking how to move from reactive coverage to sustained stability. During ASA Advance, anesthesia executives from Endeavor Health shared how their health systems are evolving. They highlighted team models built to improve resiliency, data-driven staffing adjustments to anticipate volume patterns, and more flexible scheduling structures aligned with evolving clinician expectations.
The discussion focused on several operational priorities: pairing flexibility with strong culture and tech support, investing in structured onboarding for higher-acuity community cases, and using project-based staffing models to manage large-scale expansions. Leaders also emphasized consistent communication and feedback loops to sustain change. In a tight anesthesia market, long-term workforce stability increasingly depends on intentional planning and forward-thinking leadership.
Practical Strategies to Avoid Credentialing Delays
February 10 | Alumni Staffing
Credentialing delays remain one of the most costly bottlenecks in healthcare staffing, leading to coverage gaps and added costs. In a market where time-to-fill directly affects revenue and patient access, reactive credentialing is no longer sustainable.
A few practical ways to avoid these delays include: initiating credentialing early, maintaining complete and up-to-date provider files, proactively tracking license expirations, standardizing workflows, and understanding each facility’s unique requirements. Strong communication across staffing partners, providers, and credentialing teams is equally critical. Proactive credentialing processes and experienced operational support can significantly shorten onboarding timelines and protect both continuity of care and financial performance.
Why Healthcare Leaders Are Investing More in Analytics to Guide Decisions
February 10 | Cross Country
As workforce pressures mount, healthcare leaders are investing more heavily in analytics to guide staffing decisions. Cross Country’s 2026 Healthcare Workforce Outlook reports that 30% of leaders plan to expand their use of workforce analytics, yet only 57% feel prepared for 2026 demands. Burnout, retention challenges, rising labor costs, and scheduling inefficiencies remain interconnected problems that require more than instinct or historical patterns to manage effectively.
The report highlights an execution gap: many organizations collect data but struggle to translate insights into operational change. Meanwhile, leading systems are using analytics to forecast demand, identify fatigue risk, and manage flexible labor. Workforce analytics deliver value only when tied to strong leadership and execution that supports cost control and clinician sustainability.
Making the Rounds
Why Rural Hospitals Must Modernize to Survive Medicaid Cuts and Workforce Shortages
February 6 | Ringo
Rural hospitals face mounting financial pressure as federal legislation reduces Medicaid funding by more than $1 trillion over the next decade, with rural providers projected to lose over $50 billion. Nearly half of rural hospitals already operate at a loss, and more than 136 closed between 2010 and 2021, according to the American Hospital Association. While the $50 billion Rural Health Transformation Program offers support, funding alone will not offset rising labor costs, which account for up to 60% of hospital operating expenses.
These shifts mean that workforce management technology is becoming essential infrastructure. Real-time staffing visibility, vendor-neutral platforms, automated credential tracking, and centralized reporting can help rural hospitals operate more efficiently. Modernizing workforce management may determine which rural facilities remain financially viable in an increasingly constrained funding environment.
Interstate Medical Licensure Compact Set to Expand to New Mexico
February 4 | Interstate Medical Licensure Compact
New Mexico lawmakers have approved legislation to join the Interstate Medical Licensure Compact, sending Senate Bill 1 to the Governor’s desk. The compact would streamline licensure for qualified out-of-state physicians, positioning New Mexico to join 42 other states, Guam, and Washington, D.C. Lawmakers also passed a separate bill easing licensure for out-of-state social workers, with additional healthcare compacts advancing through the Legislature.
The compact will improve access to primary care, specialty services, and telehealth, particularly in rural border communities. For staffing professionals, expanded licensure mobility could ease cross-state placements and accelerate time-to-start in a state facing persistent provider gaps.
Change Some Key Workflows to Save Time, Cut Doctor Burnout
February 5 | American Medical Association
The American Medical Association outlines practical workflow changes that can reduce physician burnout while improving clinic efficiency. Its STEPS Forward “Saving Time Playbook” highlights team-based pre-visit planning, including scheduling follow-ups and completing labs before appointments, which can save hours each week and reduce post-visit phone tag. Annual prescription renewals for chronic conditions can also eliminate up to five hours of refill-related work weekly.
Additional strategies include expanded rooming and discharge protocols, structured team triage for calls and portal messages, and closed-loop referral tracking to prevent care gaps. By standardizing core workflows and redistributing tasks across care teams, practices can reduce administrative burden and improve continuity of care.
