Editor’s Note
Several trends are converging across healthcare staffing, and this edition of Locums Digest looks at how those shifts are playing out. The lead story highlights continued growth in locum tenens demand as shortages persist and coverage planning stretches further into the future. Retention remains a key variable, with more clinicians signaling they may change roles in the year ahead.
Healthcare employers are adjusting in real time. Faster hiring timelines, clearer offer processes, and more deliberate onboarding are becoming essential as competition for talent intensifies. In seasonal and rural settings, early planning and stronger alignment around expectations can help stabilize coverage and reduce disruption.
Technology and care delivery changes are adding another layer to the conversation. From AI tools supporting documentation and administrative tasks to ongoing challenges in primary care, organizations are navigating factors that affect both staffing strategy and day-to-day operations. The teams that stay coordinated, set clear expectations, and move early will be better positioned to manage what comes next.
– The Locumpedia Editorial Team
Lead Story
Healthcare Market Report Q2 2026
April 28, 2026 | Medicus Healthcare Solutions
The second quarter of the year is reinforcing a trend many healthcare leaders already feel on the ground: workforce pressure is not easing anytime soon. Medicus’ Q2 2026 State of the Market Report points to continued growth in locum tenens demand as shortages in key specialties keep widening the gap between staffing needs and available clinicians. Coverage planning is also stretching further ahead, with some assignments already booked into 2027.
The report makes clear that retention deserves as much attention as recruitment. Nearly 24% of APPs and 16% of physicians say they expect to change employers in the next year, underscoring how flexibility, scheduling, and day-to-day work experience can influence whether clinicians stay. In a tight labor market, replacing departures after the fact is rarely the easiest or least expensive option.
Healthcare employers may have more to gain from earlier planning and dependable supplemental coverage. Locum staffing firms that deliver speed, coordination, and a smoother handoff across credentialing and scheduling can offer value beyond filling the opening itself. Organizations that solve those operational headaches effectively are likely to stand out in a more competitive market.
La Vida Locum
Improving Offer Acceptance Rates: Why Employers Lose Candidates
April 16, 2026 | MASC Medical Recruitment Firm
Strong candidates can fall off quickly when the offer stage takes too long or leaves too many questions unanswered. In a competitive physician hiring market, clinicians may be weighing several opportunities and making decisions within days, not weeks. Delays, unclear compensation details, and vague workload expectations can weaken trust at the exact point when healthcare employers need to build confidence.
That matters for locum agencies because hiring slowdowns don’t pause coverage needs. Facilities that pre-align compensation, prepare clear contracts, and move quickly after final interviews are better positioned to secure candidates before another offer does. Staffing partners can add value by helping clients tighten those steps, keep expectations clear, and maintain momentum when timing is critical.
How to Prevent Summer Coverage Gaps from Affecting Physicians and Patients
April 23, 2026 | CompHealth
Summer vacation schedules can create predictable staffing shortfalls, even when patient demand stays steady or rises in some departments. Survey data cited in the article says 42% of healthcare facilities use locum tenens to support time-off periods, while 25% use locum physicians to help reduce burnout and turnover. Clear PTO policies and early planning can make those seasonal staffing challenges easier to manage.
Extra call, added shifts, and heavier volumes can strain full-time teams when support is not in place. Facilities that plan early may have more flexibility to use short-term assignments, reduce overtime reliance, and protect continuity of care. Staffing firms that can offer realistic start dates and ready-to-work clinicians may be well positioned during peak vacation months.
Barriers to Retaining Qualified Providers in Rural Healthcare Settings
April 27, 2026 | Wilderness Medical Staffing
Retention challenges in rural healthcare settings tend to show up in predictable phases: before a provider arrives, during the first 90 days, and later in the assignment. Early departures often trace back to misaligned expectations around scope, workload, or community dynamics rather than compensation alone. Facilities that invest in clear role definition, coordinated onboarding, and pre-arrival logistics are more likely to stabilize placements from the start.
Pressure builds quickly when coverage is thin and clinicians are left to absorb the full workload without relief. Ongoing support, realistic scheduling, and access to short-term locum physicians can help protect continuity of care while reducing burnout risk. Agencies that clarify job scope upfront and stay engaged beyond placement can improve retention outcomes for both providers and clients.
Locum Leaders
- Jackson Healthcare appoints Tony Stajduhar as senior growth advisor, expanding its executive engagement with healthcare leaders on workforce strategy.
- Pacific Companies marks 25 years of growth, highlighting its work in physician recruitment, locum tenens, and connecting providers with communities nationwide.
- HealthPlus Staffing expands its franchise network with Dr. Alex Ferro to lead Women’s Health recruitment in Florida, reflecting a physician-led approach.
Hire Power
How AI, Automation, and Data Are Changing Healthcare Recruiting (Without Replacing the Human Touch)
April 29, 2026 | Alumni Healthcare Staffing
AI can surface stronger matches faster, while automation keeps outreach and follow-ups on track and data highlights where drop-offs occur. Many organizations already have CRM or ATS platforms in place but are not using them to their full potential. Turning those systems into active recruiting engines, with centralized data, real-time visibility, and standardized processes, can improve speed and consistency.
Locum tenens agencies with clear, repeatable processes are better positioned to move candidates efficiently while maintaining strong relationships. When demand is high and timelines are tight, visibility into pipeline performance helps teams identify delays and adjust quickly. The same approach applies to internal talent acquisition, where better data and process discipline can reduce bottlenecks and improve hiring outcomes.
Reimagining Workforce Optimization: The Power of Partnership
April 29, 2026 | Becker’s Hospital Review
Following its 2018 merger, Bon Secours Mercy Health made standardizing its contract labor model a priority, given the scale of that spend. In late 2022, the system formed a strategic partnership with Ingenovis Health that included non-billable orientation time, flexible reductions in agency staffing, and no-fee conversions to employee roles. From 2023 through 2025, the partnership resulted in more than 5,000 clinician placements and over 330 conversions to permanent positions, with additional conversions expected in 2026.
The collaboration also contributed to a nearly 48% reduction in contract billing rates from peak COVID levels. Administrative efficiencies were significant, with more than 12,000 manager hours and 5,000 compliance hours saved. The model highlights how structured partnerships, aligned goals, and clear performance metrics can support more sustainable workforce strategies.
How the Burnout Epidemic is Leading More Physicians to Consider Locum Tenens
April 28, 2026 | Locumpedia
Burnout continues to shape how physicians evaluate their careers, with many reassessing both where and how they work. Survey data cited in the article shows 71% of locum physicians reported little to no burnout, compared with 40% of physicians in non-locum roles. Greater control over schedule, workload, and time away is a key factor driving interest in locum tenens as an alternative to traditional employment.
This shift is influencing how healthcare organizations approach recruitment and retention. Rigid scheduling, heavy call, and limited autonomy can make permanent roles less competitive for clinicians seeking more flexibility. Locum opportunities, when structured with clear expectations and balanced scheduling, can appeal to physicians looking for a reset or a more sustainable long-term model.
Making the Rounds
The Primary Care Crisis, By the Numbers, with Experts from the Milbank Memorial Fund, the Physicians Foundation, and the Robert Graham Center
April 30, 2026 | Medical Economics
In this special episode of Medical Economics’ “Off the Chart” podcast, experts discuss findings from a recent report on primary care’s role in improving outcomes and controlling costs. The episode highlights that less than 5% of US healthcare spending is directed toward primary care, despite its central role in prevention and chronic disease management. Data cited in the discussion shows children with a usual source of primary care have nearly 50% lower odds of avoidable ED visits or hospitalizations. Adults with chronic disease see nearly 54% lower total healthcare expenditures.
Stress on primary care can have ripple effects across the broader health system. Reduced access in outpatient settings often leads to increased demand in facilities, where staffing pressures are already high. For healthcare organizations and staffing leaders, the discussion underscores the importance of maintaining primary care access and continuity as part of a broader workforce strategy.
AI Falls Short on Differential Diagnosis, Despite High Accuracy Rates
April 29, 2026 | Healthcare IT News
Large language models are showing strong performance in identifying final diagnoses when clinical data is complete, with accuracy rates exceeding 90% in some scenarios. However, research from Mass General Brigham found that these systems struggle earlier in the diagnostic process, particularly when generating differential diagnoses with limited information. Evaluating models step by step provides a clearer view of these gaps and better reflects how clinical reasoning unfolds in practice.
These findings highlight the importance of using AI as a support tool rather than a replacement for clinical judgment. Performance improves as more structured data, such as lab results and imaging, becomes available, reinforcing the need for complete inputs. Healthcare organizations should approach diagnostic AI with appropriate oversight and clear expectations, particularly in real-world settings where uncertainty is common.
OpenAI Launches ChatGPT for Clinicians, a Free AI Tool for Physicians, NPs and Pharmacists
April 23, 2026 | Fierce Healthcare
OpenAI has introduced ChatGPT for Clinicians, a version of its AI tool designed to support tasks such as documentation and medical research. The company says it’s available at no cost to verified US physicians, nurse practitioners, physician assistants, and pharmacists, with plans to expand access over time. The rollout reflects continued growth in provider use of AI, which has more than doubled over the past year.
The platform is positioned as a support resource rather than a replacement for clinical judgment. It offers access to evidence-based resources, structured workflows, and citation-backed responses drawn from trusted sources. For facilities, the launch highlights the need to define how AI tools are used in healthcare settings, including expectations around documentation, oversight, and consistency.
