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In the healthcare industry, recruiting top talent is only half the battle. Retaining those professionalsespecially after a major transition like relocationis just as critical. Now, heres the kicker: the quality of a healthcare workers relocation isnt just a powerful recruiting tool , but can influence how long they stay. A positive, well-supported relocation experience will lay the foundation for a long, successful employment tenure.
No one likes to be the new kidthe one who doesnt have friends or know their way around. Even physicians. Registered nurses. High-level specialists. It doesnt matter how old you are or how impressive your credentials. Thats why some healthcare professionals decline career-defining job offers that require relocation. And why others agree to relocate, but dont end up sticking around.
Every relocating employee has their share of worries. After all, its a huge life change. But when theyre healthcare professionals, theres an extra layer of relocation-related stress. Some concerns are universal. Others are profession-specific. Either way, proactive healthcare employers will take steps to allay these fears, with help from their relocation provider.
Its not easy to recruit physicians and nurses, especially from afar. In addition to ensuring their smooth relocation, its key to set them up for success. That means helping them adjust to their new surroundings and connect with their new colleagues. Because when employees feel that theyre part of a team, good things happen. Theyre more engaged. They perform at a higher level.
Healthcare recruitment is fiercer than ever. In order to attract top-level talent, organizations need new ways to stand out from the pack. One of the smartest, easiest ways to do just that: offer a unique, impressive relocation package that candidates cant find anywhere else. Think about it. Relocation-related concernsthe move, the home finding, the decision-makingare among the biggest hurdles standing between you and your top picks.
You only get one chance to make a first impressionespecially with recruiting. This applies to employers as much as candidates. If your hiring team likes a long-distance candidate enough to fly them in for an interview, they should bend over backwards to make a great impression in every possible waybefore, during and after the visit. So, dont just roll out the red carpet.
The universal goal of corporate relocation programs is to deliver a great employee experience that sets incoming professionals up for success. But every employee is uniqueand so is their vision of what that great experience looks like. Thats why one of the best ways to enhance your relocation program is to leverage flexible relocation policies. These policies allow employees to use their relocation benefits as they chooseessentially personalizing their relocation.
UrbanBound, a leader in innovative relocation management solutions, is proud to announce the expanded partnership with Rocket Mortgage, Americas largest mortgage lender. This collaboration highlights a shared commitment to simplifying and streamlining the relocation experience for employees and employers alike.
When it comes to relocation, home really is where the heart is. Its hard to overstate how deeply local real estate and mortgage markets affect relocating employees and candidates weighing long-distance job offers. Thats why UrbanBounds UB Home program is such a powerful tool for employers and employees. It eases and speeds the relocation processand helps employers recruit more successfullyby making it easier for employees to secure a home theyll love at a price they can afford.
You already know that internship programs are highly effective recruiting tools. But did you know that when internship programs include relocation support, they convert interns into employees at measurably higher rates? Its true. According to a recent study by the National Association of Colleges and Employers (NACE) , offering relocation benefits boosts intern conversion rates.
Yes, the core purpose of your relocation program is to support your organizations recruiting initiatives. But for better or worse, your employees relocation experience will play a role in their retention prospects, too. Its up to you to make sure that its for the better! Think about it: a great relocation experience will set the scene for an enduring employer/employee relationship, while a botched one may do the opposite.
Remember the joy of medicine? The passion for helping others? The thrill of scientific discovery? The fulfillment of making a difference in peoples lives? Unfortunately, in this era of permanent staff shortages and post-pandemic burnout, that unbridled joy is often hard to find. But some healthcare leaders are on a mission to change that. Theyre rethinking their approach to recruitment and retentionand, chances are, you are, too.
A new year brings new perspectives. While recruitment will remain a key industry priority in 2025, certain aspects of healthcare hiring are gaining attention. Lets review these emerging trends-within-a-trendand why cutting-edge relocation support remains more important than ever.
Turn, turn, turn indeed: in the healthcare industry, the average hospital turns over 106% of its workforce every five years. Thats some pretty staggering odds for industry HR and talent acquisition professionals to manage. And its not because physicians and nurses are losing passion for their profession, but rather patience with their workplace. But whats making healthcare professionals so unhappyand what is it they seek from new employers?
Theres no place like home. Living in a home you love is a priority for everyone, including your organizations future employees. Thats why real estate assistance is a key component of competitive relocation packages. Because when a professional accepts a position that involves relocation, their first order of business is finding a great place to live.
Recruiting healthcare workers is far from easyand when youre recruiting for in-demand specialty positions, its even more challenging. In order to attract these scarcest of unicorns, its essential to make your job offers as irresistible as possible. And that includes offering exceptional relocation packages. Fortunately, the most enticing relocation packages arent necessarily the most expensive, but rather those that appeal to discerning candidates, whether theyre cardiologists, physician assista
You know that healthcare staffing gaps hurt your organizations bottom line. But do you know exactly where those losses come from? Given the unending healthcare worker shortage , this is something every HR pro should know. Find out what are those unfilled positions costing you, directly and indirectlyand what it means for your recruiting and retention programs.
While every corporate relocation is in some ways unique, for relocating families, theres one shared objective: to make decisions that lead to happy, well-adjusted loved ones. After all, relocation can be especially challenging for those who are leaving friends and all things familiar behind. When it comes to family relocations, its all about choosing the right neighborhood, school, and communityso the family can settle in easily and get back to normal.
Healthcare professionals dedicate their lives to caring for others, but what about the care they need? In a field plagued by burnout, turnover and a relentless talent shortage, fostering a supportive workplace culture isnt just a nice-to-have. Its an essential. On any given day, members of our UrbanBound team talk to numerous healthcare employers. Pretty much all of them have one thing in common: they want to attract and retain quality personneland to do it by providing them with what they want
It’s a given: you use recruiting software—i.e., an Applicant Tracking System (ATS)—to drive your hospital’s hiring efforts in today’s ultra-competitive market. You wouldn’t dream of conducting a talent search using old-school, manual processes. Chances are, you wouldn’t know where to begin. But are you leveraging similar tech-driven efficiencies to power your relocation program?
Alas, the healthcare talent shortage is here to stay. T hat’s why proactive employers are finding new ways to appeal to candidates. Need ideas for upping your game? Consider these seven ways to attract healthcare recruits—and keep the talent you’ve already won.
Clan, tribe, posse …whatever you call it, humans are born with the need to belong. Ever since our Neanderthal ancestors realized that banding together improved their chance of survival, the need to be part of a group was hardwired into our psyches. So, when a human—say, a healthcare professional—accepts a job that requires relocation, they’re taking a huge risk, exchanging their familiar circle for the unknown.
They say that healthcare is the loneliest profession. Throw in a long-distance relocation—and medical workers are arguably the world’s most isolated professionals. And that’s not good for anyone’s health. Not for their patients. Or their employers and colleagues. Not for their families along for the ride. And certainly not for the workers themselves.
So, you recruited a very promising healthcare professional…way to go! You ensured they had a successful relocation…kudos! Now, the question is: how do you keep them? It’s a serious question. After all, the average hospital experienced 106% turnover in the last five years, according to one recent study , with 30% of new hires leaving within their first year.
No doubt about it: interns bring all kinds of value to employers. Take NASA intern Wolf Cukier. Five years ago, on day three of his internship, he literally discovered a planet —one that generations of NASA’s finest had somehow overlooked. Admittedly, not all interns make such remarkable contributions. But they do indeed contribute. And the more strategically you plan your internship program, the better its ROI will be.
According to the most recent jobs report , the healthcare industry is currently grappling with two job openings for every new hire. That is quite a staffing gap, even for this famously talent-strapped sector. Fortunately, a strategic relocation program can help hospitals and other healthcare employers ease their staffing shortages, both by widening the scope of their talent searches and increasing their appeal to candidates.
As the saying goes: you don’t know what you don’t know. That’s why, when you’re buying a house due to corporate relocation, it pays to pick a real estate agent who specializes in relocation-related moves. Because, chances are, they do know what you don’t know. They’ve escorted other transplants much like you down this road before. They know where your head is at this point in the process—so they can proactively answer questions that you didn’t yet think to ask.
For most healthcare employers, relocation programs are a key investment, especially as recruiters cast an increasingly wider net. That’s why it’s important to systematically track your program’s performance. And it’s not as tricky as you may think. Because, while there are many key performance indicators to consider, most of them fall under one of three core buckets.
Chances are, your relocation program is getting a workout these days. Due to the healthcare talent shortage, many hospital recruiters are casting a wider net, and it’s putting pressure on their relocation offerings. If you’re wondering if your relocation program is serving you well, here’s a good way to answer that question. Consider these seven best practices for relocating healthcare professionals.
So, you’re pleased with the performance of your relocation program? That’s great; go you! But better not rest on your laurels, because the healthcare talent shortage will get worse before it gets better. To ensure you stay competitive, it’s smart to prepare your relocation program for… well, whatever comes next. And that’s where things get tricky. Because everything—technology, workers’ priorities, industry challenges—keeps changing, and there’s no crystal ball.
Recruiting out of area healthcare professionals and providing lump sum relocation benefits is now a core part of healthcare organizations’ hiring strategy; yet, this provides little to no support or resources to relocating staff.
You’re an HR pro, not a marketing guru, so terms like “branding” don’t usually catch your eye. But in a talent-challenged industry like healthcare, it’s in your interest to embrace employer branding—because you can leverage it to improve your recruiting outcomes. Not up-to-speed on branding? Okay, here’s the least you should know.
Right now, most employers are updating their employee benefits plans for 2025. Chances are, you’re one of them. If you have a corporate relocation program, you should update those benefits, too. After all, priorities change. Budgets do, too. New options appear on your radar. And of course, you can’t know if your benefits will remain competitive…unless you know where the rest of the market is headed.
No, nope, no thank you…no matter what words they choose, sometimes people say no when you really want a yes. This is certainly true when extending job offers that involve relocation. In fa ct, 64% of employers had their offers declined last year. That’s a lot of rejection, and a whole lot of talent slipping away. Some professionals embrace relocation opportunities; others won’t entertain it, ever.
Sometimes, upholding tradition is a wonderful thing. Take cherished family and cultural traditions, for example. But when it comes to corporate relocation plans, preserving traditions doesn’t serve anyone. The industry is evolving. To stay competitive, your relocation offerings must, too. A little unclear on what’s old and what’s new? This three-minute update is for you.
Congratulations, you did it! You found the perfect applicant, sold them on the job and helped orchestrate a successful relocation. Now, it’s time to celebrate, yes? Actually…not so fast. Yes, this is a major accomplishment. But your amazing new hire hasn’t actually proven themselves. So, don’t pop the champagne just yet. Here’s the reality: in order to ensure that your newly relocated employee not only acclimates, but becomes a shining star, you’ll need to provide them with post-relocation suppo
Turnover, turnover, turnover: in the healthcare industry, it’s an ongoing refrain. After all, the current hospital turnover rate stands at a worris ome 20.7%. That’s why 96% of healthcare employers cite impr oving retention as a key goal. If your hospital is one of them, it’s time to rethink some related HR factors, starting with your onboarding process.
As an employer in the healthcare industry, you know that getting top talent isn't just about offering a great salary and benefits package. When your new hire is moving with their family, finding the right home is a big deal. By offering real estate support and hyper local guidance in their housing search, you can make the transition easier and more appealing.
Healthcare recruiting is challenging across the board, but especially in rural settings, where hospitals routinely face higher vacancy rates, lower retention rates and longer recruitment cycles. But it doesn’t need to be that way, and some rural hospitals are finding ways to beat the odds. Some strategies involve sweetening job offers, but others are simply about showcasing their setting in a positive light.
When the going gets tough, the tough get…creative. Take healthcare recruitment. The industry talent shortage isn’t going anywhere, so savvy healthcare employers are developing innovative ways to attract recruits. Because let’s face it: not everyone can offer tippy-top compensation. An iconic reputation. Or even an ideal climate. That said, there are many things you can do to entice candidates.
Ah, technology! Where would healthcare be without it? More and more, the industry relies on technology for everything from pioneering medical advances to simplifying administrative processes. And yet, in some corners, it remains surprisingly underutilized. Take relocation technology. Although healthcare employers routinely use HR software to manage their workforce, some have yet to embrace this adjacent technology, still clinging to less-efficient, outdated approaches.
Choices, choices, choices. Now more than ever, medical professionals can find a job pretty much wherever they choose—a result of the severe healthcare talent shortage. Metropolitan area or rural area? North, south, east or west? Big healthcare system or small private facility? For healthcare professionals, the world is your oyster. No wonder most medical residents receive more than 100 job offers before they’ve even completed training!
Relocating for a new job or moving to a healthcare facility presents a mix of challenges and opportunities that require careful consideration. As the trend of healthcare professionals and organizations exploring relocation continues to grow, understanding the nuances involved is crucial for a successful transition.
To start employees off right in a new role, obviously, your relocation experience must be smooth. However, relocations are complex, and things can go sideways in an infinite number of ways.
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