The healthcare talent shortage continues to have a big impact on the Canadian healthcare industry. There are shortages of workers across the board, and especially in nursing and clinical talent roles.
From what I’m seeing day-to-day, the shortage isn’t just about headcount anymore, it’s about capacity. So many nurses and clinicians are running on empty, and even those who are open to new opportunities are prioritizing stability and predictability above all else. It’s not that they don’t want to move, it’s that they can’t afford the wrong move.
Our healthcare recruiters in Toronto are frequently asked by hospital and clinic managers about the top reasons why healthcare workers change jobs and relocate. They are looking for ways to attract new talent to their organizations. However, as the industry continues to recover from burnout from the pandemic and with current economic conditions making talent less likely to leave their current job, it’s become difficult to get healthcare talent to change jobs. But there are some things that will get healthcare professionals to change jobs.
The biggest shift I’ve noticed since COVID is that candidates are far more selective not just about pay, but about culture, leadership, and flexibility. They want to work for organizations that actually walk the talk when it comes to supporting their staff. That means realistic patient ratios, access to mental health resources, and a sense of belonging within the team.
A recent report by LinkedIn and the American Nurses Association, Healthcare Report 2025: Anatomy of best-in-class healthcare hiring, provides some valuable insights into what matters to healthcare workers.
What are the top factors that influence a healthcare worker to accept a job offer?
Compensation is always a top consideration for workers during uncertain economic times.
The study reports, “Salary ranks as the No.1 most influential factor when considering a job offer for both nurses and other clinical talent, with nine out of ten of both groups citing salary in LinkedIn’s survey. In fact, compensation, as well as other types of practical workplace considerations, like work schedules, commute distance, and benefits packages, are much more important to healthcare job seekers today than less tangible factors like an employer’s workplace culture and its leadership.”
Here is a summary of the top factors affecting a healthcare worker’s decision to take a new job:
- Salary: Nurses (92%), other clinical talent (90%)
- Work schedule: Nurses (69%), other clinical talent (73%)
- Benefits: Nurses (66%), other clinical talent (69%)
- Employment type: Nurses (59%), other clinical talent (49%)
- Commute: Nurses (58%), other clinical talent (55%)
- Job location: Nurses (55%), other clinical talent (59%)
- Work location flexibility: Nurses (51%), other clinical talent (54%)
Salary is far and away the most important factor, followed by schedule and benefits. These are the key elements of the job offer that healthcare recruiters should focus on when recruiting talent.
When I speak with candidates, salary transparency is non-negotiable. If compensation details aren’t shared up front, many won’t even take the first call. But once we’re in conversation, flexibility almost always becomes the deciding factor, whether that’s four-day workweeks, hybrid telehealth options, or control over shift patterns. The ability to have some say in their schedule is often worth more than a small pay increase.
So what if you can’t compete on salary? The report suggests, “Healthcare recruiters who can’t compete with deep-pocketed rivals on the salary front should go out of their way to explain their organization’s other benefits, such as employer retirement plan contributions, health insurance, and daycare reimbursements.”
I’d also add that candidates want those details spelled out clearly. Don’t assume they’ll read between the lines. Outline what sets your organization apart, whether it’s mentorship opportunities, funded certifications, or flexible scheduling. It’s the combination of perks, not just pay, that wins people over
A final word about recruiting healthcare professionals
Healthcare workers are becoming harder to recruit, and with compensation, scheduling, and benefits driving most job-change decisions, organizations must focus on offering strong practical incentives to attract talent in a competitive market.
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