News & Updates

Three workforce shifts matter as hospitals plan for 2026: 1. The workforce is more modular. Clinicians now flex between PRN, travel, interim, and full-time depending on life stage and burnout cycles. 2. Leadership mobility is rising. Directors and CNOs increasingly treat interim work as strategic career development. 3. Compact licensing is accelerating scale. Market boundaries are dissolving as more states join the NLC. For staffing firms, competitive advantage now comes from

Turnover among acute care RNs climbed for the fifth year in a row, and not just because clinicians are “burned out.” The deeper story is workload compression, staffing ratios, and support gaps that make 12-hour shifts feel like 16. We’re also seeing seasoned RNs exit hospitals for ambulatory settings, home health, infusion, and virtual care—roles that deliver clinical impact without the constant triage stress.   The implication for hospitals entering 2026: retention is no lon

The vacancy cost for an RN isn’t a theoretical spreadsheet argument—it’s real dollars tied to overtime, agency dependence, throughput delays, reduced case volume, and even CMS penalties. In 2026, health systems are finally calculating those numbers with CFO-level rigor.   Benchmarks vary by region and service line, but the range is startling: RN vacancies can cost $7,500–$12,500 per month, while leadership vacancies (CNO, Director, Manager) can easily surpass six figures when

When a unit leader resigns, the vacancy doesn’t just leave a chair empty. It leaves escalation pathways unclear, throughput decisions delayed, and frontline staff without a stabilizing presence. That friction expresses itself fast: higher traveler dependence, scheduling chaos, and a wave of nurse resignations six months later.   2026 is forcing health systems to treat leadership turnover as an operational risk event, not just an HR problem. The fastest way to de-risk the tran

After two years of volatility, the 2026 hiring landscape is finally showing patterns that health systems can actually plan around. Demand for clinical talent remains elevated, but the profile of that demand is shifting: less “panic traveler onboarding” and more “strategic capacity-building.” CFOs are scrutinizing labor spend, CMOs want predictable quality, and HR leaders are desperate for sustainable pipelines. From a staffing perspective, speed and fit are becoming the decis

Sustainability in staffing is no longer about filling vacancies faster — it’s about reducing operational volatility. The leaders entering 2026 with the strongest workforce posture are approaching staffing as a portfolio strategy: permanent leadership for cultural continuity, an interim bench for turnover risk, and flexible bedside resources for census-driven demand. The systems that struggle are the ones still relying on single-channel hiring (posting a job and hoping clinica

When patient volume spikes, we relieve operational strain by deploying qualified bedside clinicians in 2–5 business days. With 20+ years of experience and a No Placement, No Payment guarantee, we become an extension your workforce—rapidly stabilizing staffing, reducing overtime, and protecting quality of care.   For example: a 30‑bed med‑surg unit facing a sudden 20% census increase avoided costly overtime by onboarding interim RNs within three days, keeping nurse‑to‑patient

We shorten time-to-fill to 2–5 days and reduce hiring risk through rigorous screening, skills validation, and behavioral fit assessments! Hospitals are losing time—and money—because of common hiring pitfalls: long time-to-fill, poor cultural fit, and insufficient vetting. We’ve seen each issue play out in real placements, costing facilities staffing gaps, overtime, and disrupted patient care.   At Hathaway, our precision recruiting and 20+ years of experience shorten time-to-

We vet every candidate through a multi-step protocol—credential verification, reference checks, skills assessments, and culture-fit interviews—so you get clinicians who meet both clinical standards and team expectations.   That thoroughness reduces onboarding surprises and improves retention, translating to faster productivity and lower replacement costs.   Learn how our process protects your hiring outcomes: www.hathawayhealthcarestaffing.com   #HealthcareStaffing #ClinicalS