David Gantshar

Additional evidence of a rebounding staffing market: From; SIA | Bullhorn Staffing Indicator Both commercial and professional US staffing hours rose in the week ended Sept. 20 and reached a year-to-date high, according to the SIA | Bullhorn Staffing Indicator – September 30, 2025 report. “On a sequential, week-over-week basis, hours worked in the US staffing industry rose further in the second full week following Labor Day week,” according to the report. “As a result, US Staffing and Commercial Staffing hours reached new Year-To-Date peak levels.”

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August 2025 U.S. Jobs Report: Healthcare Continues to Lead the Way While overall job growth remains sluggish (+22,000 jobs in August), the healthcare sector is powering ahead with +31,000 new jobs added last month: Ambulatory services: +13,000 Hospitals: +9,000 Nursing & residential care: +9,000 At a time when unemployment is rising (now at 4.3%) and manufacturing and government jobs are contracting, healthcare stands out as a resilient and essential growth driver. For medical employers, this means: High demand for nurses, therapists, and allied health professionals. Increased competition for skilled talent in both clinical and support roles. A need for strategic workforce planning to keep pace with patient care demands At MediQuest, we specialize in connecting healthcare organizations with the right professionals. Helping teams stay fully staffed and focused on delivering quality care. If your team is planning for growth or facing staffing shortages, let’s connect. We’re here to help you navigate this evolving labor market. Full Report attached. #HealthcareStaffing #MedicalJobs #MediQuest #JobsReport #StaffingSolutions #hiringnow #MA #medicalstaff

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Staffing doesn’t just affect your bottom line. It defines your building’s identity. You can have the best food, the cleanest halls, the newest EMR… But if you’re always short? 🟡 Your strongest nurses leave—or worse, stay and disengage. 🟡 Your culture becomes survival-based, not purpose-driven. 🟡 Your leadership presence vanishes—because you’re too busy triaging. Here’s what most people miss: You don’t lose DONs because they’re burned out. You lose them because they feel powerless to protect the team they care about. That’s the tipping point. And once that trust is gone—it takes months to rebuild, if you can at all. The best NHAs I know aren’t asking for more tools. They’re asking: “Can I finally stop bleeding leadership capital just to keep the wheels on?” That’s the staffing conversation we should be having. Not cost. Not ratios. Control. #postacutecare #SNFleadership #staffingstrategy #NHAlife #cultureatstake #leadershipfatigue #burnouttruths #seniorliving

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🚀 Transitioning from Delivery to Sales in US Staffing. Here’s what you can learn: ✅ You Already Know the Market Having worked directly with candidates and hiring teams, you know the pulse of the job market better than anyone. This gives you an edge when pitching talent solutions. ✅ Candidate Experience = Sales Asset Your delivery experience means you can speak confidently about candidate pipelines, onboarding issues, and time-to-fill metrics—critical in client conversations. ✅ Relationship-First Mindset Delivery builds trust with candidates; sales builds trust with clients. The common thread? Authentic relationships—this mindset carries over naturally. ✅ Understand the “Why” Behind the Role Sales isn’t just about submitting resumes. It’s about understanding the client's business goals and positioning the right talent as the solution. ✅ Adapt Fast, Stay Resilient Sales cycles, rejections, client ghosting—none of it is easy. But coming from delivery, you already know how to hustle under pressure. Trust that grit. To all my peers in staffing: if you’re thinking of making this shift, don’t hesitate. Your delivery expertise is your secret weapon in sales. Would love to connect with others who’ve made this move—what was your biggest learning? #USStaffing #CareerTransition #DeliveryToSales #StaffingLife #RecruitmentSales #TechStaffing #StaffingIndustry #GrowthMindset

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We are excited to announce the launch of Intercare Locums, a dedicated division of Intercare Recruitment, focused exclusively on providing locum tenens physician support across the United States. The demand for healthcare providers continues to outpace supply, leaving hospitals, clinics, and communities facing critical staffing challenges. At Intercare Locums, our mission is simple yet powerful: to narrow the physician shortage gap by delivering highly qualified, flexible, and reliable physician coverage where it’s needed most. By partnering with healthcare facilities, we: Ensure continuity of care during staffing shortages Reduce provider burnout by offering flexible coverage Help organizations safeguard financial health with sustainable workforce solutions Support communities by ensuring patients receive timely access to care With our deep expertise in healthcare staffing and commitment to personalized service, Intercare Locums is here to make an immediate and lasting impact on the physician workforce crisis. Together, we can build a stronger, more resilient healthcare system. Please visit our website: www.intercarelocums.com

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When it comes to staffing partners, “good enough” is not good enough. Contingency staffing is results-first — you only pay once a successful placement is made. So why wait? If your current vendors aren’t consistently raising the bar, now is the time to put others to the test. The truth is, your staffing partners are more than vendors. They are an extension of your brand. Their professionalism, execution, and ability to deliver reflect directly back on you and your organization. If you expect excellence from the candidates you hire, you should demand the same from the firms bringing them to you. Screen them with the same scrutiny. Hold them to the same standards. This isn’t just about filling roles — it’s about protecting your reputation and elevating your results. So here’s the challenge: 👉 Reevaluate your current partners. 👉 Invite new firms into the mix. 👉 Create competition that drives higher performance. The market moves quickly. Don’t let complacency hold you back while stronger partners — and stronger talent — are out there waiting. #Recruitment #Staffing #HiringStrategy #Leadership #TalentAcquisition

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May 2025 Labor Market Summary (BLS and ADP) Brought to you by Back Office Staffing Solutions. BLS Employment Situation – May 2025 Job Growth: U.S. nonfarm payroll employment increased by 139,000 in May. This marks a slower pace compared to earlier in the year, signaling a cautious labor market as we approach mid-2025. Unemployment: The unemployment rate remained steady at 4.2%, unchanged since May 2024, with 7.2 million people unemployed. This stability suggests the labor market is holding its ground despite broader economic uncertainty. Industry Highlights: Health Care, Leisure & Hospitality, Social Assistance: These sectors continued to see job gains, reflecting ongoing demand for services as the summer season begins. Federal Government: Job losses persisted, continuing a downward trend for this sector. Staffing & Recruiting Industry: The professional and business services sector (which includes staffing and recruiting) saw little change, indicating a plateau in demand for staffing services. Year-to-date, job growth has slowed from the robust gains seen in early 2025, and while demand remains in key sectors like healthcare and hospitality, overall hiring momentum is cooling. ADP National Employment Report – May 2025 Private Sector Hiring: Only 37,000 private sector jobs were added in May, the lowest monthly gain since March 2023 and well below expectations. This sharp slowdown highlights growing employer caution and a significant deceleration from April’s 60,000 new jobs. Wage Growth: Annual pay rose 4.5% year-over-year, showing that wage pressures remain even as hiring slows. Both job-stayers and job-changers continue to see robust pay increases. Sector Details: Leisure & Hospitality: Added 38,000 jobs, benefiting from seasonal demand. Professional & Business Services: Lost 17,000 jobs, a potential concern for staffing and recruiting firms. Other Sectors: Mixed results, with some (like financial activities) gaining jobs and others (like trade, transportation, and utilities) seeing declines. Regional Trends: Only medium-sized businesses (50–249 employees) saw notable job growth, while other firm sizes were flat or negative. Year-to-Date Trend: After a strong start to 2025, hiring momentum has faded sharply over the past two months, signaling a broader labor market recalibration. Key Takeaways for Staffing & Recruiting Hiring Slows, but Opportunities Remain: Both BLS and ADP reports show a marked slowdown in hiring for May, especially in the private sector and professional services. However, demand for talent in healthcare, hospitality, and select service industries remains resilient. Market Cooling: The labor market is not contracting, but growth is clearly moderating. Employers are more selective, and job seekers may face increased competition.

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This article is a summary of a survey into the most searched for specialties with Physician recruiters. The data comes from Association for Advancing Physician and Provider Recruitment (AAPPR). Also embedded in the article was the average time to fill an open Physician vacancy....118 days for physicians, compared to 77 days for advanced practice providers (APPs). Surgical and specialty searches were longest, with oncology requiring a median of 332 days. A quote: "Most common physician searches: Hospital Medicine (10.8%), Family Medicine (10.6%), OB/GYN: General (7.8%) and Internal Medicine (5.8%)." https://lnkd.in/ggvMd4yc

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Locum VMS/MSP Model: -Health System brings one on being promised vendor neutrality and bringing cost down by increasing competition. -I am personally no longer aware of a true vendor neutral VMS/MSP as most if not all are owned by a staffing agency. (Trust me, I know people at pretty much every company and I know exactly what they do) -The success rate has historically been very low in locums due to it not really being a volume game. Can work well in Travel Nursing and Allied due to volume, but not locums. -Health System fires VMS/MSP to sign on another that promises vendor neutrality and competitive rates. The circle continues. How many times are these places going to keep signing on new VMS/MSP's before realizing maybe it doesn't work well due to the industry. 🙃 Insanity.

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The future of work is here, and it’s all about flexibility. Vaco by Highspring’s latest Talent Pulse Newsletter highlights a major shift—professionals are increasingly prioritizing contract work for its variety, competitive pay, and career growth opportunities. Employers benefit from flexible workforce models, too. They help businesses access specialized skills, quickly scale teams up or down, and keep critical projects moving forward. Curious about what else is driving this shift? Check out the full newsletter. https://lnkd.in/eJgBV3ct #VacoTalentPulse #ContractWork #FutureofWork

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January isn’t just a fresh start—it’s a planning advantage. Just finished a great call with a national partner for 7 Nurse Practitioners for new markets. With budgets approved and volumes forecasted, Q1 is when healthcare leaders can strategically deploy Locums Tenens APPs and Physicians instead of scrambling later in the year. That’s why the start of the year is the ideal time to have these conversations. Whether it’s: • Filling Q1/Q2 coverage gaps • Reducing burnout on permanent staff • Testing long-term hiring needs before committing FTEs 2026 success starts with the right workforce conversations—early. Let’s make this a year of planning, not reacting. #GHRHealthcare #LocumsTenens #NursePractitioners

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