Monte George

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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👀 The best hires often come from seeing what others miss. Flashback 13 years ago… I was Talent Acquisition Manager at Sonora Quest Labs, trying to fill a tough role: Patient Services Center Supervisor. The wishlist? 📍 Phlebotomy certification 📍 5+ years of supervisory experience 📍 Healthcare management chops Easy, right? (LOL, no.) 🥸 Then came a candidate who made me pause - Shantrese Montgomery: 👉 A high school Career & Technical Education teacher. Not the obvious choice. Not even close. But she had previous healthcare experience and—more importantly—a spark.🔥 Her answers weren’t “perfect.” But her leadership instincts? 🦄 She managed 120+ teens a day (enough said), which translated beautifully into: 🧠 Classroom management = Performance oversight 🌱 Student development = Team growth 📞 Parent communication = Stakeholder management That “risky” hire? She stayed almost 13 years, climbed the ladder, and is now rocking a new leadership role in aviation. ✈️ Moral of the story: Sometimes the best talent shows up in unexpected packaging. 🎁 Don't just screen for experience—listen for potential. That’s where the magic is. 💡 Relationships = Results. The candidates you bet on today become tomorrow’s success stories.

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𝗟𝗼𝘀 𝗔𝗻𝗴𝗲𝗹𝗲𝘀 𝗶𝘀 𝗵𝗼𝘀𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗙𝗜𝗙𝗔 𝗪𝗼𝗿𝗹𝗱 𝗖𝘂𝗽 (2026), 𝗦𝘂𝗽𝗲𝗿 𝗕𝗼𝘄𝗹 𝗟𝗫𝗜 (2027), 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗟𝗔28 𝗢𝗹𝘆𝗺𝗽𝗶𝗰𝘀 𝗯𝗮𝗰𝗸-𝘁𝗼-𝗯𝗮𝗰𝗸. This is a once-in-a-generation opportunity for SoCal hospitality. Or a once-in-a-generation staffing headache waiting to happen... Many operators want to wait and see how things develop. From what I’m seeing, starting to hire just six months before kickoff won’t cut it. And hiring is generally taking more time than it used to. The competition isn’t just the restaurant down the street. Hotels, event venues, and global brands will all be going after the same talent pool. The time to start building your leadership team is NOW. Here are a few reasons why: 1️⃣ 𝗔-𝗣𝗹𝗮𝘆𝗲𝗿𝘀 𝘂𝘀𝘂𝗮𝗹𝗹𝘆 𝗴𝗲𝘁 𝘀𝗻𝗮𝗽𝗽𝗲𝗱 𝘂𝗽 𝗲𝗮𝗿𝗹𝘆. While some operators hold off, the ones who move fast are already locking in solid GMs and Chefs before the market heats up. Wait too long, and you're stuck with what’s left. 2️⃣ 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗻𝗲𝗲𝗱 𝗿𝘂𝗻𝘄𝗮𝘆. Someone hired today has time to learn your systems, shape your culture, and actually lead. Waiting until the frenzy hits means hiring warm bodies just trying to stay afloat. 3️⃣ 𝗧𝗵𝗲 𝗽𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝘄𝗮𝗿 𝗶𝘀 𝗰𝗼𝗺𝗶𝗻𝗴. Your top leaders will be targeted hard. Competitors will throw serious money at them. Retention plans aren’t optional anymore. They’re basic survival. 4️⃣ 𝗘𝗺𝗽𝘁𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝗲𝗮𝘁𝘀 𝗸𝗶𝗹𝗹 𝗿𝗲𝘃𝗲𝗻𝘂𝗲. Even one open seat during peak times causes burnout, bad guest experiences, and lost sales. Those guests won’t come back, and they’ll tell others why. This isn’t just about filling roles. It’s about having a plan to protect your business. We’ve already started helping partners shore up their teams with the coming events top of mind. 𝘼𝙧𝙚 𝙮𝙤𝙪 𝙩𝙖𝙠𝙞𝙣𝙜 𝙨𝙩𝙚𝙥𝙨 𝙩𝙤 𝙗𝙪𝙞𝙡𝙙 𝙮𝙤𝙪𝙧 𝙩𝙚𝙖𝙢, 𝙤𝙧 𝙝𝙤𝙥𝙞𝙣𝙜 𝙞𝙩 𝙖𝙡𝙡 𝙛𝙖𝙡𝙡𝙨 𝙞𝙣𝙩𝙤 𝙥𝙡𝙖𝙘𝙚? 🔔 Tap the bell to get notified of future posts.   𝗙𝗼𝗹𝗹𝗼𝘄 / 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 to join my network. EHS Recruiting Company - Southern California

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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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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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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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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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Why Are We Losing Great Candidates? 🔄 Lengthy forms and redundant steps 📱 Poor mobile experience ⏳ No clarity on time commitment 🚫 Rigid systems that don’t respect senior-level applicants’ time For Director-level roles—especially in healthcare and emerging fields like functional medicine—these friction points are deal-breakers. Top candidates are busy, discerning, and expect a process that reflects the professionalism of the role. What the Data Tells Us Applications that take longer than 15 minutes see a 73% drop-off rate. Candidates are 345% more likely to complete applications that take 5 minutes or less. 51 clicks is the average number required to complete a job application. (Source: Withe, Appcast) What Can Recruiters Do? ✅ Streamline the process: Fewer clicks, fewer screens. ✅ Go mobile-first: 70% of applications are now submitted via mobile. ✅ Respect seniority: Tailor the experience for executive-level professionals. ✅ Be transparent: Let candidates know how long it will take—and what to expect. In today’s competitive hiring landscape, the application experience is your first impression. Make it count. Want help designing a candidate-friendly process for healthcare leadership roles? Let’s connect.

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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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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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Friday Focus | Making the Most of SIA Healthcare Next Week The SIA Healthcare Staffing Summit is next week in Las Vegas. For those of us in healthcare staffing, this isn’t just another event on the calendar. It’s one of the most valuable weeks of the year where strategy, innovation, and community all come together. In my last post, I shared the three dimensions of conference ROI: 👉 Connections that become conversations 👉 Insights that inspire innovation 👉 Visibility that builds trust As we head into the Summit, here’s how to turn that framework into real-world results: 🔹 Go in with a learning mindset. Don’t just collect business cards, collect ideas. Ask peers and clients what’s really shifting in healthcare staffing: clinician experience, automation, tech adoption, or compliance challenges. These insights will shape your 2025 strategy more than any flyer ever could. 🔹 Focus on quality, not quantity. A handful of deep, strategic discussions are worth far more than 100 quick intros. Follow up fast, that’s where the real ROI happens. 🔹 Treat visibility as credibility. Every handshake, every question you ask, and every follow-up builds your reputation. Consistency builds trust, and trust drives growth. The best conference ROI isn’t measured in leads it’s measured in learning and long-term relationships. If you’re attending, I’d love to connect in person! Stop by booth 704, let’s talk about turning next week’s insights into next year’s results. #HCStaffSummit #HealthcareStaffing #ConferenceROI #CeipalHealthcare #HealthTech #StaffingIndustry #Networking #B2BMarketing #NurseStaffing #LocumTenens #AlliedHealth #LeadershipDevelopment #HealthcareRecruitment

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The healthcare staffing industry is at a critical juncture as 40% of RNs plan to leave the field within the next 5 years. New data from Becker’s and the National Council of State Boards of Nursing reveals a critical crossroads for the U.S. nursing workforce. While signs of stabilization are emerging post-pandemic, long-standing challenges remain. Employment is rebounding, and nurse education and diversity are at all-time highs. However, burnout, stress, staffing shortages, and workplace safety continue to drive exits. Over 138K nurses have left since 2022, and nearly 40% of RNs plan to leave within 5 years. Many retired nurses returned post-COVID, but this may be short-lived. “We can no longer use COVID-19 as the excuse,” says NCSBN CEO Phil Dickison. The message is clear. To build a resilient nursing workforce, systemic changes, not just support programs, are urgently needed. Being a good staffing vendor will not be enough. The winners in this market will establish strong partnerships with health systems across all categories of labor and bring innovation, technology and a talent-first mindset. #Nursing #HealthcareStaffing #Burnout #NurseRetention #HealthcareLeadership #WorkforceSolutions

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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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Healthcare hiring did not slow down with the rest of the economy. According to the latest Bureau of Labor Statistics data, healthcare continued adding tens of thousands of jobs while many industries pulled back. Ambulatory care and hospitals led the growth. That matters because this isn’t a temporary surge. Hiring pressure in healthcare is structural. When demand stays elevated, inefficient hiring compounds fast. Time-to-fill stretches. Cost per hire rises. Agency spend creeps back in. Every open role quietly hits margin, patient access, and care delivery. The question for health systems this year isn’t whether hiring demand will continue. It will. The question is whether hiring models are built to scale without driving costs higher and speed lower. The systems that modernize recruiting capacity and remove friction from the funnel will protect margin and maintain quality. The rest will keep paying a premium for every vacancy. Which is hurting more right now in your organization: cost per hire or time-to-fill?

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