의료 분야 인재 채용 : 시장 점유율 분석, 업계 동향 및 통계, 성장 예측(2026-2031년)

According to Mordor Intelligence, the talent acquisition in the healthcare market was valued at USD 29.73 billion in 2025 and is estimated to grow from USD 30.85 billion in 2026 to USD 51.82 billion by 2031, at a CAGR of 10.93% during the forecast period (2026-2031).

This report is Segmented by Technology (Applicant Tracking Systems, Candidate Relationship Management Platforms, and More), Service Type (Permanent Staffing Services, Managed Service Providers, and More), End User (Hospitals and Health Systems, and More), Mode (In-House Talent Acquisition, and More), and Geography. The Market Forecasts are Provided in Terms of Value (USD).

Global Talent Acquisition In Healthcare Market Trends and Insights

Intensifying Workforce Shortages in Allied Health Roles

Allied health vacancies are compelling hospitals to pay premium rates for temporary staff, straining operating margins and fueling aggressive recruitment investments. The American Hospital Association reported in 2025 that 94% of executives ranked staffing as their top operational issue, with annual turnover for respiratory therapists and radiology technicians exceeding 30%. Enrollment in allied health programs fell 8% between 2020 and 2024, while outpatient diagnostics demand jumped 17% over the same span. Health systems are launching apprenticeship pipelines, but those programs take three to five years to produce certified workers, leaving an acute gap that staffing agencies exploit through per-diem placements. Rural providers are hit hardest because clinicians cluster in cities for higher wages, forcing small hospitals to rely on travelers whose costs are 40-60% higher than those of permanent staff. Consequently, talent acquisition in the healthcare market must balance immediate stopgaps with long-term workforce development.

Accelerating Digital Transformation of Hospital HR Functions

Hospital HR digitization is evolving from back-office automation to strategic workforce forecasting. Children's Hospital of Philadelphia cut nursing time-to-hire from 62 to 38 days after rolling out an AI-enabled applicant tracking system in 2024, saving an estimated USD 4.2 million annually. Modern platforms now integrate with electronic health records to flag high-performing clinicians before they enter the job market, lowering cost-per-hire by 30-40%. Credentialing vendors such as Propelus compress onboarding from 45 to 15 days, allowing hospitals to ramp capacity faster during seasonal spikes. The National Committee for Quality Assurance mandated monthly sanction monitoring in 2025, pushing facilities toward automated compliance. These breakthroughs reinforce a data-driven culture that is redefining how talent acquisition in the healthcare market operates.

High Sensitivity of Candidate Data to Cyber-Security Breaches

Recruitment platforms store Social Security numbers, license records, and malpractice histories, making them prime targets for ransomware. The February 2024 attack on Change Healthcare exposed data on over 100 million individuals and cost USD 2.3 billion in remediation. Under the Health Insurance Portability and Accountability Act, inadequate safeguards can result in fines of up to USD 1.5 million per violation. Hospitals now require vendors to obtain SOC 2 Type II certification and undergo annual penetration tests, which are inflating compliance costs, especially for small agencies. These cyber risks temper investment appetite in talent acquisition in the healthcare market.

Other drivers and restraints analyzed in the detailed report include:

1. Shift Toward Flexible Gig-Based Clinical Staffing Models
2. Adoption of AI-Powered Sourcing to Reduce Time-to-Hire
3. Fragmented Licensing Rules Across US States and EU Nations

For complete list of drivers and restraints, kindly check the Table Of Contents.

Segment Analysis

Applicant tracking systems accounted for 38.28% spending in 2025 and remain the system of record for most hospitals. Yet the segment's growth is moderating as buyers prioritize platforms that mesh with payroll, scheduling, and electronic health records. AI-enabled sourcing and candidate relationship management solutions, growing 12.19% annually, are redefining how talent acquisition in the healthcare market evolves at the technology layer. Hospitals deploying these tools report time-to-hire reductions of 20-30% and lower "ghosting" rates, because machine-learning engines nudge candidates with automated reminders.

The talent acquisition market share for traditional background screening software is shrinking as hospitals seek unified stacks that conduct criminal checks, license verification, and reference checks in a single workflow. Video interviewing remains commonplace for telehealth roles, but pricing compression is driving consolidation. Vendors differentiating on predictive analytics, such as recommending competitive pay bands based on regional benchmark data, are gaining traction, especially among large systems that hire thousands of clinicians yearly.

Permanent staffing delivered 41.43% of 2025 revenue, reflecting ongoing demand for full-time clinicians. Yet rising physician burnout propels an 11.43% CAGR for locum tenens services, which now represent a critical pressure valve for facilities in remote geographies. This growth influences the talent acquisition in the healthcare market, as episodic contracts fetch premium bill rates that outpace inflation.

Managed service providers (MSPs) and recruitment process outsourcing (RPO) continue to gain share by offering bundled contingent labor, compliance monitoring, and vendor consolidation. Hospitals using MSPs report administrative savings of 15-20% because a single dashboard unifies invoicing and credential tracking. Meanwhile, temporary allied health staffing is broadening beyond respiratory therapy into imaging and laboratory specialties, widening the scope of talent acquisition in the healthcare industry.

Geography Analysis

North America generated 37.21% revenue in 2025, anchored by the United States' multistate licensing complexity, elevated clinician wages, and a payer mix that sustains premium bill rates. Enhanced Nurse Licensure Compact adoption across 41 states eases nurse mobility, but California and New York maintain independent processes that prolong onboarding. Canada bolsters rural coverage by importing 4,200 international medical graduates in 2025, an 18% jump from 2023. Mexico's private hospital boom along the border attracts bilingual care teams, funneling cross-border recruitment dollars into the healthcare talent acquisition market.

Asia-Pacific posts the fastest regional trajectory with a 10.94% CAGR to 2031. India's surplus of 140,000 nurses in 2025 feeds outbound staffing pipelines to Gulf Cooperation Council nations and Australia. Saudi Arabia's Vision 2030 hospital build-out and the United Arab Emirates' specialty clinic growth amplify regional demand. Japan faces an aging population, with 28.7% of the population over 65 in 2025, prompting investments in robotics and task-shifting to offset nursing shortages. China's private hospital segment grows 12% annually, but provincial licensing and Hukou restrictions impede national staffing platforms, limiting scale advantages in regional healthcare talent acquisition.

Europe's free-movement directive, in theory, simplifies credential portability, yet language and competency tests in Germany, France, and Italy create bottlenecks. Germany hired 12,400 foreign nurses in 2025, largely from the Philippines and India, to mitigate demographic pressures. The United Kingdom's National Health Service filled 35% of nursing vacancies with international recruits in 2025, but competition from Gulf countries offering higher wages is eroding its pull factor. South America remains under-penetrated, though private hospital chains in Brazil and Argentina are beginning to adopt structured vendor management, hinting at future growth opportunities for talent acquisition in the healthcare market.

1. AMN Healthcare Services Inc.
2. CHG Healthcare Services Inc.
3. Cross Country Healthcare Inc.
4. Encompass Health Corporation
5. MEDNAX Services Inc.
6. Jackson Healthcare LLC
7. Maxim Healthcare Group
8. Aya Healthcare Inc.
9. HealthTrust Workforce Solutions LLC
10. LocumTenens.com LLC
11. 24Hr HomeCare Inc.
12. Trustaff Management Inc.
13. TeamHealth Holdings Inc.
14. Syneos Health Inc.
15. Ingenovis Health Inc.
16. Curative Talent LLC
17. Health Carousel LLC
18. Medical Solutions LLC
19. Heatlhcare Australia Holdings Pty Ltd
20. Randstad N.V. (Healthcare Division)

Additional Benefits:

• The market estimate (ME) sheet in Excel format
• 3 months of analyst support

TABLE OF CONTENTS

1 INTRODUCTION

• 1.1 Study Assumptions and Market Definition
• 1.2 Scope of the Study

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET LANDSCAPE

• 4.1 Market Overview
• 4.2 Market Drivers
  • 4.2.1 Accelerating Digital Transformation of Hospital HR Functions
  • 4.2.2 Intensifying Workforce Shortages in Allied Health Roles
  • 4.2.3 Shift Toward Flexible Gig-Based Clinical Staffing Models
  • 4.2.4 Growing Regulatory Pressures for Credential Verification Automation
  • 4.2.5 Adoption of AI-Powered Sourcing to Reduce Time-to-Hire
  • 4.2.6 Expansion of Cross-Border Telehealth Driving Global Talent Pools
• 4.3 Market Restraints
  • 4.3.1 High Sensitivity of Candidate Data to Cyber-Security Breaches
  • 4.3.2 Fragmented Licensing Rules Across US States and EU Nations
  • 4.3.3 Union-Led Resistance to Algorithmic Screening Tools
  • 4.3.4 Budget Constraints in Rural and Safety-Net Facilities
• 4.4 Impact of Macroeconomic Factors on the Market
• 4.5 Industry Value-Chain Analysis
• 4.6 Regulatory Landscape
• 4.7 Technological Outlook
• 4.8 Porter's Five Forces Analysis
  • 4.8.1 Threat of New Entrants
  • 4.8.2 Bargaining Power of Buyers
  • 4.8.3 Bargaining Power of Suppliers
  • 4.8.4 Threat of Substitute Products
  • 4.8.5 Intensity of Competitive Rivalry

5 MARKET SIZE AND GROWTH FORECASTS (VALUE)

• 5.1 By Technology
  • 5.1.1 Applicant Tracking Systems (ATS)
  • 5.1.2 Candidate Relationship Management Platforms
  • 5.1.3 AI-Based Recruitment Tools
  • 5.1.4 Video Interviewing Platforms
  • 5.1.5 Background Screening Software
  • 5.1.6 Other Technologies
• 5.2 By Service Type
  • 5.2.1 Permanent Staffing Services
  • 5.2.2 Temporary Staffing Services
  • 5.2.3 Recruitment Process Outsourcing (RPO)
  • 5.2.4 Managed Service Providers (MSP)
  • 5.2.5 Locum Tenens Staffing
  • 5.2.6 Other Service Types
• 5.3 By End User
  • 5.3.1 Hospitals and Health Systems
  • 5.3.2 Ambulatory Surgical Centers
  • 5.3.3 Nursing Homes and Long-Term Care Facilities
  • 5.3.4 Home Healthcare Providers
  • 5.3.5 Diagnostic Laboratories
  • 5.3.6 Other Healthcare Providers
• 5.4 By Mode
  • 5.4.1 In-House Talent Acquisition
  • 5.4.2 Outsourced Talent Acquisition
  • 5.4.3 Hybrid Model
• 5.5 By Geography
  • 5.5.1 North America
    • 5.5.1.1 United States
    • 5.5.1.2 Canada
    • 5.5.1.3 Mexico
  • 5.5.2 South America
    • 5.5.2.1 Brazil
    • 5.5.2.2 Argentina
    • 5.5.2.3 Rest of South America
  • 5.5.3 Europe
    • 5.5.3.1 Germany
    • 5.5.3.2 United Kingdom
    • 5.5.3.3 France
    • 5.5.3.4 Italy
    • 5.5.3.5 Spain
    • 5.5.3.6 Russia
    • 5.5.3.7 Rest of Europe
  • 5.5.4 Asia-Pacific
    • 5.5.4.1 China
    • 5.5.4.2 India
    • 5.5.4.3 Japan
    • 5.5.4.4 South Korea
    • 5.5.4.5 Australia and New Zealand
    • 5.5.4.6 Rest of Asia-Pacific
  • 5.5.5 Middle East
    • 5.5.5.1 Saudi Arabia
    • 5.5.5.2 United Arab Emirates
    • 5.5.5.3 Turkey
    • 5.5.5.4 Rest of Middle East
  • 5.5.6 Africa
    • 5.5.6.1 South Africa
    • 5.5.6.2 Nigeria
    • 5.5.6.3 Egypt
    • 5.5.6.4 Rest of Africa

6 COMPETITIVE LANDSCAPE

• 6.1 Market Concentration
• 6.2 Strategic Moves
• 6.3 Market Share Analysis
• 6.4 Company Profiles (includes Global Level Overview, Market Level Overview, Core Segments, Financials as available, Strategic Information, Market Rank/Share, Products and Services, Recent Developments)
  • 6.4.1 AMN Healthcare Services Inc.
  • 6.4.2 CHG Healthcare Services Inc.
  • 6.4.3 Cross Country Healthcare Inc.
  • 6.4.4 Encompass Health Corporation
  • 6.4.5 MEDNAX Services Inc.
  • 6.4.6 Jackson Healthcare LLC
  • 6.4.7 Maxim Healthcare Group
  • 6.4.8 Aya Healthcare Inc.
  • 6.4.9 HealthTrust Workforce Solutions LLC
  • 6.4.10 LocumTenens.com LLC
  • 6.4.11 24Hr HomeCare Inc.
  • 6.4.12 Trustaff Management Inc.
  • 6.4.13 TeamHealth Holdings Inc.
  • 6.4.14 Syneos Health Inc.
  • 6.4.15 Ingenovis Health Inc.
  • 6.4.16 Curative Talent LLC
  • 6.4.17 Health Carousel LLC
  • 6.4.18 Medical Solutions LLC
  • 6.4.19 Heatlhcare Australia Holdings Pty Ltd
  • 6.4.20 Randstad N.V. (Healthcare Division)

7 MARKET OPPORTUNITIES AND FUTURE OUTLOOK

• 7.1 White-Space and Unmet-Need Assessment