Every new year starts the same way for hospital leadership; refreshed budgets, new targets, and the same staffing gaps that did not magically fix themselves in December.
As human resources teams and chief nursing officers plan for 2026, the focus is shifting from short-term fixes to recruitment strategies that actually last.
Below are the goals we hear most often; and how IntelliStaff Medical helps you hit them with high-quality Canadian and Mexican registered nurses and medical laboratory scientists through the TN visa.
What hospital leaders are focused on right now
Based on current federal workforce, labour, patient safety, and demographic data, hospital leadership across the United States is consistently focused on the same core challenges; filling roles faster, retaining staff longer, and controlling costs without compromising care.
- Time-to-fill and vacancy pressure in key units
- Retention beyond year one; especially in hard-to-staff specialties
- Reducing travel agency dependence and stabilizing labour spend
- Staffing stability that supports patient safety and quality
- Language access and patient communication in diverse communities
- Burnout and workplace safety risks that push turnover
- Immigration timelines that match operational reality
10 recruitment goals for 2026; and how IntelliStaff Medical helps
Hire faster without sacrificing quality
- Why this matters: The United States Bureau of Labor Statistics projects about 189,100 openings for registered nurses per year (on average) from 2024 to 2034; and lists the median registered nurse wage at $93,600 (May 2024).
- How IntelliStaff Medical helps: Pre-screened Canadian and Mexican registered nurses and medical laboratory scientists for direct-hire roles; matched to your unit needs and start-date reality.
Reduce travel agency dependence
- Federal data point: The United States Government Accountability Office found that, among six hospitals with complete data (2019 to 2022), five reported that the proportion of registered nurse hours worked by supplemental registered nurses more than doubled.
- Cost comparison (no fluff; just pain): In those six hospitals, the United States Government Accountability Office found the percentage increase in average hourly cost ranged from 14% to 45% for directly employed registered nurses; versus 53% to 266% for supplemental registered nurses.
- How IntelliStaff Medical helps: We focus on direct-hire placements (not short-term travel contracts); helping you stabilize staffing and reduce repeated contract resets.
Improve long-term retention with a real plan
- How IntelliStaff Medical helps: TN roles are well suited for multi-year employment; and facilities can initiate a longer-term TN-to-permanent residence strategy when it fits their retention plan.
- Retention reality you flagged (and you are right): Depending on country of birth and the permanent residence pathway, this strategy can support commitments in the 2 to 11 year range.
- Important note: TN is a nonimmigrant classification; any permanent residence planning should be handled with qualified immigration counsel so timing and intent are managed properly.
Shorten hiring timelines versus immigrant visa routes
- The challenge: Many employment-based immigrant visas are subject to annual numerical limits and per-country allotments; which is why backlogs happen.
- Why TN helps: The TN pathway is often measured in weeks; not years; when the candidate is qualified and documentation is ready.
Improve communication and patient experience with bilingual talent
- Federal data point: The United States Census Bureau reported that 78.3% of people age 5 and older spoke only English at home (2018 to 2022 American Community Survey five-year estimates); meaning about 21.7% spoke a language other than English at home.
- How IntelliStaff Medical helps: Many Mexican registered nurses are bilingual in English and Spanish; and many Canadian registered nurses are bilingual or multilingual in French, Hindi, Tagalog, Punjabi, American Sign Language, and more.
Strengthen quality and patient safety through staffing stability
- Why this matters: Federal evidence reviews link nurse staffing and turnover patterns to patient outcomes and operational strain.
- How IntelliStaff Medical helps: Direct-hire staffing reduces constant onboarding churn; improves continuity; and supports unit culture and preceptor capacity.
Build a predictable pipeline instead of panic recruiting
- Federal resource: The Health Resources and Services Administration publishes workforce projections (including dashboards and data files) to support long-range planning.
- How IntelliStaff Medical helps: Ongoing candidate pipelines aligned to your forecasted growth, retirements, and specialty demand; so hiring is scheduled, not chaotic.
Improve cultural fit and team stability
- The challenge: Skills are necessary; but not sufficient; culture and communication can make or break retention.
- How IntelliStaff Medical helps: We screen for teamwork, adaptability, communication style, and realistic expectations; then match candidates to the right environment.
Make border crossings and onboarding smooth
- How IntelliStaff Medical helps: We work to ensure nurses and medical laboratory scientists can cross the border with little to no issues by confirming readiness milestones; including NCLEX, VisaScreen, Credential Evaluation Service when required, Social Security Number eligibility, and state licensure readiness before start date (as applicable).
- TN basics: The TN classification requirements are governed under the United States-Mexico-Canada Agreement framework and administered through United States Citizenship and Immigration Services guidance.
Protect morale, reduce burnout pressure, and improve safety
- Burnout is not just a vibe: The Health Resources and Services Administration’s workforce reporting cites survey findings where substantial shares of registered nurses report frequent burnout.
- Workplace violence is measurable: The United States Bureau of Labor Statistics reported 41,960 nonfatal workplace violence cases requiring days away from work, job restriction, or transfer in the health care and social assistance industry over 2021 to 2022; with an annualized incidence rate of 14.2 per 10,000 full-time workers.
- How IntelliStaff Medical helps: Faster hiring and stronger retention stabilizes units; reduces overtime pressure; and supports a healthier workplace culture.
Why the TN visa is a practical lever for hospitals
- Fast when managed properly: Often measured in weeks; particularly compared to immigrant visa routes that face annual numerical limits and per-country allotments.
- No annual numerical cap for TN admissions: TN is not structured like capped categories such as the H-1B; and is generally described as not having an annual numerical limit. (This is commonly documented in employer TN guidance.)
- Retention planning: When paired with a long-term strategy, facilities can support multi-year commitments; including TN-to-permanent residence planning when appropriate.
