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April 8, 2025

The Healthcare Workforce Crisis is About to Get Worse—Here’s What You Can Do

Recent adjustments in federal student loan policies are poised to significantly impact the healthcare workforce. The uncertainty of income-driven repayment (IDR) plans and modifications to Public Service Loan Forgiveness (PSLF) eligibility have intensified financial challenges for aspiring healthcare professionals.

Understanding the Policy Changes

IDR plans have been reinstated, but with far fewer benefits than before, leading to higher monthly obligations. Additionally, changes to PSLF eligibility criteria have introduced uncertainties for those in public service roles seeking loan forgiveness. ​

The numbers tell the story:

  • A $70K salary = $4,403 take-home/month
  • Student loans eat up $2,187 (federal without IDR: $1,687 + private: $500)
  • Rent in Boston: $1,550
  • Food and other necessary living expenses: $975
  • Net take-home: -$309


With IDR and PSLF becoming more restrictive, pursuing a clinical career is becoming financially unsustainable for many. It's time for healthcare employers to rethink how they attract and retain talent.

Evaluating Traditional Recruitment Incentives

In response to staffing shortages, many healthcare institutions have historically relied on sign-on bonuses. However, these one-time incentives often fail to ensure long-term retention, as new hires may depart once the bonus period concludes. Studies show that while employers invest $10,000+ per employee in sign-on bonuses, they generate only $2,800 in actual retention value—resulting in a -72% ROI. This approach can result in:​

  • Elevated turnover rates​ as employees leave once they receive the bonus.
  • Increased recruitment expenditures​ with constant rehiring and onboarding costs
  • Disruptions in patient care continuity​ affecting overall healthcare delivery.

Case Study: Adopting Employer-Backed Education Investment Programs

To address these challenges, healthcare organizations are turning to employer-backed education investment programs to build sustainable talent pipelines. One leading health system partnered with Clasp to engage CRNA students two years before graduation, offering future employment and up to $90,000 in student loan repayment over three years. This approach led to:

  • 73% of the applicant goal reached in just 7 weeks
  • 70% engagement with nurse anesthesia programs

By investing in students' education in exchange for multi-year work commitments, health systems see higher student-to-employee conversion rates, extended retention periods, and improved ROI over traditional recruitment methods. This model ensures that financial barriers don’t deter future healthcare professionals, securing a dedicated workforce while reducing turnover.

Conclusion

The old hiring playbook isn’t working. The evolving landscape of federal student loan policies necessitates innovative recruitment and retention strategies in the healthcare sector. By transitioning from traditional incentives to employer-backed education investment programs, healthcare institutions can cultivate a resilient workforce capable of delivering high-quality patient care in these challenging times.

The most successful health systems aren’t waiting—they’re already investing in employer-backed education to fill critical roles and retain talent for 3+ years.

Let’s talk about how you can take action before the competition does. Schedule a chat with us here.