The CRNA job market is in a state of flux, and recruitment teams are feeling the pressure. To understand the dynamics shaping the industry, I interviewed 30 organizations about their current experiences in hiring CRNAs. Their insights revealed surprising trends, underlying causes, and a glimpse into the future of CRNA recruitment.
1. CRNAs Commanding the Market – High Salaries and Expectations
Organizations consistently cited escalating salary demands as a major challenge. In some regions, CRNA pay has reached levels once considered unsustainable, a lingering effect of pandemic-era market shifts. Many facilities, particularly those with tighter budgets, are grappling with this reality.
Why?
- Pandemic Aftershocks: During COVID-19, many CRNAs transitioned to high-paying Locum Tenens roles. While those roles are less prevalent now, expectations for similar compensation persist.
- Competition: Facilities in high-demand regions often bid against one another, driving up rates and pulling talent from one another’s existing pools.
Teams reported that retaining CRNAs at pre-pandemic pay scales is nearly impossible without offering additional benefits, flexible schedules, or high signing bonuses.
2. A Shift Back to Anesthesiologists…and Other Options
Some organizations are shifting back to relying on anesthesiologists rather than CRNAs, a surprising strategy. While the care team model (one anesthesiologist supervising four CRNAs) remains common, several organizations shared they’re now investigating the cost efficiency of hiring more MDs or employing AA focused care teams to extend their financial runway. One team said they don’t have CRNAs (and instead have AAs) in 7/8 of their sites!
Why?
- Cost-Benefit Analysis: Facilities are weighing the rising cost of CRNAs against the potential efficiency of hiring anesthesiologists, especially in regions where anesthesiologist salaries remain competitive and where they can get anesthesiologists to work for longer hours and take call to offset the hourly rates they pay CRNAs.
- Post-Pandemic Shifts: Similar to nursing trends, post-pandemic pushes from facilities regarding the cost of staffing are causing financial pressures on market players like managed service groups, and agencies. Agency demand for AAs is also increasing.
- Liability Concerns: Some organizations noted that relying more heavily on CRNAs can increase perceived liability risks from their surgeons, particularly in rural areas with less access to robust legal or clinical support systems. This concern has been refuted time and time again by evidence of the equivalent level of care provided by CRNAs across the country, including in 95% of rural communities.
3. The Location Dilemma: Urban vs. Rural Competition
Organizations highlighted location as a key factor in recruitment success. Urban areas like New York offer CRNAs attractive pay packages and perks, leaving rural facilities struggling to compete.
Why?
- Mobility: CRNAs have greater flexibility in choosing where they work. Many prefer urban settings for the amenities.
- Retention Challenges: Rural facilities often hire locum tenens CRNAs as a stop-gap measure, but this approach rarely leads to long-term retention.
4. The Data Divide: Transparency vs. Hesitation
One recurring theme was the reluctance to include compensation details in job postings. While CRNAs increasingly expect transparency, some recruiters say their organizations worry that listing compensation could discourage potential candidates or ignite bidding wars. They could also cause dissatisfaction among their existing staff.
Why?
- Market Sensitivity: Organizations feel that overly detailed salary disclosures might alienate candidates who expect higher rates, especially in competitive regions.
- CRNA Expectations: Many CRNAs now expect compensation discussions upfront, seeing it as a sign of respect and professionalism.
Organizations that embrace transparency often find they attract more engaged candidates, even if the salaries offered are mid-range.
5. VMS Systems: A Necessary Evil
Vendor Management Systems (VMS) [Link to Previous Blog]have become ubiquitous in healthcare recruitment, but owners of agencies as well as staffing leaders at hospitals expressed mixed feelings about their cost, desirability, and the fit between facilities and candidates presented through VMS platforms.
Why?
- Efficiency vs. Quality: VMS systems act as clearing houses for jobs but often cause recruiters to prioritize speed of presentation over quality, leading to mismatched expectations. There can be 50-100 agencies in a VMS system competing to bid CRNAs! Recruiters are incentivized to focus on that competition, not helping CRNAs.
Some teams are mitigating these issues by implementing more robust screening processes and focusing on direct engagement strategies like Lokum App.
Navigating the CRNA Market with Strategic Solutions
Despite the challenges, recruitment teams shared several innovative approaches to overcoming these hurdles:
- Offering customized compensation packages that blend competitive pay with flexibility.
- Using tools like Lokum App to connect directly with CRNAs, bypassing some of the inefficiencies of traditional systems.
- Creating pathways for CRNA retention, including mentorship programs, leadership training and professional development opportunities.
- Some organizations are experimenting with on/off models, offering CRNAs positions where they can work for 1-2 weeks at a time for 26 weeks of the year.
Find the Right Match with Lokum App
Struggling to attract and retain CRNAs? Lokum App simplifies the recruitment process by connecting you directly with qualified providers. With features like customizable postings, transparent compensation, and instant communication, Lokum App helps you build lasting relationships with CRNAs.
Download Lokum App today and start optimizing your recruitment strategy.
Looking to join a CRNA focused online community that helps you grow in your career?
A practicing CRNA we know just launched a community to elevate the practice of Anesthesia called CRNA Connection. It’s a great way to connect with others in the specialty and stay on top of every aspect of being a CRNA
Your expertise is invaluable and I know they would love to have you. Check it out here.