Why talent mobility needs a refresh

Healthcare organizations invest significant time and resources in attracting top talent. But what happens when the relocation process—meant to welcome new hires—turns into a logistical nightmare?

For many HR and talent teams, employee relocation remains a manual, complex, and frustrating experience. Decentralized processes, lack of real-time data, and administrative burdens don’t just slow things down; they impact hiring, retention, and employee satisfaction.

With increasing competition for healthcare professionals and rising costs, organizations can’t afford outdated relocation processes. It’s time to rethink how talent mobility works and create a system that benefits both employees and HR teams.

This article explores: 
• Challenges facing healthcare relocation today
• Why the need for modernization is more urgent than ever
• Practical steps HR leaders can take to improve their talent mobility programs

The current state of talent mobility in healthcare

Most healthcare organizations handle relocation in one of two ways: they manage it in-house with fragmented processes, or they outsource it while maintaining limited visibility into the employee experience. Neither approach is flawless, and common challenges persist:

1. Decentralized & overcomplicated

Many hospitals and healthcare organizations use separate departments, multiple vendors, or ad hoc processes for relocation. The result? Inconsistencies, delays, and unnecessary complexity that make it harder to deliver a smooth employee experience.

2. Limited visibility & data gaps

HR teams often lack real-time insights into relocation progress, making it difficult to track costs, measure efficiency, or identify pain points. Recent trends are indicating the need for data and technology to help connect the dots. Without data, continuous improvement is nearly impossible.

3. Employee experience challenges

Relocating is already a stressful life event. When employees lack structured support, they experience uncertainty, miscommunication, and frustration. 64% of employees are likely to leave a new job within their first year after having a negative onboarding experience.

4. HR teams are stretched thin

HR professionals juggle multiple priorities—from recruitment to compliance—leaving little bandwidth to manage relocation logistics effectively. Without the right tools and support, relocation becomes an administrative burden rather than a strategic advantage.

Why modernization can’t wait

If these challenges feel familiar, you’re not alone. Many healthcare organizations are realizing that outdated relocation processes no longer work. Here’s why modernizing talent mobility is now a necessity:

1. The talent shortage is real

By 2031, the U.S. is expected to face a shortage of 195,400 nurses and 87,150 primary care physicians (HRSA). Organizations with streamlined relocation programs have a clear advantage in attracting top talent who are weighing multiple offers.

2. Employee expectations have changed

Today’s workforce expects transparency, personalization, and structured support throughout the relocation process. A poor experience can lead to second thoughts about an offer—or early turnover. 30% of new hires leave within the first 90 days due to unmet expectations.

3. Rising costs & inefficiencies

Manual processes, delays, and last-minute changes don’t just create headaches; they drive up costs. The average company spends $97,166 per relocated employee (if a homeowner, and $24,000 if renting), yet inefficiencies and avoidable expenses significantly impact budgets.

How healthcare organizations can build a modern relocation program

The good news? Modernizing talent mobility doesn’t require a complete overhaul—it starts with strategic improvements. Here’s how HR and talent teams can make meaningful changes:

Step 1: Take a hard look at your current approach

Assess your existing process:
• How do employees experience relocation today?
• Where do bottlenecks occur?
• Are HR teams spending too much time managing logistics? Identifying inefficiencies is the first step to improvement.
• What are the current budgets/costs? (Partner with your finance team early.)

Step 2: Learn from other industries

Industries like tech, finance, and consulting have embraced modern, data-driven mobility solutions. Healthcare can adopt best practices to create a more efficient and employee-friendly relocation experience.

Step 3: Leverage the right tools & partnerships

The right mix of technology, automation, and external expertise can significantly reduce administrative burdens while improving the employee experience. Whether through outsourcing, hybrid models, or better internal systems, investing in smarter tools pays off in efficiency and satisfaction.

Step 4: Make employee experience the priority

A smooth relocation isn’t just about logistics—it’s about making employees feel valued. Small improvements, like clearer communication, personalized support, and proactive problem-solving, can make a huge difference in engagement and retention.

Final thoughts & next steps

Healthcare organizations are facing new workforce challenges, and outdated relocation processes can’t keep up. The organizations that modernize talent mobility will gain a competitive edge—those that don’t may struggle to attract and retain top talent.

So, where do we go from here?

Join our upcoming webinar, where experts from Children’s Hospital Los Angeles, Ace Relocation Systems, and Relocity will share real-world strategies for building a modern talent mobility program.

Don’t miss this opportunity to learn from leaders in the field. Sign up now and take the first step toward a more efficient, employee-friendly relocation process.