For many acute care organizations, traveler staffing has become a necessary short-term solution in an increasingly competitive labor market. While it can fill immediate gaps, long-term reliance on travelers often leads to rising costs, inconsistent care teams, and challenges with culture and retention.
Across the country, health systems are asking the same question: how do we move beyond travelers and build a more stable, sustainable acute care workforce?
This case study highlights how a large hospital system in central Ohio began to answer that question through a more strategic approach to workforce planning and talent acquisition.
Like many acute care systems, this organization experienced increased dependence on travelers as workforce pressures intensified. Vacancies were difficult to fill, competition for talent was high, and speed to hire became critical.
Over time, the impact extended beyond staffing numbers. Labor costs continued to rise, internal teams felt the strain of constant onboarding, and leaders recognized that a traveler-heavy model was not a long-term solution.
The goal became clear: stabilize the workforce without sacrificing quality or slowing hiring momentum.
Rather than focusing solely on filling open shifts, the organization partnered with LeaderStat to take a broader view of its acute care workforce strategy.
This shift centered on several key priorities:
Creating a more intentional hiring process focused on long-term fit
Improving candidate engagement and decision-making speed
Identifying opportunities to convert travelers into permanent team members
Competing more effectively for acute care talent in a tight market
By aligning hiring strategy with workforce goals, the organization moved away from reactive staffing and toward a more sustainable model.
Through this approach, the hospital system saw meaningful progress in reducing traveler reliance while strengthening its permanent workforce. Leaders gained greater confidence in hiring decisions, improved visibility into their talent pipeline, and a clearer path toward long-term staffing stability.
Most importantly, the organization was able to balance immediate staffing needs with a forward-looking workforce plan, positioning itself more competitively in the acute care labor market.
This case study reinforces an important lesson for acute care organizations nationwide: traveler staffing may solve today’s problems, but workforce stability requires a strategy built for the future.
For leaders facing similar challenges, a few takeaways stand out:
Sustainable staffing starts with intentional hiring, not volume alone
Speed and quality can coexist with the right process and partner
Reducing traveler reliance is possible with a long-term workforce mindset
Every acute care organization’s challenges are unique, but the need for stability, predictability, and cost control is universal. Moving beyond travelers does not happen overnight, but with the right strategy and support, it is achievable.
To learn more about how this large hospital system in central Ohio approached its workforce challenges, explore the full case study or connect with LeaderStat to discuss what a sustainable acute care staffing strategy could look like for your organization.