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A Closer Look at Healthcare Recruitment in Q3
As healthcare organizations entered the second half of 2026, recruiting qualified diagnostic imaging and clinical laboratory professionals continued to present challenges that extend beyond identifying candidates with the appropriate credentials.
Throughout the third quarter, recruitment activity and direct candidate conversations at RSG Health Services highlighted several factors influencing hiring decisions, including compensation expectations, scheduling preferences, relocation considerations, and the pace of the hiring process.
While circumstances vary by facility, specialty, and geographic market, one theme remained consistent: successful recruitment depends on aligning the needs of healthcare organizations with the professional and personal priorities of candidates.
Drawing from our Q3 recruitment activity and ongoing conversations with healthcare professionals and hiring teams, we've identified several observations that may help organizations strengthen their hiring strategies as they move into the final quarter of 2026.
1. Compensation: What Makes a Career Move Worthwhile?
Compensation remained an important consideration throughout Q3, particularly among experienced CT and MRI technologists.
During recruitment outreach, some professionals indicated they would need compensation of $60 per hour or more to seriously consider changing positions, especially when relocation was involved.
Although these expectations are not representative of every candidate or geographic market, they illustrate a broader challenge: healthcare professionals who are currently employed may have little incentive to pursue an opportunity unless it offers a meaningful improvement over their existing situation.
For many candidates, this calculation extends beyond base pay. Shift differentials, sign-on bonuses, relocation assistance, benefits, opportunities for advancement, and long-term career stability all contribute to the decision.
A compensation package that appears competitive nationally may also be less compelling when evaluated against the cost of living in a specific community.
What this means for hiring teams
Evaluating compensation competitiveness before launching a search can help establish realistic expectations. When salary flexibility is limited, clearly communicating the full value of an opportunity allows candidates to make a more informed comparison.
The goal is not necessarily to offer the highest compensation in the market, but to understand what makes an opportunity competitive for the specific candidates an organization hopes to attract.
2. Scheduling and On-Call Requirements: A Competitive Consideration
Schedule preferences continued to influence candidate interest during Q3.
For experienced imaging professionals, opportunities offering predictable daytime hours, limited weekend responsibilities, or reduced call obligations may be especially appealing.
Conversely, positions involving overnight shifts, frequent weekend coverage, or demanding on-call schedules can present additional recruitment challenges.
One particularly important consideration is how on-call requirements affect the geographic area from which a facility can realistically recruit.
A position requiring an employee to respond within a short time frame may significantly limit the available candidate pool, particularly in metropolitan areas where housing near the facility is expensive.
Even when qualified professionals live within the broader region, commuting distances and response-time requirements may make the position impractical.
What this means for hiring teams
Where operationally feasible, reviewing shift structures, call expectations, and scheduling flexibility may help expand the pool of interested candidates.
When scheduling requirements cannot be adjusted, communicating them early allows recruitment partners to focus on professionals whose circumstances align with the position.
3. Relocation: Candidate Interest Does Not Always Translate Into Mobility
Expanding a recruitment search beyond the immediate market can create valuable opportunities to identify qualified professionals. However, relocating for a new position remains a significant decision.
Throughout Q3, candidate conversations reflected concerns about the financial and personal implications of relocation, including housing affordability, family considerations, career stability, and the uncertainty of transitioning to a new employer.
For professionals who are already established in their current positions, a new opportunity may need to offer a substantial advantage to justify the move.
In higher-cost communities, even attractive compensation may not fully offset the financial impact of relocating.
This creates an important distinction between identifying candidates who meet the technical qualifications of a position and identifying candidates who are realistically willing and able to accept it.
What this means for hiring teams
Organizations recruiting outside their immediate market should consider the complete relocation experience.
Providing transparent information about housing costs, community characteristics, relocation assistance, and anticipated start dates can help candidates evaluate opportunities more confidently.
Early conversations about relocation readiness can also reduce the likelihood of withdrawals later in the process.
4. Specialty Spotlight: CT, MRI, and Ultrasound
Although diagnostic imaging is often discussed as a single recruitment category, candidate availability and hiring challenges can differ significantly between modalities.
CT and MRI: Experienced Professionals Have Options
Our Q3 recruitment conversations indicated that experienced CT and MRI professionals remained selective about potential career moves.
Compensation expectations, preferred schedules, geographic considerations, and existing employment stability all influenced candidate interest.
These observations reinforce the importance of presenting opportunities with clear, competitive advantages rather than relying solely on job availability.
For organizations experiencing difficulty filling CT and MRI positions, evaluating requirements, compensation flexibility, and scheduling expectations may help identify opportunities to improve recruitment results.
Ultrasound: Experience Requirements Shape Candidate Availability
Recruitment conversations with sonographers in certain areas of the United States suggested a different dynamic, especially among some newly credentialed ultrasound professionals.
While some new graduates reportedly experienced difficulty securing their first full-time positions, healthcare organizations continued to express preferences for experienced sonographers in roles requiring greater clinical independence.
This illustrates an important distinction: an available candidate pool does not necessarily align with the experience requirements of every open position.
For departments with the resources to support training and mentorship, carefully structured new-graduate pathways may offer an opportunity to develop future talent.
What this means for hiring teams
Recruitment strategies should reflect the specific realities of each modality, rather than treating all imaging specialties as having identical candidate markets.
Distinguishing essential qualifications from skills that can reasonably be developed through training may help organizations identify additional hiring opportunities without compromising clinical standards.
5. Hiring Timelines: Maintaining Momentum Matters
Identifying a qualified candidate is only one stage of a successful recruitment process.
During Q3, recruitment activity included situations involving delayed feedback, competing opportunities, candidate withdrawals, and changes in candidate availability.
These experiences highlight the importance of consistent communication throughout the hiring process.
Healthcare professionals evaluating career opportunities may be engaged with multiple employers simultaneously. When interview scheduling, feedback, or hiring decisions are delayed, candidate circumstances and interest can change quickly.
While not every delay is avoidable, clear expectations and consistent communication can help maintain engagement.
What this means for hiring teams
Establishing realistic timelines for interview coordination, feedback, and offer decisions can improve the recruitment experience for both candidates and hiring managers.
Maintaining communication with recruitment partners is equally important, particularly when hiring priorities change or internal approvals require additional time.
An organized process does not guarantee every candidate will accept an offer, but it can reduce unnecessary uncertainty and support more informed hiring decisions.
6. Clear Job Requirements Create Stronger Candidate Alignment
Another important consideration from Q3 recruitment activity was the value of accurate and detailed position information.
Beyond certifications and years of experience, candidates increasingly evaluate the practical responsibilities associated with an opportunity.
For diagnostic imaging positions, this may include cross-modality coverage, equipment experience, call obligations, departmental staffing, and opportunities for professional development.
For leadership positions, candidates may also need a clear understanding of reporting structures, departmental oversight, operational responsibilities, and the size and composition of the teams they would manage.
When these details are incomplete or unclear, additional clarification may be required before recruiters can accurately communicate an opportunity.
What this means for hiring teams
Providing comprehensive position information at the start of a recruitment partnership helps support more targeted sourcing and meaningful candidate conversations.
Clear expectations allow recruiters to evaluate both technical qualifications and overall compatibility, while giving candidates the information needed to make informed career decisions.
Looking Ahead: Hiring Priorities for Q4 2026
As healthcare organizations approach year-end, reviewing recruitment strategies may help identify opportunities to strengthen hiring outcomes and prepare for anticipated workforce needs.
Based on our Q3 recruiting observations, several areas warrant consideration:
Compensation Competitiveness
Evaluate whether approved compensation ranges remain realistic for the experience level, geographic market, and scheduling expectations associated with open positions. Offering higher shift differentials for night and weekend shifts can also make a big difference. The days of 2-3/hr differentials are gone. This small amount will make a minimal impact on someone decision to work weekends. Employers should be thinking about 10-20/hr differentials for these hard to fill shifts.
Scheduling Flexibility
Where possible, assess whether adjustments to shifts, call rotations, or weekend coverage could make difficult-to-fill positions more attractive.
Certification and Experience Requirements
Review required qualifications to distinguish essential credentials from skills that may be developed through structured training or cross-training opportunities.
Relocation Readiness
Consider whether relocation assistance, housing affordability, and geographic restrictions may affect the availability of qualified candidates. Many times, it does. Employers should base relocation and sign-on bonus on a candidates specific circumstances, not a “one amount fits all” package. Making a candidates transition as easy as possible is a key component in a successful recruitment strategy.
Hiring Process Efficiency
Establish clear communication channels and realistic decision timelines to maintain candidate engagement throughout the recruitment process.
Workforce Development
Explore opportunities to support qualified emerging professionals through mentorship, structured onboarding, and professional development when operationally appropriate.
The Bigger Picture
Healthcare recruitment is rarely defined by a single factor.
A competitive salary may not overcome an undesirable schedule. An attractive schedule may not offset relocation expenses. A technically qualified candidate may not meet the practical requirements of a particular department.
And even when an opportunity and a candidate appear well aligned, communication and hiring timelines can influence the final outcome.
Our Q3 observations reinforce the value of taking a comprehensive approach to recruitment, one that considers candidate motivations, employer expectations, regional market conditions, and long-term compatibility.
Understanding these factors early allows healthcare organizations and recruitment partners to focus their efforts where they are most likely to produce meaningful results.
Continuing the Conversation
At RSG Health Services, we understand that every open position represents an important operational need, whether supporting essential diagnostic services, addressing staffing gaps, or preparing for future departmental growth.
Our commitment to our healthcare partners extends beyond identifying qualified candidates. We strive to provide thoughtful recruitment support, transparent communication, and practical insight into the challenges influencing today's healthcare workforce.
We appreciate the trust our partners place in us and look forward to continuing these conversations as organizations evaluate their hiring priorities for the remainder of 2026 and beyond.
RSG Health Services
Specialized Permanent Placement Recruitment
Diagnostic Imaging | Clinical Laboratory
About This Report
This quarterly update reflects observations from RSG Health Services' recruitment activity, candidate interactions, and healthcare client communications during July–September 2026. Selected subsequent discussions have been considered where they provide additional context to trends observed during the quarter.
Insights are intended to support informed hiring discussions and should not be interpreted as a comprehensive national labor market study. Candidate preferences, compensation expectations, and recruitment conditions may vary significantly by specialty, experience level, employer, and geographic location.