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Read MoreHEALTHCARE INSTITUTIONS: WORKFORCE IMMIGRATION STRATEGY
Reducing legal risk while strengthening talent acquisition
HEALTHCARE INSTITUTIONS: WORKFORCE IMMIGRATION STRATEGY
Reducing legal risk while strengthening talent acquisition
Yasin Bilgehan Akalan
Attorney at Law
Immigration Law Expert – Akalan Law Firm
As the number of patients rises rapidly[i], the need for healthcare professionals, including physicians[ii], nurses[iii], and advanced practice nurses, is increasing dramatically. In recent years, this reality has cast a shadow over hospitals across the United States: with the growing demand for care each day, this alarming situation is pushing the system to its limits. Institutions struggling to stay afloat with an exhausted, diminishing, and increasingly depleted workforce are facing a critical turning point. This severe strain highlights why healthcare workforce planning, risk mitigation, and an effective talent acquisition approach have become more essential than ever. The situation now poses a significant risk to the sustainability of healthcare services.
To sustain this fragile structure, healthcare organizations are inevitably turning their attention beyond national borders. International hiring is no longer just an option—it has become a critical necessity for many institutions. The contributions of international physicians, nurses, and technical healthcare staff play a central role in easing the increasing patient load, preserving quality of care, and preventing systemic collapse. As a result, strengthening physician recruitment, enhancing recruitment efficiency, and ensuring legal compliance through strong compliance management practices have become indispensable.
For this reason, a well-designed immigration strategy is no longer merely an administrative process; it has become a vital element shaping the future of the country’s healthcare services. Organizations that strategically integrate international talent into their long-term planning gain not only operational stability but also a lasting strategic advantage in an increasingly competitive healthcare environment.
The United States offers a wide range of visas designed to support healthcare hiring. Each category serves different roles, and understanding these options helps employers build stronger workforce planning and long-term recruitment strategy efforts.
The H-1B visa is widely used to hire physicians, advanced practice nurses, and clinical researchers for roles requiring specialized expertise. This category is overseen by USCIS and grants work authorization after approval. Since it is an employer-sponsored visa, the H-1B supports strong talent acquisition planning and contributes to a long-term strategic advantage. Because compliance matters, employers must follow all compliance management steps to ensure smooth processing.
The EB-3 visa is especially valuable for hiring nurses and allied health professionals. This immigrant visa offers Green Card sponsorship, promoting long-term staffing and stability. Employers must complete the PERM process and obtain approval from the DOL (Department of Labor). When executed correctly, EB-3 significantly improves recruitment efficiency and helps healthcare institutions maintain consistent staffing levels.
The EB-2 NIW (National Interest Waiver) is ideal for highly skilled physicians and clinical specialists whose work supports national healthcare priorities. Although not employer-sponsored, the category aligns with institutional goals by offering flexibility, innovation, and strong strategic advantage.
The J-1 visa is essential for international physicians completing residency or fellowship programs in the U.S. However, the two-year home residence rule can restrict physician recruitment efforts. The J-1 Waiver solves this issue by allowing doctors to work in underserved areas, making it a powerful tool for employers needing specialized medical talent. Since this route requires close attention to rules, strong compliance management and expert immigration consulting are crucial.
Under the USMCA agreement, the TN visa offers quick and efficient entry for qualified nurses, healthcare technicians, and other clinical workers from Canada and Mexico. This makes the TN category one of the most cost-effective solutions for rapid international hiring.
The O-1 visa is designed for clinical researchers, health informatics specialists, and exceptional physicians with significant achievements. Institutions that use this category gain access to top-tier talent and enhance their strategic advantage in research, technology, and advanced patient care.
Securing a visa does not automatically allow physicians or nurses to practice in the United States. Healthcare professionals must also complete essential licensing steps to demonstrate clinical competency and ensure patient safety.
All internationally trained physicians must obtain ECFMG certification, which verifies that international medical graduates meet U.S. medical education standards. This certification supports physician recruitment and ensures proper physician credentialing before clinical practice begins.
The USMLE is mandatory for all physicians who plan to practice medicine in the United States. The exam evaluates medical knowledge, diagnostic ability, and overall clinical competency, helping ensure high-quality care and consistent patient safety.
All practicing nurses must pass the NCLEX-RN to obtain licensure. This exam plays a central role in verifying skills for advanced practice nurses and allied health professionals, and it ensures safe, consistent care standards across the U.S. nursing workforce.
Because licensure is managed at the state level, both physicians and nurses must meet state-specific licensing requirements. Key elements include:
These steps reinforce legal compliance and ensure that all healthcare institutions maintain high standards of safety and accountability.
Expanding into the U.S. begins with choosing the visa pathway—E-2 or L-1—that strategically supports your business model and long-term growth plans. This article breaks down both options to help investors, founders, and multinational companies determine which route best aligns with their goals.
A strong and thoughtful immigration strategy, paired with effective workforce planning, helps U.S. healthcare institutions remain competitive and resilient. By prioritizing talent acquisition, emphasizing physician recruitment, strengthening the nursing pipeline, and maintaining strict compliance management, organizations can build a sustained strategic advantage.
With the right combination of visas, certifications, and licensing processes, qualified physicians, nurses, and allied professionals can join the workforce more quickly. This not only supports essential risk mitigation but also ensures safer and more consistent care for patients across the United States.
[i] According to Becker’s Hospital Review, hospital patient volumes increased between 2023 and 2024 as follows: inpatient admissions by +9.3%, observation-status admissions by +7.8%, emergency department visits by +8.5%, and outpatient visits by +7.2%.
Source: https://www.beckershospitalreview.com/finance/hospital-patient-volumes-up-almost-everywhere
[ii] According to data from the Health Resources & Services Administration (HRSA), all physician specialty areas combined are projected to face a shortage of approximately 187,130 full-time equivalent (FTE) physician positions by the year 2037.
Source: https://bhw.hrsa.gov/sites/default/files/bureau-health-workforce/data-research/physicians-projections-factsheet.pdf
[iii] Regarding the nursing workforce: according to the American Association of Colleges of Nursing (AACN), the nursing workforce stood at 3.1 million in 2022 and is expected to reach 3.3 million by 2032 — yet an annual shortage of approximately 193,100 nurses is projected (including retirements, exits from the profession, and other factors).
Source: https://www.aacnnursing.org/Portals/0/PDFs/Fact-Sheets/Nursing-Shortage-Factsheet.pdf
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