Immigrants make up 27% of physicians and surgeons, 22% of nursing assistants and 16% of registered nurses in the U.S. Visa and travel restrictions on 19 countries could affect the pipeline of these healthcare workers.
As of June, 6,653 international physicians had been accepted into U.S. residency programs, and about 1,000 had not yet secured visas. It is unclear how many residents were delayed or have been unable to start their assignments because of visa restrictions.
While the interview pause for J-1 visas was lifted in June, some physicians were still unable to schedule visa appointments because their embassies had not reopened slots, were told their applications needed further vetting, or were denied because they are from countries with a U.S. travel ban.
How systems are preparing
Rochester (N.Y.) Regional Health assesses the potential effects of visa and travel restrictions on its workforce pipelines through close collaboration with legal and immigration experts, Jennifer Eslinger, president of healthcare operations and COO, told Becker’s. Its global and compliance team coordinates with immigration attorneys to monitor travel restrictions, embassy appointment availability and processing times.
“We also maintain regular check-ins with international recruitment agencies to identify potential delays early,” Ms. Eslinger said. “This collaborative approach enables us to review workforce plans and start dates proactively, ensuring compliance and helping to mitigate gaps that may arise from any potential immigration constraints.”
Rochester Regional Health also continuously updates its global pipeline projections to reflect shifting policies and conditions.
“Recognizing that healthcare remains an area of growing and critical need, we are actively engaging with our elected officials to highlight the increasing demand for healthcare workers in the U.S. and the widening gap in available talent,” she said.
Buffalo, N.Y.-based Kaleida Health employs 14,000 people, with about 150 employees on visas, or roughly 1% of its workforce. Most of these staff are in nursing and laboratory science — areas already facing national shortages, Renata Filarecki, senior director of talent acquisition, told Becker’s.
The system is preparing for potential effects of visa restrictions by supporting its current international staff while growing local pipelines through school and community organization partnerships, Ms. Filarecki said.
Roles most in need
Rochester Regional Health’s greatest need for international recruitment support is in nursing — particularly in the medical-surgical unit, emergency department and operating room, where domestic shortages remain persistent, Ms. Eslinger said.
Kaleida Health anticipates its greatest need lies in inpatient nursing — particularly telemetry, critical care and medical-surgical. Perioperative and specialty nursing are also needed, Ms. Filarecki said.
Outside of nursing, Kaleida expects demand growth in clinical laboratory science, pharmacy, perfusion and surgical technologists roles, along with a smaller but important set of health IT roles that support clinical operations.
Rochester Regional also expects continued need in surgical support roles, including surgical and scrub technicians, and in diagnostic imaging, such as radiologic technologists.
Strategies to maintain staffing levels
To adapt quickly to changing immigration landscapes, Rochester Regional is diversifying its international recruitment pipelines through partnerships across multiple countries and visa types. It also has alternative sourcing strategies to tap into less-affected regions when restrictions arise, Ms. Eslinger said.
Kaleida is focusing on growing local pipelines through school and community partnerships, along with retention and upskilling of its current workforce through preceptor programs and tuition support.
For Rochester Regional, local efforts emphasize internal resilience and long-term pipeline development, such as strengthening its float pool and per diem staffing to offer greater flexibility.
The system also expanded its college of health careers, which has increased nursing enrollment, and it launched new programs in radiologic technology and surgical technology.
“Finally, we are investing heavily in retention strategies including virtual nursing, mentorship, professional growth opportunities, wellbeing resources, competitive compensation, flexible scheduling and recognition programs to reduce turnover and strengthen workforce stability,” Ms. Eslinger said.
