A situation that can no longer be ignored
Only 2 out of the 29 Pediatrics residency positions offered in Madrid this year were filled by MIR candidates. An alarming figure that confirms what many healthcare centers have been experiencing for some time: there is not enough generational replacement in critical specialties. And the problem goes far beyond pediatrics.
Specialties like internal medicine, primary care, anesthesiology, or hospital nursing have long faced increasing difficulty filling positions. The causes are varied: workload, turnover, lack of incentives, deteriorating public perception… and the outcome is always the same: healthcare strain, longer waiting lists, and overstretched teams.
Is the professional landscape shifting?
In addition to this structural shortage, recent weeks have brought further debate with the proposal of a new regulation that would limit the influence of doctors with ties to the pharmaceutical industry in public healthcare. While the goal is greater transparency, the measure has raised concerns among professionals and institutions alike.
Altogether, the professional climate in healthcare is going through a delicate phase. And that translates into a major challenge for attracting and retaining talent—especially in technical and mid-management roles that keep hospitals and clinics running daily.
It takes more than salary offers
Many healthcare centers have turned to better pay as their main competitive strategy. But reality shows that it’s not enough. Today, healthcare professionals are looking for something more:
- Stable and safe work environments.
- Real opportunities for professional development.
- Supportive and coherent leadership.
- Recognition of clinical value.
- Organizational cultures that truly consider their needs.
In this context, success doesn’t just depend on making an attractive offer. It depends on having a real strategy for talent attraction, selection, and retention.
The value of a specialized approach
At onhunters, we partner with healthcare organizations that understand covering a vacancy isn’t enough. It’s essential to design selection processes that assess not only clinical competencies but also motivation, cultural fit, and growth potential.
Through our dedicated Healthcare & Life Sciences division (see more here), we help attract scarce talent with rigorous processes, sector insight, and experience in recruiting for technical and care-focused leadership roles. We also support our clients in professionalizing their recruitment processes and building an employer value proposition tailored to today’s healthcare professionals.
Because if the system can’t attract those who sustain it, it’s not sustainable. Changing that reality also means rethinking how we recruit, communicate, and support those who care for others.
