On January 30-31, 2025 in Toronto, HR professionals united to tackle Canada’s healthcare workforce crisis at the 3rd Annual HR Solutions in Healthcare Conference. From staffing shortages to retention strategies, experts shared bold ideas and real-world solutions to build a stronger, more sustainable system.
Conversations sparked effortlessly. The room was a mix of familiar faces and new connections—healthcare HR professionals, each bringing their own expertise and challenges, but all united in one goal: to leave with real solutions to the workforce crisis.
From Crisis to Surplus: Rethinking Canada’s Healthcare Workforce
Canada’s healthcare system stands at a crossroads, with staff shortages, growing wait times, and an outdated structure struggling to meet demand.
“We’re not going to recruit our way out of this crisis,” warned keynote speaker Matthew Lister, highlighting the need for systemic change and capturing the urgency in the room.
He painted a stark picture: Canada gains only 2,000 nurses annually but needs 13,000 per year to meet demand.
In comparison, the U.S. recruits 203,000 nurses per year, offering higher pay and lower taxes.
Lister urged a shift from a scarcity-based model to a surplus system that prioritizes education, research, and service expansion.
“We need bold action now,” Matthew stressed, calling for faster credentialing for 70,000 international healthcare graduates, unified regulatory bodies, and automation in scheduling and resource management to cut inefficiencies.
To sustain the system, Lister advocated for early interventions to prevent costly long-term complications and provincial collaboration to optimize capacity. Without urgent reform, he warned, “We’ll be facing an even deeper crisis in the next decade.”
Building a Stronger Healthcare Workforce: Lessons from Nursing Recruitment in Newfoundland and Labrador
The conference wasn’t just about identifying problems—it was about solutions. Debbie Malloy’s session provided exactly that. Newfoundland and Labrador had faced an escalating nursing crisis, with vacancies skyrocketing from 300 to 700 in just two years. Their response? An aggressive, strategic approach to international recruitment, largely targeting India.
The bold approach tackled its nursing shortage which surged from 300 to 700 vacancies in two years. The province streamlined credentialing, collaborated with regulators, and launched an international recruitment effort, primarily in India.
While initially expecting a six-month process, immigration hurdles extended timelines to twelve months. To support recruits, they provided free NCLEX (National Council Licensure Examination) prep (boosting pass rates to 80%) and strong settlement support, including housing and community integration.
Key lessons include the importance of clear communication, cultural adaptation, and local partnerships for retention. Adjustments like using WhatsApp, offering Newfoundland and Labrador-specific English lessons, and recruiting in small groups, improved integration.
With 400 job offers made and 125 nurses already working, early results are promising—only two have left so far. Newfoundland and Labrador now sees international recruitment as a long-term strategy to sustain its healthcare workforce.
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