How online training can help solve the healthcare worker shortage

By: Michael Eugene | May 2026

According to the U.S. Bureau of Labor Statistics (BLS), healthcare and social assistance will add more jobs than any other sector through 2034, with healthcare support roles alone growing 12.4%. But growth projections only matter if trained workers exist to fill those positions. Right now, they don't.

Healthcare delivery organizations looking to fill this gap need to think creatively about how they can do so. That means determining how to get the right people in the right roles with as little friction as possible. One way to help close the gap is by tapping into online training as a workforce development resource to empower your team — in the form of upskilling and reskilling for members of your existing team, and new skill development for prospective new hires.

The scope of the shortage

The deficit cuts across nearly every healthcare discipline. The Health Resources and Services Administration projects a shortfall of more than 141,000 physicians by 2038. In nonmetropolitan areas, HRSA forecasts an 11% registered nurse shortage by 2038, compared to just 2% in metro regions. Rural communities and safety-net providers are absorbing the worst of it.

The shortage extends to the specific roles healthcare organizations are scrambling to fill. The Medical Group Management Association reported in May 2025 that 47% of medical practice leaders say medical assistants are the single hardest position to recruit, nearly triple the rate for nurses. More than 43% of practices hired alternative staff to cover MA vacancies in 2024 because they couldn't find qualified candidates.

The shortage isn't limited to clinical roles, either. The BLS projects more than 14,000 medical records specialist openings each year through 2034. Without enough trained coders, health systems face delayed reimbursements, denied claims, and revenue cycle disruptions that compound the financial strain the shortage already creates.

Why traditional pipelines can't keep up

For employers, nonprofits running workforce programs, and academic institutions trying to meet community demand, the math is discouraging. Two-year associate degree programs and in-person technical schools serve a purpose, but they come with rigid schedules, geographic limitations, and completion timelines that many working adults can't accommodate. A single parent working night shifts at a hospital can’t drive to a community college campus three mornings a week. Their life and schedule demand flexibility.

Meanwhile, competition for existing talent keeps pushing labor costs higher. Turnover in one position alone can cost organizations a significant amount of money and time. Multiply that across a system with dozens of vacancies and the financial case for growing your own workforce becomes hard to ignore.

The core problem isn't necessarily a lack of people interested in healthcare careers. It's a lack of accessible, affordable pathways to get them trained and credentialed on a timeline that works for everyone.

What online training changes

Online, self-paced certificate programs solve several problems at once. They compress the timeline: programs in medical billing and coding, medical assisting, pharmacy technology, and phlebotomy can be completed in months instead of years. Students train around their existing schedules rather than rearranging their lives to fit a classroom timetable.

For organizations that need to build or rebuild talent pipelines, online training also eliminates a geographic barrier. A hospital system in a rural area and a community health center in a downtown metropolis can access the same curriculum. This matters because, as HRSA's data makes clear, the shortage hits hardest in the places farthest from traditional training institutions.

Employers gain another advantage: the ability to upskill existing staff without pulling them off the floor. A front-desk employee at a medical practice can train for a medical coding and billing credential during evenings and weekends, then move into a higher-value role without the organization losing them for a semester. It’s a win-win: the facility maintains productivity while the staff member adds a valuable skill to their repertoire.

That kind of internal mobility reduces turnover, fills hard-to-recruit positions, and signals to employees that the organization is invested in their growth.

How U.S. Career Institute supports workforce partners

U.S. Career Institute has spent more than 45 years building online career training programs, including 15 healthcare certificate tracks and three healthcare-related degree programs. These programs are 100% online, self-paced, and built for adults who are already working.

The U.S. Career Institute partner model is designed for flexibility. Employers receive custom reporting on enrollment, progress, and completion rates. Nonprofits can provide career training to underserved populations at a price point that works within grant budgets. Academic institutions can expand their healthcare program catalog without the cost and lead time of building new curricula from scratch.

The results back it up:

• U.S. Career Institute graduates have national certification exam pass rates that exceed national averages
• Reviews clearly show a high regard for the school and its programs, with a 4.8-out-of-5 Trustpilot rating
• 85% of partners renew year over year

Build your talent pipeline now

The healthcare worker shortage is structural, not cyclical. An aging population and years of underinvestment in training capacity have created a gap that won't close on its own.

Organizations that start building scalable training solutions now will be better positioned than those still waiting for traditional pipelines to catch up. That requires tapping into non-traditional methods like online learning to meet the workforce where it is while creating a smoother pathway to a new career.

To learn how U.S. Career Institute can support your workforce development goals, visit our partner solutions page.