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A Crisis by the Numbers: Nursing Shortages in 2025 by State

Global consulting firm McKinsey & Company predicted in 2022 that the United States would see a shortfall of 200,000 to 450,000 registered nurses (RNs) for direct patient care by 2025. It appears the firm was correct. Between 2022 and 2025, the Department of Health and Human Services (HHS) Health Resources and Services Administration (HRSA) noted a 1% increase in RN supply but a 3% increase in demand. The result was a deficit of about 295,800 nurses nationwide, falling within the predicted range. The persistent nursing shortage across U.S. healthcare systems is more than a temporary crisis. It’s a consistent, critical challenge that strains hospitals and other healthcare facilities nationwide.

As the demand for healthcare services escalates with an aging population and ongoing healthcare reforms, the gap between the supply and demand of RNs widens, but only in some areas. Vivian Health compared data across all 50 states and the District of Columbia to perform a comprehensive analysis of where nursing shortages may continue to impact healthcare systems. Our detailed examination explores the depth of the problem, pinpointing states facing the most significant shortages and those anticipated to have an oversupply for a quantitative view of the national distribution of nurses.

Nursing Shortages on a National Level

A study published in February 2024 by the JAMA Health Forum indicates the nursing workforce recovered in 2022 and 2023 following a substantial drop during the COVID-19 pandemic. It further emphasized that the workforce was on a trajectory to reach 4.56 million nurses in 2025, as previously forecast before the pandemic.

Other studies aren’t in total agreement. While the most recent projections do show nursing shortages easing, the gap between supply and demand decreases gradually over the 2027 to 2037 decade but doesn’t fully dissipate.

The U.S. Department of Health and Human Services (HHS) Health Resources and Services Administration (HRSA) projected continued shortages of full-time equivalent (FTE) RNs on a national level. It anticipates a 10% RN shortage in 2027, dropping to 8% by 2032 and 6% by 2037.

While the shortage wanes over the projection decade, a shortage still remains. The 6% shortage equates to about 207,980 FTE RNs nationally. Furthermore, the shortage spread is far from equal, with some states projected to have a surplus of nurses while others continue to face significant shortages.

Nursing shortages - help wanted

Projected RN Shortages by State Through 2037

The HRSA generated its projections using historical data up to and including some 2022 data. Because the pandemic impacted the nursing workforce, this effect may only be partially captured in the data available for current projections. These projections assume that previous patterns of graduation, employee departures and actively working nurses remain the same over the forecast period.

According to the HRSA’s projections, the adequate supply of RNs significantly varies by state. The following 10 states have the largest projected shortages by 2037:

  • North Carolina 22%
  • Washington 22%
  • Maryland 20%
  • South Carolina 19%
  • Michigan 19%
  • New Mexico 19%
  • Oklahoma 18%
  • California 18%
  • Idaho 17%
  • Georgia 17%

Keep in mind that, like national projections, the projections for an entire state may still mean that certain areas are better covered than others. For example, the HRSA report released in November 2024 projects a 13% shortage in nonmetropolitan areas compared to just 5% in metro areas.

Vivian Health reviewed the HRSA’s data to compare which states might see the gap in supply versus demand shrink between 2025 and 2037. From our research, we learned that 34 states would have a shortage in 2025 compared to 29 states in 2037. However, as some states’ shortages improve, others worsen.

For example, North Carolina has an anticipated shortage of 15% in 2025, rising to 22% by 2037. Conversely, Idaho has an expected shortage of 38% in 2025, falling to 17% by 2037. On the opposite end of the spectrum, Wyoming is expected to have nearly double the nurses the state needs in 2025, with an oversupply of 99%, but it drops to 77% by 2037. To see how your state fares, we’ve provided two tables below—one showing projected adequacy in 2025 and the other projected adequacy in 2037.

2025 Projected Adequacy by State 

State 2025 Supply 2025 Demand 2025 Adequacy
Idaho 10,940 17,570 62%
New Mexico 12,290 19,350 64%
Oklahoma 28,100 41,020 69%
Virginia 57,720 82,540 70%
South Carolina 39,940 55,120 72%
Maryland 44,680 59,270 75%
Arizona 51,870 68,220 76%
Iowa 25,350 32,020 79%
Colorado 39,320 49,240 80%
Kentucky 39,890 49,470 81%
West Virginia 16,280 20,160 81%
Georgia 82,370 99,260 83%
Missouri 54,230 65,310 83%
Pennsylvania 112,370 135,100 83%
Arkansas 26,870 32,020 84%
Michigan 86,090 102,000 84%
Tennessee 60,580 72,070 84%
Louisiana 42,400 49,750 85%
New Hampshire 11,840 13,980 85%
North Carolina 90,810 107,200 85%
Kansas 24,640 28,720 86%
Maine 13,080 15,230 86%
Nebraska 15,990 18,630 86%
Washington 60,940 69,980 87%
California 286,880 327,670 88%
Texas 222,250 253,610 88%
Mississippi 28,080 31,240 90%
Florida 206,640 225,290 92%
Nevada 25,640 27,830 92%
New Jersey 76,540 83,150 92%
Indiana 65,570 67,310 97%
Ohio 120,690 122,640 98%
Oregon 40,400 41,080 98%
Utah 25,950 26,290 99%
New York 185,050 184,710 100%
Montana 11,440 11,190 102%
Illinois 121,700 116,130 105%
Delaware 11,390 10,630 107%
Connecticut 39,940 37,060 108%
Wisconsin 60,010 55,760 108%
Minnesota 57,850 52,590 110%
Rhode Island 12,260 10,950 112%
South Dakota 10,240 9,130 112%
Alabama 59,250 51,910 114%
Massachusetts 81,040 65,470 124%
North Dakota 9,460 7,540 125%
Hawaii 15,940 11,870 134%
Vermont 8,520 6,350 134%
Alaska 9,570 6,590 145%
District of Columbia 11,200 5,800 193%
Wyoming 10,290 5,160 199%

Source: Department of Health and Human Services, Health Resources and Services Administration, Health Workforce Projections

Of the 34 states with a shortage in 2025, all but nine see their supply increase in 2037. However, only seven of the 26 states with an increased supply end up with an oversupply, between 1% and 23%. Utah notably goes from 99% adequacy in 2025 to 123% in 2037, a jump of 24%. While this increase is less than West Virginia’s jump of 27%, this state’s overage is much lower at 108%.

On the flip side, six states see their adequacy drop even more—from 1% to 14%—between 2025 and 2037. Oregon has the largest projected decrease, dropping from 98% adequacy to 84% (still higher than North Carolina’s 78%). Georgia and Maine are the only two states where adequacy doesn’t change, remaining at 83% and 86%, respectively.

Fifteen states and the District of Columbia have overages in 2025, and the HRSA projects eight to see adequacy continue to rise, between 3% and 19%. North Dakota has the most significant climb, rising from 125% to 144%, the third-highest overage. Of the remaining eight that drop, six will still have an oversupply.

New York was the only state at an even 100% in 2025. It and Delaware are in the exception column, with New York dropping from 100% to 99% and Delaware from 107% to 97% in 2037, moving both states to the shortage category. No state was at an even 100% in 2037.

Long-Term State-Wide Adequacy Projections Through 2037

State 2037 Supply 2037 Demand 2037 Adequacy
North Carolina 101,080 129,930 78%
Washington 68,790 87,730 78%
Maryland 54,960 68,550 80%
Michigan 90,120 111,410 81%
New Mexico 17,000 20,920 81%
South Carolina 49,930 61,790 81%
California 302,720 367,720 82%
Oklahoma 36,390 44,510 82%
Georgia 93,010 112,000 83%
Idaho 17,060 20,650 83%
Oregon 41,370 49,200 84%
Maine 15,570 18,090 86%
Texas 271,570 310,700 87%
New Jersey 79,540 90,680 88%
Louisiana 46,380 52,320 89%
Colorado 54,770 60,470 91%
Virginia 84,310 92,900 91%
Arizona 77,220 83,690 92%
Kansas 31,850 34,590 92%
Missouri 64,520 69,870 92%
Pennsylvania 136,880 148,140 92%
New Hampshire 15,890 16,870 94%
Mississippi 31,430 33,000 95%
Tennessee 77,950 81,740 95%
Delaware 11,850 12,170 97%
Iowa 32,890 34,040 97%
Florida 267,260 270,660 99%
Indiana 71,280 72,190 99%
New York 189,880 191,570 99%
Arkansas 34,070 33,840 101%
Kentucky 53,770 53,010 101%
Nevada 32,940 31,500 105%
Connecticut 40,110 37,820 106%
Nebraska 21,760 20,260 107%
Illinois 126,650 117,490 108%
Montana 13,420 12,480 108%
West Virginia 21,000 19,530 108%
Massachusetts 80,190 72,270 111%
Alaska 8,450 7,450 113%
Rhode Island 13,680 11,770 116%
Wisconsin 68,250 58,850 116%
Alabama 64,610 55,030 117%
Minnesota 68,980 58,890 117%
Ohio 145,620 123,300 118%
Utah 42,720 34,600 123%
South Dakota 12,830 10,300 125%
Vermont 8,100 6,500 125%
Hawaii 16,270 12,430 131%
North Dakota 11,670 8,090 144%
District of Columbia 9,130 6,210 147%
Wyoming 9,310 5,260 177%

Source: Department of Health and Human Services, Health Resources and Services Administration, Health Workforce Projections

In 2037, HRSA projects that 29 states will still have a nursing shortage. However, three states—Florida, Indiana and New York—will only be short by 1%. Of the 22 states with overages, Arkansas and Kentucky are only over by 1%.

Notably, the District of Columbia had the most significant decline in supply versus demand over the projection period but remained well above adequacy, decreasing from 193% to 147%. It continues to have the second-highest overage, with Wyoming’s decrease of 22% keeping it firmly in the lead. Its continued surplus falls from 199% to 177%.

Nurse practitioner scope of practice by state

Nurses Per Capita by State

To better understand how organizations determine whether a state will be understaffed or overstaffed, we looked at nurses per capita. In this instance, per capita means the number of nurses for every 1,000 persons in a state’s population. We used 2023 data from the U.S. Department of Labor (USDOL) and the U.S. Census Bureau (the most recent available from the USDOL) to calculate RN per capita for each state and ranked them from lowest to highest.

The national per capita was 9.43 RNs for every 1,000 residents. Using this figure, you could assume that any state with less than 9.43 RNs per capita would be considered as having a nurse shortage. Using this premise, 23 states were below the national rate. However, since there’s a national RN deficit, the per capita nationwide is technically also too low.

The following table provides the RN per capita in each state and the District of Columbia.

Location # Nurses Population Per Capita
Idaho 14,060 1,971,122 7.13
Utah 24,730 3,443,222 7.18
Maryland 49,770 6,217,062 8.01
Oklahoma 32,610 4,063,882 8.02
Louisiana 36,840 4,588,071 8.03
Nevada 25,890 3,214,363 8.05
Virginia 70,650 8,734,685 8.09
Texas 251,840 30,727,890 8.20
Hawaii 11,920 1,441,387 8.27
Washington 65,030 7,857,320 8.28
Arizona 63,150 7,473,027 8.45
Georgia 93,730 11,064,432 8.47
California 332,560 39,198,693 8.48
New Mexico 18,030 2,121,164 8.50
Montana 9,740 1,131,302 8.61
New Jersey 82,950 9,379,642 8.84
Tennessee 63,460 7,148,304 8.88
Alaska 6,590 736,510 8.95
South Carolina 48,790 5,387,830 9.06
Colorado 53,480 5,901,339 9.06
Florida 207,910 22,904,868 9.08
Oregon 38,770 4,253,653 9.11
Wyoming 5,350 585,067 9.14
United States 3,175,390 336,806,231 9.43
New York 188,060 19,737,367 9.53
North Carolina 104,380 10,881,189 9.59
Arkansas 29,690 3,069,463 9.67
Mississippi 28,910 2,943,172 9.82
Alabama 50,450 5,117,673 9.86
Connecticut 36,430 3,643,023 10.00
Indiana 68,850 6,880,131 10.01
Michigan 102,240 10,083,356 10.14
New Hampshire 14,380 1,402,199 10.26
Rhode Island 11,350 1,103,429 10.29
Iowa 33,300 3,218,414 10.35
Wisconsin 61,870 5,930,405 10.43
Kansas 31,120 2,951,500 10.54
Maine 14,770 1,399,646 10.55
Kentucky 48,710 4,550,595 10.70
Illinois 139,910 12,642,259 11.07
Pennsylvania 144,100 13,017,721 11.07
Vermont 7,260 648,708 11.19
Ohio 133,300 11,824,034 11.27
Delaware 11,810 1,036,423 11.39
Nebraska 22,870 1,987,864 11.50
Minnesota 66,700 5,753,048 11.59
West Virginia 20,860 1,770,495 11.78
Missouri 73,190 6,208,038 11.79
Massachusetts 87,320 7,066,568 12.36
North Dakota 10,350 789,047 13.12
District of Columbia 10,810 687,324 15.73
South Dakota 14,600 918,305 15.90

Source: USDOL and U.S. Census Bureau

nursing and allied health shortages

Licensed Versus Actively Working

Another aspect to consider is that there are likely many more licensed RNs than there are actively employed and those employed may not be employed at the bedside, potentially impacting shortage data. Furthermore, RNs may hold multiple single-state licenses but can only work in one place at a time. These nurses may be counted as part of the workforce in several states, potentially skewing the numbers further to some degree. Travel nursing jobs can also muddy the waters, especially if an RN has a multistate license through the Enhanced Nurse Licensure Compact from her home state but frequently works in other states instead.

Vivian explored the differences between active RN licenses posted by the National Council of State Boards of Nursing versus employed RNs from the USDOL in 2023. You can compare those differences in the following table.

State Active RN Licenses in 2023 per NCSBN Employed RNs in 2023 per USDOL Difference
Alabama 104,695 50,450 54,245
Alaska 20,800 6,590 14,210
Arizona 111,992 63,150 48,842
Arkansas 46,960 29,690 17,270
California 523,864 332,560 191,304
Colorado 87,295 53,480 33,815
Connecticut 80,219 36,430 43,789
Delaware 19,658 11,810 7,848
District of Columbia 43,947 10,810 33,137
Florida 375,078 207,910 167,168
Georgia 143,998 93,730 50,268
Hawaii 31,615 11,920 19,695
Idaho 27,297 14,060 13,237
Illinois 235,502 139,910 95,592
Indiana 123,464 68,850 54,614
Iowa 58,116 33,300 24,816
Kansas 53,256 31,120 22,136
Kentucky 74,145 48,710 25,435
Louisiana 66,616 36,840 29,776
Maine 28,785 14,770 14,015
Maryland 89,483 49,770 39,713
Massachusetts 161,279 87,320 73,959
Michigan 173,905 102,240 71,665
Minnesota 134,563 66,700 67,863
Mississippi 52,355 28,910 23,445
Missouri 118,954 73,190 45,764
Montana 23,451 9,740 13,711
Nebraska 33,044 22,870 10,174
Nevada 58,554 25,890 32,664
New Hampshire 26,837 14,380 12,457
New Jersey 146,031 82,950 63,081
New Mexico 33,260 18,030 15,230
New York 439,616 188,060 251,556
North Carolina 158,174 104,380 53,794
North Dakota 17,894 10,350 7,544
Ohio 221,760 133,300 88,460
Oklahoma 53,376 32,610 20,766
Oregon 84,255 38,770 45,485
Pennsylvania 241,328 144,100 97,228
Rhode Island 29,974 11,350 18,624
South Carolina 84,701 48,790 35,911
South Dakota 19,800 14,600 5,200
Tennessee 115,507 63,460 52,047
Texas 401,653 251,840 149,813
Utah 44,324 24,730 19,594
Vermont 11,958 7,260 4,698
Virginia 118,430 70,650 47,780
Washington 120,813 65,030 55,783
West Virginia 36,539 20,860 15,679
Wisconsin 118,033 61,870 56,163
Wyoming 8,942 5,350 3,592
United States 5,643,150 3,175,390 2,467,760

Sources: NCSBN Active RN Licenses in 2023 and Department of Labor 2023 Employment

What About Other Types of Nurses

While the bulk of our investigation covered RNs, we also looked at the projections for licensed practical/vocational nurses (LPN/LVNs) and nurse practitioners (NPs) to understand the outlook for these nursing professionals. The HRSA projects the demand for LPN/LVNs to grow faster than supply, but the opposite for NPs.

RELATED: The Impact of Federal Staffing Mandates on LPNs in Long-Term Care

In its nurse workforce report, nationwide projections for LPN/LVNs would result in a shortage of 302,440 FTE LPNs by 2037. The HRSA indicated the projected supply of LPN/LVNs would only meet 80% of demand in 2027, and this adequacy would fall to 72% by 2032 and 64% by 2037. Like RNs, LPN adequacy varies greatly by state, ranging from an astounding 80% shortage in Maine to a 17% overage in West Virginia by 2037.

Supply was anticipated to exceed demand for NPs, resulting in a 26% overage by 2027, rising to 53% by 2032 and 76% by 2037. However, distribution among states remains a factor. For example, California opened a pathway for NPs to practice without physician supervision to help alleviate the state’s ongoing primary care clinician shortage. California projects a shortage of 8,000 primary care clinicians by 2030, which includes doctors, physician assistants and NPs.

nurse burnout / nursing shortage

What’s Causing Nursing Shortages?

In the wake of the COVID-19 pandemic, the number of nurses with the intent to leave their jobs was high but expected to wane. However, it stayed higher than many expected. Many health systems have seen the anticipated turnover occur, with an overall decrease in the active nursing workforce.

While several of these systems have had some success in rebuilding their nursing workforces, others haven’t. Estimates in early 2023 still suggested a shortage of nurses nationwide, especially within acute-care settings.

The continuing nursing shortage is a multifaceted crisis with deeply rooted systemic challenges and current issues with equally significant impacts. At its core, the nation’s aging population demands more healthcare services while the nursing workforce ages in parallel, leading to a monumental retirement wave.

Concurrently, a persistent bottleneck in nursing education hindered by faculty shortages limits the number of new nurses entering the profession. Based on data from McKinsey & Company, experts don’t expect the educational pipeline to be able to keep up with demand. This shortcoming is expected to result in a gap between nurse graduates and job openings of more than 800,000 in 2031.

RELATED: Can Virtual Nursing Address the Post-Pandemic Nursing Shortages?

Specific factors contributing to the complexity of the nurse staffing deficits include:

  • Aging Population: The baby boomer generation, one of the largest generational cohorts, continues to age. By 2030, all baby boomers will be 65 or older, and as this population segment ages, the demand for complex care and nurses to provide this care increases.
  • Aging Workforce: Like those they serve, the nursing workforce is also aging, with an estimated one million RNs retiring from the workforce between 2017 and 2030. The impending retirement of a large chunk of nurses threatens to sharply reduce the experienced nursing workforce in less than a decade.
  • Increased Burnout: Nurses are experiencing burnout at unprecedented levels due to high-stress environments, long hours and continued staffing shortages. The intense pressure has led to decreased job satisfaction, increased absenteeism and many nurses leaving or considering leaving the profession altogether.
  • Nurses Leaving Bedside Jobs: An increasing number of nurses are leaving high-stress bedside positions for alternative roles in healthcare or different industries altogether. Commonly cited reasons for nurses leaving the bedside include burnout, unsafe staffing ratios, inadequate support staff, being underpaid and underappreciated, the inability to take breaks or adequate days off and insufficient mental health resources. In February 2023, the National Library of Medicine reported that the average nursing turnover rate nationwide was 8.8% to 37%, depending on the specialty and geographic location.
  • Faculty Shortage: According to the American Association of Colleges of Nursing, nursing schools turned away nearly 92,000 qualified applicants for baccalaureate or graduate nursing programs in 2021. This number was the highest in decades and primarily due to capacity issues, including insufficient clinical sites, classroom space, faculty and clinical preceptors. Unfortunately, the salaries for faculty roles aren’t very competitive, making them less attractive to qualified instructors.
  • Economic Incentives in Other Fields: Competitive wages and less stressful working conditions in other sectors lure away trained nurses who might otherwise remain in nursing careers or attract potential nursing professionals from the field, reducing the number of entrants into nursing programs.
  • Violence in the Healthcare Setting: The presence of emotional or physical abuse in healthcare settings further adds to an already stressful environment. Violence in nursing has become an ever-present threat, from psychological trauma to varying degrees of bodily injury, including death. Healthcare workers are five times more likely to sustain an injury due to workplace violence than other professions.

How Nurse Demand and Shortages Impact You

Nursing shortages confronting health systems are well documented, but the data isn’t always in agreement on the severity of the issue. Discrepancies between findings can be attributed to variations in data collection methods, changes over time not consistently reflected among studies or reports and differences in local or regional impacts. Furthermore, projections assume that historical patterns of graduation, labor force participation and departure from the labor force remain unchanged over the entire forecast period.

Bear in mind that many factors can impact supply and demand, so a projected surplus can quickly become a shortage and vice versa. Many issues can influence whether parameters stay the same for a decade, which is why annual updates are necessary and why Vivian Health updates this post each year as new data becomes available.

No matter what the data indicates, there will always be a constant need for healthcare services and RNs and other nursing professionals to provide these services. Whether you’re a travel nurse or a staff nurse looking for a change of scenery, knowing which states expect to have a surplus of nurses versus those facing shortages can help narrow your options.

RELATED: Is Travel Nursing Still Worth It? Insights, Trends & Predictions

States with nursing shortages will likely pursue recruitment strategies beneficial to nurses, such as offering higher salaries, better benefits, flexible scheduling and other incentives to attract nurses to the area. On the flip side, states with a surplus of nurses may not offer the most competitive wages or the perks you want.

Some healthcare employment locations have historically paid more than others with or without a shortage. However, higher costs of living often offset these inflated salaries. When comparing your relocation options or travel assignment locations, make sure the salary is a livable wage.

Vivian Health had nearly 194,000 staff, travel, local contract, per diem and locum tenens jobs on its jobs marketplace in February 202e. Browse healthcare jobs on Vivian to plan your next career move faster and easier than ever.

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Editor’s Note: This blog post was originally published in October 2021, and has been updated annually to reflect the most recent data.

moira
Moira K. McGhee

Moira K. McGhee is Vivian’s Senior Editor & All-Around Wordsmith. As part of the Vivian Health team, she strives to help support the empowerment of nurses and other healthcare professionals in their pursuits to find top-notch travel, staff, local contract and per diem positions faster and easier than ever.

Comments (13)

All lies. I follow Nurse Erica. We don’t have a nursing shortage. We have a safety problem. Keep our nurses and patients safe with proper staffing.

Reply

Thank you, Jae, for sharing your perspective. You make an important point about safety and staffing, which are indeed critical issues in healthcare. While it’s true that some metropolitan areas may not be experiencing a nursing shortage, many underserved communities across the country face this ongoing challenge. These shortages exacerbate staffing issues, leading to unsafe working conditions for nurses and affecting patient care. Vivian’s goal is to highlight these varied regional needs to understand better where resources and support are most needed to help ensure the safety and effectiveness of healthcare for everyone.

Reply

I find that at the hospital where I work, we have been on mandatory overtime for the last 10 years. They have increased our patient ratio to try and get us off OT, but we have still remained on OT with a larger workload. Many I work with have retired or quit nursing because of this, which in turn makes us shorter of RNs and we get even more OT. We are NEVER short-staffed of Supervisors and above. It’s the bedside nurse who is constantly taking the hit.

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I worked as an RN in multiple health care settings for 45 years. At age 72, I didn’t renew my licensure. We were always short staffed, during the 70s and 80s! But at least you always had a job with good pay + benefits.

Reply

Are RN’s the only Nurses?

Reply

Hello Sharon and thanks for reaching out. Most of the data used for this post only included details on RNs. However, we try to cover the entire nursing profession when possible, so a section covering other levels of nursing has been added. Thank you for your feedback.

Reply

I appreciate your article and the work you put in. However, this indicates a 5k surplus in my home state of Ohio, yet many hospitals work short staffed every night. Also there are travel contracts in both urban and rural settings. Are there just early retirees with active licenses? Or newly licensed that already quit the career field added in? Stats compared to daily grind reality doesn’t seem to match.

Reply

Hello Michele and thanks for reaching out! The information provided indicates long-term projections from 2020 through 2030, which likely won’t mesh with the current reality. Also, keep in mind that these are projections from a single study using specific parameters. Other studies using different paraments may see different results, especially those completed on the state level. Many factors can impact supply and demand. A projected surplus can quickly become a shortage and vice versa. We’ll routinely revisit this post to provide updates based on the most current data available, so check back to compare any changes in your state after each update.

Reply

Hi Moira! Thanks for sharing this enlightening information!
I am RN/BSN nurse in Texas, currently unemployed due to medical issues. I am 67 years young and have embraced my nursing career since 1974. Is there demand, and will there be demand, for veteran nurses? If so, what field would you recommend? TYIA

Reply

Hello Hellen! I’m so glad you found the information helpful. RNs are always in high demand, so veteran nurses should also find plenty of opportunities. For recommended fields, consider reaching out to your local hospitals to learn their greatest needs within the areas matching your expertise. If you’d like to have more control over your schedule and work fewer hours, you might consider a per diem role. Vivian has some per diem positions in Texas posted here https://www.vivian.com/nursing/per-diem/texas/. If you like to travel, have you considered travel nursing? Many travel nurses are professionals who choose to travel for the last part of their careers, either before or during their retirement. Travel nursing also gives you more freedom and flexibility in deciding when and where you want to work. Vivian always has numerous travel nursing jobs posted from locations nationwide, which you can find here https://www.vivian.com/nursing/travel/. I hope this helps you find the job you’re seeking. If you have any questions, please don’t hesitate to go to the “Contact Vivian” option under the Resources tab to speak with our 24/7 help desk.

Reply

Not sure how that Georgia “surplus” is going. Lots of needs in Georgia get posted.

Reply

Moira,
Your articles are amazing and your information is very accurate with SO MANY helpful resources to help both travel and staff RNs! As one who personally has seen and experienced the life and struggles of human life in ICU both before and during COVID, I want to THANK YOU for helping my fellow RNs!!! We went from Heroes to zeroes in no time flat, so your detailed research and information on shortages, mandates, and bans, positions, projected shortages, etc are very valuable resources for all of us! I wanted to say you are amazing, (and a blessing), and I plan to share your articles with all the nurses I know! Thank you again for all that you do and God Bless!

Reply

Thank you Jacqueline for your kind words! I’m so glad my articles have been a helpful resource for you and your fellow nurses. Take care of yourself out there!

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