Most people have felt the allied healthcare talent shortage firsthand. Maybe it was a long wait in the emergency room, where patients sat anxiously for hours before being seen. Or perhaps in the hurried pace of staff in a community clinic—nurses, certified medical assistants (CMAs), licensed vocational nurses (LVNs), patient care coordinators, and technicians—moving quickly from one patient to the next, barely pausing to catch their breath.
For employers and hiring managers, the shortage is much more than a tough day in the ER or frustration during a doctor’s visit. Because they are so often understaffed and overstressed, today’s allied health employers are constantly juggling schedules, asking teams to work overtime, and trying to avoid staff burnout. Meanwhile, patients keep coming through the doors.
Demand for allied health workers is on track to increase substantially in the decade ahead and several roles will be hit especially hard, including these five:
Surging Demand Is Hitting Critical Allied Health Roles
Medical Assistants: The Backbone of Outpatient Care
Medical assistants (MAs), including certified medical assistants (CMAs), perform the lion’s share of the administrative and clinical tasks that keep healthcare facilities running smoothly. CMA certifications have not kept pace with the skyrocketed demand for these essential allied health pros, and starting pay rates make it hard to attract talent. In California, the need for medical assistants far outpaces the average occupational growth rate according to the California Certifying Board for Medical Assistants (CCBMA):
- Job openings for medical assistants in California are expected to increase by nearly 25%, or 24,900 jobs between by 2028. – Source CCBMA
Certified Nursing Assistant (CNA): Daily Care Experts
Certified nursing assistants (CNAs) are the frontline backbone of hands-on patient care in hospitals, nursing homes, and long-term care facilities. They are a vital entry point into the healthcare field with opportunities for advancement. Demand for CNAs remains high nationwide and is projected to grow steadily, driven by an aging population and increased need for long-term care service:
- Job openings for nursing assistants in California are expected to increase by 16.2%, or 23,800 jobs by 2030. – Source: California EDD
Despite strong demand, the CNA career path faces challenges including certification requirements, physically demanding work, and starting wages that do not always reflect the critical nature of the role.
Licensed Vocational Nurses (LVNs): Skilled Caregivers, Patient Advocates
Licensed vocational nurses (LVNs) play a vital role in providing direct patient care. Working in hospitals, clinics, nursing homes, and home healthcare settings, LVNs monitor patients and offer crucial emotional support. The demand for LVNs is consistently strong, fueled by the increasing prevalence of chronic diseases. In California, the need for LVNs is expected to rise significantly. According to the California Employment Development Department (EDD):
- Job openings for licensed vocational nurses in California are projected to increase by 13.4%, or 9,100 jobs by 2030. – Source: California EDD
While the LVN career offers stability and the opportunity to make a tangible difference in patients’ lives, the role often involves demanding physical work and emotional resilience. LVN salaries are also generally higher than those of CNAs, offering a rewarding and in-demand option with a shorter educational pathway than a registered nurse.
Patient Care Coordinators: Care Navigators, Support Architects
Patient care coordinators are the linchpins of patient-centered healthcare, ensuring seamless connections between patients, providers, insurance companies, and community resources. With healthcare systems placing greater emphasis on care continuity, chronic disease management, and patient satisfaction, the demand for these roles is robust.
- The BLS projects that medical and health services managers (which includes care coordination and navigation roles) will grow by 29% from 2023 to 2033.
The role is a critical entry point for those passionate about improving patient outcomes, balancing administrative duties, empathetic patient support, high caseloads, and evolving healthcare regulations.
Dental Assistants (DAs): Smile Supporters, Chairside Champions
Dental assistants (DAs) are essential members of dental teams who assist with procedures, prepare patients for treatment, sterilize instruments, take X-rays, and educate patients. As the BLS data shows, demand for skilled dental assistants is expected to grow:
- Employment of dental assistants is projected to grow 7% by 2032, about as fast as the average for all occupations
- About 44,700 openings for DAs are projected each year over the next decade, with rural and underserved areas facing greater shortages.
While the dental assisting field offers stable employment and a positive work environment, uneven training pipelines increase competition among dental offices for talent.
Demand & Current Salary for High Demand Allied Health Roles
| Role | Predicted 10-year Growth | Mean Salary |
| Medical Assistant/CMA | 15% (Much faster than average) | $44,720 per year$21.50 per hour |
| Certified Nursing Assistant (CNA) | 14% (Much faster than average) | $102,400 per year$49.23 per hour |
| Licensed Vocational Nurse (LVN) | 6% (Faster than average) | $61,620 per year$29.97 per hour |
| Dental Assistant/RDA | 7% (Faster than average) | $47,350 per year$22.74 per hour |
Source: U.S. Bureau of Labor Statistics Occupational Outlook Handbook (OOH)
Long-term Benefits of Fixing Allied Health Shortages
In addition to solving the critical issues of improving patient care and reducing wait times, fixing healthcare’s talent shortages also means lower recruitment costs for healthcare providers and a happier, more satisfied, longer-staying workforce. That’s a lot of wins ahead for employers that find ways to close talent gaps for their businesses.
So, what can employers do?
Closing the Gap with Workforce Development
The most effective and sustainable solution to closing talent gaps lies in investing in allied health career training and education. By supporting robust and easy-to-enter (low cost, accessible) training programs, healthcare organizations can cultivate a pipeline of skilled professionals ready to meet the evolving needs of the industry.
Build pipeline partnerships with educational institutions. For example, on-the-job professional development like AlliedUP’s Employee Success Program, and support for ongoing workforce graining all play a crucial role in developing allied health talent from within and attracting new entrants to the field. Ultimately, prioritizing education and training not only addresses immediate staffing needs but also lays the foundation for a resilient workforce prepared to meet the challenges of tomorrow’s healthcare landscape.
Right now, employers can take several practical steps to build, support, or leverage training programs, such as:
- Collaborate with local colleges, universities, and vocational schools to develop tailored allied health curricula that align with current industry needs.
- Offer paid internships, externships, apprenticeships, or clinical rotations to provide hands-on experience and a clear pathway from education to employment.
- Provide tuition reimbursement or scholarship programs to encourage current employees to pursue advanced certifications or degrees in allied health fields.
- Create mentorship and peer support programs that help new hires and trainees integrate smoothly into the workplace and develop their skills.
- Invest in ongoing professional, career, and workforce development opportunities, such as workshops, seminars, online courses and career laddering, to keep staff up to date with the latest best practices and technologies.
- Utilize e-learning platforms and simulation-based training to make education more accessible and flexible for employees with varying schedules.
- Partner with workforce development agencies and community organizations to reach underrepresented groups and expand the pool of potential allied health professionals.
By implementing these strategies, healthcare providers can fast-track their efforts to develop a steady supply of well-trained allied health professionals, reduce turnover, and build a more adaptable and future-proof workforce. If you’re eager to try a new path forward, but not sure where to get started, connect with AlliedUP today. We are proudly forging a new way to build robust talent pipelines while creating rewarding careers for allied health professionals.
