Closing the Gap: The Role of International Direct Hire in Medical Laboratory Scientist Workforce Planning

As healthcare organizations face mounting workforce challenges, workforce stabilization planning has expanded beyond nursing to encompass a broader range of critical roles.

Key areas of need now include Medical Laboratory Scientists (MLS), Physical Therapists (PT), and other allied health professionals. To address these shortages effectively, organizations are diversifying clinical pipelines to ensure they are prepared to meet future demands while maintaining high standards of care.

Addressing the Shortage of Medical Laboratory Scientists

In 2016, approximately 335,700 medical and clinical laboratory technologists and technicians were employed in the U.S., though exact numbers remain unclear due to the lack of licensure requirements. This workforce includes generalists and specialists in fields such as immunohematology, clinical chemistry, microbiology, and molecular biology.

The demand for these professionals is rising sharply. The Bureau of Labor Statistics (BLS) predicts a 13% growth in demand for laboratory technologists and technicians between 2016 and 2026, nearly double the average growth rate for all occupations.

Similarly, the U.S. Department of Health and Human Services projects a 22% increase in demand for these roles from 2012 to 2025.

Despite these projections, vacancy rates remain high. The 2016-2017 ASCP vacancy survey reported an average vacancy rate of 7.2% across laboratory departments, with the Northeast region experiencing the highest rate at 9.4%.

The Veterans Health Administration (VHA) also struggles with staffing shortages for Medical Technologists, citing hiring challenges tied to position descriptions and compensation structures.

These persistent shortages, coupled with increasing demand, underscore a looming crisis in the laboratory profession, affecting roles such as medical laboratory technicians, scientists, histotechnicians, and histotechnologists.

Leveraging International Direct Hire for Workforce Stabilization

To address this gap, organizations are turning to international direct hire as a viable strategy. One key advantage of foreign-trained MLS candidates is their eligibility for the H1B visa program. With a bachelor’s degree and ASCP accreditation, these skilled workers meet the qualifications for this non-immigrant visa. Unlike the EB-3 visa, the H1B visa does not experience retrogression, making it a timely option for employers.

Cap-exempt organizations, such as nonprofit hospitals that are affiliated with academic institutions, can expedite the process, with candidates arriving in as little as three to six months.

Non-"cap-exempt" organizations must enter candidates into the H-1B lottery in March, with successful applicants arriving for employment in October 2025. Planning should begin now or no later than early February to meet the H-1B cap deadline.

For organizations subject to the annual H1B lottery in March, it is crucial to assess their cap-exempt status or plan for participation in the lottery. These steps ensure organizations can tap into this skilled talent pool effectively.

A Success Story: Stabilizing a Rural Hospital’s Laboratory

Consider the story of a rural hospital struggling to staff its laboratory due to high turnover and a lack of local candidates. Despite a robust recruiting strategy, the hospital faced challenges in attracting and retaining MLS professionals. By incorporating international direct hire into their workforce plan, the hospital successfully recruited five foreign-trained MLS professionals.

Within a year, one of these professionals was promoted to a supervisory role, exemplifying the high caliber of candidates available through this pathway. Three years later, the hospital’s lab remains stabilized, enabling the organization to provide consistent, high-quality care to its community.

This success highlights the importance of a multifaceted approach to workforce planning that includes international direct hire.

Types of Medical Laboratory Scientists

Medical Laboratory Scientists bring diverse skills and specialties to healthcare organizations, including:

• • Clinical Chemistry Technologists: Analyze blood and other bodily fluids.
  • Microbiologists: Identify microorganisms that cause diseases.
  • Hematologists: Study blood and its disorders.
  • Immunologists: Conduct tests related to the immune system and its disorders.

Each specialty plays a critical role in diagnosing and treating patients, making it essential to build a robust pipeline of these professionals.

Taking Action: Next Steps for Organizations

Healthcare organizations interested in closing their workforce gaps with international MLS professionals should:

• • Evaluate their cap-exempt status to determine H1B eligibility.
  • Partner with experienced recruitment firms specializing in international direct hire.
  • Plan for long-term workforce stabilization by diversifying clinical pipelines.

By integrating international direct hire into their staffing strategies, organizations can mitigate workforce shortages and ensure sustainable, high-quality care for their communities.