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Challenges Faced by Nurse Practitioners finding hospitalist jobs


This article delves into the multifaceted challenges encountered by Nurse Practitioners (NPs) seeking employment in hospital medicine. Drawing from real-world scenarios and industry trends, we explore the complexities surrounding the integration of NPs into hospital settings. From a lack of real-life experience to societal perceptions and financial considerations, this piece aims to foster understanding and collaboration among healthcare professionals.


The role of Nurse Practitioners in healthcare has evolved significantly, with an increasing emphasis on collaborative care models. However, several challenges impede the seamless integration of NPs into hospital medicine. This article aims to elucidate these challenges, shedding light on the dynamics that influence the employment prospects of NPs.

1. Lack of Real-Life Experience:

A significant hurdle faced by NPs is the limited hands-on experience gained during their transition from registered nurses to nurse practitioners. The case of Nurse Jenny, a seasoned hospital nurse, exemplifies the struggle of balancing full-time employment with academic pursuits, leaving little time for experiential learning.

2. Physician Training Requirements:

Physicians have to invest considerable time and resources in training new graduate NPs. This requirement, while essential for ensuring competency, introduces challenges such as increased workload and financial considerations, deterring most physicians from actively engaging in NP hiring and training.

3. Job-Hopping for Higher Pay:

It’s not uncommon for nurse practitioners, having gained valuable experience after one year of work , to seek higher-paying positions or jobes closer to home. This trend contributes to making physicians more cautious about investing in training of a nurse practitioners who might leave after gaining experience.

4. Continuous Physician Oversight:

Despite the advanced skill set of NPs, the need for continuous physician oversight persists in most clinical scenarios. This reality places an additional burden on physicians, affecting their willingness to integrate NPs into their teams.

5. Patient Perceptions and Preferences:

Despite the capabilities of nurse practitioners, there exists a social and public opinion that often undermines their work. Some patient, influenced by traditional perceptions, prefer to be seen exclusively by physicians, creating a challenge for nurse practitioners to establish themselves as competent healthcare providers.

6. High Costs and Income Expectations:

The financial aspects surrounding NP education costs and post-COVID income expectations create a dichotomy that influences employment prospects. Aligning expectations with market realities is imperative for both NPs and physicians.

7. Reluctance to Accept Pay Cuts:

The reluctance of NPs to accept commensurate pay cuts upon entering the field presents a challenge in a competitive job market where fiscal considerations heavily influence hiring decisions.


In conclusion, it’s crucial for nurse practitioners to acknowledge and address these challenges proactively. Seeking out mentorship, gaining additional experience , and show casing the unique skills they can bring to the healhcare landscape can help them stand out in a competitive job market.

Hospitalist Nurse Practitioner

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