Canadian clinics are facing a staffing crisis as the workforce ages, forcing employers to find new ways to recruit the next generation of medical administrators. With 5.2 million baby boomers already retired and a projected surge in retirements by 2030, the healthcare sector is struggling to replace experienced staff. Organizations are increasingly looking to younger workers for roles like medical assistants and health information management.
Temporary-to-direct hiring
Cristina Schultz, a recruitment manager in Calgary, says the gap between inexperienced graduates and employers demanding experience is a major hiring hurdle. Many clinics are now using a “temporary-to-direct hire” model. Support staff are contracted to a recruitment agency and loaned to a clinic. If the clinic is satisfied with their performance, the staff are hired permanently.
Schultz notes the job market in Alberta is competitive due to the number of new clinics opening. Many recent graduates enter training programs after high school seeking good employment. However, there is often a misalignment. They frequently prefer candidates who can hit the ground running over those who need extensive mentorship. This dynamic means experienced administrators have more choice, while recent graduates may accept lower pay or fewer benefits.
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In Hamilton, Ontario, Regional Medical Associates (RMA) offers a solution to this retention challenge. Linda O’Hara, the claims processing manager, hires two or three support staff annually. She prefers to recruit graduates from the Office Administration Health Services program at Mohawk College. Despite stereotypes about younger generations lacking work ethic, O’Hara finds that younger hires are often more adaptable. She pairs every new employee with an experienced mentor to teach punctuality and teamwork.
Bridging the skills gap
The Mohawk College program aims to produce highly skilled graduates. Students must achieve a 60 % average over a four‑semester diploma. The curriculum includes a mandatory 70‑hour experiential learning component in a medical office.
Recent surveys from employers indicate high satisfaction. In April 2026, 72.5 % of respondents said students exceeded expectations in completing assigned work independently, and 77.5 % said they met professional standards.
Program coordinator Wendy Fisher notes that students bring a high level of technical skill. She says they can identify efficiencies quickly, which is a benefit in busy family practice offices.
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Fisher emphasizes that while recent grads need patience and training, they are often passionate about their first role and tend to stay longer. The program attracts a mix of students aged 24 and above, ranging from high school graduates to those switching careers from fields like personal support work.
Employers are increasingly recognizing that the initial investment in training is necessary. Fisher reports that 32 % of local job postings for medical assistants specifically require soft skills, compared to 15 % that require software proficiency.
However, she also highlights a financial reality. According to the 2026 Canadian Retirement Survey by HOOPP, 65 % of people aged 18 to 34 would change jobs for a defined benefits pension. Fisher warns that clinics must pay competitive wages to prevent new hires from leaving after just two months of training for a slightly higher salary elsewhere.
