Key Takeaways:
Gastroenterologist demand is outpacing supply, with an estimated 1,630 physician shortfall by 2025.
Aging populations and rising GI disease prevalence are increasing the need for specialists.
Recruitment challenges include lengthy training times, high burnout rates, and geographic disparities in physician distribution.
ASCs and private practices must rethink their hiring strategies, offering competitive compensation, flexible schedules, and streamlined onboarding to attract top talent.
The Growing Demand for Gastroenterologists
Gastroenterology has become one of the most in-demand specialties in medicine. The aging U.S. population, increasing prevalence of digestive diseases, and expanding screening guidelines—such as the lowered colorectal cancer screening age to 45—are all driving higher patient volumes.
However, there simply aren’t enough gastroenterologists (GIs) to meet this growing need. A 2021 study published in Gastroenterology projected that by 2025, the U.S. will face a shortfall of approximately 1,630 gastroenterologists, worsening access issues in both urban and rural settings.
Factors Driving the Shortage:
✅ Aging Population – Nearly 25% of all GI patients are over 65, increasing demand for procedures like colonoscopy and endoscopy.
✅ Increased CRC Screening – The American Cancer Society’s new recommendation to screen for colorectal cancer at age 45 instead of 50 has significantly increased demand for GI services.
✅ GI Disease Prevalence is Rising – Conditions like IBS, Crohn’s disease, ulcerative colitis, and fatty liver disease (MASLD) are becoming more common, requiring long-term specialist care.
✅ GI Fellowship Bottleneck – Despite demand, the number of fellowship spots remains limited, capping the number of new gastroenterologists entering the workforce.
✅ Burnout and Physician Attrition – Long work hours, increasing administrative burdens, and the complexity of GI procedures are leading to higher burnout rates, pushing experienced specialists into early retirement.
How the Gastroenterologist Shortage is Affecting Patient Care
The shortage of gastroenterologists is already impacting patient wait times, access to care, and overall healthcare efficiency.
📈 Longer Patient Wait Times
The average wait time for a gastroenterology appointment is now 4+ months in some regions, with rural areas facing even greater delays.
A recent study in The American Journal of Gastroenterology found that patients waiting more than 90 days for a colonoscopy had a higher risk of advanced disease progression.
🏥 Increased Burden on Hospitals and ASCs
Hospitals and ambulatory surgery centers (ASCs) are struggling to staff endoscopy units and GI departments, leading to procedure backlogs.
Some hospitals are being forced to overextend existing specialists, contributing to burnout and early retirements.
🔍 More Reliance on Mid-Level Providers (MLPs)
Nurse practitioners (NPs) and physician assistants (PAs) are increasingly stepping into GI roles, but their scope of practice is limited in many states.
While MLPs can handle routine IBS and GERD cases, they cannot perform colonoscopies, ERCPs, or other advanced procedures, leaving a gap in specialist-driven care.
Strategies for Recruiting Gastroenterologists in a Competitive Market
To address the gastroenterologist shortage, hospitals, ASCs, and private practices must adopt new recruitment and retention strategies. Here’s how:
1. Offer Competitive Compensation & Benefits
💰 Gastroenterologists are among the highest-paid specialists, with median salaries ranging from $500,000 to $700,000+ per year, according to MGMA data.
Signing bonuses of $50K-$100K and relocation assistance are becoming standard.
Loan repayment assistance is increasingly being used as a high-value recruiting incentive.
2. Prioritize Work-Life Balance to Prevent Burnout
📅 Flexible scheduling, reduced call burden, and protected administrative time are key to retaining GI specialists.
Practices should implement 4-day workweeks or hybrid models (mixing telehealth with in-person visits) to improve provider satisfaction.
Addressing burnout proactively reduces turnover and increases job satisfaction.
3. Expand Training Pipelines & Fellowship Support
🎓 Advocating for more GI fellowship spots is crucial to increasing workforce supply.
Academic medical centers and large health systems should partner with GI training programs to fund more fellowships.
Offering early mentorship, research opportunities, and stipends to GI fellows can create strong recruitment pipelines.
4. Recruit in Underserved Areas with Targeted Incentives
🌎 Rural and underserved regions face the largest shortages, but incentives can attract specialists:
J-1 visa waivers & loan forgiveness programs for international medical graduates.
Telemedicine integration to reduce travel burdens for both patients and providers.
Partnerships with local hospitals for shared-call arrangements, allowing for less on-call stress.
5. Utilize Search Firms Specializing in GI Recruitment
🔍 Retained search firms specializing in gastroenterology (like GastroSolutions) are critical in identifying and attracting top-tier candidates.
Working with a specialized recruiting firm helps navigate the complex hiring landscape, ensuring the best match for long-term success.