Record U.S. Medical School Enrollment in 2025: What It Means for Physician Recruiters

Medical school enrollment in the United States has hit an all-time high in the 2024–2025 academic year, marking a pivotal moment for the healthcare workforce pipeline. According to the Association of American Medical Colleges (AAMC), nearly 100,000 students are now enrolled in MD and DO programs across the country. While this growth offers promise for future physician supply, it also raises new questions for recruiters facing persistent shortages and bottlenecks in the post-graduate training system.

Let's explore what the latest medical school enrollment numbers mean for physician recruitment and how healthcare organizations can adapt their strategies to prepare for the next generation of physicians.

Key Medical School Enrollment Statistics for 2025

The AAMC’s latest data provides a detailed look at the rising tide of medical school students:

• Total enrollment: 99,562 students, up 1.8% from the previous year

• First-year matriculants: 23,048, the highest ever recorded

• Number of U.S. medical schools: 158 MD-granting institutions and over 40 DO-granting programs

• Medical school application trend: Declining for the third consecutive year following a pandemic-era surge

This enrollment growth is being driven by the expansion of class sizes and the opening of new medical schools designed to address regional healthcare workforce shortages.

Declining Applications and the End of the "Fauci Effect"

From 2020 through 2022, U.S. medical schools saw a significant spike in applications—often referred to as the “Fauci Effect”—inspired by heightened interest in public health careers during the COVID-19 pandemic. However, this effect is now waning.

In 2024, medical school applications declined for the third year in a row, suggesting a return to pre-pandemic interest levels. While fewer applicants are applying, more seats are being made available through increased program capacity. This dynamic may ease the hyper-competitiveness of admissions while ensuring a larger cohort of future physicians.

A Growing Gap: Residency Slots vs. Graduate Volume

While enrollment is climbing, the number of residency positions available through the National Resident Matching Program (NRMP) has not grown at the same rate.

• Residency positions available in 2025: 43,237

• Total Match applicants: Over 52,000

• Match rate for all applicants: Approximately 80%

• Match rate for U.S. MD and DO seniors: 93–94%

This widening gap between graduates and residency slots presents a serious challenge. Without increased federal and state investment in Graduate Medical Education (GME), thousands of qualified medical graduates could be left without the ability to complete their training.

Implications for Physician Recruiters:

1. More Medical Students Doesn’t Immediately Mean More Practicing Physicians

It takes an average of 7 to 10 years for a medical student to become a board-certified, fully licensed physician. With limited residency slots, the short-term recruitment outlook remains competitive, especially in high-need specialties.

Recruiter Tip: Engage early with medical students and residents through clinical rotations, educational sponsorships, and outreach campaigns to build relationships before they enter the job market.

2. Prepare for a Slightly Larger Candidate Pool in the Next Decade

As today’s record number of first-year medical students progress through training, the supply of newly trained physicians is expected to rise modestly by the early 2030s. This could ease staffing challenges in some specialties—but primary care, psychiatry, and rural medicine will likely remain high-need areas.

Recruiter Tip: Build long-term recruitment pipelines with academic institutions, and monitor specialty interest trends to align sourcing strategies with future candidate availability.

3. Align Employer Value Propositions with New Physician Priorities

Younger physicians are seeking more than compensation. Work-life balance, schedule flexibility, mentorship, DEI initiatives, and wellness support are all top-of-mind for Gen Z and Millennial physicians.

Recruiter Tip: Highlight these attributes in job postings and recruitment marketing to better attract early-career physicians.

4. Monitor and Partner with New Medical Schools

New schools are opening primarily in regions experiencing physician shortages, such as the South, Midwest, and underserved rural areas. These institutions are likely to graduate physicians more open to staying in the communities where they trained.

Recruiter Tip: Establish relationships with deans, residency directors, and student organizations to increase your organization’s visibility early in a physician’s education.

Medical School Enrollment Growth: A Step Toward Solving the Physician Shortage

While record medical school enrollment is a promising sign, it is not a standalone solution to the physician shortage crisis. Structural challenges—including limited residency capacity, burnout-driven retirements, and specialty maldistribution—still loom large.

However, recruiters who take a proactive, long-term approach to building relationships with current students and residents will be better positioned to navigate future workforce shifts.

Recruitment Strategy Must Evolve with the Workforce Pipeline

Healthcare organizations and physician recruiters should view rising medical school enrollment as an opportunity to rethink engagement strategies across the entire physician training timeline. From first-year students to fourth-year residents, every touchpoint matters in cultivating a strong pipeline of future physicians.

Partner with PracticeMatch to Build Your Physician Pipeline

PracticeMatch helps healthcare organizations connect with future physician talent through:

• A verified database of over 1 million U.S. physicians

• Annual interviews with 65–70% of all residents and fellows

• Career fairs, targeted email marketing, and sourcing support

Learn more at: www.practicematch.com/employers

Clint Rosser is the CEO of PracticeMatch. He has been with PracticeMatch since 2016. He has overseen several departments within PracticeMatch including Inside Sales, Career Fairs, and the Client Services team. Clint, along with his team, has helped elevate PracticeMatch client services to move past a transactional vendor relationship to a full partnership with clients. This has allowed PracticeMatch to build stronger relationships and work with clients closer to ensure they can achieve the most ROI possible.

Prior to Joining PracticeMatch, Clint has been in Client service leadership roles for over 20 years. Clint serves as an AAPPR Board Member for Strategic Corporate Sponsors.