How to Attract and Keep the Best Caregivers: A Caregiver-First Hiring Approach

Finding and keeping top caregivers is one of the biggest challenges for home care agencies today. The key? A caregiver-first hiring process—one that prioritizes their experience, needs, and expectations from day one. When agencies focus on treating caregivers with respect, streamlining hiring, and offering competitive compensation, they not only attract top talent but also build a team that stays long-term.

Recently, we teamed up with Carework for a webinar to dive into what it really takes to hire and retain caregivers successfully. Rachel Gartner, CEO and Founder of Carework, put it best: “If you want to attract the best caregivers, you have to start by creating a process that works for them—not just your agency. A complicated, frustrating hiring experience drives great candidates away.”

Building a Caregiver-First Hiring Process

A caregiver-first hiring approach is about respect, trust, and efficiency. Here’s how agencies can make it happen:

1. Lead with Respect and Understanding

Treat every applicant like a valued professional. If a caregiver misses an interview, don’t assume they’re unreliable—reach out with empathy. Maybe they had an emergency or scheduling conflict. A little understanding goes a long way in building trust and loyalty.

2. Simplify the Process

Caregivers often juggle multiple applications, interviews, and personal responsibilities. Long forms, delayed responses, and excessive paperwork can push them away. Agencies should streamline applications, offer assistance with documentation, and maintain clear communication throughout the process.

3. Balance Hiring Standards with Competitive Pay

Yes, high standards matter. But rigid qualification requirements can limit your candidate pool. Consider offering strong training programs to support caregivers who may not meet every initial requirement but have the potential to succeed. And be transparent about pay—offering competitive wages and clear growth opportunities makes a big difference.

Creating a Culture That Caregivers Want to Be Part Of

Attracting caregivers is one thing; keeping them is another. A positive agency culture plays a huge role in retention.

• Show appreciation – Recognize and reward caregivers for their hard work. A simple “thank you” or bonus can go a long way.
• Offer career growth – Provide opportunities for additional training and professional development.
• Foster community – Caregivers who feel part of a team are more likely to stay. Encourage mentorship, team-building activities, and open communication.

The Numbers Matter: Understanding Hiring Costs and Efficiency

Hiring caregivers isn’t just about filling positions—it’s about making smart, sustainable choices. Agencies should calculate their cost per hire and factor in elements like average hours worked, hourly rates, and recruiting budgets. A data-driven approach helps optimize hiring strategies while keeping profitability in check.

Overcoming Common Hiring Challenges

No-shows for interviews? It’s a common problem. Here’s how agencies can adapt:

• Short-term solutions: Overbook interviews slightly to account for expected no-shows.
• Long-term solutions: Build stronger connections with candidates early on, offer structured sign-on bonuses, and improve communication during the hiring process.

The Bottom Line

Attracting and retaining top caregivers requires a shift in mindset. Agencies that prioritize caregiver needs—through a streamlined hiring process, competitive pay, and a supportive culture—will not only find better talent but also create a team that sticks around. A strong workforce leads to better care for clients and long-term success for the agency.

Shoutout to Carework for sharing their expertise on this topic! If you're looking for a hiring partner who truly understands the home care industry, they’re the ones to talk to.