Home Care Recruiting System

The Real Cost of a Broken Hiring Process

Recruiting caregivers isn’t just hard—it’s expensive.

Every unstaffed shift, turned-down case, and poor hire drains your resources:

These losses add up quickly.

How Fixing Your Recruiting Process Transforms Your Home Care Business

Imagine having a reliable team of caregivers—professionals who show up on time, deliver exceptional care, and stick with your agency long-term.

Here’s how that transformation looks:

• No more unstaffed shifts: Always have caregivers ready to fill gaps, saving you thousands each week.
• No more turning away cases: Say yes to new opportunities, and watch your revenue grow.
• Fewer bad hires: Quickly replace underperforming caregivers with dependable talent.
• Faster case starts: Staff new clients in days—not weeks.
• Simpler on-call situations: A larger caregiver bench makes last-minute call-offs easier to manage.

Beyond the numbers, here’s what it means for YOU:

• Spend less time juggling schedules and more time growing your business.
• Reduce stress and gain more control over your agency.
• Finally enjoy the freedom to take a vacation or an uninterrupted dinner with your family.

Real Results from Home Care Agency Owners

Here’s what happens when you implement this system:

• Jenn: Made 15 hires in 3 weeks and hit 100 caregivers on her team for the first time ever. (see case study)
• Guy: Tripled caregiver applications and doubled billable hours in 90 days.  (see case study)
• Abree: Boosted interview attendance by 50%, hiring 7 extra caregivers (above her averages) within 45 days.  (see case study)

This system works. And it can work for you, too.

Why Most Recruiting Strategies Don’t Work

If you’ve tried everything to find and retain caregivers but nothing sticks, you’re not alone.

Most home care agency owners spend time and money on tactics that fail to address core issues:

• More ad spending: High costs on Indeed or having to try new job boards without getting more and/or better applicants.
• Bigger bonuses/benefits: Short-term hires who leave as soon as they cash out. Often owners have this misperception that the reason caregivers don’t stay is because there’s not enough benefits, when in reality not as high on their priority list as you would think.
• Higher pay rates: Increasing wages without improved quantity and/or quality of caregivers and without moving the needle on retention. 

These strategies don’t work in a silo because they ignore the deeper gaps in your caregiver recruiting system or lacketherof.

The 4 Gaps That Are Holding You Back

If you’re struggling to find and keep caregivers, it’s because one (or more) of these gaps exists in your process:

1. Not Enough Quality Applicants: Ineffective ads or not enough reach in your recruitment efforts.
2. Low Interview Show-Up Rates: Caregivers apply but don’t attend scheduled interviews.
3. Getting Caregivers to Work: Delays in onboarding or competition from other agencies can pull caregivers away before they start shifts.
4. High Turnover: Caregivers leave after a few weeks or months, forcing you into a constant cycle of rehiring.

By identifying and addressing your key gap, you’ll see immediate improvements in your hiring results.