How to Recruit and Retain Reliable Caregivers

Proven strategies for Adult Family Homes and care providers

Recruiting and retaining dependable caregivers is one of the most persistent challenges in long-term care—including Adult Family Homes (AFHs), group homes, and supportive living environments.

Whether you’re an AFH owner, administrator, or care leader, losing caregivers—or never having enough—impacts:

• Resident safety and satisfaction
• Staff morale
• Regulatory compliance
• Occupancy and revenue
• Family trust

This guide offers practical recruiting tactics, retention strategies, and operational systems used by high-performing care operations. Where appropriate, we reference industry insights and best practices.

1. Understand the Caregiver Landscape

Before you recruit, it’s essential to understand why caregivers leave and what they value.

Industry Challenges

• Caregiver turnover is high across the U.S., often exceeding 40% annually in senior care settings.¹
• Competition from higher-wage sectors (e.g., retail, hospitality) intensifies hiring pressure.
• Many caregivers cite work environment, unpredictable scheduling, and lack of support as primary reasons for leaving.²

¹ National Healthcare Retention & RN Staffing Report (NSI Nursing Solutions)

² Home Care Pulse Satisfaction Insights

2. Build a Compelling Employer Value Proposition (EVP)

Your Employer Value Proposition answers:

Why should a caregiver choose to work here instead of elsewhere — and stay?

A strong EVP has three components:

A. Compensation

• Competitive hourly wages
• Overtime pay transparency
• Pay progression with tenure and training

B. Benefits & Perks

• Flexible scheduling options
• Paid time off / sick leave
• Training reimbursement
• Wellness programs

C. Culture & Respect

Caregivers leave workplaces where they feel undervalued. Cultivate a culture of appreciation, clear communication, and teamwork.

Example EVP Statement

“Join a team where your care matters, your voice is heard, and your schedule supports your life.”

3. Recruit Strategically — Don’t Just Post Jobs

Posting on job boards alone isn’t enough. You need active, targeted recruiting:

A. Optimize Job Descriptions

A great job post answers:

✔ What’s the role?

✔ Who will they work with?

✔ What support do they receive?

✔ What makes your AFH different?

Bad Example:

“We need caregivers — apply now.”

Good Example:

“Seeking compassionate caregivers for a supportive Adult Family Home in Madison. Flexible shifts, paid training, and a culture of respect.”

Include:

• Clear schedule expectations
• Benefits overview
• Career growth paths

B. Use Multiple Recruiting Channels

✔ Job Boards: Indeed, ZipRecruiter, Care.com

✔ Healthcare-Specific Sites: HomeCareCareers, SeniorCareJobs

✔ Local Partnerships: LTC schools, community colleges

✔ Social Media: Facebook groups, LinkedIn, Instagram

✔ Referral Incentives: Current staff referrals

Staff referral programs often yield better candidates and lower turnover.

C. Host Hiring Events

Quarterly hiring events give candidates a chance to meet leadership, tour your home, and experience culture firsthand.

4. Screen Candidates Effectively, Without Friction

Recruiting rapidly doesn’t mean skipping due diligence.

A. Structured Interview Questions

Ask about:

• Experience with care tasks
• Dealing with challenging behaviors
• Communication with families
• Documentation responsibilities

Behavioral questions like:

“Tell me about a time you handled a resident emergency.”

Reveal real patterns.

B. Practical Skills Checks

Have candidates demonstrate:

• Safe transfers
• Documentation basics
• Person-centered communication

This reduces mismatches.

C. Background & References

Always:

✔ Verify background checks

✔ Check references

✔ Confirm certifications

This protects residents and your license.

5. Onboard New Caregivers with Intention

Good onboarding reduces turnover. A rushed orientation is one of the top predictors of early resignation.

A. First-Day Welcome

Provide:

• Employee handbook
• Clear job expectations
• Mentor or “buddy” assignment

B. Training Roadmap

Within the first 30–90 days, deliver:

✔ Safety training

✔ Documentation standards

✔ Emergency procedures

✔ Resident-specific care plans

Tracked training hours demonstrate compliance readiness.

6. Engage & Retain Caregivers Long-Term

Recruiting attracts staff — retention keeps them.

A. Create Predictable Scheduling

Unpredictable schedules are a major retention killer.

Offer:

• Shift preference options
• Minimum guaranteed hours (if possible)
• Block scheduling for consistency

B. Invest in Professional Growth

Caregivers want growth, not just jobs.

Offer:

• Career ladders
• Skills workshops
• Certifications reimbursement
• Regular performance check-ins

This signals investment in their future.

C. Recognition & Rewards Programs

Recognition isn’t just annual events—use:

✔ “Caregiver of the Month”

✔ Spot bonuses

✔ Team celebrations

✔ Public shout-outs (social posts, newsletters)

Small appreciation boosts morale and loyalty.

D. Provide Support & Reduce Burnout

Caregiving is emotionally demanding. Proactive support includes:

• Debrief sessions after tough shifts
• Mental health resources
• Break room comforts
• Back-up staffing pools for coverage

Employee Assistance Programs (EAP) or local partner resources help reduce stress.

7. Build a Feedback Loop (Two-Way Communication)

Retention is stronger when caregivers feel heard.

A. Regular Check-Ins

Monthly one-on-ones between caregivers and supervisors uncover issues early.

B. Anonymous Feedback Tools

Use surveys or suggestion boxes to gather insights without social pressure.

8. Promote a Positive Care Culture

Culture isn’t just perks; it’s how people feel at work.

Key components:

✔ Team rituals (huddles, shared reflections)

✔ Collaborative care planning

✔ Respectful communication norms

✔ Psychological safety (speaking up without fear)

Culture influences retention as much as compensation.

9. Track Metrics and Adjust

Use data to make decisions. Consider tracking:

HubSpot, payroll systems, or even spreadsheets can support tracking.

10. Offer Competitive Compensation & Benefits

When caregivers choose employers, pay and perks matter.

A. Competitive Pay

Benchmark against:

• Local agencies
• Assisted living
• Home health

Higher pay correlates with retention.

B. Perks That Count

✔ Paid training

✔ Mileage reimbursement

✔ Bonuses for skill acquisition

✔ Paid time off (where feasible)

✔ Flexible scheduling

Even modest perks differentiate you.

11. Legal & Compliance Essentials

Ensure compliance with:

• Wage and hour laws (FLSA)
• Break requirements
• Background check regulations
• Documentation of training
• Worker classification (W-2 vs contractor)

Non-compliance increases turnover risk and legal exposure.

12. Case Studies & Examples

Case Study: Madison AFH Reduced Turnover by 30%

After implementing:

✔ Structured onboarding

✔ Flexible schedules

✔ Appreciation programs

The home saw retention improve dramatically within 6 months.

Case Study: Group Home Leveraged Referrals

An AFH used a referral bonus program and filled 6 caregiver roles in 8 weeks, reducing recruiter costs by 50%.

13. Summary — A System, Not a Single Tactic

Recruiting and retaining caregivers isn’t about:

• One job post
• One raise
• One training

It’s about a consistent talent system that includes:

✔ Strategy

✔ Culture

✔ Support

✔ Growth pathways

✔ Feedback

✔ Compensation

✔ Compliance

Caregivers stay with environments where they feel valued, supported, and part of a team.

AtlystCare™ Can Help

Whether you’re launching an AFH or scaling staffing systems:

✔ Non-medical staffing solutions

✔ Onboarding systems

✔ Retention strategies

✔ Training programs

✔ Compliance documentation support

Connect with AtlystCare™ for caregiver recruitment and retention support.

Notes & References

• National Healthcare Retention & RN Staffing Report (NSI Nursing Solutions)
• Home Care Pulse Caregiver Satisfaction Report