Recruiting and retaining caregivers have both been among the top challenges facing homecare providers for many years now. Caregiver turnover was essentially flat at 75.5% in 2025, according to the 2026 Activated Insights Benchmarking Report—down slightly from a peak of 79.2% in 2023, but still a sign that caregiver recruitment and retention remain a major pain point for agencies. Successfully hiring caregivers in these historic, fast-changing times requires a different set of tools and techniques.
We’ve outlined some trusted tips to help agencies get star caregivers on board and keep them for the long haul.
Tip #1: Hire the right people.
This might sound obvious, but it is easier said than done. During a caregiver shortage when you may be desperate to get more heads on staff, it can be tempting to fill positions with anyone who can pass a background check. Unfortunately, this approach will hurt you in the long run.
It’s worth taking the time to recruit qualified candidates who truly want the job. Hiring someone who isn’t the right fit will not only cost your agency money, it could also damage the reputation you worked hard to build.
According to the 2026 Activated Insights Benchmarking Report, Indeed remains the most-used care professional recruitment source, named a top-two source by 43.3% of agencies, followed by employee referral programs (15.9%) and word-of-mouth (9.0%). But popularity and effectiveness aren’t the same thing: agencies whose top source is their own website report the lowest caregiver turnover, at 65.8%, while turnover from employee referrals sits at 76.7% and word-of-mouth at 77.1% (median acquisition cost $563). Agencies leaning most heavily on social media report the highest turnover, at 107.0%.
Another good rule of thumb: If you wouldn’t feel comfortable with that person being the caregiver of your own family member, you shouldn’t hire them to care for anyone else’s.
Tip #2: Get a great onboarding program in place.
First impressions carry a lot of weight, and the same could be said for an onboarding program. Start your caregivers off strong with a focused and instructive orientation. In addition to giving them the standard tools they need to be successful, train them on other helpful subjects like infection control, the importance of hand-washing, and following safety precautions. You can also consider offering self-care tips or grief training to help them avoid burnout.
Building and executing a strong orientation program take time and effort, but the benefits make it worth it. A well-thought-out orientation will encourage new employees to see your agency in a positive light. When caregivers feel good about the company they’re working for, they’re more likely to want to do a good job—and keep at it!
Tip #3: Reward your caregivers.
Everyone likes to be recognized for a job well done. A simple “thank you” always means a lot, but for staff who are really going above and beyond, do your best to reward them monetarily with financial incentives. Incentive programs and platforms are also a great way to create positive momentum and an empowered company culture. Small rewards such as a gift card to a local restaurant, or a day at the spa, can make all the difference. Find out what motivates your employees and build the incentive program around that.
A point system is an ideal place to start. For example, for every visit an aide is on time, they get one point. Each time they accurately observe and track a patient’s condition, they get two points. The more points they earn, the better their reward.
In terms of benefits, wages are the most measurable lever agencies have. The 2026 Activated Insights Benchmarking Report found that agencies paying $15–$17.99 per hour see median caregiver turnover of 84.4%. Moving to $18–$19.99 per hour drops turnover to 53.0%—a 31-point difference. Median wages for companions and PCAs currently sit at $17, just below the threshold where the biggest retention gains are available. Beyond base pay, 94.1% of agencies now provide caregiver benefits, but when asked which programs had the greatest positive impact on retention, agencies pointed to daily pay, weekly pay, and flexible scheduling ahead of anything else—flexibility in how and when caregivers are paid matters as much as how much.
Tip #4: Invest in caregiver training.
Training pays off, but most agencies can’t yet prove it. The 2026 Activated Insights Benchmarking Report found that only 41.3% of agencies can link their training program to measurable outcomes. Among the agencies that can, 68.2% report fewer client complaints, 55.3% report improved 90-day caregiver retention, and 43.5% report fewer reportable incidents (falls, infections, etc.) as a direct result.
Not only can putting more resources and effort into caregiver training lead to better business outcomes, but it can also improve caregiver morale. Caregiver training improves job satisfaction, confidence, helps caregivers move up the career ladder, and even improves health outcomes. When employees feel that they are valued, they feel better about themselves; when they feel better about themselves, they’ll feel better about their work.
Tip #5: Take career advancement seriously.
Caregivers want stability and competitive wages. They also want to be able to grow with a company and have professional goals to aspire to. This is still a wide-open lane: the 2026 Activated Insights Benchmarking Report found that only 7.0% of agencies offer defined advancement opportunities or a career path, and just 2.3% run a formal mentor program (that share climbs to 11.9% among $5M+ agencies, suggesting it’s more resource than will). Agencies that build this out are competing on something most of the market isn’t offering at all. As you bring new caregivers on board, take the time to learn their career ambitions, communicate expectations, and outline the steps they need to take to advance within your agency. Scheduling regular check-ins can help to keep them on track and address any challenges they may be facing.
You may also want to consider starting a mentorship program as a way to ensure ongoing training and help your employees feel guided and encouraged. Identify the most reliable, responsible, and successful caregivers in your organization to promote to a mentor role. They will be the people your new caregivers look to for advice and direction.
In addition to the boost they’ll get from their more senior role, mentors can also help ensure employees’ satisfaction on the job, ultimately resulting in lower turnover rates for your company as a whole.
Tip #6: Communicate, well and often.
Caregiver satisfaction has a direct link to how well agencies listen, communicate, and respond. In fact, research shows that poor employer communication is one of the top factors harming home health workers’ mental health, which in turn negatively impacts employee turnover and patient care.
And many agencies are now recognizing just how valuable open communication is with caregivers—both in terms of satisfaction surveys and out in the field. In fact, in HHAeXchange’s 2025 Homecare Insights: Provider Voices Survey, agency leaders ranked better real-time communication with caregivers as the top technology solution to help staff support clients. More than 34% said they would prioritize tools that improve scheduling and communication over any other operational investment.
The takeaway? When caregivers feel valued and included, satisfaction, loyalty, and even retention numbers tend to improve. When they don’t, agencies risk turnover, burnout, and lower quality of care.
Tip #7: Don’t lose sight of your competition.
The demand for homecare services is now higher than ever. This doesn’t mean we can get complacent; it means we have to work harder, as competition for qualified caregivers is only going to increase. If a caregiver faces a conflicting opportunity to work, are you confident they’ll choose your agency over your competition?
In addition to conducting employee satisfaction surveys, pay attention to your reviews. While it is natural to want to dismiss the negative ones, try to look through an unbiased lens and see if there may be any truth to the criticism. Address the reviews accordingly and take action to make improvements where possible.
Remember: your caregivers are your most important asset. Without them, you can’t run your business! Treat them with the respect they deserve, listen to their needs, and do your part to empower them; your caregivers will grow, and so will your business.
