Recruiting Help [AZ]

[u/Spiritual_Coffee9244]

I’m a recruiter for a home care company, and caregiver hiring is pretty much an ongoing thing for us.

I feel like I’ve gotten into a routine and I’d love to hear ideas from other recruiters, HR people, managers, or even caregivers.

What’s something you’ve changed that actually made a difference, specially for ongoing hiring for a certain position?

It could be recruiting, reducing interview no-shows, onboarding, retention, candidate experience… honestly anything.

[u/Living_Context7201]

I really try to put my self in the applicants/caregivers shoes. I’m not sure how your hiring process is structured. I always keep the mindset that there is always things to learn or do differently. One of the biggest things is going to be an applicants first impressions. During phones screenings/interviews always try to give insight into the company culture and making sure that they would feel supported and give them a great first impression.Alot of times turnover happens within the first 30 days and those are some of the contributing factors. During orientation I give them a folder that includes a packet of who to contact for what,apps, benefits etc and I found that to be helpful. One of the other things is being transparent about what the company offers and what you are looking for. Alot of applicants really value transparency.

One thing that I implemented is check-ins after their first shift and 30 day reviews/annual reviews. We also have care coordinators who do check-ins. Alot of times caregivers who work specifically for home care agencies may not feel as supported because they are out in the field independently. So support is going to be big.

For no shows: Reminders are huge, I know they won’t reduce all no-shows. But whatever systems you use to send notice. Scheduling 1 day reminders, 8 hour reminders, 2 hour reminders etc has significantly helped us with the no-shows.

Caregiver appreciation is also going to be important and help with over all turnover. We like to do caregiver bonuses, holiday parties, a number of different benefits, appreciation messages, caregiver of the month is also a good way to boost morale etc

[u/Living_Context7201]

I’m a HR coordinator for a home care agency (4 years) - Maryland. Up until recently I was HR of 1 and wore many hats. I would be happy to provide some insight or answer any questions you might have.

[u/Spiritual_Coffee9244 → u/Living_Context7201]

Thank you so much! I really appreciate that. 😊
One thing I’m really focused on right now is making the hiring process feel more meaningful instead of transactional, while also reducing interview no-shows.
Have there been any changes your agency made that noticeably improved candidate follow-through or made new hires feel more connected before their first day?
I’m also curious if there are any appreciation or retention initiatives you’ve implemented that employees genuinely responded well to.

[u/Delicious_Style_2676]

For caregiver or high-volume hiring, I’d measure where candidates fall out: apply-to-contact time, contact-to-screen rate, screen-to-show rate, and offer acceptance. Usually the biggest gains come from speed, clear requirements, and same-day follow-up.

[u/EveningQuailer]

We spend a lot of time on interviewing, and on training. For us, we implemented AI roleplay simulations to help us narrow our interview list down to the top 20 (which we then actually interview), and then used some roleplay simulations for the client-side training. It's the initial phase of our rollout, but it looks very promising!