Where to find caregivers, and how to write the job ad
By Scott McKenzie, founder of Home Care Agency Blueprint · Updated
Caregivers come from job boards, your own careers page, referrals, local workforce centers, and community organizations and training programs. Using several channels at once widens your pool and keeps your hiring from depending on one network. A clear, lawful job ad does the rest.
Recruiting channels
| Channel | How to use it | Watch for |
|---|---|---|
| Job boards | Post the same ad on the boards local caregivers use, and answer applicants promptly. | Keep the ad free of preferences tied to protected traits. |
| Your careers page | A simple page with the job description and one way to apply. | Say what happens after someone applies. |
| Referrals | Ask your caregivers and contacts whom they would recommend. | Do not rely on word of mouth alone (see below). |
| American Job Centers | Local centers, listed on CareerOneStop, offer employment and training help to job seekers and employers. | Services differ by center; ask what yours offers employers. |
| Community organizations and training programs | Community colleges, adult education, caregiver training programs and local groups. | Use the same ad and the same process for everyone. |
Use referrals, but not only referrals
It is illegal to recruit in a way that discriminates because of race, color, religion, sex, national origin, age (40 or older), disability or genetic information. The EEOC’s example is an employer that relies on word-of-mouth recruiting by a workforce made up mostly of one group, which may violate the law if the result is that almost all new hires come from that group. Referrals work best alongside open postings.
Write the job ad
- A plain job title and the main duties.
- The shifts, schedule and area the job covers.
- Requirements tied to the job, such as getting to clients’ homes or any registry or training step your state requires.
- How to apply, and what happens next.
A job ad may not show a preference for or discourage anyone from applying because of a protected trait. The EEOC gives the example of a help-wanted ad seeking “females” or “recent college graduates”, which may discourage men and people over 40 from applying and may violate the law. Describe the work, not the worker.
Keep one applicant list
Track every applicant in one place, with the channel they came from and the stage they are at. It shows which channels work, makes follow-up easier, and gives you the hiring records you are expected to keep. The hiring pipeline checklist covers the rest of the process.
Your state sets the details. Federal rules set a floor for recruiting, background checks and hiring paperwork. States and cities can add their own rules, such as caregiver background checks, registry listings, training before client contact, limits on how criminal history is used, and wage rules. Check with your state licensing agency and state labor agency. For licensing items, homecarelicenseguide.com, also published by Home Care Agency Blueprint, collects each state’s sources.
What to do next
Frequently asked questions
Can I ask my caregivers for referrals?
Yes, referrals can be one of your channels. The EEOC warns that relying only on word-of-mouth recruiting from a workforce made up mostly of one group may violate the law, so use referrals alongside open postings.
What should a caregiver job ad include?
The job title and duties, the shifts and area, requirements tied to the job, and how to apply. Leave out anything that signals a preference based on a protected trait.
Want to talk through your options?
A free 15-minute clarity call with Home Care Agency Blueprint. It helps people start home care agencies, so expect that perspective. You do not need a hiring plan first.
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