Keeping Caregivers Starts with Training, Trust, and Honest Conversations

Recruitment opens the door, but retention keeps them there. Agencies nationwide are losing employees as fast as they’re gaining them. The price is staggering—burnout for schedulers, frustration for clients, and stress for caregivers who remain.

The solution isn’t more promotion. It’s making caregivers feel special a day beyond day one.

Leigh Davis of Your Recruitment Lab has a no-nonsense approach. Having done health work for a long time, she understands that first-class agencies don’t just hand out caregivers with cash.

This is what she said:

Q. What effect has training and career development on caregiver retention?

Caregivers of today are not motivated by a job. Period. They are motivated by learning something new, improving at the things they already excel at, and being better people as a whole. Retention is achieved through training and development.

That’s why Leigh created the B.E.A.P. framework:

• Wider Mission: Help caregivers feel a part of something bigger with what they do each day.
• Training and Education: Conduct regular training that enhances skills and confidence.
• Development: List certain career prospects at the company.
• Career Development: Recognize caregivers as complete persons with aspirations beyond their current job.

Investment in caregivers can reduce turnover, improve customer satisfaction, and strengthen agency positioning. Training has become mandatory and no longer discretionary.

Q. Agencies that are struggling with staffing shifts should first modify what?

The quickest remedy is accuracy in telling the job story on advertisements. Generic ads delay response and attract the wrong candidates.

Apply the 4W Principle:

• Who: Name the caregiver you seek.
• What: Outline responsibilities and impact.
• When: State the date and time.
• Where: Incorporate specific schedule information.

When advertisements are honest and speak to values of growth and training, quality caregivers respond immediately. They spot professionalism, they spot credibility—and they respond.

Q. What will influence future recruitment patterns and outcomes of caregiver recruitment?

The future rests with agencies that combine real storytelling with training and human connection.

Major trends include:

• Real-life scenarios: Discuss actual caregiver experiences and how you instruct.
• Tech as an enabler: Utilize digital tools without compromising the human touch. Streamline processes.
• Applicant-first communication: Focus more on what caregivers desire—job growth, interesting work, useful training—than solely on business requirements.

Caregivers seek more than “jobs.” They seek an organizational home base where they can learn, grow, and belong.

Q. How can emotion-based motivators improve caregiver recruitment?

Caregivers aren’t just seeking tasks—they seek purpose. Traditional recruitment advertises tasks and compensation. But the “Magnetic” style resonates with deeper drivers: making a difference, developing skills, and living life alongside work.
When you talk about training, career growth, and support, you attract caregivers who feel equally passionate. It’s not just recruiting someone to fill a gap—it’s recruiting those driven to remain and improve at their work.

Wrapping Up

Retention is about making caregivers grow. With training opportunities, promotion paths, and open communication, caregivers are no longer just punching a clock. They stay, they produce, and they perform at their best.

Leigh’s advice aligns perfectly with Learn2Care’s vision: learning creates confidence, confidence creates trust, and trust holds onto caregivers long-term. The homecare of the future belongs to agencies that value learning and humanity above all else.

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Get to Know the Expert Better

Leigh Davis

Leigh Davis has perfected recruiting techniques over 30 years that produce tangible outcomes. His Magnetic system allows agencies to attract an average of 60 extra candidates per month while reducing costs and raising quality. Through Your Recruitment Lab, he trains healthcare systems worldwide to build attraction systems that bring in, fill jobs with, and retain caregivers at scale. His vision is simple: align recruitment with psychology, and everything works out.