The home care industry is currently grappling with a serious challenge: the escalating poaching of caregivers by their clients. This trend, driven by financial motivations and deep caregiver-client bonds, is destabilizing home care agencies and impacting the quality of care for those who are most vulnerable.

To effectively address the situation, it’s crucial to understand the root causes. The prospect of higher earnings and the elimination of agency fees are significant draws for both caregivers and clients. Strong personal bonds formed between caregivers and clients can also lead to arrangements that bypass the agency. In combating this trend, home care agencies must focus on what they can uniquely provide: benefits and opportunities that caregivers cannot find in independent work.

At Nurse Recruitment Experts, we carry out research to help our clients attract and retain top talent, and share it through our podcast. Here are my tips on how to mitigate client poaching through retention initiatives, training and rewards.


Enhanced compensation benefits

Competitive compensation is a critical factor in caregiver retention. Agencies must stay abreast of industry standards and ensure their compensation packages are attractive. Beyond basic pay, comprehensive benefits such as health insurance, retirement plans and wellness benefits play a crucial role in making agency employment more appealing than independent work. Additionally, asking departing caregivers about what would have made them stay in “stay interviews” can help you gain key insights into what needs to be improved.

Creating a supportive work environment

The work environment within agencies should be a significant draw for caregivers. A culture that fosters open communication, offers support and encourages bonding with leadership makes caregivers feel valued and understood. Regular team meetings, personality-based assignment of supervisors, social events and peer support groups create a sense of belonging and can be a significant factor in retaining staff. The goal is to create the kind of environment that independent caregivers would miss.  

Career pathways

Clearly outlined career paths help caregivers envision a long-term future with an agency. Promotions, role diversifications and specializations can keep the career journey within the agency exciting and rewarding.

Flexible scheduling

Flexibility in scheduling is highly valued by caregivers who often balance work with personal commitments. Agencies offering various shifts, part-time options or self-scheduling systems will be more attractive to current and prospective employees.  

Leveraging technology for efficiency

Agencies can also leverage technology to streamline administrative tasks, making the caregivers’ job more focused on care provision. This can include AI-powered scheduling systems, client care planning tools and efficient documentation processes, which are typically not available to independent caregivers.

Caregiver-designed wellness kits

Create “Caregiver-Designed Wellness Kits” that caregivers can customize with items that promote relaxation, self-care and mental health support. This personalized approach can resonate deeply with caregivers and contribute to their overall well-being

Training and rewards

Immersive simulations

Learning should be fun and engaging. Develop immersive simulations that allow caregivers to experience realistic care scenarios in a more interactive environment. This could involve virtual reality, augmented reality, or role-playing exercises. Fun activities make learning addictive.

Shadowing experts

Provide opportunities for caregivers to shadow experienced professionals in various healthcare settings, such as hospitals, rehabilitation facilities or nursing homes. This exposure to different care models can broaden their perspectives and enhance their skills.

Mentorship exchange programs

Establish mentorship exchange programs that connect caregivers from different agencies to share experiences and best practices. This cross-institutional collaboration can lead to innovative approaches and insights.

Skill-share workshops

Host skill-share workshops where caregivers can demonstrate their expertise in specific areas, such as caregiving for dementia patients or providing palliative care. This can not only enhance their skills but also boost their confidence and recognition.

Caregiver recognition awards

The rewards of agency employment are distinct from what is available in independent caregiving. Awards should be tangible, for example, badge and certificate programs, to create a sense of satisfaction and career progression. This can serve as a powerful motivator and inspire others. 

Caregiving sabbaticals

Offer “Caregiving Sabbaticals” to caregivers who have been with the agency for a certain period, allowing them to take a break from their caregiving duties to pursue personal interests, recharge, and return with renewed enthusiasm.

A comprehensive strategy to mitigate poaching

To navigate the caregiver poaching crisis, home care agencies must offer a comprehensive package that independent work cannot match. This includes competitive compensation, a supportive work environment, advanced training opportunities and unique rewards. By focusing on these areas, agencies can create a more attractive, loyal and professionally fulfilling environment for caregivers, thus mitigating the poaching issue and ensuring the delivery of high-quality care within the home care industry.

Adam Chambers is the president of Nurse Recruitment Experts (NRX). Since 2019, NRX has sourced and hired 10,000s of RNs, LPNs and CNAs for health systems across the United States and Canada. Chambers has sat on the Social Media Committee of the National Association of Healthcare Recruiters, the Healthcare Council of the American Staffing Association and currently is a member of ASA’s Direct Hire Council.