Caregiver Recruitment and Retention Strategies with Jessica Schultz
Listen to Jessica's full discussion on our YouTube channel.
When people explore Franchise ownership with Right at Home, they often focus on one question: How do I find clients?
According to Jessica Schultz, Franchise Director of People Strategy, another question may be even more important: How do I find and keep great caregivers?
In a recent Tuesday Talk, Jen Chaney sat down with Jessica Schultz to discuss caregiver recruitment, onboarding, retention, and the resources Right at Home provides to help Franchise owners build a strong workforce. Their conversation offered valuable insight into why caregivers are the foundation of every successful home care business, and how Right at Home supports franchisees every step of the way.
Why Caregivers Come First
For new Franchise owners, one of the most common questions is whether they should recruit caregivers or secure clients first. Jessica recommends starting with caregivers.
"We can always get them training and keep them engaged while we're preparing for clients," she explained. "The goal is to have both happen simultaneously so there isn't a large gap between a caregiver being hired and beginning work."
Having caregivers ready to serve allows Franchise owners to respond quickly when new client opportunities arise and create a stronger foundation for growth from day one.
Building a Recruitment Strategy
Finding quality caregivers starts with having the right systems in place.
Right at Home Franchise owners use an applicant tracking system to post positions, organize applicants, and streamline the hiring process. Jessica emphasized that speed is critical in today's competitive labor market."Speed is the game," she said. "The faster you move candidates through the process, the more likely you are to secure top talent before another employer does."
Beyond technology, Right at Home provides best practices for creating effective job postings that attract high-quality candidates. This includes guidance on:
- Optimized job titles and descriptions
- Search engine optimization for job listings
- Competitive compensation strategies
- Showcasing office culture and opportunities for growth
- Creating an engaging candidate experience
The result is a recruitment process designed to help franchisees stand out in a crowded hiring market.
Leveraging Technology to Recruit
Technology continues to play an increasingly important role in caregiver recruitment.
Jessica discussed how artificial intelligence is beginning to enhance hiring processes through Right at Home's preferred recruiting platforms. Early results have shown improvements in candidate engagement, phone screenings, and orientation attendance. While AI cannot replace the human connection that defines home care, it can help automate repetitive tasks and streamline the recruitment process.
"When you have that perfect marriage between technology and people, it works really well," Jessica said.
Creating an Onboarding Experience That Builds Retention
Recruiting caregivers is only the first step. Keeping them engaged begins the moment they accept a position. Jessica described onboarding as a comprehensive process rather than a one-day event.
"Orientation is their first introduction to your culture and environment," she explained. "But it's what happens after orientation that really matters."
Right at Home's caregiver onboarding best practices include:
- Structured orientation programs
- Scheduled caregiver touchpoints
- Pre-shift check-ins
- Post-shift follow-up conversations
- Ongoing engagement during the First 90 Days
These touchpoints help Franchise owners identify challenges early, strengthen relationships, and ensure caregivers feel supported throughout their journey.
The data highlights the importance of this approach. Caregivers who remain engaged through their first 30 days are significantly more likely to stay for 60 days, and those who reach 60 days are increasingly more likely to remain beyond 90 days.
Supporting Caregiver Training
Another common misconception is that caregivers arrive fully prepared for every situation they may encounter. To support ongoing development, Right at Home provides Franchise owners with a variety of training resources, including:
- Orientation materials and presentations
- Best-practice onboarding programs
- Online training platforms
- Hands-on skill development opportunities
Training topics include everything from client interaction and personal care techniques to safety procedures and professional expectations. Jessica noted that caregivers come with varying levels of experience, making it important to meet everyone where they are and provide additional support as needed.
The Caregiver-First Mindset
Throughout the discussion, one theme surfaced repeatedly: caregiver experience matters. While providing exceptional client care remains the ultimate goal, Jessica believes that great client experiences begin with engaged, supported caregivers.
"When you put your caregivers first, they're more likely to put your clients first," she said.
This caregiver-first philosophy is a defining characteristic of the Right at Home System. Franchise owners are encouraged to build meaningful relationships with caregivers, recognize achievements, listen to feedback, and create a workplace culture that makes team members feel valued.
Strategies for Caregiver Retention
Retention is one of the most important drivers of long-term business growth. To help franchisees keep caregivers engaged, Right at Home provides resources and tools designed to foster recognition and connection.
One example is Caribou, an engagement platform that allows caregivers to earn points for accomplishments such as:
- Outstanding client feedback
- Work anniversaries
- Birthdays
- Milestones and achievements
Those points can then be redeemed for rewards, creating a fun and meaningful recognition experience. Alongside technology, Jessica stressed that personal relationships remain essential. Regular communication, consistent appreciation, and proactive outreach all contribute to stronger retention and a more stable workforce.
Great Place To Work Certification
One way Right at Home offices can distinguish themselves in the marketplace is through Great Place To Work® Certification™. For participating offices, active caregivers complete surveys regarding their workplace experience. Certified offices receive a Great Place To Work badge that can be displayed online and used in recruiting efforts.
According to Jessica, franchisees regularly hear from applicants who chose to apply specifically because they saw the certification. But the value goes beyond recruitment.
The survey results provide actionable feedback that helps owners strengthen culture, improve engagement, and continue creating exceptional workplace experiences.
Listening to Franchise Owners
One of the strengths of the Right at Home System is its commitment to collaboration.
Jessica works closely with Franchise owners through the Strategic Leadership Council's caregiver task force, where owners provide direct feedback on new initiatives, programs, and challenges facing the Network."These owners help shape what we're building," Jessica explained. "Their input helps us understand what's working, what isn't, and what resources will provide the most value."
The ongoing partnership helps ensure new tools, programs, and best practices are developed with Franchise owners' real-world needs in mind.
A Business Built on People
As the conversation concluded, Jessica reflected on what makes home care such a rewarding industry.
"If you're interested in the people business, this is the one," she said.
For prospective Franchise owners, caregiver recruitment and retention may initially seem like an operational challenge. But at Right at Home, it's viewed as something much larger, a change to build meaningful relationships, support dedicated caregivers, and ultimately help older adults remain safe and independent at home.
In home care, caring for caregivers, is one of the most important ways to care for clients.
