How to Hire Home Health Aides & Caregivers: The Complete 2025 Guide

The Home Healthcare Hiring Crisis

The home healthcare industry is in crisis. With an aging population driving unprecedented demand, finding qualified caregivers has never been harder—or more critical.

The numbers tell the story:

• 82% annual turnover rate for home health aides (one of the highest of any profession)
• 7.4 million caregiver shortage projected by 2030
• $12,000+ cost per bad hire when factoring in training, turnover, and potential liability
• 65% of home care agencies report recruitment as their top challenge

Traditional hiring methods—résumés, phone screens, reference calls—weren't designed for caregiving roles. They test verbal skills, not compassion. They verify employment dates, not empathy.

Ready to hire caregivers differently? See how Vetano works for healthcare →

Why Traditional Hiring Fails for Caregivers

Caregiving is fundamentally different from most jobs. The core competencies—patience, compassion, dignity preservation, emotional intelligence—are nearly impossible to assess through traditional methods.

The Résumé Problem

A caregiver's résumé tells you where they worked, not how they cared. Consider:

• Did they treat clients with dignity?
• How did they handle dementia-related behaviors?
• Were they patient during difficult moments?
• Did they communicate effectively with families?

None of this appears in a list of previous employers and certification dates.

The Interview Problem

Interviews test interview skills, not caregiving skills. A candidate might:

• Give textbook answers about patient care
• Rehearse responses about handling difficult situations
• Present well in a professional setting

But how do they actually interact with vulnerable adults? How do they maintain patience after 8 hours of repetitive questions from someone with memory loss?

Related: Why Skill Videos Beat Phone Screens

The Reference Problem

References are notoriously unreliable for caregiving roles:

• Former employers often give neutral references to avoid liability
• Personal references are inherently biased
• Short tenures (common in high-turnover industries) mean limited relationship depth
• Privacy regulations limit what healthcare employers can share

What to Look for When Hiring Caregivers

Before diving into methods, let's clarify the core competencies that predict caregiving success:

Hard Skills (Verifiable)

Soft Skills (Harder to Assess—But Critical)

Deep dive: Skills-Based Hiring: The Complete Guide

The Skill Video Approach for Caregiver Hiring

Skill videos transform caregiver hiring by letting you see compassion rather than hearing claims about it.

What Caregiver Skill Videos Look Like

1. Client Interaction Demo (30-60 seconds)

Candidate demonstrates greeting a client, explaining a care task, and maintaining engagement. You observe:

• Tone of voice
• Body language
• Eye contact and attention
• Pace and patience
• Dignity preservation

2. Personal Care Narration (45 seconds)

Candidate explains how they would assist with a personal care task (bathing, dressing, toileting). You assess:

• Knowledge of proper techniques
• Attention to privacy and dignity
• Communication about what they're doing
• Sensitivity in language

3. Difficult Situation Response (60 seconds)

Candidate responds to a scenario: "A client with dementia becomes agitated and refuses medication. What do you do?" You evaluate:

• De-escalation approach
• Patience and calm
• Problem-solving ability
• Understanding of dementia behaviors

4. Family Communication (45 seconds)

Candidate demonstrates how they would update a family member on their loved one's day. You see:

• Professionalism
• Balance of honesty and reassurance
• Communication clarity
• Emotional intelligence

Examples: 5 Skill Video Examples That Got Candidates Hired

Why Videos Work Better Than Interviews

Verification: The Other Half of Caregiver Hiring

Skill videos show ability. Verification confirms legitimacy.

Essential Verifications for Home Health Aides

1. Identity Verification

Before anything else, confirm the person is who they claim to be. This prevents:

• Credential fraud
• Identity-based scams
• Using someone else's certifications

2. License & Certification Checks

Depending on your state and role type:

• CNA (Certified Nursing Assistant) license
• HHA (Home Health Aide) certification
• CPR/First Aid certification
• State-specific training requirements

3. Background Screening

For vulnerable population care, comprehensive background checks are non-negotiable:

• Criminal history (including sex offender registry)
• OIG exclusion list
• State abuse registries
• Driving record (if transportation is required)

4. Employment History Verification

Confirm previous caregiving experience:

• Dates of employment
• Roles and responsibilities
• Eligibility for rehire

Learn more: What "Verified" Actually Means on Vetano

Building Your Caregiver Hiring Process

Here's a step-by-step framework for skills-based caregiver hiring:

Step 1: Define Role-Specific Skills

Not all caregiving roles are identical. Define what matters for YOUR clients:

Example: Memory Care Aide

• Dementia behavior management (critical)
• Personal care assistance (essential)
• Medication reminders (important)
• Activity engagement (valuable)
• Documentation (required)

Example: Post-Surgical Home Care

• Wound care basics (critical)
• Mobility assistance (essential)
• Medication management (critical)
• Vital signs monitoring (important)
• Meal preparation (valuable)

Step 2: Create Skill Demonstration Prompts

Design prompts that reveal true caregiving ability:

For Patience/Dementia Care:

"Record yourself calmly redirecting a client who keeps asking the same question. Demonstrate how you would respond with patience after the 10th time they've asked."

For Personal Care:

"Explain how you would help a client who is self-conscious about needing assistance with bathing. Focus on how you preserve their dignity."

For Communication:

"Record an end-of-day update for a family member. Their mother had a good day but didn't eat much lunch. How do you share this information?"

Step 3: Evaluate with Consistency

Use a standardized rubric:

Step 4: Verify Before Hiring

Run all verifications before making an offer:

• Identity confirmation
• License/certification status
• Background screening
• Reference verification

Step 5: Trial Shift (When Possible)

For final candidates, a paid trial shift with a compatible client reveals fit:

• Actual client interaction
• Team dynamics
• Environmental comfort
• Schedule reliability

Red Flags to Watch For

Even with skill videos, watch for these warning signs:

In Skill Videos

• Scripted delivery: Sounds memorized rather than natural
• Impatience in tone: Subtle frustration or rushing
• Task focus over person focus: Talks about tasks, not the person
• Defensive about questions: Uncomfortable with scenario prompts
• Inconsistent presentation: Different persona in different clips

In Verification

• Gaps in employment without explanation: May indicate problems
• Frequent short tenures: Pattern of departure (though common in industry)
• Reluctance to provide references: May be hiding issues
• Certification inconsistencies: Dates don't align
• Defensiveness about background check: May indicate concerns

In Trial Shifts

• Client discomfort: The client's reaction is the ultimate test
• Clock-watching: Disengaged from care
• Phone usage: Distracted during care hours
• Boundary issues: Oversharing personal information
• Inflexibility: Unable to adapt to client preferences

Retention Starts with Hiring

The 82% turnover rate isn't inevitable. Much of it stems from poor hiring:

• Mismatched expectations: Candidates didn't understand the role
• Skill gaps: Candidates couldn't actually perform required tasks
• Values misalignment: Candidates didn't genuinely care about caregiving
• Burnout: Wrong candidates for emotionally demanding work

Skills-based hiring addresses all four:

1. Video prompts clarify expectations before hiring
2. Skill demonstrations reveal actual ability before training investment
3. Observed compassion indicates genuine care beyond a paycheck
4. Better matches reduce burnout through appropriate role fit

Related: The Real Cost of a Bad Hire

FAQ: Hiring Home Health Aides

What certifications should home health aides have?

Requirements vary by state. Common certifications include:

• Home Health Aide (HHA) certification
• Certified Nursing Assistant (CNA) license
• CPR/First Aid
• State-specific training (varies widely)

Always verify current certification status directly with issuing authorities.

How do I assess compassion in candidates?

Skill videos are the most effective method. Watch for:

• Tone of voice when addressing hypothetical clients
• Language choices (person-first, dignity-preserving)
• Patience in scenario responses
• Warmth that appears genuine, not performed

What background checks are required for caregivers?

Minimum recommended screening:

• National criminal background check
• Sex offender registry search
• OIG (Office of Inspector General) exclusion list
• State-specific abuse registries
• Driving record (if driving is required)

Some states have additional mandated checks.

How long should caregiver hiring take?

With skills-based hiring:

• Skill video review: 1-2 days
• Verification: 3-5 days
• Interview (final candidates only): 1 day
• Trial shift: 1 day
• Total: 1-2 weeks

Traditional hiring often takes 3-4 weeks for the same result.

Should I hire caregivers without experience?

Yes—if they demonstrate genuine aptitude and compassion. Skill videos reveal natural caregiving instincts that training can develop. Some of the best caregivers come from non-traditional backgrounds:

• Parents returning to workforce
• Career changers from hospitality or service industries
• Individuals caring for family members (personal experience)

Getting Started

The home healthcare industry's hiring crisis won't solve itself. But agencies that shift to skills-based hiring—seeing compassion before claiming it—will find better caregivers faster.

Platforms like Vetano make this transition practical: candidates record skill demonstrations, complete verification, and present organized profiles that reveal true caregiving ability.

Ready to hire caregivers with proof? See how Vetano works for home healthcare →

Key Takeaways

1. Traditional hiring fails caregiving roles because it can't assess compassion, patience, or dignity preservation.

1. Skill videos reveal what interviews can't: actual caregiving behavior, not rehearsed answers.

1. Verification is non-negotiable for vulnerable population care—identity, licenses, and background checks.

1. Build a consistent process: defined skills, standardized prompts, rubric-based evaluation, thorough verification.

1. Watch for red flags in videos, verification, and trial shifts.

1. Better hiring reduces turnover: the 82% rate isn't inevitable when you match the right people to the right roles.