Augusta 2025 Q4 Caregiver Recruitment Benchmark Report
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110,000+ caregiver applicants analyzed
Get the data top home care leaders are using to recruit better caregivers.
Check out the newest edition of the Caregiver Recruiting Benchmark Report, analyzing 110,000+ caregiver applications from Q4 2025 across home care organizations in North America.
Inside the report, you’ll see what’s working in caregiver recruiting today—and what agencies must change to compete for talent.
Fill out your information to access the 2025 Q4 Caregiver Recruiting Benchmark Report and learn how leading agencies are adapting their recruiting strategies.
Fill out your information to download it now:
Built With Leaders Across Home Care
Caregiver recruiting is too important to tackle alone.
This report features insights and contributions from industry leaders:
- Jason Lee, CEO — Home Care Association of America (HCAOA)
- Alison Kate Brum, Jennifer Meredith, Michelle Joy Videña, and Shanila Cortez — Ascension Business Solutions
- Connor Adams, CEO — Homecare Pro
- Kamran Nassar, CEO — AidQuest
Together, we’re helping agencies better understand the workforce that makes home care possible.
What You’ll Learn From the Data
Based on 110,000+ caregiver applicants, the report reveals:
- Where do the best caregivers actually come from?
- How speed to interview impacts hiring?
- Are in-person interviews more effective than video interviews?
- Why does applicant proximity to your service area matter?
- What benefits do caregivers actually want?
FAQ
What does the 2025 Q4 Caregiver Recruitment Benchmark Report cover?
The 2025 Q4 Caregiver Recruitment Benchmark Report analyzes recruiting and hiring trends from more than 110,000 caregiver applicants and 24,000+ interviews across North American home care agencies. The report examines applicant sources, hiring conversion trends, interview performance, caregiver preferences, onboarding benchmarks, and retention-related recruiting insights.
What are the most effective sources for hiring caregivers?
Indeed remains the largest source of caregiver applicants, generating 66% of all applicants and 59% of hires in Q4 2025. However, agency websites produced 17.1% of applicants and 31.1% of hires, resulting in nearly double the applicant-to-hire conversion rate compared to Indeed.
How quickly should home care agencies interview caregiver applicants?
The report found that agencies achieve the strongest hiring outcomes when applicants are interviewed within four days of applying. Top recruiters interviewed for the report noted that moving within 24–48 hours often produces the highest engagement and conversion rates.
How far are most successful caregiver hires willing to travel?
Distance remains one of the strongest predictors of successful hiring outcomes. According to the report, 76% of all caregiver hires lived within 20 miles of the agency's service area, suggesting that local candidates are more likely to convert and remain engaged throughout the hiring process.
What benefits do caregivers care about most when choosing an employer?
Flexible scheduling was the most requested benefit among caregiver applicants, selected by more than 56% of caregivers. Other highly valued benefits included easy commute options, health benefits, overtime pay, and paid time off. The findings suggest that agencies should clearly communicate scheduling expectations and highlight benefits that align with caregiver priorities.
What interview format leads to the most caregiver hires?
In-person interviews generated the highest percentage of hires in Q4 2025, accounting for 54.6% of all hires. However, video interviews continued to grow and represented 32% of hires, indicating that agencies can successfully use multiple interview formats while balancing efficiency and candidate engagement.
What causes caregiver candidates to drop out of the hiring process?
According to recruiters featured in the report, the largest drop-off occurs between application and interview scheduling. Common reasons include slow response times, poor communication, scheduling delays, and candidates accepting another position before an agency makes contact. Fast, personalized follow-up remains one of the most effective ways to reduce candidate attrition.
What are the biggest caregiver recruiting benchmarks agencies should focus on?
The report identifies three consistently high-impact recruiting practices:
- Interview qualified applicants within four days of applying.
- Focus recruiting efforts on candidates who live within 20 miles of the service area.
- Diversify recruiting sources and invest in high-converting channels such as agency websites and referral-driven recruiting strategies. These benchmarks remained consistent across both Q3 and Q4 data sets.
