Tried and True Principles for Recruitment and Retention

I have a childhood memory of my dad standing at his workbench “piddling” as we called it. On his workbench you could always find a rusty metal toolbox, scratched, sturdy and full of stories. Over the years, the tools inside changed to sleeker wrenches, smarter gadgets and new designs. But the toolbox never changed.  “Why replace it?” he’d say. “Its purpose hasn’t changed.”

Recruitment is a lot like that toolbox. The tools we use like technology, platforms and strategies keep evolving. But the core purpose of recruitment, like that toolbox, remains the same: Connecting people to meaningful work.  After nearly three decades in home-based healthcare, I’ve seen a lot of changes in care delivery, operations and especially recruitment. The way we find and connect with talent looks very different today than it did even a few years ago. In 2026, that evolution isn’t slowing down. But here is what I know for sure – while our tools must evolve, the fundamentals of great recruiting remain timeless.

Five Timeless Principles for Recruitment

1. Recruitment must always have a personal touch.
   Authenticity will outperform automation every time. In a world full of automated messages and AI-generated responses, people still crave authentic connection. Whether it’s a nurse looking for a flexible schedule or a caregiver searching for a culture that values them, candidates want to feel heard and seen. Taking the time to personalize communication and connect on a human level is what sets great recruiters apart. A candidate can tell when a recruiter genuinely sees them and their needs. Personal touch is still the #1 differentiator.
2. Technology must support connection, NOT replace it.
   Efficiency should create space for empathy. AI and analytics can make recruiting smarter and faster, but they can’t replace empathy or intuition. The best recruiters will use technology as a tool to free up more time for real conversations. Pairing advanced sourcing technology with a framework for empathy and support ensures candidates find more than a job, they find an experience.
3. Your employer brand must speak louder than your job postings.
   Culture is your loudest voice. People don’t just apply for jobs anymore. They research the people and the culture behind them. They read reviews, look at your website, and talk to your employees. A strong, genuine employer brand builds trust before the first conversation even happens. Your culture is your brand and when you bake purpose into every touchpoint and empower your people to be authentic storytellers, your employer brand resonates deeply before a single job is posted.
4. Flexibility can no longer be optional.
   Respect is shown through choice. Healthcare will always be demanding, but how we structure roles, schedules and support can look very different. Flexibility has evolved far beyond, “Can I swap shifts?” Today’s workforce wants creative scheduling, hybrid roles where possible, and clear paths for career growth. Flexibility is one of the strongest ways to show respect and acknowledge their needs. It’s the key to keeping great people.
5. Recruiting and retention must be one and the same.
   The journey doesn’t end at “You’re hired.” A recruiter’s job does not stop when a candidate accepts an offer. In home‑based care, the work is intimate and mission‑driven. The needs and expectations of the workforce are continuously evolving. Today’s caregivers expect a higher level of employee experience from the very first interaction to their earliest days on the team. That’s why the handoff between recruiting and operations cannot be a drop‑off point. A recruiter’s influence extends well beyond the offer letter into culture, onboarding, trust and belonging. When organizations take the time to understand the real employee experience early on, they begin laying out the groundwork for a reputation that attracts the right people and keeps them. In fact, retaining employees early in their tenure isn’t just an operational necessity; it’s a strategic advantage. For home‑based care providers, early retention directly impacts quality of care, workforce stability and long‑term profitability. When organizations get the first 90 days right, they create a foundation strong enough to expand their focus from filling roles to shaping a workplace where people want to stay.

My dad’s timeworn toolbox, now filled with tech savvy tools, may look out of place. But he still uses it every day because its purpose hasn’t changed. Recruiting is very similar. While some employers may look for a new perspective or shiny object, at Transcend, we’ve found that the keys to success are tried and true. Simply remembering what matters most can go a long way toward ensuring people are seen, valued, and know that their work matters.

Transcend’s GRO™ Workforce Model lays the groundwork for building reputation and better understanding the employee experience. Contact us or visit our Recruitment & Retention page to learn more.