Attracting home care workers

The Home Care and Workforce Support program has identified useful ideas to help attract and retain workers.

Speeding up the recruitment process

Many potential recruits who have been found suitable for employment are lost due to the time taken for the employer to on-board them.

Organisations have found that the ideal timeframes for onboarding should be 1-2 weeks. During this time providers should be actively involved in the recruitment process.

Refer a friend

Encouraging workers to refer friends and family to the sector has been very effective. Workers who successfully refer a friend through to the sector receive an incentive of a reward from their employer.

This can also showcase your organisation as an employer of choice.

Flexible rostering

Organisations have found that many workers can only work specific hours due to other family or study obligations.

Employers who can arrange their rosters to accommodate for the availability of workers are more likely to attract and retain them.

Communicating with staff

Maintaining open and consistent communication with your employees from the beginning is key to retaining them. This allows relationships to be built between providers and employees, making them more likely to stay in the sector.  

Screening process for personal care workers

Candidates are screened based on factors such as:

  • location
  • work history
  • experience
  • vaccination status
  • type of work
  • hours they are looking to work.

Local staff will then talk to potential PCWs and employers to place them in a role where they are best suited.

Training and qualifications

Formal qualifications are not mandatory however, in most instances employers are seeking candidates that have a:

  • Certificate III in Individual Support
  • police check
  • first aid certificate.

Pre-employment training, including exposure to care settings and training via the Equip Aged Care Learning Modules are also often available. This ensures new recruits have the skills needed when they start work.

Support for Culturally and linguistically diverse (CALD) participants

Most organisations will have members of the team who speak different languages. They will have resources available to help support new CALD workers such as the Adult Migrant English Program (AMEP). AMEP is a free service which aims to help eligible migrants and humanitarian entrants with low English levels to improve their English .

First Nations providers and workers

First Nations providers and workers form an important part of the program. Specific funding is being provided for rural and remote communities through the  National Aboriginal Community Controlled Health Organisation. This aims to ensure people can find meaningful work as a personal care worker and older people can receive the care they need at home, no matter where they live.

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Aged care workforce programs contact

Contact the aged care workforce programs team for aged care program enquiries.
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