The Caregiver Hiring Challenge
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Every home care agency in Washington knows the struggle: finding qualified caregivers is harder than ever. The workforce shortage affects everyone—agencies can't grow, families wait for services, and existing caregivers burn out covering gaps.
What many agencies don't know is that DSHS offers free support through their navigator program—specialists who help connect agencies with potential caregivers and streamline the hiring process.
What Are DSHS Navigators?
DSHS navigators are workforce development specialists focused on strengthening Washington's direct care workforce. They work within the Home and Community Living Administration (HCLA) to:
- Connect job seekers with home care agencies
- Support caregiver recruitment efforts
- Facilitate training program connections
- Help agencies navigate hiring processes
- Track workforce development metrics
This is part of DSHS's Strategic Goal 4: Direct Care Workforce Strengthening, which prioritizes recruitment, retention, and training initiatives.
How Navigators Support Hiring
For Agencies
Candidate referrals:
- Navigators maintain connections with job seekers interested in caregiving
- They can refer candidates who match your service area and needs
- Pre-screened for interest in the field (not random job seekers)
Training program connections:
- Links to high school HCA training programs (expanding to 15 statewide)
- Community college caregiver training partnerships
- Credential and certification pathway information
Hiring process support:
- Guidance on background check requirements
- Understanding credential timelines
- Navigating DSHS systems
Workforce insights:
- Regional hiring trends
- What's working for other agencies
- Upcoming training cohort graduations
For Job Seekers
Navigators also work the other side—helping potential caregivers find their way into the field:
- Career pathway information
- Training program enrollment support
- Agency connection facilitation
- Credential requirement explanation
This dual focus means navigators understand both what agencies need and what motivates job seekers.
Working With Navigators
How to Connect
Contact your regional DSHS office to connect with workforce navigators:
- Identify your region — DSHS operates through regional offices across Washington
- Request navigator contact — Ask specifically about workforce development or hiring support
- Explain your needs — Be specific about roles, locations, and timeline
What to Prepare
When reaching out to navigators, have ready:
About your agency:
- Services you provide
- Counties you serve
- Current team size
- Growth plans
About your hiring needs:
- Positions you're trying to fill
- Schedule requirements (days, evenings, weekends)
- Any specialized skills needed
- Timeline urgency
About your hiring process:
- How you currently recruit
- What's working and what isn't
- Barriers you're encountering
Building the Relationship
Navigators are most helpful when they understand your agency well:
- Be responsive — When they refer candidates, follow up promptly
- Provide feedback — Let them know what worked (or didn't)
- Stay in touch — Regular check-ins keep you top of mind
- Share successes — Help them understand what good candidates look like for you
Navigator-Supported Hiring Metrics
DSHS tracks navigator program effectiveness. Their strategic goals include maintaining strong averages for navigator-supported hiring, which means:
- The program is measured and accountable
- Navigators have incentive to make quality matches
- Continuous improvement is built in
This accountability benefits agencies—navigators are motivated to connect you with candidates who actually work out.
High School Training Pipeline
One of the most exciting navigator initiatives is the expansion of high school HCA training programs. DSHS is targeting 15 programs statewide, creating a pipeline of:
- Young people trained in caregiving basics
- Credentialed candidates ready to work
- Individuals who chose this career path intentionally
How to Tap This Pipeline
- Connect with local programs — Ask navigators which high schools in your area have training programs
- Offer externships — Give students real-world experience with your agency
- Hire graduates — Be ready to onboard as cohorts complete training
- Build relationships — Become a preferred employer for program graduates
Agencies that build relationships with training programs get first access to graduates.
Making the Most of Navigator Support
Do's
Be specific about needs:
- "I need 3 caregivers for weekend shifts in South King County" is better than "I need caregivers"
Respond quickly:
- Candidates referred by navigators are often talking to multiple agencies
- Fast follow-up wins
Provide feedback:
- "That candidate was great because..." helps navigators refine future referrals
Think partnership:
- Navigators aren't recruiters you're paying—they're partners in workforce development
Don'ts
Don't ghost referrals:
- Ignoring navigator referrals damages the relationship
- Even a "not a fit" response is valuable
Don't expect instant results:
- Building pipeline takes time
- Navigators aren't a quick fix for urgent needs
Don't skip the basics:
- Navigators can connect you with candidates, but your hiring process still matters
- Competitive pay, good culture, and clear expectations are still essential
Beyond Navigators: Complete Hiring Strategy
Navigator support works best as part of a broader hiring approach:
Your Hiring Foundation
Competitive compensation:
- Know what others in your area pay
- Consider total compensation (benefits, flexibility, growth)
Strong employer brand:
- Why would someone choose your agency?
- What do current caregivers say about working there?
Efficient hiring process:
- How long from application to start?
- Where do candidates drop off?
Retention focus:
- Hiring is expensive—keeping good people is better
- What's your turnover rate?
Multiple Recruitment Channels
Navigators are one channel among several:
| Channel | Best For |
|---|---|
| DSHS Navigators | Pipeline building, training program connections |
| Job boards | Volume, active job seekers |
| Referrals | Quality candidates, cultural fit |
| Social media | Employer branding, passive candidates |
| Community events | Local visibility, relationship building |
| Training programs | New-to-field candidates, career changers |
The strongest agencies use multiple channels strategically.
Regional Considerations
Urban Areas (King, Pierce, Snohomish)
- More navigators and resources available
- Also more competition for candidates
- Training programs more accessible
- Higher candidate volume, variable quality
Eastern Washington (Spokane, Yakima, Tri-Cities)
- Fewer navigators, but often more responsive
- Stronger community connections
- Training program access may require travel
- Candidates may serve larger geographic areas
Rural Areas
- Navigator support may be limited
- Community-based recruitment often more effective
- Training program access is a real barrier
- Consider supporting candidates to get credentialed
The Bigger Picture
DSHS's investment in workforce navigators reflects recognition that:
- The caregiver shortage is a systemic problem
- Individual agencies can't solve it alone
- Pipeline development requires coordination
- Public-private partnership is essential
By working with navigators, agencies contribute to the broader solution while getting immediate hiring support.
Getting Started
This Week
- Identify your DSHS regional office
- Request contact information for workforce navigators
- Prepare your agency and hiring information
This Month
- Have an initial conversation with a navigator
- Discuss your specific hiring needs and challenges
- Learn about training programs in your area
Ongoing
- Build the relationship with regular check-ins
- Respond promptly to referrals
- Provide feedback on what's working
- Stay informed about new programs and initiatives
Resources
- DSHS HCLA Strategic Goals — Workforce strengthening priorities
- DSHS Regional Offices — Find your local office
- Contact your regional office and ask about workforce development navigators
Build Your Caregiver Team
Navigator support is one piece of building a strong workforce. Modern scheduling and management tools help you retain the caregivers you hire.
See how agencies use technology to improve caregiver experience and reduce turnover.