If you're hiring an in-home health care worker without going through an agency, these questions should help you find a reliable match for your parent. Involve your parent in the interview process as much as possible. It's his interview, with you asking the questions for him (if he's able to ask them himself, even better). (If you're hiring through an agency, see 15 Questions to Ask When Interviewing an In-home Healthcare Worker From an Agency.)
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Do you have any work experience in caregiving or similar areas?
Start with a broad question that encompasses more than in-home health work to give you a general sense of the person. Try to identify patterns or trends that show experience in care giving, companionship, and working with people, even if it isn't specifically with older people. Look for experience that indicates an ability to work independently, without close supervision.
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What specifically makes you qualified for working with my parent?
Here's where you ask about specific training or courses pertaining to in-home health work. Also ask for details that apply to your parent's needs, such as experience bathing, feeding, dressing, cooking, cleaning, or lifting from, for example, a wheelchair to a toilet or bed.
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Why are you interested in this type of work?
You're looking for someone who enjoys working with the elderly, or a caring, sociable, and nurturing person.
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Are you comfortable dealing with my parent's emotional or mental state?
You'll need to adapt this question depending on your parent's state of mind, but it can cover such things as anger, silence, sadness, moodiness, and memory problems or dementia. (Obviously, you'll probably want to ask this particular question without your parent present.) Laying this out before hiring someone is a win-win, for you and job applicants. You can get a sense of how they'll be with your parent, and they'll get a sense of interpersonal skills required for the job.
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What days and times are you available and how many hours are you looking for?
It saves misunderstanding down the line to be as detailed as you can about your parent's needs and an applicant's availability. Discuss weekends, nights, and even overnights. Your parent may not need such attention now, but this can change.
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What are your vacation, holiday, or time-off needs?
It helps to know in advance if your parent's schedule meshes with his home health worker's. Working parents, for example, may need school holidays off.
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Do you have a car and are you comfortable driving my parent?
Some applicants may be willing and able to drive but don't have a car. If you plan to have a caregiver use your parent's or your car, you'll probably need to add her to the insurance policy. (Check with your insurance agent.) If the caregiver will need to drive your parent in her own car, ask candidates about their car insurance. Don't hesitate to ask to see a copy of the candidate's policy before hiring her. Regardless of whose car is being used, ask to see the candidate's driver's license. If public transportation will be the mode of getting around, make sure that candidates are comfortable with escorting your parent on the bus or other means of transport.
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Are you a legal resident?
This may seem like a sensitive question, but the answer can be helpful. Not everyone cares about a worker's legal status; this is a personal choice. But the Internal Revenue Service (IRS) has laws pertaining to all workers, legal or not, and it's best to be familiar with them when you're hiring.
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Does the salary work for you?
Tell the worker how often you plan to pay for care and in what way -- will you pay with a check or cash? If she prefers another method or schedule and you don't feel strongly about it, it's probably worth negotiating. It's helpful to be crystal clear on money issues from the start, since they can be extremely sensitive.
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Are you bonded?
If someone is bonded, this means they've paid a bonding service to basically insure their work or to pay the client or employer if their work isn't finished or satisfactory. The terms of bonding are variable and can cover everything from stealing or damaging goods to not showing up for work. If the worker is bonded, ask what's covered. Many independent home care workers aren't bonded, but it doesn't hurt to ask. If this is a "make it or break it" issue for you, and you have a great candidate who isn't bonded, you can ask if she's willing to become bonded. Consider chipping in to help pay for it.
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I plan to do a background check on all applicants who are strong contenders for the job. Is there anything you'd like me to know first?
Employers are increasingly using online background checks to screen job candidates, particularly to see if they have a criminal record (to find resources for this, you can do a search using the phrase "background check"). If a job applicant seems uncomfortable with having a check done or rejects the idea, it's a definite red flag.
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Are you comfortable signing a work contract?
It's always good to have something in writing that spells out the arrangement between you and someone working for you. It adds legitimacy to the relationship and can be referred to if misunderstandings pop up down the line. Stress that a contract is beneficial to both parties, employee and employer.
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If we offer you the job, can we agree on a two-week trial period to see how we all feel -- you, me, and my parent?
This should be a no-brainer for all of you. But talking about it during the interview can help everyone relax and understand that it takes time to know if this arrangement will work out.
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Can you provide at least two references?
Ask for work and personal or character references. If an applicant can't come up with two, it's probably best to keep looking.
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Do you have any questions or concerns at this point?
Don't rush through this part. The best job interviews work two ways: Employers get to know job applicants, and applicants get to know employers. Encourage questions, comments, and honest discussion. This is an important relationship, and it helps to start with clear expectations and communication.
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