Not everyone is suited for a career in caregiving. It takes a special type of person who can deal with the mental, emotional, and sometimes physical demands. Use the following tips to make the most of the interview process, and identify the real gems. 

Ask Around 

Caregiving is generally a tightknit community that looks out for one another. This can come in very handy during the hiring process. Put out some feelers, and see if your professional network has any recommendations or leads. It never hurts to ask, and chances are that this will give you a good place to start. 

You may also want to ask your personal network, if you feel comfortable doing so. Depending on the particular position that you are looking to fill, and the skills required, you may have friends or family members with good connections and insight. 

Weigh Personality Over Experience 

There are some technical skills or qualifications that require previous university or professional experience. That said—for the right person—it’s possible that many skills can be learned on the job. This might even be a better scenario, if you have a particular way that you would like things done. 

At the end of the day, this is an industry of passion. This means that certain people will thrive, and others will burn out very quickly. You need team members that are motivated and optimistic; employees who are empathetic and open to creative solutions. If you see someone that has these unique personality traits, he or she is definitely worth a second look.  

Roleplaying Exercises 

Before you start the interview, come up with a few scenarios that you can have the candidate respond to. These should be subjective situations that they may be likely to encounter on the job, and which can give you some insight into their judgment and personality. For example, “Let’s pretend that the senior citizen you are looking after has a medical emergency while you are at their house. What do you do?” 

Do Your Research 

Someone may sound perfect on paper and appear even better in person. But you owe it to yourself and to anyone who may be in this individual’s care to dig a little deeper. Background checks are relatively inexpensive and can be done quickly by third parties. 

In today’s day and age, you should also be doing a quick audit of the candidate’s social media accounts. Make sure that their experience on LinkedIn matches what they’ve put in their resume. And, if there’s anything suspicious, you can always ask about it.  

Have a Test Run

If possible, have a trial period where someone comes on to see if they would be a good fit for the position. This is a great opportunity for all parties involved, as it allows everyone to see how they would work with one another. 

As previously mentioned, care giving can be a tough industry. Someone might decide that they are not able to handle it after just a few days on the job. It’s better for them to bow out gracefully then make things more difficult down the line. 

Trust Your Gut 

At the end of the day, you should always rely on your intuition. If you feel confident and comfortable with this person, it’s a sign of good things to come. If there’s something in the pit of your stomach that’s holding you back, keep interviewing; your person’s still out there. 


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