Tips for Hiring a Caregiver

When selecting a caregiver for yourself or your family member, you should approach the interview as a time for honest dialogue. Ask open-ended questions that will prompt more than a simple "yes or no response. Ask the potential caregiver how he or she would respond in a particular situation, then ask for previous, real-life examples of problem-solving. Such questions will help you assess the applicant's competence in caring for a person with special needs.

Following are some additional tips to keep in mind when choosing a caregiver:

• Interview a new caregiver in person at your home. If you and the caregiver agree to proceed with an employment agreement, provide sufficient orientation several days before the date, so the caregiver can become acquainted with you or your family member.
• Look for a caregiver who communicates well. Caregivers should be good listeners and should be able to repeat instructions back to you.
• Give the caregiver the opportunity to speak up and be candid. Relaxed, two-way conversation will help you determine if the caregiver is able to assume the various duties required.
• Make sure the caregiver is compatible with you or your family member, so time together can be enjoyable. Discuss with the caregiver some appropriate actions to common situations that will arise.
• Help the caregiver understand how to communicate with you or your family member. Stress the importance of both verbal and nonverbal responses.
• Make sure the caregiver is familiar with special medical or adaptive equipment that may be used.
• Practice any emergency procedures that may be necessary for your safety or your family member's safety.
• Provide specific written instructions on how to seek medical care and other emergency assistance.
• Describe and familiarize the caregiver with any dangerous or unusual symptoms associated with your disability or your family member's disability.
• Get references or have a background check conducted on the caregiver you decide to hire.

An Interview Checklist

Does the caregiver:

• Seem friendly and mature?
• Make you feel at ease and seem at ease himself/herself?
• Seem to be in good health and physically able to perform required duties?
• Seem gentle and willing to follow instructions? Have a sense of humor?
• Seem to be alert and interested?
• Demonstrate an ability to follow spoken and written directions?
• Demonstrate appropriate social behavior, including self-control?
• Have past experience in assisting and/or caring for people with special needs?

Will the caregiver:

• Respect your special needs or your family member's special needs?
• Have reasonable expectations of what you or your family member can do independently and without assistance?
• Talk freely with you and your family member, and assist with communication if necessary?
• Understand the primary responsibility is to provide care and/or assistance for you or your family member?
• Provide medical documentation that he/she is free of communicable diseases?
• Ensure he/she is physically able to be responsible for you or your family member?
• Ensure he/she has no history of abuse or neglect as indicated by professional references and background check?
• Provide proof of a valid driver's license, if expected to transport you or your family member?

Does your home have the following health and safety precautions? Discuss their location and use with the caregiver:

• A smoke detector in a hallway or central area? A fuse box that is labeled appropriately?
• A battery-operated flashlight that is easy to find?
• A fire extinguisher in the kitchen?
• A standard first-aid kit?
• A working telephone(s)?
• A list of emergency telephone numbers - including emergency medical service/ambulance and poison control? Is there a list by each telephone?
• A list of other emergency, medical or evacuation procedures?

Hiring and Firing

Sometimes, even after you have carefully chosen a caregiver, there may come a time when you must dismiss that person and seek a replacement.

Abuse and neglect, of course, should never be tolerated. But neither should you tolerate chronic tardiness, absenteeism or failure to perform assigned duties. You may wish to establish a set of rules, guidelines and job requirements and discuss these with the applicant before coming to an employment agreement. If you and the caregiver communicate clearly from the outset, a dismissal should it ever become necessary - will be less difficult for all parties involved.

It also is a good idea to:

• Make it clear during the interview that you can fire, as well as hire.
• Agree on how much notice you or your caregiver should give to end your employment contract or arrangement.
• Tell the caregiver exactly what duties you expect to be performed, and how they should be carried out. Be specific.
• Make sure the caregiver understands what behavior is unacceptable tardiness, not performing job duties, poor attitude, discussing personal problems, borrowing money, etc.
• Tell the caregiver the number of hours to be worked, the time to report to work and the time to leave work. Agree on times and frequency of breaks.
• If you expect the caregiver to work on weekends, holidays, at night or other special times, say so. To establish a beneficial arrangement, you or your family and the caregiver must agree on the ground rules.