A caregiver interview has one job: help you predict how this person will behave alone in a client's home, with no supervisor in the room. These questions are grouped by what they help you learn. Ask the same core set to every candidate so you can compare answers fairly.
Reliability
- "Tell me about a time you couldn't make a shift. What did you do?"
Good answers mention notifying the office early and helping find cover — not just "it never happens."
- "How do you get to clients' homes, and what's your backup if that falls through?"
You are listening for a realistic plan, not perfection.
- "Which shifts can you commit to every week?"
Pin this down precisely; vague availability is a common reason placements fail.
Care skills and experience
- "Walk me through how you help someone with limited mobility get out of bed safely."
Look for attention to the client's safety and dignity, and for using proper transfer technique rather than lifting.
- "What experience do you have with clients living with dementia?"
Strong answers talk about routine, patience, and redirecting rather than arguing.
- "Which certifications do you currently hold, and when do they expire?"
Note them down so you can verify them with the relevant registry before an offer.
Judgment
- "A client refuses their bath and becomes upset. What do you do?"
Good answers respect the client's choice, try again later or another way, and record it and tell the office.
- "You notice a client seems more confused than usual. What's your next step?"
You want someone who reports changes promptly rather than waiting to see.
- "A family member asks you to do something outside the care plan. How do you handle it?"
Listen for knowing their scope and checking with the office.
Fit with your clients
- "What kind of client do you work best with?"
- "Are you comfortable with pets, smoking households, or homes with stairs?"
- "Why do you want to work in home care?"
There's no single right answer, but genuine motivation tends to show.
Keep it fair and consistent
Use the same core questions for every candidate, take short notes, and score answers against the same criteria. That makes your decisions easier to explain and helps avoid hiring on gut feel alone. Avoid questions about age, family plans, religion, health conditions, or national origin — focus on the job.
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