Get Right To the Point
Many companies are phasing out the brainteaser questions in interviews. Questions like this can make poor candidates and stellar candidates look like fantastic options. Instead, try asking more direct questions. Some great sample questions could be:
- Have you ever worked with senior adults?
- Do you have any CPR training?
- Are you comfortable with the duties of this position?
These questions are not always a challenge, but help you understand the potential caregiver better, learn their background, and how they could add to your team.
Learn Their Skillset
Many companies use a pre-employment test to measure whether the potential employee is a great match for the company. Pre-employment tests can save you time going through applications and bring you the best-qualified candidates for a face-to-face interview. Tests can also assure everyone is getting the same treatment. They help maintain equality in the hiring process.
If you choose to forgo the testing, try to really target your interview questions and make sure you ask the candidates the same questions to maintain equality. Approach each in-person interview with an open and clear mind. These questions could be what to do in case of a heart attack, how to protect your client’s privacy, or about other basics of elder care.
Pick Their Brain
Make sure to ask the potential candidate behavioral questions about any past situations to see how the caregiver would work in similar situations the company. One method which can help you clearly ask behavioral questions is the STAR technique. The STAR technique is a great acronym to remember while interviewing.
The Star Method:
An example of a STAR question is: Name a SITUATION where you were asked to do a TASK. What ACTIONS did you take towards the task and what were the RESULTS?
By asking questions like this, you can learn more about who the person is, rather than specific skills.