Caregiver turnover is extremely high and the retention rate is quite low. This means it is becoming more of a challenge to find and hire the best caregivers. So, how do you know you are about to hire the best?
What you need to do is ask the right questions to those you are interviewing. You are a supervisor, and this is why you need to get a feel for the caregiver’s abilities and capabilities in regards to their potential to grow with your business. By asking the right questions, you’ll increase your chances of finding and hiring the right candidate from the very start. With that said, below are a few helpful tips for you to consider when seeking senior care.
Cut to The Chase
A lot of supervisors are no longer doing brainteasers during their interviews. Brainteaser questions can make it difficult to distinguish between good workers and bad workers. Instead, cut to the chase and ask direct questions.
Ask potential workers if they’ve worked with older adults and if they know CPR. Ask them if they are 100% comfortable with the duties involved with the job. These questions are not challenging, but they are direct and will help you learn more about the people you’re interviewing. You’ll also learn more about their background.
How About Their Skill-sets?
Many businesses have a test that they give to those they interview, and the purpose of the test is to determine if the potential worker will be a good person to work with. Plus, you’ll learn a lot about the skill-sets that potential workers possess and then you can decide which candidates to schedule a face-to-face interview with. Another benefit of a pre-employment test is you will ensure equality is maintained throughout the entire hiring process.
You can gain a lot of insight on the best options to go with at Nurse Next Door.
If you’re not interested in implementing testing, then make sure your interview consists of asking extremely targeted questions. When you start each and every interview, have a clear mind and keep an open mind. Then you can ask your direct questions, such as what would they do if a client suffered a heart attack or what they will do to ensure their clients’ privacy is protected.
Pick at Their Brain
Create a list of behavioral questions and ask them to your potential workers. Ask them about past situations they have encountered and see if those situations match up with anything they could potentially face if you were to hire them. What you can do is keep the STAR technique in mind, which basically stands for:
. Situation
. Task
. Action
. Result
A good example of what would qualify as a STAR questions is asking potential workers about a situation that they were asked to perform a specific task. Continue to ask them what action they took and what the results were. When you ask these types of questions, you’ll learn more about the potential worker and less about their specific skill-sets.
Hypothetically Speaking
Ask hypothetical questions. Makeup a situation that a potential worker may find themselves in and then ask them what they plan on doing. Don’t give a lot of weight to the answer, but nonetheless, this will give you an idea of what they will do and how fast they may act in a real-life situation that mirrors similarities to the hypothetical situation.
When it comes to finding a caregiver to hire, things can be a challenge. Finding the right worker can seem impossible. However, you can ask the right questions and pay close attention to how they answer. This will help you find and choose the right caregivers who will hopefully stick with your company for many years to come. All you have to do now is start searching for caregivers, but do keep the above tips and advice in mind and you’ll be fine.