Before the interview
Define the schedule, essential duties, mobility needs, household expectations, required experience, pay range, supervision, and who will give instructions. Separate true requirements from preferences.
Six questions to ask
- Tell me about care work most similar to this position.
- What would you do if the person refused care?
- How would you respond to a sudden change in condition or behavior?
- How do you protect privacy and professional boundaries?
- How do you handle lateness, call-outs, and schedule changes?
- How do you prefer to receive feedback and supervision?
What strong answers include
- Specific examples without disclosing another person’s private information.
- Respect for choice, calm communication, approved alternatives, and timely escalation.
- Emergency awareness without diagnosing.
- Clear limits involving money, gifts, social media, medication, and family requests.
- Prompt attendance communication and a realistic backup process.
- Willingness to ask questions, accept correction, and follow a written plan.
Questions to avoid
Keep questions job-related. Federal, state, and local law may restrict questions about disability, medical history, age, religion, national origin, pregnancy, family status, and other protected information. Before an offer, describe essential duties and ask whether the candidate can perform them with or without reasonable accommodation.
Important
Private hiring may create employer, payroll, tax, insurance, wage, screening, and recordkeeping duties. Obtain qualified advice for your location.
Use a consistent evaluation
- Score each answer from 1 to 5 against written criteria.
- Verify identity, work authorization, credentials, references, and lawful checks.
- Compare evidence—not personality alone.
- Use a written agreement and structured first-shift onboarding.
Planning a budget alongside the search? See the 24/7 in-home care cost guide.