1. Direct questions

These questions, as their name suggests, get right to the point. “How do your skills qualify you for this job?” “What experience do you have working with clients with Alzheimer’s?” Straightforward questions aren’t usually a challenge to the interviewee, but they should help you to understand the caregiver’s background and skill set.

2. Behavioral questions

The idea that old habits die hard is the root of behavioral questions. If you have acted a certain way in the past, you’re likely to act the same way in the future. For this reason, behavioral questions ask about past situations to try and predict future work potential. For example, “Describe a time when you faced a difficult client and what you did to resolve the problem.” These questions tend to look more at personality and interpersonal conduct rather than specific skills.

3. Hypothetical questions

While behavioral questions refer to the caregiver’s past actions, hypothetical questions look at possible future situations. “What would you do if your client didn’t want to take her medication?” “How would you react if your client began to shout at you?” These questions measure how the caregiver’s past experience could be applied to their future work and determine if they would act appropriately in a difficult situation.

4. Skills questions

Skills questions and tests are used to measure very job-specific knowledge and skills. While some companies choose to use pre-employment tests to evaluate these areas, targeted interview questions can also help. These questions can address what to do in case of a stroke or the basics of medication management to ensure that your caregivers have the knowledge necessary to get started.


The interview process can be exhausting and at times frustrating, but if you ask the right questions, your interviews can be a time to discover employees who will aid your company for time to come. –Home care pulse