Screening and interviewing a potential respite care provider

There are tools you can use to select a safe and qualified respite care provider. If you use a respite referral program, that program may have done some screening, such as a criminal background check. Ask about the referral service’s screening, and use this information as the starting point for your own screening process.

Telephone interview (first contact)

A telephone interview is an important step in the selection process. This is a time to share basic information:

• Think ahead about information you want from the first call and keep the list of questions near the telephone.
• Talk about the disability and the general care situation.
• Include the positive as well as potential problems.
• Ask the applicant about his or her background, experience, training, special skills and interests.
• Tell the applicant about further screening you plan to do, such as in-person interviews, references and criminal background or motor vehicle checks.
• Take notes during the telephone conversation. Later, review the notes and your impressions of the first contact before making a decision.
• And trust your instincts. If you feel uncomfortable with the caller, thank him or her for calling and end the conversation.

Written application

A written application provides important information about potential providers and allows you to compare candidates.

• Look for complete answers
• See if the written responses fit your needs
• If you have questions about an applicant’s responses, write them down and ask them during the telephone or in-person interview.

In-person interview

First, decide where it will take place. Some options are:

• Your home. If care will take place in your home, this allows the applicant to see the care setting. It also allows the family to observe the applicant in the household setting. It also may be more convenient.
• The provider’s home. If the care will take place there, this allows you to see the setting in advance.
• Neutral ground such as a coffee shop, senior center, or other community setting. This provides greater security, and may provide fewer disruptions if you have a busy home.

The interview

The interview is a two-way communication. Both parties have questions and needs.
 
Information you give the interviewee
 
The in-person interview is a time to tell the potential provider what he or she needs to know. This can include:

• information on the person receiving care (disability, special care issues like seizures or high risk conditions, particular likes and dislikes);
• the provider’s duties and tasks;
• the typical amounts of time respite is needed (e.g., a few hours, a weekend);
• when you will be most likely to use respite (if you know this ahead of time); and
• general expectations, such as following family rules and being on time.

Ask if the interviewee has any questions.
 
During the interview, be prepared to answer questions like these:

• What is the current health of the person receiving care?
• Is lifting required?
• Does the person need constant supervision?
• Will I be expected to do household chores or to care for other children?
• How does the family member receiving care respond to new people?
• Are there emergency situations I should be prepared for?
• What help can I expect from the family?

Your questions
 
You need to know about the applicant’s background, skills, and reasons for being a respite care provider. You should limit the interview to about 10 questions.

Here are some sample questions. Select the ones that are most appropriate for your family situation.

At a minimum, you should ask:

• Tell me about yourself and why you want to be a respite provider.
• What is your experience and training caring for individuals with this condition or situation?
• Why did you leave your last position?
• When are you available to provide respite care?
• What do you expect to be paid?

If care will take place in the provider’s home, include these questions:

• How many other children (or adults) will be in the home, and what are their ages?
• What type of sleeping arrangements, food, etc., will be provided during respite?
• What type of food will be served, and can any special dietary needs be met?
• What arrangements are made if the person being cared for is sick?
• What kind of backup support does the provider have in case of an emergency?

More questions

Here is a longer list of questions. Use it to develop your own interview list.

During the interview share at least one scenario that demonstrates a typical situation that could arise during respite care. Ask the interviewee how he or she would respond.

Checking references

References are an important part of the screening process. Potential providers should be able to give you at least three references, in writing, to contact.

Don’t accept the applicant’s own family members as references.

You can contact references by sending a form or by telephone. If you use a form, make sure it is returned directly to you. Follow up the form with a phone call if you have additional questions.

Use the same set of questions for each reference.
 
Here are some sample questions:

1. How long have you known the applicant? In what capacity?
2. In your opinion, is the applicant an emotionally stable and mature person? Is the person in good health?
3. Do you feel the applicant is reliable and dependable? Is he or she generally on time?
4. What can you tell me about the person’s ability to work with children or adults with disabilities?
5. Would you recommend this applicant to provide care for an individual with special needs? Why or why not?
6. If you were the person’s employer, would you rehire him or her? Why or why not?