Caregiver Interview Questions (and What Good Answers Sound Like)
Twenty structured interview questions for caregivers, what to listen for, what the ADA says you can't ask, and the FCRA steps for the background check.
By Caregiver Scheduling Team ·
The best caregiver interview questions ask about real situations: “Tell me about a time…” or “What would you do if…”. Listen for reliability, calm judgment, respect for the client, and honesty about what they don’t know. Ask every candidate the same questions so you can compare them fairly.
What should you ask about reliability?
Specifics, not “anything”. A caregiver who names days, hours and area shows up.
| Question | Listen for |
|---|---|
| What days and hours can you work, and in which areas? | Specific, realistic answers |
| How do you get to clients’ homes? | Reliable transport, valid license if driving clients |
| Tell me about a time you couldn’t make a shift. What did you do? | Called early, helped find cover |
| What would make you call out of a shift? | Reasonable, not casual |
| How many hours a week do you want? | Matches what you can offer |
What should you ask about judgment and safety?
Scenarios with a client in trouble. Listen for two habits: keep the client safe, and tell the office.
| Question | Listen for |
|---|---|
| You arrive and the client is on the floor. What do you do? | Check safety, don’t lift alone, call office or 911, stay with client |
| A client refuses a shower. What do you do? | Respect the refusal, offer alternatives, document, tell the office |
| The family asks you to give medication from a pill box. | Knows the agency’s limits; checks with the office |
| A client offers you money or a gift. | Declines politely, tells the office |
| You notice bruises you can’t explain. | Documents and reports the same day |
What should you ask about care skills?
Have them walk through a task step by step.
| Question | Listen for |
|---|---|
| Walk me through helping someone shower who uses a walker. | Safety, privacy, dignity, preparation |
| How do you help a client with memory loss who is upset? | Calm, redirect, don’t argue |
| What do you write in a visit note? | Facts, tasks, changes. See visit notes |
| What personal care tasks are you comfortable with? | Honest about limits |
| What training or certifications do you have? | Matches your state’s requirements |
What should you ask about fit?
Why they do the work and what they need from you.
| Question | Listen for |
|---|---|
| Why do you want to do this work? | Real reasons; caring for family is common and good |
| What kind of client do you work best with? | Self-aware |
| Tell me about a difficult client or family. How did you handle it? | Patience, boundaries |
| What do you need from an office to do a good job? | Clear schedules, support, being reachable |
| Do you have questions for us? | Asks about schedule, pay, clients |
What can’t you ask in a caregiver interview?
Anything about disability or health before you make an offer. The ADA bars asking an applicant “whether such applicant is an individual with a disability” and bars pre-offer medical exams. You may ask about “the ability of an applicant to perform job-related functions” (42 U.S.C. 12112(d); EEOC guidance). After a conditional offer you can require a physical, TB test or lift assessment, but only if every new hire in the job gets the same one.
So “Do you have back problems?” is out. “This job involves transfers with a gait belt. Can you do that, with or without accommodation?” is fine. Ask about the schedule and the tasks, not health, age or family.
State and city “ban the box” laws often limit when you can ask about criminal history. Ask only what your state’s caregiver check requires, when it allows.
How do you run the background check legally?
Three steps. If you use a background check company, the Fair Credit Reporting Act applies (FTC: Background Checks, What Employers Need to Know).
- Before the check: give a written notice, as a stand-alone document, that you may use a background report for employment decisions, and get written permission.
- Before rejecting anyone because of the report: give them a copy and the FTC’s “A Summary of Your Rights Under the Fair Credit Reporting Act,” and time to dispute it.
- After rejecting them: say the report was a reason, name the report company, and tell them they can dispute it and get a free copy within 60 days.
Apply the same standard to every candidate. Your state’s registry or fingerprint check comes on top. See background check requirements and the background checks tool.
What are the red flags, and what comes next?
Four red flags: badmouthing past clients in detail, vagueness about availability or transport, saying they would handle a fall without telling anyone, and refusing the background check your state requires.
If none appear, make the offer the same day, start the background check, and onboard with a checklist. See how to recruit caregivers.
How Caregiver Scheduling handles this
New hires are invited to the caregiver app, and credential tracking records their background check, training and certifications with expiry alerts before their first assignment. $199/month for up to 10 caregivers or $299/month for up to 50, free for 30 days.
FAQ
How long should a caregiver interview take? 20 to 30 minutes is usually enough with structured questions.
Should I do a skills test? A short practical check during orientation, such as a transfer, is common, but only after a conditional offer and for every new hire.
Can I ask if a caregiver can lift clients? Yes, if transfers are part of the job. Ask about the task, not about their health.
This article is general information, not legal advice. Check your state’s hiring and background check rules.