Tips for Hiring In-Home Assistance for Seniors

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Hiring an in-home attendant can seem like an overwhelming task. Here are some suggestions to use in your search to find the right person for your in-home care needs.

Determine what kind and level of assistance is needed.

• Are both personal care and house cleaning tasks needed?
• Make a list of specific duties to be done. This list will be used later as a job description. Be thorough, perhaps making notes as you go through an average day.
• How many hours per day will you need assistance? Is any of the assistance needed at specific times of the day?
• How do you want to handle vacations, holidays and emergency absences?

Begin the search for the appropriate person for your job.

• Let friends and relatives know you are looking for someone. They may be able to personally recommend someone.
• Contact local churches, synagogues, Independent Living Centers, senior centers, Area Agencies on Aging, Division of Aging and area colleges (especially those with nursing, social work or gerontology programs). These local resources may be able to provide you with names of those they are aware of that do this type of work or be willing to place a notification of your need in a newsletter, bulletin or information board.
• Some communities have organizations that function as attendant registries. The level of screening completed on registrants and fees charged vary, so ask first.
• An ad in local newspaper may be necessary. At a minimum include hours assistance is needed, a brief description of duties, telephone number and best time to call.

Interviewing applicants and the selection process.

• Do initial screening over the phone, not every applicant needs a face-to-face interview. Your phone interview should include:
  1. A detailed description of the job;
  2. Specific expectations stated;
  3. Provide information about hours and wages;
  4. Inquire about applicants past experience;
  5. Ask if applicant has references.
• Set up a personal, face-to-face interview with only those applicants who initially seem acceptable.
• Prepare a list of questions pertinent to the job. Here are some suggestions:
  1. My needs are ______. Are you able to perform the physical requirements of the job?
  2. Is there anything in the job description that you are uncomfortable doing?
  3. How many other persons are you serving right now? Can you describe how you will balance their needs with mine?
  4. What experience have you had with _____ (my disability)?
  5. Are you able to work flexible hours? I may need assistance on an "on call" basis. Are you available?
  6. What time commitment are you willing to make to stay on the job?
  7. My bladder and bowel routine is _____. Are you available at those times?
  8. Discuss expectation and need for vacation, holidays and emergency absences.
  9. Can you give me two work related and one personal reference?
  10. Are you willing for me to get a criminal background check on you?
• Following the interview write down you first impressions and if possible discuss these with another family member or friend.
• Consider the person most qualified for the job AND with whom you feel most comfortable.
• ALWAYS check the references of your top choices.
• ALWAYS follow through with completing background checks!

Final Phase

• Once you have made your selection, don't hesitate to notify the individual and make your offer. Good applicants may find another job.
• Set a date to sign the work contract and begin work. A good work contract should include the following:
  1. Name of employer and "household employee"
  2. Wages and benefits (e.g., mileage, meals, etc.)
  3. When and how payment will be made
  4. Hours of work
  5. Employee's Social Security number
  6. Duties to be performed
  7. Unacceptable behaviors (e.g., smoking, abusive language, etc.)
  8. Vacation and Holidays
  9. Emergency absence plan
  10. Termination (how much notice, reasons for termination without notice, etc.)
  11. Dated signatures of employee and employer

Other Considerations

• Some state programs have specific guidelines for persons who do in-home attendant care, if the payment for the care originates from a State agency, division or department. If this is applies to you, check with the representative of that agency with whom you have been working.
• If you are paying for this care privately, there are responsibilities of employers of "household employees". Refer to IRS Publication 926 for specific tax information. Check with your State Revenue Department for applicable state regulations, and check with your insurance agent regarding coverage on your homeowner's insurance.