This month I’d like to address the caregiver’s ability and willingness to work with others. It might be other caregivers, family members, visiting nurses or other professionals there to help the client.
In January I talked about a caregiver who can “take charge” of the situation. I spoke about it in a positive way that gives everyone peace of mind. However, like everything else, balance is needed or it can be taken too far. Power struggles are not uncommon. What do I mean?
No one should be indispensible. Yes, if a client has more than one caregiver they will most likely have a “favorite” that they’d like to be there all the time. However, I have seen caregivers say and do things that are detrimental, that foster premature dependence. Perhaps the caregiver thinks this tactic will give them more job security. Perhaps it is not even done consciously or intentionally. In any event, this is the opposite of our goal to maximize a client’s independence and quality of life. Most are not benefitted by being waited on “hand and foot”.
So just a “heads up” to make sure your caregiver can cooperate with others and be the team player you need to have the system you have in place function optimally. One of my roles after making a caregiver placement is to see that things run smoothly and to intervene if they don’t. A skilled professional can spot a small problem before it becomes a big one.
Share comments here if you have questions or other topics of interest that you would like me to focus on.
This month I will go into some depth regarding the caregiver vetting process. Besides the usual screening methods, Christel’s requires a face-to-face interview with all potential caregivers. During this process, we have the candidate fill out an application in front of us. This assures us they can read and write English. I never mail the applicant a form to fill out and return. There is no telling who actually filled it out unless it is done in front of us.
Another reason for the in-person interview is to get a sense of the caregiver’s personality, experience and motivation. If the first question they ask is, “How much do I make?”, that’s a “red flag”. While salary is certainly important and a legitimate question, I don’t like when they lead with it. One goal of the screening process is to offer the caregiver feedback that will best serve them when they interview for an actual caregiving job.
Sometimes caregivers have great references but do poorly in the interview. Perhaps they are nervous or their English is poor. It’s not necessarily a deal-breaker if I see potential and their references back up my assessment. In cases like this, we “prep” the caregiver and observe them on their first interview with a family and patient. We then provide more feedback and do everything in our power to help them succeed. If they get hired and do a good job, they usually return for another assignment when the job ends.
Conversely, we also see a number of candidates who interview very well but do poorly on the job site. They “talk a good game”, say all the right things, but don’t back it up when it comes to actually helping the client. Maybe they are lazy, addicted to their phones, or even poor cooks - things that can’t always be determined in an interview or reference check.
Although it is a good start, it takes more than an interview and reference check in our opinion to insure you have the best caregiver. Your best bet is to use an agency or registry that refers caregivers who have a good track record, a history, with that company.
See you next month
One of my roles in my 30+ years as owner of Christel’s Home Care is to find the best caregiver possible for my clients. I have screened hundreds, perhaps thousands of applicants. Because my focus is providing quality caregivers, I use the top 10-20% of those I meet, the “cream of the crop”.
Everyone is looking for someone kind, caring, and competent. Let us look beyond the obvious.
In my first blog, I’d like to begin sharing the criteria I use when deciding where to place the caregivers who make it into my pool. This month I will be briefly discussing the scale of “takes charge” vs. “takes orders”.
After doing a thorough assessment including a visit to the home or facility where the client is currently staying, I look at how they and their family would be best served. For example, if there are responsible family members involved, they may want to provide a list of duties they want the caregiver to complete. In this case, a caregiver who takes direction well might be placed. On the other hand, if the situation is a dementia patient who has no one nearby, it might be best to put a very “take charge” caregiver with them, someone who can take the initiative. On the “caregivers” button, this would be a level 3 “house manager”. It takes placing each caregiver a few times and seeing how they react to determine where they fit on the various scales I use.
The ideal caregiver would be able to adjust to both of the above situations and everywhere in between. But caregivers bring their unique personalities and gifts to the job, and not everyone is that flexible. We all have our strengths and weaknesses. I try to place the caregiver where their skills best match the situation.
This is just one of many caregiver qualities I look for when making a compatible match.
Next month, I will discuss another caregiver quality that factors into how they can best serve.
Comments and questions always welcome.
Thanks for reading
Chris Christel, Author
Chris Christel, a pioneer in geriatric care, founded Christel's Home Care Agency in 1985. Chris has a Master's degree in Counseling Psychology and a wealth of knowledge in the field of home care.