By Tom Ratcliff

The Senior Care industry (assisted living jobs, nursing home jobs, rehab jobs, etc.), is especially sensitive to hiring employees who can relate well to Seniors with a variety of seriousness of disease states. I am assuming you have narrowed your search to several candidates based on their resumes and now it is time for face to face interviews. Also, the assumption is this position will be direct and daily contact with elder residents/patients – a position in some sort of caregiver role.

What are the basic key attributes you are looking for in the candidate?

• Certification or Licensing where necessary

• A certain level of experience from beginner, intermediate , or veteran depending on degree of job complexity

• Compatibility with residents/patients and team members (both peer and supervisory)

Compatibility and Temperament will most likely be the determinants for your next hire, but how do you decide who will be the best fit and also the best chance of making a long-term commitment?

Here are the basic personality types you are most likely to see:

• Outgoing/Extrovert Personality: Cheery, Chatty, Positive, Short Attention Span, Not detail oriented, Avoids external conflicts, Superficial thinker, Needs constant attention, (Flighty)Subject to going off Task because of extraneous distractions. It’s hard to turn these people down, but if (during your in-depth conversation/interview) you detect poor listening skills, or short rhetorical answers with little convincing content, conflict avoidance when asked about handling difficult patients, asks little or no questions about work environment, other team members, then most likely they are looking for another place to call home. Ask them why they are leaving their present employer and it will most likely be due to some sort of conflict or disagreement.

• Extrovert/In Charge Personality: Their personalities tend to more grounded in reality. They are internally-driven to perform and succeed. They set goals and use resources to complete their tasks. Generally they are Team Players, but will not wait for consensus to take action – they are risk-takers. They make good workers and supervisors, but will challenge authority figures when they feel they are in the right. They can be relied on in a crisis and will be the first to volunteer when there’s a personnel shortage. However, they have to be rewarded and recognized for their extra effort or they will become antagonistic.

• Mild Mannered/Composed Personality: They are friendly, reserved, good listeners, willing to follow directions, analytical thinkers, go with the flow, and steady performers – not record breakers. They tend to be the back-bone of the work force. They show up at work on time; feel committed to their employers; and are always dependable. But, they do not do well long in a frantic-paced environment because they only operate best within their comfort zone. They will perform in a crisis, but are too contemplative/slow to lead in a crisis – that’s left best to the High-energy personality type. They provide sincere and comprehensive care to patients and contribute to the harmony of the team.

• Introverted and Quiet Personality: Introverted personalities can perform well in controlled or highly managed patient environments. They are not independent workers; they rely on structure and explicit instructions to avoid any dreaded patient or team conflict. They can be well educated and well trained, but not self confident, which means they can be manipulated by patients and staff. They are good workers as long as work environment is predictable and free of conflict.

There is a place for all four personality types; you just have to be keenly aware of them and put them where they’ll do the most good. Hiring is not an exact science; however, some people have a knack for it and others do not fare well. If someone has the prerequisite skill sets you need then try to hire them or place them based on your observation of their behavior. Give them a couple weeks on the job and bring them back in for a debriefing. Find out from them (and their peers) if they are fitting in and fulfilling their work assignments. Hopefully, they are a good fit and if not, give them a second chance to improve before you wave the pink slip.  

If you are considering a new rewarding job in senior living or in senior care nursing, therapy or administration, be sure to search NSLPN.com for the latest senior care jobs available including Home Health Jobs, Hospice Jobs, Nursing Home Jobs, Independent Living Jobs, and Assisted Living