If your newspaper ad, posted notice, or word-of-mouth campaign has been successful, you will soon begin getting phone calls from applicants. When you talk to an applicant, you should begin to screen the applicant over the phone before your send an application, and certainly before you schedule a meeting to do an interview. You will probably not want to interview all the applicants. The telephone screening will assist you in deciding whom you would like to meet in person to interview.
Tell the applicant the hours you will need someone to work. Outline what tasks must be performed. If lifting is required, specifically state the amount you expect the person to be able to lift. (i.e. 40 pounds*)
*Please note here that providing assistance while transferring could be/is considered lifting. (i.e. know your body weight)
During the screening process, it will be worth your while to be completely honest about the tasks your expect your aide to perform with/for you. For instance, as you describe to an aide that you would like assistance with showering, you may want to highlight the fact that you need someone to scrub your feet/between your toes etc. To an experienced aide, this will be useful information. To someone who is brand-new this may be information crucial to the decision on whether or not to take the job you propose.
The long and the short of it is: If someone is squeamish about doing what you need them to do - or just plain unable to do it - you can save yourself and the prospective employee time and effort by finding this out as quickly as is possible. Also, by developing this brutally honest approach, you can ensure that you will never be face with an aide (already in your home) who says to you:
“You never told me .... “X- or “I’m not doing that!”