At LifeWorx, we’re highly selective about who we invite to join our talent pool. If we have even the slightest bit of doubt about an applicant for senior in-home care, we say “no.”

Why? We know that the true cost of a poor hire isn’t just financial, but emotional, too. After all, our clients bring these private home health aides into their homes. Over time, they connect with the family, and the family connects with them. So when someone starts seeing that something isn’t right, it can be hard to know what to do. In this situation, you may delay the inevitable, hoping things will get better. You could fear making a big deal out of the problems you notice. You may wonder, what if I’m making a big deal out of nothing?
Then a few weeks later, when things haven’t improved, you have tough decisions to make. Who will tell your employee that things aren’t working out? When and where will this conversation happen? How will he or she respond? You fear that the drama could unfold in front of your loved ones and make matters worse. Navigating all that can cause the entire family unneeded stress.

Even after the senior home assistant is gone, the problems continue. You’re back to square one, searching for a replacement. And if the next person you hire doesn’t work out either, you may begin to doubt your own judgment. Your entire family may be on edge, anticipating more disruption. All this because both the facts and your gut both said things weren’t working, but you kept hoping it would. We never want any of our clients to get to a point like this.

This is why we at LifeWorx consider saying no to marginal candidates a success. In fact, we believe it has greatly contributed to our success as an organization. It may be uncomfortable in the moment, but we’ve found it to be an important decision that prevents both hardship and brand damage down the road. Our clients can trust that we don’t just hope for the best, we deliver it