CNA Interview Questions for Small Care Facilities
By Sortiva · Published · 4 min read · For care homes, assisted living and skilled nursing facilities
Short answer: ask CNA applicants the same job-related questions about daily care, communication, safety reporting and your real schedule. Listen for concrete examples, keep medical and disability questions out of pre-offer interviews, and check the state nurse aide registry yourself before anyone works.
Small facilities rarely have time for long hiring loops, and good CNAs often accept the first reasonable offer. A short, consistent set of questions lets you learn quickly whether someone fits the shift and the work. O*NET's summary for nursing assistants describes tasks such as helping residents with daily activities, observing and reporting changes, and answering calls for help — the questions below follow those tasks.
These questions are about hiring. They are not clinical guidance, and applicants should never be asked to share details that identify a resident or patient.
Daily care and teamwork
“Walk me through the first hour of a typical day shift for you.”
Listen for: A realistic routine: report from the previous shift, checking on assigned residents, prioritizing who needs help first.
“How do you hand off to the next shift?”
Listen for: Specific habits — verbal report, written notes, flagging anything unusual to the charge nurse.
“Tell me about a time you noticed a change in a resident and reported it.”
Listen for: Knows the limits of the role: observes and reports promptly to the nurse rather than acting outside scope. No identifying details about the resident.
Dignity, communication and difficult moments
“What do you do when a resident refuses help with bathing or dressing?”
Listen for: Respects the person's choice, tries a calm alternative approach or a later time, and tells the nurse.
“Describe how you support a resident who is confused or upset.”
Listen for: Patience, simple communication, staying calm, asking for help when needed.
“How do you work with a family member who is unhappy with care?”
Listen for: Listens, stays professional, brings in the nurse or administrator instead of arguing.
Schedule, reliability and fit
“This position is 2pm to 10:30pm with every other weekend. Does that work for you?”
Listen for: A direct answer. State the real schedule so there are no surprises later.
“What would you do if you were running late for a shift?”
Listen for: Calls ahead using the facility's call-off process; understands why coverage matters.
“Which certification do you hold, in which state, and when does it expire?”
Listen for: A specific answer. Record it as applicant-reported until you check the state registry.
Questions to keep out of the interview
Before an offer, keep questions about disabilities, medical conditions, medications and past workers' compensation claims out of the conversation. You can describe essential job functions — such as transferring residents with a partner or a lift — and ask whether the applicant can perform them with or without reasonable accommodation. The EEOC explains the rules in pre-employment inquiries and disability and medical questions and examinations.
| Instead of asking | Ask |
|---|---|
| “Do you have any back problems?” | “The role includes transfers with a partner or lift. Can you do that with or without an accommodation?” |
| “Do you have kids at home?” | “This role includes every other weekend. Does that schedule work for you?” |
| “How old are you?” | “Are you at least 18?” — only if the role legally requires it. |
After the interview: registry and credential check
- Record the certification the applicant reported, the state and the expiration date.
- Check the state nurse aide registry before the person works. CMS reminded nursing homes of this duty in S&C-05-46.
- Record who checked, when and the result in your own files.
- Set renewal reminders well before the expiration date.
Sortiva organizes the credentials and dates applicants report and reminds you before they lapse. It does not check registries — that step stays with your team.
Frequently asked questions
How long should a CNA phone screen take?
About 10 to 15 minutes for five to eight questions. Use the in-person interview for a tour, the schedule and questions from the applicant.
Can applicants complete the screen after their own shift?
With Sortiva, applicants book their screening call between 8am and 8pm in their own time zone. Applicants who prefer not to take an AI call can still apply and are reviewed by a person. See AI phone screening for small employers.
Should every applicant get the same questions?
Yes. Consistent questions make answers comparable and help keep the process fair. Follow-up questions in the interview can differ based on what each person said.
Read the full guide to hiring for care facilities and clinics, explore Sortiva for care roles or compare plans.