Housekeeper Interview Questions: A Philippine Family Hiring Scorecard

TL;DR: The best housekeeper interview questions help a Filipino family compare candidates against the same real job: the home, daily routine, schedule, safety limits, privacy rules, and pay arrangement. Ask practical questions, score the answers consistently, and agree on a paid trial or written offer only after both sides understand what the work does—and does not—include.

A housekeeper interview is a work conversation, not a test of who can reveal the most private information. Its purpose is to decide whether a candidate can do the specific household role safely and whether the family can offer a clear, respectful arrangement. That means starting with a written scope, asking every shortlisted person the same core questions, and leaving room for the candidate to ask questions too.

This guide is for families in the Philippines hiring a housekeeper for an ongoing home role. It is not legal advice or a substitute for current government guidance. If the household needs childcare, elder care, driving, cash handling, or deep cleaning as well as housekeeping, name those responsibilities plainly before the interview. A broad title such as “all-around helper” is not a useful job description.

What a housekeeper interview should decide

A housekeeper is someone hired to keep an agreed home orderly, clean, and safe through a defined routine. The interview should establish whether the candidate's experience and preferences match that routine—not whether they can promise to do every possible task.

Start by describing the actual setting: the general location, whether the role is live-in or live-out, the size and layout of the home, who lives there, the daily and weekly tasks, the intended schedule, and the equipment available. Be direct about duties that are excluded. Childcare, caring for an older adult, driving, using harsh chemicals, handling money, caring for pets, and overnight work can each change the skills, time, safety support, and fair pay required.

The Philippines' Domestic Workers Act requires an employment contract before domestic service starts and specifies the subjects it should cover. The interview is the right moment to surface the facts that will later need to be clear in that agreement: duties, salary, hours, rest arrangements, lodging or meals if offered, and how changes will be discussed. It is not a promise that every request a family may make later is already part of the job.

For the role itself, use the companion housekeeper job description guide to prepare a one-page outline before speaking to anyone. That lets candidates assess the same job and makes a fair comparison possible.

Prepare one scorecard before meeting candidates

Write the scorecard before the first interview, then keep the questions and criteria steady. A familiar, friendly conversation can still be consistent. The point is not to make a household interview feel corporate; it is to stop a first impression, an accent, or a vague promise from replacing the evidence that matters for the work.

Use a simple 1-to-5 rating after each answer: 1 means the answer does not fit the role or leaves a serious concern; 3 means it may fit but needs clarification; 5 means it gives a clear, relevant example and respects the job's boundaries. Do not score a candidate on information that is not needed for the role.

| What to assess | Question to ask every candidate | A useful answer shows | Follow-up before scoring | | -------------------- | --------------------------------------------------------------------------------------------------------------------- | --------------------------------------------------------------------------------------------------------- | --------------------------------------------------------------- | | Daily routine | “How would you organize the agreed rooms, laundry, and supplies during this shift?” | A realistic order of work, attention to changing priorities, and willingness to clarify the home routine. | Which tasks need a time estimate or different frequency? | | Cleaning safety | “What would you do if a product, appliance, or task is unfamiliar?” | They pause, ask for instructions, use suitable equipment, and report a hazard instead of improvising. | What products or tasks need a demonstration? | | Privacy | “How would you handle keys, family photos, documents, or a private room?” | Respect for access boundaries and a willingness to ask before sharing, photographing, or entering. | Which keys, rooms, devices, or information need a written rule? | | Communication | “How would you tell us that supplies are low, a fixture is broken, or the workload cannot fit safely into the shift?” | Early, specific reporting rather than hiding a problem or accepting unlimited extra work. | Who receives the message and what needs approval first? | | Role changes | “What would you do if we asked for childcare, an errand, or extra cleaning that was not in the original routine?” | They can discuss a change calmly and recognize that new duties need agreement. | Does the household really need a different role or schedule? | | References and trial | “What would help you feel comfortable with a reference check or paid trial day?” | Clear consent, practical questions, and attention to pay, safety, transport, and supervision. | What facts must be agreed before a trial can happen? |

Keep notes limited to work-related evidence. “Explained a safe order for laundry and chemicals” is useful. “Seemed like a good person” is not enough to compare candidates fairly. Give every candidate a chance to explain a gap in experience or to say that a task is not a fit; an honest no is better than an unsafe yes.

Core housekeeper interview questions to ask

Ask the questions in a natural order, but do not skip the uncomfortable practical details. A candidate deserves to know the same basics that a family would expect before accepting any job: where the work happens, how long it takes, who is in the home, what equipment exists, and which tasks require approval.

Questions about routine and judgment

• “Talk me through how you would start a normal day in a home with this agreed cleaning and laundry routine.”
• “Which tasks would you do first if the kitchen, bathroom, and laundry all needed attention?”
• “What would you report immediately rather than trying to fix alone?”
• “How would you handle a request that would make the day longer than the agreed shift?”

Listen for an approach that is specific to the job rather than a memorized list of strengths. A strong answer need not sound polished. It should show that the candidate can prioritize, ask a question early, and distinguish normal housekeeping from a safety, repair, care, or security issue.

Questions about safe work and home orientation

• “Which cleaning products or equipment would you want us to explain before you use them?”
• “What would you do if a floor is wet, an appliance is damaged, or you are asked to lift something that feels unsafe?”
• “What information would you need about children, older adults, pets, allergies, or building rules before starting?”
• “How should we agree on a task that is new to the role, such as deep cleaning after construction?”

The family should be ready to answer these questions too. Provide the equipment, instructions, and time the task requires. A housekeeper should not be expected to supervise a child while using cleaning chemicals, handle an emergency alone, or work with unfamiliar products because declining would feel impolite.

Questions about privacy, respect, and communication

• “How would you protect family schedules, door codes, documents, and photos you may encounter at work?”
• “How would you prefer to receive daily instructions or raise a concern?”
• “If you saw something private or sensitive in the home, what would you do?”
• “What household rules or boundaries help you do good work?”

Both sides have responsibilities here. The Data Privacy Act frames the responsible handling of personal information around a legitimate purpose and proportionality. In practice, that means collect only information that the household genuinely needs to make a hiring decision, say why it is needed, store it carefully, and limit who sees it. Do not ask for passwords, keep original IDs, or circulate a candidate's documents in a group chat.

If you plan a reference or identity check, explain the process and apply it consistently. A reference can add context, but it is not a guarantee about a person's future work. The Domestic Workers Act lists specific pre-employment requirements that may be requested before a contract; check the current text and pay attention to the law's rules on costs and recruitment fees rather than copying a checklist from social media.

Compare answers without turning the process into guesswork

After each interview, complete the scorecard before meeting the next person. Compare the same categories, not the most memorable story. A candidate who has not worked in a home exactly like yours may still be a good fit if they ask sensible questions, understand the stated boundaries, and can explain how they would learn the routine safely.

Separate a true concern from a difference that needs discussion. A true concern might be pressure to start without a clear scope, an unwillingness to respect privacy boundaries, or an expectation that an unpaid trial is normal. A discussion item might be a preferred work schedule, limited experience with a particular appliance, or a need for transport arrangements. Write down the difference, then decide whether the role can honestly accommodate it.

Use the same discipline when you assess a candidate through Helpers. A platform profile or verification signal can support a conversation, but it does not replace a respectful interview, a reference process with consent, or a written agreement. Read how Helpers approaches verification, then use the scorecard to assess whether this particular role and person fit each other.

Do not promise a job during an interview just to avoid an awkward ending. Tell the candidate when you will decide, how you will contact them, and whether there is a next step. That is fairer than leaving someone waiting or inviting them to do work that has not yet been agreed.

Use a paid trial day carefully

A paid trial can reveal things an interview cannot: whether the household's instructions are workable, whether the routine fits the time available, and whether both sides communicate comfortably. It is not a way to receive a day of free labour, test a candidate in isolation, or add every task the family hopes to outsource.

Before the trial, agree in writing or a clear message on the date, start and finish time, exact tasks, pay and payment method, meal or transport arrangements, supervision, equipment, private areas, and the time when you will give a decision. The candidate should know who will be present and how to ask for help. The family should keep the trial within the agreed role; do not introduce childcare, cash handling, medical care, or unsafe work as a surprise.

At the end, review the same scorecard together. Ask what felt unclear, whether the time matched the task list, what equipment or instructions were missing, and whether either side would want a change. If the role needs more hours, a different scope, another adult, or higher pay, discuss that before making an offer.

Make the offer and agreement clear

An offer should restate the actual role, not return to vague language. Confirm the work address, start date, live-in or live-out arrangement, regular schedule, rest arrangements, daily and occasional duties, salary and pay date, equipment, privacy rules, and the process for raising a concern or changing the job.

For household-employment questions that affect contributions or registration, consult the current official employer guidance from SSS, PhilHealth, and Pag-IBIG. Do not use this article or an interview answer as a substitute for checking the requirements that apply to the family's actual arrangement.

The final agreement should be in a language or dialect both people understand. Give the housekeeper time to read it, ask questions, and keep a copy. If the household later needs care work, driving, live-in availability, a different location, or a larger workload, stop and discuss the new responsibilities, schedule, safety support, and pay before treating them as routine.

Find a fit without lowering the bar for either side

Good housekeeper interviews are specific, calm, and two-sided. They leave a family with evidence it can compare and leave a candidate with a job they can understand before accepting it. That is better for trust, safety, and the ordinary days after the first meeting.

When your scorecard and written scope are ready, browse cleaner profiles or create a family account to start hiring. Bring the same questions, boundaries, and respect to every conversation.

Frequently Asked Questions

What questions should I ask a housekeeper in an interview?

Ask the same work-focused questions of every shortlisted candidate: how they would organize the agreed routine, use unfamiliar products safely, protect private information, report a problem, and discuss a change in duties. Avoid turning the interview into a search for unnecessary personal details.

How many housekeepers should a family interview?

Interview enough candidates to compare the same written role fairly. A short, consistent interview with each serious candidate is more useful than a long series of unstructured conversations or a rushed decision after one meeting.

Can I ask a housekeeper for references or an NBI clearance?

References or documents may be relevant to a real household role, but explain why they are needed, ask consistently, obtain consent where appropriate, protect the information, and do not retain original documents. Check the current Domestic Workers Act requirements before making an offer.

Should a housekeeper do a trial day before hiring?

A paid trial can help both sides assess the agreed routine when its tasks, length, pay, supervision, transport expectations, privacy rules, and decision date are agreed in advance. A trial should not become unpaid work or an unsafe solo assignment.

What should happen after a housekeeper interview?

Compare candidates against the same scorecard, confirm the real scope and schedule, make a clear offer, and put the terms in writing before service starts. If either side wants to add duties, discuss the change, safety support, time, and pay before it becomes routine.