A household staff interview is unlike any other kind of interview. You’re not just assessing skills and experience — you’re trying to understand character, temperament, and whether this person will genuinely fit into your home and your family’s life. Asking the right questions makes all the difference. Here’s a practical guide to interviewing household staff effectively.
1. Start With Their Background and Experience
Begin with open-ended questions that allow the candidate to speak freely about their history. Good starting questions include — tell me about your previous household placements, what were your main responsibilities, and why did you leave your last role?
Listen not just to what they say but how they say it. Candidates who speak respectfully about previous employers and take ownership of challenges rather than placing blame are almost always more reliable and mature in their approach to work.
2. Ask Role-Specific Questions
Every role has its own set of practical requirements. Tailor your questions accordingly.
For a nanny — how do you handle a child who is having a tantrum? What is your approach to screen time? Have you ever dealt with a medical emergency with a child and how did you handle it?
For a private chef — how do you plan a weekly menu? How do you handle dietary restrictions? Can you cook within a specific budget?
For a house manager — how do you prioritise when multiple things need attention at once? How do you manage staff who are not performing well?
Practical, scenario-based questions reveal real capability far more accurately than general experience claims.
3. Assess Reliability and Consistency
Reliability is one of the most important qualities in household staff — and one of the hardest to assess in an interview. Ask directly — have you ever had to miss work unexpectedly and how did you handle it? How do you ensure you are always on time? What would you do if a personal emergency meant you couldn’t come in?
The answers reveal how the candidate thinks about their professional commitments and how seriously they take their responsibilities.
4. Test for Discretion and Boundaries
Ask situational questions that reveal how the candidate handles sensitive information. For example — if a family member asked you about the employer’s personal life, how would you respond? Or — have you ever been in a situation where you witnessed something private and how did you handle it?
A candidate who understands and values discretion will answer these questions thoughtfully and confidently.
5. Give Them a Chance to Ask Questions
The questions a candidate asks at the end of an interview reveal a great deal about their professionalism and genuine interest in the role. Candidates who ask thoughtful questions about responsibilities, expectations, and the household’s routines are far more likely to be serious, committed placements.
Let Solitaire Handle the Hard Part
At Solitaire Consultancy Services, we conduct thorough pre-interviews with every candidate before they reach you — so by the time you meet them, the hard work is already done.
Connect with Solitaire Consultancy Services today.
