With many things in life, we must have a systemic approach to addressing certain significant aspects of our life especially as we continually figure out how to integrate work and life.
One system that needs to be up and running is our home front structure. In the bid to achieve a fluid structure at home, we sometimes need to employ a housekeeper or caregiver or maid. With that in mind, we thought to share bits and pieces of some essentials that must be considered as we engage in domestic staffing.
Introductory stage
Stage where you engage potential hire for the first time- could be a physical meeting or virtual meeting (via a mobile phone). Sometimes the intermediary or agent is present; sometimes, otherwise. At this point, you size up the potential hire
Possible red flags: A demeanor that is stand-offish or uncouth or roving eyes. Refusal to maintain eye contact or answer questions straight.
Questions
[ ] How are you? What is your name? [In the Nigerian context, they sometimes would bear their own Father’s first name (asides from first name).]
Good to clarify name order with some of the semi-skilled who can answer for the purpose of proper identification. Once clarified, let’s make sure that we take note of the difference.
[ ] Question about age helps to ascertain that you don’t have an underage or a person that is past your desired age. Perhaps “how old are you?” or in any other form.
From a global perspective, age discrimination is seriously frowned at yet certain house keeper positions are best when at an agile age.
[ ] Question on cultural background guides the employer to manage expectations about behavioural tendencies (for instance, different tribes in Nigeria have varying ways of paying obeisance to a senior or an elder) ” Where are you from?” can be asked here.
[ ] For the early to mid 20s, ask about their parents and what their parents do?
Perhaps in this form: “Where are your parents?” “What do they do?”
Insight about parent helps to understand their cultural background and exposure to a life of disciplined work and labour intensive work.”
It further guides our decision making.
“Do you live with your parents?”
[So many of them are coming into town from villages, it helps to know where their take off and touch down base is located. Who ever led them into town, ought to serve as guarantor in addition to the informal agent]
NB: Please note that brother or sister is generally used for both blood siblings and persons from same community. Therefore clarify well when a person is referred to as brother or sister.
[ ] Question about faith/religion.
Very useful if it is a live-in arrangement and you have a committed faith lifestyle.
Goal: Laying the foundation to learn about a candidate and make the final decision if to hire or not to hire.
Employment History and Professional Plans
Past work history, and future intentions/plans, speaks so much about an individual. Generally, it can be argued that your past work history shows your future work conduct. Always get the potential housekeeper/house help/maid to share details from previous jobs- what was the job? (Helps to know if their past experiences are relevant experiences or if they are new on the job?
How long did they work for? (Gives an idea of how stable and committed the person is?)
Why did they leave?
(The aforementioned helps to understand what their work tendencies and plans for the nearest future will be.)
[ ] Why do you want the job? (Some are working just to return to school or start business or due to abject lack of means of livelihood)
[ ] How long do you plan to work?
[ ] Where do you see yourself in 6 months? A year? Two years?
Goal: You’re trying to understand if the applicant has a successful work history, if they’ve learned from past mistakes and if they have a longterm work intention or it’s very short term.
Potential Red Flags: Be careful if the applicant places a lot of blame on others or doesn’t answer in a straight forward way.
Managing expectations of maid
It’s crucial that you and your potential hire have aligned expectations. At this point, if all the boxes have been checked, consider talking about salary and availability.
Questions like what salary do you expect? How much were you paid where you worked before? If a live in, would you need to go on off weekly, monthly, or annually?
Goal: These questions help to clear the air between you and your potential hire. All expectations-both psychological and otherwise must be cleared.
Potential Red Flags: Ridiculous salary expectations, or a lack of references, should be cause for concern. Though in Nigeria, we do not place enough emphasis on references, other Nations do. We need to be more interested in the work history of our maids, househelps and nannies
Situational /follow up questions
Did you go to school? Can you read and write (So many in certain developing Nations that seek employment under this category aren’t exposed to formal education and as a result, are not literate)
[ ]Have you ever worked with children in the house?
[ ] What do you know about cleaning a house?
[ ] Do you know how to cook?
*Special COVID19 question:* Can you hold your breathe for 15seconds.
If yes, you – the interviewer do a count. Oh yes, you!!! If unable to breath, then it’s a pointer to a not so free respiratory tract zone.
Logic: it helps to give an idea on the state of their respiratory tract. As we know the virus, is found in the respiratory zone of the body.
Concluding remark:
[ ] Do you have any questions for me?
[ ] Is there anything you feel you didn’t get to mention earlier that you would like to share?
Goal: Give the candidate a chance to learn more about you, if you have become comfortable with them.
Has this helped at all? Please let us know in comments section.
Thanks Maidgist. This is very helpful info as many of us don’t really see the need to interview these domestic staff as we would our corporate staff. We mostly rely on what the “agents” that introduce them tell us, and in some cases if not most cases, the agents don’t know a thing about these guys.
Apt Sir