A housekeeper cleaning

Housekeeper Interview Questions You Should Ask

Housekeeper Interview Questions You Should Ask 1024 512 Sprockets

When hiring housekeepers, you can’t be too careful. It’s important to hire the right people not only for your clients, but for your business. You’ll want to hire people that are responsible and won’t cost your business by using set housekeeper interview questions. Additionally, it’s important to hire people who will stick around, be a good culture fit with your business, and will work hard.

Being prepared with consistent interview questions is key to making the right hire. When hiring housekeepers, you should ask questions in the following categories; experience verification, behavioral, and competency questions. Additionally, you should supplement with any questions relevant to the position, such as requirements to be employed.

If you’re looking for additional data on who to hire, learn how Sprockets’ hiring solution can help you determine which applicants are the best fit for your business.

Housekeeping Interview Questions

Experience Verification

Experience verification is important in positions where certain certifications, training, or degrees are required.

Q: What experience do you have in the cleaning industry?
Whether an applicant has more experience in the residential sector or the commercial sector may play into which clients for which you pair them.

Q: Do you have a current housekeeping position?
If an applicant answers with “yes”, follow up this question by asking why they are seeking to leave their current company. Are they looking for more hours? Did they have a bad boss? Depending on their answer, this may help you determine if they will be the right fit for your business.

If the applicant answers with “no”, follow up this question by asking why they want to begin a job in the house cleaning industry. Perhaps they are seeking flexible hours or opportunity for tips. The applicant’s answer should enable you to gauge whether your business will be able to deliver what they are seeking.

Behavioral Questions

Behavioral questions are designed to evaluate an applicant’s fit with the role and duties it entails.

Q: Describe how you have handled a difficult situation with a client.
Some homeowners and business owners can be particularly stern regarding their cleaning expectations. While cleaners may follow the checklist to a T, oversights can happen. Get insights on how an applicant has handled a difficult client.

Q: Tell me about your most rewarding experience with a client.
An applicant’s answer to this question will let you know what they like most about the job.

Q: What motivates you during the workday?
Each applicant may answer this question differently. Answers may include getting off of work in time to pick up children from school, listening to music during a shift, or receiving a nice holiday bonus. The applicant’s answer allows you to determine which of your clients they may be the best fit to work with or if they will be a good fit for your business.

Competency Questions

Competency questions are designed to evaluate an applicant’s understanding of the position and the duties it entails.

Q: What do you consider to be a clean house?
The way an applicant describes what their expectations of a clean house are gives you insight into whether they are detail-oriented and patient enough for this type of position.


It’s also important to weigh which category of questions is most important for that position. For example, when hiring for a caregiver, experience is very important. However, behavioral questions are always important to understand how someone will contribute to your team. When we hire people, so often do we say, “I feel like they’d be great for the job.” We base decisions off of how we feel about someone, because it is important.

Overall, it’s crucial to hire the best people for the sake of your business and your clients. Make the best hires for your business by being prepared with the housekeeper interview questions above. If you’re ready to take your hiring to the next level, learn how Sprockets can help you select the best hires, reduce employee turnover, and save you money.

A man and woman smiling in a restaurant

Scheduling Tips for Hourly Employees

Scheduling Tips for Hourly Employees 1200 600 Sprockets

From shifting schedules to staff members who leave mid-shift, scheduling hourly employees can be difficult. However, effectively scheduling staff members has a large, positive impact on employee engagement and retention. In fact, 51% of people say they would quit their job for a flexible work schedule.  These are a few of the most important scheduling tips to keep in mind.


Determining Flexible vs. Set Schedules

No matter the industry you’re in, hourly workers will have a preference for either a flexible or set weekly schedule. For example, learning if someone would rather work M, W, F rather than scheduling them where there are openings will cut back on the number of days they are a no-show or late to work.


Guaranteed Hour Allocations

One of the biggest complaints from hourly employees is unsteady income. In fact, a JP Morgan Chase study showed that 55% of people report experiencing income change of 30% or more each month, most of it driven by inconsistent hours at their primary job. Offering guaranteed hours each week (or pay period) increases employee engagement and retention. When people aren’t worried about if they’re going to have enough money or what their next paycheck will be, they are able to focus more on their tasks at hand. 

While this scheduling tip may seem intimidating to implement, the number of hours people truly want may surprise you. Someone who works at your location as their primary job may want a guaranteed 30-40 hours. On the other hand, 17% of hourly employees hold a second job. These employees may only want 5-10 or 10-20 hours.  Knowing the hours someone wants to work not only helps with initial scheduling, but also with filling extra shifts that may come up.


Noting Shift Preferences

When you hire someone, it is important to ask their shift preferences. If you have morning, afternoon, and evening shifts, finding people who prefer each one is important! It ensures you will have people who will retain longer and will be able to show up for the shifts they are assigned.

Scheduling Preference Questions for New Hires
  • How many hours do you prefer to work each week?
  • How many hours do you prefer to work each day (single shift or double shift)?
  • Which days of the week do you prefer to work?
  • How far in advance do you need a schedule?
  • Which shift(s) work best for you on a consistent basis (morning/afternoon/evening)?
Scheduling Preference Questions for Current Employees

Ask all the same questions mentioned above and the following questions.

  • What do you currently like about your schedule?
  • What do you wish was different about your schedule?
  • Do you have any feedback on our scheduling practices?


Posting Shifts in Advance

Whether you offer set or flexible schedules, posting shifts in advance is important. If someone isn’t available on the date they are scheduled, giving them enough time to get it covered is needed. This cuts down on employee absences and being late.

The magic number of posting a schedule is two weeks. However, this step usually comes after nailing down the information from the tips above. When you have enough information about when, how often, and what shift people like to be scheduled, it streamlines the scheduling process moving forward.

In conclusion, taking a step back to look at your scheduling practices and implementing a few of these scheduling tips will increase employee retention and attendance. Plus, by promising potential employees a schedule in advance, a minimum number of hours, and preferred shift times, you will be able to attract more candidates than your competitors.

Be sure to check out our Applicant Matching System to learn how we match applicants against your current employees to streamline your hiring process. We’ll ensure you only hire dependable people, reducing employee turnover costs.


Someone pouring coffee

10 Surprising Hospitality Employment Statistics

10 Surprising Hospitality Employment Statistics 737 488 Sprockets

We have compiled 10 stats about hospitality employment. Hoteliers are forced to make important decisions with very little time or technology. That’s why we started Sprockets. We wanted to give hotels the tools to make better hiring decisions and make it affordable!

  1. A job is added every 2.5 seconds in the hospitality industry.

  2. 53% of hospitality businesses expected their staff numbers to grow in 2018.

  3. 54% say hiring and retaining staff is a major challenge.

  4. The hospitality industry adds 3.4 trillion to the global economy every year.

  5. The average hotelier spends 33% of their revenue on staff-related labor costs.

  6. In 2016 the turnover rate in the U.S. hospitality industry topped 70%.

  7. 39% of front-of-house employees leave within their first 90 days.

  8. A recent Gallup Poll shows 70% of workers are currently disengaged on the job.

  9. 337 Million Jobs worldwide in the hospitality sector by 2023.

  10. 1 in 10 employable people would be employed in hospitality and tourism by 2023.


Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and sees that information to predict a new hire’s likelihood to succeed in a position before they’re hired. Try Sprockets for your hospitality employment.