What questions should I ask when interviewing a domestic helper in Hong Kong?

Overview

A domestic helper interview is your main opportunity to assess whether a candidate is the right fit for your household before committing to a two-year contract. Unlike many employment decisions, the relationship is live-in and personal — getting it right matters. This article provides a practical checklist of areas to cover, together with notes on what not to ask.

Core Areas to Cover

1. Work History and Experience

• How long have you been working as a domestic helper?
• How many employers have you had in Hong Kong (or in your home country)?
• What were your main duties in your most recent household?
• Why did your last contract end?
• How long were your previous contracts?

What to look for: Consistent tenure with previous employers is a positive signal. Multiple short contracts — particularly if accompanied by vague explanations — warrant follow-up questions.

2. Childcare Experience (if applicable)

• Have you cared for children before? What ages?
• What did a typical day look like when caring for [age range]?
• How did you handle a child who was sick, upset, or having a difficult day?
• Have you had any first-aid training?
• Are you comfortable with school drop-offs and pick-ups?

Probe for specific examples rather than general claims. A candidate who has genuinely cared for toddlers can usually describe routine, sleep schedules, and challenging moments in detail.

3. Eldercare Experience (if applicable)

• Have you cared for elderly or mobility-impaired individuals?
• What kinds of personal care did you assist with?
• Have you had experience with individuals with dementia or other cognitive conditions?
• Are you comfortable with administering prescribed medication as directed?

For a complete picture of what eldercare tasks a helper can and cannot be asked to perform, see eldercare duties for domestic helpers.

4. Cooking Skills

• What cuisines are you most comfortable preparing?
• What Chinese dishes can you make?
• Have you cooked for dietary requirements (halal, vegetarian, allergies)?
• Can you prepare meals for children or elderly family members with specific needs?

Note: Cooking is a common area of mismatch between employer expectations and helper skills. Be specific about what your household needs and ask her to be equally specific about what she can deliver.

5. Language and Communication

• How comfortable are you communicating in English? In Cantonese?
• Have you worked with households where the main language was [your household language]?

If Cantonese or Mandarin proficiency matters for your household — for example, to communicate with elderly family members — test this in conversation rather than relying on self-assessment.

6. Living Arrangements and Lifestyle Expectations

• Are you comfortable with the accommodation arrangements I described?
• Do you have any food restrictions or dietary requirements I should know about?
• How do you typically spend your rest day?
• Do you have family members in Hong Kong?

The last question is relevant because helpers with family in Hong Kong may have competing commitments on rest days. This is a legitimate area to explore.

7. Handling Difficult Situations

• Have you ever had a disagreement with an employer? How did you handle it?
• What would you do if a family member in your care had a medical emergency and you could not reach the employer?
• How do you handle it when you are given conflicting instructions by different household members?

Practical scenario questions reveal judgment and composure better than general character questions.

References — The Most Important Step

Always ask for contact details for at least one previous employer and follow up with a phone call or WhatsApp message. Ask the previous employer:

• Did the helper work for you for the period stated on her CV?
• What were her main duties?
• How was her reliability and punctuality?
• How did she handle the children / elderly family members / household?
• Would you hire her again? Why or why not?

A helper who cannot provide any verifiable references warrants caution — particularly for a local transfer candidate whose previous HK employer should be straightforward to contact.

For Local Transfer Candidates

Local transfer candidates have a recent HK employment record you can investigate. Specific areas to probe:

• The reason the previous contract ended (termination by employer, mutual agreement, or helper's choice)
• Whether the reason aligns with what the previous employer says
• How long the helper has been between contracts — the two-week rule means most local transfer candidates should have found a new employer promptly, unless there is a valid exception

See new hire vs local transfer for the differences between the two hiring routes.

What Not to Ask

Employers should avoid questions that touch on protected characteristics:

• Pregnancy plans — whether she intends to become pregnant is not a legitimate hiring criterion and may expose the employer to a claim under the Sex Discrimination Ordinance (Cap. 480)
• Religion as a basis for refusal — describe your household's dietary or cultural requirements and ask whether she can work within them, rather than probing religious belief directly
• Political beliefs

What This Means for You

• Cover the core areas: work history, relevant skills (childcare/eldercare/cooking), language, lifestyle fit, and how she handles difficulty
• Always obtain and follow up on references from previous employers — a direct call to the previous employer is the most valuable step in the process
• For local transfer candidates, probe the reason the last contract ended and verify it against what the previous employer says
• Avoid questions about pregnancy or religious belief as hiring criteria
• For overseas hires, video interviews (WhatsApp, Zoom) are standard — your agency will typically coordinate this
• See new hire vs local transfer for how the interview process differs between the two routes

---