Top Mistakes Employers Make When Hiring Household Staff:
Dos and Don’ts for the Hiring Process
From costly tax mistakes to misleading job descriptions, there are plenty of pitfalls that can happen along the way in the hiring process. The goal is not only to find top talent but to hire a long-term match for your home. High turnover in a home can waste money and time, and affect the morale of the other employees – we recommend being diligent in the hiring process the first time around, in the hopes that you won’t have to do it again for years. This week, we are sharing some of our top tips for making a successful hire.
Do write a clear and detailed job description.
The first step in a successful search is getting very clear on what you are looking for. What aspects of the job are non-negotiable? Be specific – for example, if you are looking for a nanny to take on some light housekeeping, what do you mean by that? List specific tasks they will be responsible for, e.g. children’s laundry or vacuuming the playroom. Should the candidate have a driver’s license? Should they know how to swim? Think about what qualities are a must and what would be a plus, but might not be necessary. Share these details with the agency recruiter in charge of your role and be open to their feedback; in some cases, you may need to adjust expectations or split the role into two to find the best pool of candidates.
Don’t judge based on resume only; don’t overlook the importance of soft skills and personality.
When reviewing resumes, don’t make hasty assumptions. Often if a recruiter sends a candidate whose resume isn’t quite as strong as the others, there is a reason. Maybe they are a great fit personality-wise or have had specific experiences that make them an exceptionally good fit for your family. Many people are better in person than on paper – and vice versa, of course! Sometimes the best looking candidate on paper just don’t feel right when engaging in person. Household staff spend a lot of time in your home and a good personality fit is vital for longevity. Trust your instincts.
Do take your time – but move quickly when you find the right fit.
It can sometimes take time to find the right fit; the goal is to find a long-term fit and this isn’t always possible in a short period of time. You might consider hiring a temporary staff member to fill in while you do the search. That being said, there is a lot of competition for top candidates so once you find someone you feel is a good match, let them know you are serious and move quickly (while still doing your due diligence, of course!).
Don’t rely on one avenue for candidates.
Simply posting an ad online is likely not enough if you’re looking to select from a pool of top candidates. Working with an agency can be helpful as they use multiple avenues to source candidates, including referrals from clients and other candidates. Click here to learn about what makes BAHS the best agency in the industry.
Do your due diligence.
Never hire a candidate who can’t provide references. References are an incredible tool to learn about your potential new hire – the pros and the cons, their strengths and their weaknesses. BAHS recruiters can check references, verify employment and education, and conduct background checks on your behalf to give you peace of mind.
Don’t ignore compliance rules and regulations, especially regarding taxes.
Not classifying workers correctly, skipping overtime, neglecting to have worker’s comp – there are many mistakes that are easy to make when hiring domestic staff. We recommend working with a payroll and HR company, such as GTM, to avoid these mistakes, many of which can be quite costly. Click here for common nanny tax mistakes.
We also recommend always having a contract in place with staff members, as well as a clear summary of expectations. Click here for a sample general contract and here for a sample confidentiality agreement; contact us for more contract samples and suggestions. We suggest having your legal advisor review any contracts before sharing with a new employee.
Do talk about compensation and benefits.
Don’t be shy when it comes to talking about compensation. It is best to be upfront with candidates about pay, benefits, time off, and any other perks that come with the role. You can discuss this directly with the employee or ask your BAHS recruiter to have these conversations on your behalf. Don’t forget to think realistically about what types of help you will need during busy times of year – will you need more help in the summer or around holidays? Discuss how pay, hours, and expectations will be managed during these busy times.
Don’t skip the trial phase.
If there is time in the hiring process for a short trial, we always highly recommend it. A trial allows employers to test the waters and see if it is a good fit on both sides with minimal risk. Whenever possible, we suggest that the employer be present for the trial – as well as any other key staff members – and try to structure the trial as close to a normal day as possible. Give clear instructions and watch for red flags, such as tardiness, lack of discretion, problems with other employees, and inability to take direction.
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