Do not try to ask all 50 questions at once. Choose the sections that match your household, use the same core questions for each candidate, take notes with consent, verify important claims through references, and use a second interview for practical scenarios. This guide was reviewed against official Hong Kong sources on 14 September 2026.
A two-year live-in employment relationship deserves more than a few generic questions. This bank covers work history, childcare, elder care, cooking, communication, situational judgment and mutual expectations. Good answers are evidence to explore, not guarantees of character or future performance.
Fair-interview note: keep every question connected to genuine job duties. Hong Kong’s anti-discrimination ordinances can apply to recruitment, and the Personal Data (Privacy) Ordinance requires personal data to be necessary, adequate and not excessive. Avoid questions about pregnancy plans, marital status, sexual orientation, disability or religion unless a lawful, genuinely job-related exception applies. Ask about the task or required adjustment instead.
How to use this 50-question bank
- 1
Write the essential duties, schedule, accommodation and language needs before interviewing.
- 2
Choose 12–20 relevant questions and ask every shortlisted candidate the same core set.
- 3
Explain how notes and contact details will be used; collect only necessary recruitment data.
- 4
Use follow-up prompts for specific examples instead of judging confidence, eye contact or accent.
- 5
Obtain consent, then verify dates, duties and performance with a previous employer.
- 6
Score evidence after the call and arrange a respectful second interview or practical observation where useful.
1. Work history and employment background (10 questions)
Q1. Walk me through each of your employers in Hong Kong. What were your duties, and how long did each contract last?
Listen for a clear timeline and concrete duties that match the CV. Gaps or differences are prompts to verify, not proof of dishonesty.
Q2. Why did each previous contract end?
Look for a coherent explanation. Completed contracts, relocation and changing family needs are common; ask follow-up questions about repeated early endings.
Q3. Has an employer ever ended your contract early? What happened?
Listen for a calm account, relevant detail and reflection. An early ending alone should not decide the interview.
Q4. With their permission, may I contact your most recent employer by phone or WhatsApp for a reference?
A live reference can verify duties and dates. Respect the referee’s and candidate’s privacy, and allow for legitimate reasons why someone is unavailable.
Q5. Were you ever asked to do something you considered unsafe or unreasonable? How did you respond?
Look for respectful communication, safety awareness and appropriate escalation.
Q6. What was the most difficult day in your last job?
Ask what happened, what they prioritised and who they informed. Specific examples help you understand judgment under pressure.
Q7. Have you worked for a household with different dietary rules, languages or communication styles?
Listen for practical examples of adapting without relying on nationality or cultural stereotypes.
Q8. How was your schedule managed: written, verbal or both?
There is no single right system. Compare their experience with the way your household communicates.
Q9. Were you sometimes asked to take on duties outside the agreed routine? How was that discussed?
This opens a fair conversation about flexibility, boundaries and compensation without normalising work outside the contract.
Q10. What would your previous employer say were your strengths and areas to improve?
Balanced, specific answers can show self-awareness. Verify important claims through references.
2. Childcare (8 questions)
Q11. What ages of children have you cared for, and what newborn-care tasks have you done?
Ask about feeding, sterilising, bathing, safe sleep and soothing. Do not treat general childcare as proof of newborn experience.
Q12. How would you respond to a child having a tantrum or refusing instructions?
Look for calm de-escalation, consistency with the parents’ approach and no physical punishment.
Q13. A child falls and is bleeding heavily. What would you do, in order?
For a serious emergency, the answer should prioritise immediate safety and 999, then first aid within the person’s training and prompt contact with the parents.
Q14. How would you follow our screen-time rules when we are not home?
Listen for willingness to follow agreed rules and ideas for age-appropriate activities.
Q15. What would you do if a child refused dinner?
Look for patience, no force, awareness of allergies or illness, and sensible communication with the parents.
Q16. Have you helped with homework? Which subjects and levels?
Specific examples are more useful than broad claims. Match the answer to your child’s actual curriculum and needs.
Q17. What would you do if a child said they were being bullied?
Look for attentive listening, reassurance, prompt communication with parents and appropriate confidentiality.
Q18. How have you managed a child’s food allergy?
Ask about labels, cross-contact, the child’s action plan and when to use prescribed emergency treatment or call 999.
3. Elder care (6 questions)
Q19. Have you cared for someone with dementia or significant memory loss?
Listen for patience, routine, redirection and concrete examples. Distinguish direct experience from general elder care.
Q20. What would you do if an older person fell and could not get up?
Look for injury assessment, avoiding an unsafe lift, calling 999 when urgent, keeping the person comfortable and informing the family.
Q21. How do you communicate with an older person who speaks a different language?
Practical answers may include learned phrases, visual cues, written notes and consistent routines.
Q22. Have you helped administer medication? How did you keep track?
Look for written instructions, checks and records. Medication should follow the family’s and clinician’s directions, not guesswork.
Q23. What symptoms would make you call 999 or seek urgent medical help?
Ask about severe breathing difficulty, chest pain, loss of consciousness, stroke signs and serious falls. Confirm the household emergency plan.
Q24. How do you support an older person’s dignity and independence while keeping them safe?
Listen for respect for privacy, choice and ability, alongside proportionate safety support.
4. Cooking and household management (7 questions)
Q25. Which cuisines and dishes are you most and least confident preparing?
Specific dishes and an honest learning plan are more informative than a claim to cook everything.
Q26. How would you plan a week of meals within a grocery budget?
Look for a shopping list, varied meals, use of leftovers, dietary needs and agreement before substitutions.
Q27. How do you cook safely for halal, vegetarian, gluten-free or allergy requirements?
Ask about ingredient labels, separate utensils where needed, cleaning and cross-contact.
Q28. There is very little food in the fridge on your first day. What would you do about dinner?
Look for checking what is available, proposing options and contacting the employer before spending or changing plans.
Q29. How would you organise cleaning in a busy home with young children?
Listen for safe prioritisation and realistic routines rather than an impossible promise of constant perfection.
Q30. Which household tasks are physically demanding for you, and what equipment or method do you use?
Keep the discussion tied to essential job functions and reasonable safety arrangements, not broad medical questions.
Q31. Have you shopped independently at wet markets and supermarkets while keeping to a budget?
Ask for an example of comparing prices, checking freshness and reporting spending.
5. Character, communication and boundaries (8 questions)
Q32. If you found cash on the kitchen counter, what would you do?
Look for a simple process that avoids misunderstanding, such as leaving it untouched and notifying the employer.
Q33. If I asked you to do something you believed was unsafe or unfair, what would you do?
A constructive answer should include calm discussion and an appropriate route for advice or help.
Q34. Tell me about a time you were blamed for something you did not do. How did you handle it?
Focus on communication and resolution. Emotion alone is not evidence for or against the candidate.
Q35. How do you manage personal phone use during working hours?
Agree practical boundaries, especially during childcare, elder care, cooking and other safety-critical work.
Q36. Tell me about a mistake you made at work and what you changed afterwards.
Look for ownership, prompt communication and learning rather than expecting a flawless history.
Q37. What do you usually do on your weekly rest day?
This can open a discussion about the statutory rest day. Do not score social, religious or private activities as hiring criteria.
Q38. What communication style helps you work well with an employer?
Compare preferences for written lists, check-ins, feedback and language with your household.
Q39. What matters most to you in your next employment?
Pay, respect, workload, privacy and predictable time off are all legitimate. Use the answer to test mutual fit.
6. Practical situations (7 questions)
Q40. Guests will stay for two weeks. What extra work would you expect, and what should we agree in advance?
Discuss temporary priorities, hours, rest and whether duties remain within the approved household and contract.
Q41. If you were too ill to work, how would you tell us?
Look for early communication and honesty. Do not expect an ill employee to arrange household cover.
Q42. What experience do you have caring for cats or dogs, and do you have any concern about our pet?
Ask about feeding, walking, cleaning and emergencies. Take allergies or fear seriously as compatibility issues.
Q43. If planned tasks are finished early, what would you do?
Agree whether the helper should check the task list, ask about priorities or take a break; do not use this as a test of unpaid constant work.
Q44. If you disagreed with an instruction about my child, how would you raise it?
Look for following safe agreed routines while raising concerns privately and promptly.
Q45. A stranger says they have a delivery. What would you do?
Listen for verification, keeping the home secure and following the family’s delivery rules.
Q46. Describe a realistic working day that suits you.
Compare wake times, breaks, duties and end-of-day expectations. Put the final schedule in writing.
7. Expectations, plans and compatibility (4 questions)
Q47. How long do you currently plan to work in Hong Kong, and what are your goals?
Plans can change. Use the answer for an open conversation, not a guarantee beyond the two-year contract.
Q48. How comfortable are you using the language our household needs?
A brief, respectful conversation can assess current ability. Discuss support for improvement.
Q49. What circumstances could make you end a contract early?
Safety, non-payment, unlawful conditions and serious mismatch are legitimate concerns. Clarify boundaries on both sides.
Q50. What questions or concerns do you have about our household and the role?
Give enough detail for informed questions. No questions may simply mean the candidate needs time or feels nervous.
8. Reference-check questions for a previous employer
Obtain the candidate’s consent before contacting a referee. Identify yourself, explain the purpose and keep the information secure.
- How long did the candidate work for you, and why did the contract end?
- What were the main duties, and how reliably were they handled?
- Are there any job-related reliability, conduct or safety issues you are willing to share?
- How did the candidate handle the care duties most relevant to my household?
- If circumstances allowed, would you employ the candidate again?
- Is there anything job-related I should clarify before deciding?
Ask neutral, specific questions and compare the response with the candidate’s account. A referee’s opinion is one data point; allow the candidate to explain any material difference.
9. Practical observations for an in-person interview
Keep any observation brief, safe, relevant and agreed in advance. Do not use unpaid productive work as a trial shift, and never ask a candidate to perform medical care or a dangerous task.
| Observation | What to assess fairly |
|---|---|
| Simple cooking discussion or demonstration | Hygiene, organisation and ability to follow a recipe—not restaurant-level perfection |
| First-aid scenario | Whether the candidate prioritises safety, 999 and action within their training |
| Language conversation | Comprehension needed for the role, with allowance for nerves and unfamiliar accents |
| Child or pet introduction | A short, supervised interaction; do not treat instant chemistry as proof of suitability |
| Document review | With consent, inspect only what is necessary and record verification rather than retaining excessive copies |
Interview scoring framework
Rate each area from 1 (little relevant evidence) to 5 (strong, verified evidence). Record a short reason, apply the same criteria to every candidate and avoid scoring protected characteristics, appearance, accent, eye contact or private rest-day activity.
| Area | Evidence to score |
|---|---|
| Communication | Understands questions, explains decisions and asks for clarification |
| Specificity | Provides concrete, internally consistent examples |
| Reliability and judgment | Uses safe priorities, owns mistakes and communicates early |
| Role-specific skills | Demonstrates relevant childcare, elder-care, cooking or pet-care knowledge |
| Mutual fit | Agreed duties, schedule, accommodation, communication and boundaries are workable |
Do not use a single numerical cut-off as an automatic hiring decision. Investigate any safety-critical gap, inconsistency or weak reference, give the candidate a chance to clarify, and decide using documented job-related evidence.
Warning signs that deserve follow-up
| Possible concern | Fair next step |
|---|---|
| Dates or duties differ from the CV | Ask for clarification and verify relevant records |
| Several contracts ended early | Explore each context rather than assuming a pattern |
| No available recent referee | Ask why and seek another lawful way to verify experience |
| Emergency priorities are unsafe | Clarify the scenario and consider first-aid training before assigning care |
| Skills are described only in broad terms | Request a specific example or safe, agreed observation |
| Reference and interview accounts materially differ | Put the difference to the candidate before deciding |
| Candidate appears nervous or avoids eye contact | Do not treat this alone as dishonesty; simplify the question and allow time |
| Questions focus on pay or rest arrangements | Treat these as legitimate contract terms and answer transparently |
What happens after the interview
- 1
Complete the consent-based reference check.
- 2
Compare notes against the same job-related scoring criteria.
- 3
Arrange a second interview or brief practical observation if needed.
- 4
Confirm salary, food provision or allowance, duties, rest arrangements, accommodation and start date in writing.
- 5
Use the prescribed Standard Employment Contract (ID 407) and the correct Immigration Department process.
- 6
Before employment starts, obtain compulsory employees’ compensation insurance and complete all required processing.
Current contract facts checked on 14 September 2026: the Minimum Allowable Wage is HK$5,100 per month for contracts signed on or after 30 September 2025. The employer must also provide free food or at least HK$1,236 per month as food allowance. Employees are entitled to at least one rest day in every seven-day period and 15 statutory holidays in 2026, subject to the Employment Ordinance rules.
Frequently asked legal and practical questions
The FAQ section below is also published as synchronized FAQPage structured data.
Official sources and disclaimer
- Labour Department: Practical Guide for Employment of Foreign Domestic Helpers
- Labour Department: statutory holidays for 2026
- Privacy Commissioner: Code of Practice on the Identity Card Number and Other Personal Identifiers
- Equal Opportunities Commission: Equal Opportunities in Employment
- Labour Department: Employment Agencies Portal and licence search
- Hong Kong Police: call 999 in an emergency
This guide provides general hiring information, not individual legal, medical or recruitment advice. Rules and administrative requirements can change. Check the live Labour Department, Immigration Department, Privacy Commissioner and Equal Opportunities Commission guidance for your circumstances. SeekHelpers is a licensed Hong Kong employment agency (EA 82832).
Related guides
- Complete Hong Kong hiring guide
- Hiring a helper for a newborn
- Hiring for elder care
- Employment Ordinance guide
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Frequently Asked Questions
Clear answers to the questions employers ask most about this topic.
How long should a domestic helper interview take?
Allow about 45–60 minutes where childcare or elder care is central, and around 30 minutes for a first general-housekeeping interview. Do not force all 50 questions into one call; use a relevant core set and arrange a second interview where needed.
Can I interview a domestic helper online?
Yes. Video interviews are common for overseas candidates and initial screening. For candidates already in Hong Kong, an agreed in-person meeting can support a brief, safe and job-relevant practical observation before signing.
What documents can I check during recruitment?
With the candidate’s knowledge, inspect only documents reasonably needed to verify identity, immigration or employment claims. Follow the Privacy Commissioner’s Identity Card Code: do not collect an HKID number or retain an HKID copy simply because it may be useful; record the verification result and protect all recruitment data.
Which interview questions should Hong Kong employers avoid?
Keep questions tied to genuine job duties. Avoid pregnancy or family plans, marital status, sexual orientation, disability, religion and other protected or private matters unless a lawful and genuinely job-related exception applies. Ask about the task, availability or reasonable adjustment instead.
Must I use an employment agency to hire a domestic helper?
Hong Kong employers can handle some hiring and Immigration Department steps themselves, depending on the candidate’s route and origin-country requirements. If anyone carries on an employment-agency business in Hong Kong, check that the agency is licensed in the Labour Department’s Employment Agencies Portal. SeekHelpers is licensed as EA 82832.
What are the current domestic helper wage and food requirements?
For Standard Employment Contracts signed on or after 30 September 2025, the Minimum Allowable Wage is HK$5,100 per month. The employer must also provide free food or pay at least HK$1,236 per month as food allowance. Check the current Government announcement when signing a new contract.
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