Ask about the last placement in specific terms
Ask what the household looked like, which duties the candidate actually carried out day to day, and how long the placement lasted. Then ask, plainly, why it ended: a transfer of household needs, the end of an employer's contract abroad, a family circumstance, or a disagreement over duties or conditions are all different situations, and each deserves a direct follow-up question rather than a quick acceptance.
Listen for consistency rather than polish. A candidate who can describe the household, the routine and the reason for leaving in matching detail across more than one question is giving you something to check against; one who repeats the same short phrase for every question is not.
- What was the household composition and which duties were yours specifically?
- How long did the placement run, and how did it end?
- Who can confirm this employment if I ask separately?
Verify the employment, don't just record it
Where a previous employer or agency contact is available, confirm the dates, household and duties described through that separate channel rather than relying only on what the candidate tells you. This is the same principle behind any reference check, applied specifically to a Malaysia placement, where a document trail or a direct contact may exist to check against.
If no one can confirm the placement, say so plainly to yourself and mark the claim as unverified rather than treating an unconfirmed account as settled fact. An unverifiable placement isn't proof of a problem, but it changes how much weight that claim should carry in your decision.
Know what local experience does and doesn't tell you
Prior work in Malaysia can mean a candidate already understands things like local food, common household routines or working with a Malaysian family, and that familiarity can shorten the early adjustment period. It says nothing on its own about whether this candidate suits your specific duties, your household's pace or your family's expectations; those still need to be tested through the same interview questions you would ask any candidate.
Evaluate every candidate, including one with local experience, on their individual answers, verified history and demonstrated fit, never on assumptions tied to where they are from. Nationality is not a proxy for ability or trustworthiness, and treating it as one skips the actual checking this decision needs.