What “experienced” should mean to you
A biodata that says “experienced” is a starting point, not an answer. Years of general work don’t tell you whether a candidate can do the specific things your household needs. A maid with three years of housekeeping may never have cared for a newborn; one with less total experience may be exactly right for eldercare. Relevance is what counts, and relevance is measured against your own duty list.
So before you’re impressed by a long history, write down the two or three duties that matter in your home, and treat experience as the question of whether she’s done those — not whether she’s done a lot of something.
Test experience with real examples
The fairest and most revealing way to judge experience is to ask for a specific situation: a time she handled the kind of task you need, what she did, and what she took from it. A candidate who can walk you through a real example — a difficult day with a child, a changed instruction mid-task — is showing you experience, not just claiming it.
Ask every candidate the same core questions so you’re comparing answers on the same basis. Notes on what she said are worth far more later than a memory of how confident she seemed.
- Ask for one concrete example per priority duty.
- Listen for the specifics of her role, not just the outcome.
- Compare candidates on the same questions.
Match her history to your household
Lay her experience next to your duty list and check them off honestly: which of your priorities has she done, and where would she be learning on the job? Neither answer is disqualifying, but knowing which is which lets you plan training and set fair expectations from day one.
If you’d like help turning a biodata and an interview into a clear picture of fit, send the duties that matter most on WhatsApp to frame the questions.