THE MOST TRUSTED NAME IN PRIVATE STAFFING®

November 2019

agents

Finding a Private Service Position

When considering a career change, starting out in the domestic field, or finding your next position as a seasoned service pro, there are a few very important considerations. The first and most important is "Why do I want to work in private service?" Second, "What are my immediate and long-term goals in the industry?" And third, "How can I be competitive in the job search process?" Carefully and truthfully answering these questions will dictate how to proceed.

Why?
Many people looking for work in private service for the first time have an incomplete idea of the actual requirements for a position. Titles and job descriptions give some insight into the type of work expected, but the intangible and hidden details are where the true nature of the business is discovered. For example, can you honestly say that after years of building your own career and lifestyle that you now want to focus on the fulfillment of someone else? You need to understand that this is the one goal of service: to provide support for the employer above all. Are you capable of watching your boss spend more money in one day than you make in a year? You must have a disposition that allows for such dramatic realizations. Likewise, although several skills from the business world apply to domestic work, can you spot the little things that create harmony in a luxury lifestyle? Can you be a jack of all trades to assure things get done, no matter what? If so, you may be headed down the right path. If not, look for another direction with your career. The best way to know for sure if you are cut out to handle a domestic position is to ask a veteran. Get in touch with someone you may know in your personal network, or perhaps ask an agency or service association for a referral to a top candidate. You can likely find an event in your local area to attend and meet others already well-established in the field. Most people in the business are proud of what they do and are happy to give you some of their time. This is truly the only way to understand what happens on a day to day schedule, and the best way to know if it is for you.
For those already in the field, you still need to ask the hard questions of yourself. In my own experience I know I am no longer capable of private service as a profession. My years as a Personal Assistant were very dedicated and intensive as a 24/7 live-in employee. I can objectively review the efforts and sacrifices I made both physically and emotionally, and I feel like I’ve used up my ability to give that level of service in the employment arena. I could no longer be content or offer an employer my best while in the direct service role. I’ve considered it seriously over the years and know for sure that I could not be the best employee for the role. You need to assess this for yourself. If you are able to continue performing dedicated, personal service, or if you feel “born to serve,” or perhaps like you have a “true service heart,” then by all means, carry on. Likewise, if upon examination you find even a slight resentment, or a waning level of care for the service or principal, then look elsewhere. There are many other avenues of service oriented professions that may be rewarding for you, and there is no room for anyone bitter, resentful, or tired of high level private service. Remember always that personal service is not about you. You’ll always want to establish a relationship that is equitable, but to be your best you will have to make it “all about them.”

What?
What are your overall goals in the workplace for the next year? The next 3-5 years? The next 10 years? Do you have a plan that you are working toward such as owning your own business, retiring, going to school, etc.? If you know the answers here, you may be able use the domestic industry as your next stepping stone. For example, a domestic couple with some experience, excellent health, and flexibility with relocation can easily earn a salary of $80-120k and have all of their living expenses paid. With some planning and discipline, a 5-10 year stretch can put away enough money to meet some long term goals like starting a venture of your own or taking some time off. On the other hand, a position in private service does little to advance one's corporate career, so beware if that is a future goal. It is important to think a few steps ahead and look at your motivation when entering into or continuing a career in the private sector, because it is such a specialized and unique environment. Of course, if your true intention is to create a long-term career path within the industry, you are in the right place and the right frame of mind. If not, consider other options.

Another stumbling block in the job hunt is being able to prove your dedication. Newcomers and those returning to private service after a long time may find it hard to convince an employer that "this is what I really want to be doing.” Similarly, providers who have been in business for themselves over a long period of time will need a great, convincing story about their return to singular employment. Have a very concise, carefully thought out answer to the question "Why do you want to do this type of work?” Using the specific duties of a position, match your reasons with skills and tasks you have been successful with or exposed to. You should give the impression that you know and can handle the upcoming job duties. In the same vein, having clear, positive reasons for moving forward from your last position is also essential. Framing your choice to find a new position or describing the reason your last role ended with positive statements and future goals is the mark of a service career pro. Either way, once you have it in your head and your heart that you want to do this type of work, it is time to begin searching.

How?
The most asked question of any agency is "How do I find a position?" First, if you made it to this point of the chapter and were honest with yourself all the way, step one, conviction, is complete. Step two is PREPARATION. If you do not read and understand the next chapter, "Becoming a Better Domestic Employment Candidate", you will not be ready to proceed. Before you go any further, you must have the specific tools to be successful. There is a list with detailed explanation in the chapter, so read it carefully and understand each item. Step three is RESOURCES. Not everyone can do it alone. If you are reading this book, you probably are looking for some assistance in the search. Why not? It’s mostly free and those who help you typically will benefit in some way. The following list includes the most likely targets for your job hunting effort.

Agencies:
Get on the phone and get on the internet to gather all the information you can stomach. Call agencies and ask for advice or referrals. Go through a few interview and application processes with them. Make sure to read and understand all the notes for "Working with Domestic Agencies" in this guide so you know the behind the scenes of what to expect. One of the best agency situations is a temporary agency. It will take some legwork to find one that has domestic or combination positions (domestic/executive), but this is one of the best ways to get experience with house management or personal assisting. For example, if you can get a job assisting a busy executive in their office, look for a situation where you can manage the personal duties as well. This includes gift buying, personal errands, pet care, scheduling and overseeing work at the residence, personal travel arrangements, etc. A fantastic resource is called The Job Seeker’s Guide to Private Service Agencies, and is found at http://personaltouchcareerservices.com. A search through EstateJobs.com also offers profiles on many of the agencies posting jobs there.

Publications:
Although classifieds are one of the oldest ways to search, they are also one of the best. Often employers will try their own search before calling an agency and those willing to hire for a "starting" position probably won't use an agency. Check in the papers local to where you want to work and live. Another great feature of classifieds is that for a small fee you can place your own ad looking for the right employment situation. The print version of classifieds has waned in recent years, but the same thoughts now apply to many new online locations that support the same function.

Online:
Since our original guide came out in 2002 there has been exponential growth of online resources for job hunting. Industry specific job boards, agency online listings, and social media have become standard recruiting tools. Along with this relatively new arena come a number of pitfalls, so our advice is to tread carefully. You absolutely must be engaged with these resources in your job search, but you also must have a full understanding of what they can and can’t do, and where you can go terribly wrong in your online activity. Our top recommendation is EstateJobs.com where agencies and private employers post job openings regularly. We built the EstateJobs site ourselves to use in our agency searches and it has grown to become the "go to" resource for job listings in the private service community. Read all instructions carefully and use this free online resource as a part of your job search.

Networking:
If you are good with people, put the word out on the street about what you're looking for. Tell friends, relatives, former employers, etc. and start spreading the news. Most of the positions in the private service industry are filled this way. If you were looking for someone to work with your family and home, wouldn't you ask a trusted friend or associate? Of course you would. Just by getting your name in the right social circles you could end up with an amazing job. And perhaps a good showing will lead you to the next family on a referral from that one, and so on. Many long-time domestic professionals never go through a job hunt and frequently receive offers from friends of their employer. That is the level to aspire to.

Schools:
There are several schools to train you in private service. This is a path for the truly committed, so as before, step one (Conviction) is VERY important here. Schools are fairly expensive and do not guarantee placement upon graduation, but certainly the knowledge, experience, and dedication it takes to complete the courses is a step in the right direction. Also, each school will have a placement service or leads for you to network for a job. (more resources!) Consult with the different programs out there to see if it makes sense for you based on your goals and your finances. Most of them can be found on the internet and you can also inquire through private service forums and social media.

Author’s Note: There are currently several schools throughout The Americas, Europe, and other more remote locations. The main question we are asked about private service schools is “Are they worth it?” There is no short answer to the question, as every individual case needs to be considered in detail, but we have developed some very concise statements in response to those inquiries: 1. If you are enrolling in any educational program for the sole purpose of getting hired in a new job, DON’T DO IT. No matter what anyone says in their sales pitch, there are NO guarantees of employment upon graduation. 2. If you have the time and money, take every course available! Career related education is a hallmark of professionals in any industry, and the quality of available private service education is, in my opinion, excellent. I have personally taken several wonderful courses through one institute, and was on the board of advisors for the curriculum at another great academy. I highly recommend continuing your education in your chosen profession at every opportunity.

In conclusion, a few basics are important to get a job in the private service field: Be sure of what you are after; be prepared for the opportunities; and use all available resources to give yourself a shot at the best possible employment.

For more on this topic and others related to private staffing, get the book! The Insider's Guide to Household Staffing, 2ed. Private Staffing Secrets They DO Want You to Know! Click for more information.

interviewpic

Working with Domestic Placement Agencies

If you have ever looked for a job in the private service field, there is a good chance you have dealt with a domestic employment agency. If not, your next job search should include at least one agency to represent you. In the mid 2000‘s we would have advised candidates to work with perhaps two or three agencies exclusively, building a very strong relationship and having those few agents present you with the best possible fit once they know you well enough. These days we recommend a two-fold approach:

Have a close relationship with a few agents, preferably in your local area, and then have a controlled distribution effort with as many other resources and agencies as you can manage. There are more agencies and fewer jobs in the current marketplace, so carefully casting a wide net beyond your close contacts will ensure the best chance of results. Whether you have had good or not-so good luck with an agency before, the following tips and information will be very valuable as you approach your new job hunt.

Another upfront issue is how to determine the experience, reputation, or competence of an agency service. This is a great item for networking among associates in the industry, reading online posts in related groups, and also looking for some basic business data. Many agencies are just individuals who form their business practice as an LLC or some other entity to properly conduct agency searches. You can always find company information in the state level governments to see if companies are registered properly and currently as they describe themselves. That also reveals how long they have been in business. It is also possible to have a general phone call introduction to see if there is a good basic match with the type of jobs an agent might represent. For example, if we get a call from a Nanny in Chicago, we would not want their full application, but would review their resume and refer them to a partner or local business to help with their search. It isn’t a position that our agency would likely encounter and we’ll save the candidate lots of time and effort by steering them to a more appropriate resource. Try to get a sense of the company you choose to work with before sending piles of information. It should be handled sensitively and in close communication with you throughout the process, even if the match doesn’t happen with a job right away.

Before proceeding with agency relationships you should understand the agency’s function and why they are looking almost exclusively for applicants with years of experience. Domestic agencies get paid by clients to find them skilled employees who have been successful in a home and have the references to prove it. Therefore, an agent tries to present candidates who have recent, well-documented experience in their field and impeccable histories. If you are just starting out or are making a “career change” because a domestic job sounds like something you want to try, forget it. You can, however, call on an agency and kindly ask advice for breaking into the field, but don’t expect too much attention. If you want to learn how to get started in the private service industry, or transition from a related field, see our recommended resources in the chapter on “Finding a Private Service Position.” (The best target call for inquiring about entry to the field is one of the schools who also handle placement. They are very informative throughout their sales process and enjoy inquiries.) The only exception is if you have skills relative to the work you are looking for, such as high-end hotel management, bed & breakfast, restaurant Chef work, etc. Some agencies accept “entry-level” applicants for clients who may not need an applicant with direct private service experience. It is more rare, but apply to the agencies who encourage you to do so.

If you are a skilled, experienced candidate, start your agency approach with a few basics in place. First and foremost, you can’t find something if you don’t know what you are looking for. Before you seek an agency to represent you, know for certain what position and what job description you are asking for. If you don’t know already, you probably should not use an agency, and if you do know, but can’t communicate it well, nobody will be able to assist you to search on your behalf. A great rule of thumb we offer our applicants is this: In thirty seconds, can you explain your job title and what your job search is to a friend who knows nothing about the private service industry? Will they understand and be able to relay that information clearly to someone else? If not, you need some work. Again, when you are trying to be perceived as an expert at what you do, you should be able to “teach” about your position on demand. Though you can expect a successful agent to have knowledge about the position, you need to be the one who consistently communicates exactly the role you fit and describe the many details of your expertise.

Next, when you do contact agencies, be prepared in every way! Don’t even call if you don’t have a resume. The previous section is your guideline to be ready for the paperwork requirements of just about any employment situation, so use it. Once you are ready, call the agencies local to where you want to work and also try the agencies that place nationwide. The best advice is to register with every agency in the world if you have the time and patience, because each agency gets different clients, and more clients = more jobs! This will take a lot of your own effort, but if you have fully prepared and checked out the agents as discussed earlier, you should be up to the challenge. Also, agencies work for you for FREE, so it is fine to use them all, and never pay an agency to register for employment. Knowing this, it is important to be respectful of the time and any guidance you do receive along the way. Remember, agencies get paid by the employer when you get hired, so trust me, if they have a job that fits your background, you’ll quickly become “best friends” through the hiring process.

Author’s Note: Don’t make the major mistake of playing favorites with agencies. There is a reason our company was named Domestic Placement Network. It’s because the way we initially built the agency was in cooperation with like-minded placement agencies across the country. Similar to real estate transactions, a group of us have worked together through the years to successfully extend the reach for our clients and source the best possible candidates. That means we are constantly sharing notes and experiences both good and bad about the candidates we represent. If you have a problem or conflict with one agency, it may affect your status with another. The point is, you’ll never know for sure if a random set of agencies work as partners. Make sure you maintain professionalism even in the face of a bad agency experience. Never “badmouth” an agency when you are speaking with another. If it comes up in conversation, you may suggest that you had a less than positive experience at company A or B, but never say anything overly critical. (Even if it is true!) If you have a legitimate, formal complaint about an agency business practice, use the appropriate government and business channels to resolve the issue.

The registration steps for each agency will be different. Some will ask you to fax or email a resume first, then if you are qualified you will fill out the full application. Others will have you do a complete application right away to be considered for representation. Some may not even take your application. Either way, follow the instructions of the person you are in contact with. After submitting the application or resume, allow the agent to get back to you on their time. They may be busy working with placements or more likely do not have a suitable position to talk to you about at the moment. A good rule is to wait 3-5 business days to follow up after you have spoken to or sent something to an agency. Be persistent, but try not to be annoying. If there is a job on an agent’s desk that you are perfect for, they will call you immediately and treat you like a long lost friend! Be patient.

Did I mention patience? Let’s look at the numbers for a moment: A typical agency has several hundred to several thousand applicant files. Some are computerized, but many are in filing cabinets and are searched manually when a job order needs to be filled. For example, here’s what happens when a client calls the agency for a Private Chef:
The client will have specific details about the type of person, cuisine, schedule, living arrangements, salary, etc., that they are looking for. Based on the job details, an agent goes through the files of all available chef candidates for a possible match either by computer search, flipping through applications, or by memory. Out of maybe 100 available applicants, an agent selects just a few to send to a client, maybe four or five. The client reviews the files sent by email or fax and decides whom to interview. And then if a perfect match is found through the interviews only one person gets hired! So if a very busy agency does just two chef placements per month, your chances are about 2 out of 100 or 1 in 50 that you will land a chef position through the agency at any given time. It’s not pretty. Many candidates on file with agencies may only get one or two interviews over a span of years, and many more never get interviewed at all.

Here’s the trick: Try to be in the four or five applicants sent on every job order at every agency. How? Have the best, most complete, most up-to-date application on file and follow up periodically to have a great relationship with the agents representing you. Basically, it all comes back to the preparation and presentation from the “Better Candidate” section. This is assuming, of course, that you are equally qualified with the other applicants. Likewise, the specific requests of an employer might disqualify you right away, but there is nothing you can do about that. Your only mission is to beat out the other candidates on jobs you are a match for. So be the best applicant in the files and have a solid, ongoing relationship with the person representing you. Always be on the lookout for ways you can set yourself apart from the pack and enhance your profile as a top candidate.

 

Excerpt from the book, Insider's Guide to Household Staffing, 2ed. Private Staffing Secrets They DO Want You to Know. Click for more information...

Fotosearch_42-18173511

Job Descriptions and Functions: Butler-House Manager

The titles of Butler and House Manager (HM) are often interchangeable and can have the most varied meanings in the business. Interpretation is usually a result of the employer’s other staff and management structure, as well as their cultural background. Regardless of which title is chosen, the expected functions and abilities can be very similar.

In a more complex, single residence, the Butler or HM may be strictly administrative in their duties, like a localized version of the Estate Manager. For instance, a 30,000 square foot home’s service and maintenance needs rival a small hotel, and just the office based coordination of all elements fills a full time, high level job. We might then see a variation on the title to include Butler Administrator, or Administrative Household Manager.

Environment
Butlers and House Managers can be found in homes of all sizes depending on the service needs of the owners. A House Manager is more likely to be in charge of a single residential property and have a closer relationship to the personal services in a smaller home. It is not uncommon these days to see an HM employed by a busy family in a house under 5000 square feet in order to meet a high service expectation and relieve the owners of running the home. A Butler/HM that provides high levels of personal service might even live within the home or on the employer’s property.

Functions
The International Guild of Professional Butlers describes the duties of a Butler as follows:
“A Butler typically: Oversees the household staff usually of one residence. Understands concepts like being anticipatory, friendly not familiar, privacy and confidentiality, invisible and available. Answers residence phone, receives guests at the door and supervises the reception of visitors. Assists with staff training and organizes the duties and schedule of domestic staff. May assist or be charged with keeping the household budgets and inventory supplies. May schedule and oversee vendors of contracted services. May assist with household and family security measures. Oversees family packing and travel preparations. Understands social etiquette and formal service. Assists with planning and organizing parties and events in the home. Oversees and participates in proper table settings and entertainment prep. Serves meals and drinks and performs wait services related thereto. Knowledgeable about wines and spirits and oversees the wine cellar and liqueur inventory. May also serve as personal valet to the household and/or gentleman of the house. Performs light housekeeping duties. Coordinates with other staff as needed as well as with other parts of the employer’s organization.” [The International Guild of Professional Butlers Website, 2001] Other functions and skills may include:
-Cleaning and maintenance
-Care of clothing.
-Care of fine china, silver, crystal.
-Care and inventory of artwork and antiques.
-Maintenance of automobiles.
-Security of their employer and residence.
-Co-ordination and scheduling of service contractors.

As you can see, the all-around skills required of the Butler or House Manager are very similar to the Estate Manager. One main difference, however, is the level of “hands-on” involvement that is commonly present in the role. In the Butler/HM position, one may perform the service tasks themselves in addition to delegating to other staff. An HM or Butler can usually be relied upon to fill in for sick or absent staff at a moment’s notice, or regularly support various other full time employees with their daily functions. For example, a House Manager may assist with clothing care or a Butler with laundry or formal table service (This is often part of the Butler role). In residences with both an Estate Manager and HM/Butler, the two will work like a President and Vice President, administrating to the rest of the staff. It has recently become common for a House Manager to cook family style meals on a regular basis in smaller homes that require less overall care and can’t justify a full-time chef.

It is also worth noting that in some households the title of Butler still has a certain old world connotation. The very formal service standards of a Royal Palace or traditional British culture are upheld in some US homes today. In these instances, again, the final job description rests within the wishes of the one being served, and the all-around skills of the employee should be compatible with the expected demands of the employer.

Qualification
Similar to the Estate Manager, the House Manager has a very broad range of skills and knowledge. Backgrounds range from Hotel and Restaurant Management to formal Butler school training. Others simply “fall” into the field by helping out a friend of the family at their home or crossing over from an assistant or nanny position. Many homes require only part-time help to ease the burden of the owners’ busy schedules, but most families quickly realize the value of having a full-time person. Like all positions, the family’s service needs and property size will dictate the duties and level of formality for the Butler/House Manager. Useful traits include:
-Office or restaurant management and service skills. (More formal background or schooling depending on the household.)
-Broad knowledge of household items and their care.
-Good social skills and personnel management.
-Business and technology capability including computers and accounting.
-Leadership and motivation skills.
-Independent and team project management.
-Problem solving and “get it done” attitude. Very “hands-on” and ready to pitch in.
-Very resourceful, quickly learns the how and where to get things done in the local area.
-Negotiating and supervisory skills for outside contractors and other staff.

Again, the right person for the job will be adaptable to the standards and desires of the employer. Less formal households may choose to hire someone with related skills simply because they like their personality and can be trusted, while a more formal, larger organization will tend toward an extremely seasoned and perhaps formally schooled candidate. The Estate Manager or the owners themselves will sometimes be able to train the Butler / House Manager on the necessary and specific procedures of the home. In most cases, however, a well trained Butler with years of experience in similar households is the only consideration.

Compensation
Typical salary range is $70,000 - $120,000. More formal or specialized service requirements, a higher number of employees supervised, more demanding family and entertainment schedules, and related complexities will dictate higher pay rates. Additional benefits may include fully paid housing, automobile, insurance, clothing allowance, and more.

Excerpt from the book, Insider's Guide to Household Staffing, 2ed. Private Staffing Secrets They DO Want You to Know. Click for more information.

biz deal

The Hiring Process (Without an Agency)

Our bottom line advice for finding staff on your own is this: If you have the time and expertise available in your own organization, you can certainly complete the search on your own. However, if the burden of time or learning the ins-and-outs of the hiring process create more difficulties, then hire an expert to assist. For the DIY route, here's the "How to."

Plan
Most successful endeavors begin with a clearly defined plan, and so should the hiring process. Set specific goals for all the factors of the hire including time frames for each step of the process and the desired outcome at each stage. Many business authors would note “If you fail to plan, plan to fail.” It can certainly apply here. Also, be very honest with yourself and don’t make unrealistic goals that set you up for failure. You may get very lucky with the first applicant on the first day or you may have to go through fifty candidates over several months to find just the right fit. Either way, a plan with realistic time frames can make finding great staff as simple as 1-2-3.

Define
The more details in a job description, the easier it is to find a matching candidate. Spend a great amount of effort making a list of every specific function you will expect of the employee and all associated factors. This is the critical foundation for the rest of the search, and as you will see, can save time in other steps. There are a tremendous number of items involved with a proper job description. Many corporate jobs, even at the most basic level may need a five or more page description of all the relevant tasks and qualifications. A private service position can be even more complex with the variations and importance of personality matching, so take great care in preparing this information. It will also be helpful in creating an Employment Agreement and a household or employee manual later on. As indicated earlier, the simplest indicator of long term success is how well the expectations of both employer and employee are communicated from the start. A sample questionnaire form is available through our agency to help with the definition step. Call us if you would like a fillable PDF version emailed to you free.

Reach Out
Once you know what you are looking for it is time to reach all the potential sources you can. The best way to find employees, without question, is by referral. Look to your friends, family, and peers for recommendations of former or current staff who may be looking for a new position. Let those who you can trust know your specific search criteria so they can rattle their brains and be “on the lookout” for possible sources. Second, try to target specific advertising areas for the type of employee you seek. Using classified ads is a good way to see a large selection of resumes, and even better is an industry specific job site like EstateJobs.com. Wherever you decide to advertise, be specific with requirements that are not negotiable. For example, if you want a trained Chef, state it in the ad. The same goes for any unchangeable part of the job and items you will not waiver on. We also highly recommend stating a legitimate salary range and what it is based on. For example, you don’t want replies from a $150k per year Estate Manager for a $60k per year House Manager role. Another important detail is to never list a phone number in an ad, just a fax number or email address for resumes. A professional job site or classified listing should allow a way to post anonymously with all responses being directed to your email via a proxy service automatically. EstateJobs.com and Craigslist.org both do this. This will allow you to control whom to speak with once you know a bit about their qualifications, and will avoid random, inquisitive calls about the position.

Legal Note: Pay attention to advertising laws for employment in your state and particular household organization. The wrong language in an ad can lead to complaints, fines, and at the least, turn off some potentially great employees.

Review
At this point you should already have the job description and a picture in your mind of what the perfect employee will be. Now, after hopefully receiving a “stack” of resumes from your advertising, you can begin matching the candidates’ skills and background with your ideals. There are many technical factors you can use to judge the applicants, but your first concern should be the job history of the candidate. Look for any significant positions that sound similar to the one you are trying to fill, and consider those first. The best match for your position will be the candidate that has proven him or herself in a job with the same duties you will be asking them to do. Just this simple matching should produce the top candidates for your job, even though you will consider several other elements of the person’s history. Evaluation of candidates’ resumes is another topic worthy of its own book, so for our purposes we’ll continue with the next step assuming you have identified the strongest applicants.

Respond
Once you have selected two or three potential candidates from the resume screening you can begin the preliminary interviews. The first step is to make contact by telephone and set up a time for an in-depth discussion. (Hint: It is great to catch an applicant a bit off-guard and hit them with a few quick interview questions when you call to arrange the formal time. This will give a candid glimpse into how they handle on-the-spot pressure and attitude. As an agent I often disqualify people on how they answer my calls from different numbers or caller ID’s. ) Set times with all the candidates you want to speak with in this way and you might be able to eliminate one or two based on their phone manner. Now you have a few appointments and a bit of time to prepare. As a courtesy to the applicants you are sure you will not interview further you can either make a quick phone call to let them know the position is filled, send them a letter, or send an email indicating the same. This may be a bit overwhelming depending on the number of resumes you receive, but it is a very nice surprise for job seekers to hear back from an employer even with a rejection. Keep all the resumes with good notes about the source of the candidate for future reference or a new job opening.

Interview
The appointment time has arrived and the first formal interview is about to begin. Are you ready? Do you know how to get the most meaningful information from a candidate? Will you give enough of the right details for the candidate to confirm their interest? This stage is the most important of the entire process without question and many people get caught up in conversation that is misleading or irrelevant to the success of the match. Make sure you know how to interview properly! The next section of the book discusses guidelines that are very helpful for getting the most out of your interviews with a clear understanding of whether or not you are bringing the right person into your home. Putting in the extra time to interview well will pay off later on. You might also consider some modern tech tools for your interview process. The popularity of web cameras, smart phones, and matching services like Skype and FaceTime can help get an overall impression of candidates through a video interview. Many clients prefer the face-to-face interaction, even if it is initially on a video screen.

Final Interviews
The last step with potential candidates is the in-person interview. Even if there was a phone meeting, there are many reasons to interview again in person, and specific techniques to get the most out of the session. The details of effective personal interviewing are beyond the scope of this guide, but the notes on basic interview procedures will apply nicely. Just remember to take as much time as necessary to feel that you really know the person you are considering. Can you see them as part of your family’s daily surroundings? Will you be able to relate to this person comfortably for many years? These are very tough decisions and they deserve your time. Similarly, you need to give the prospect as much of a real picture as you can for them to evaluate the job. There is nothing worse that a new employee who uncovers a multitude of reasons they should not have taken the job, just because they didn’t get to see it in the interview process.

Verify
If you follow the interview guidelines in this book you will end up with lengthy notes about each candidate you spoke with and you’ll have no doubt about what was said by whom. Compare notes on each interview to make a decision on one or two final candidates. You’ll now have two of three tools for making the final hiring decision: The resume and the interview results. The third will come from the verification stage of the process. Verification of the candidate’s resume information is the final step in your decision criteria. This includes a few different processes depending on what level of checking you want to attempt. One of the important screening tools is employment reference checking, so the next section contains a detailed procedure for doing it effectively. Finding out what a former employer has to say about the candidate can be the most revealing item in the applicant’s profile. The other information worth researching is an educational claim such as college or a specialized training. Based on the results of the verification stage you can decide whom you wish to interview in person.

Decide
Finally, with all critical information in your hand and on your mind, make a decision. It is possible to over think the situation with all the factors to consider, but try to make a firm decision and follow it through. If you have done all you can to find the right person you should feel excited about the new employee coming aboard. In fact, you should feel relieved that the process is near an end. Decide who gets the offer and prepare to contact them either with a written letter or by telephone. Doing both is probably your best course so you can be personable on the phone and all business in the written form. A letter will also eliminate any chance of miscommunication over the phone. Likewise, if any negotiation is to take place, all the items will be laid out in detail in a letter that can be revised as the agreement is made.

Finalize
Congratulations! You have successfully made it through the hiring of your new employee. The offer has been accepted and you have set a start date. The last step, which you should make clear to the employee, is the final background investigation phase. This is where you can run any number of additional checks on a candidate to screen for the following:
-Driving History
-Criminal History
-Past or Current Lawsuits
-Education Credentials
-Social Security Verification
-Credit History (If applicable. Check with your state laws for employment background screening.)

It should be made clear that the hiring of the employee is contingent upon any reports that you choose to run on them. This protects you from hiring someone who seemed great all the way, but may have some hidden problems in the past. For instance, if you are hiring an employee that will drive extensively you want to check for DUI’s or accidents on their record. Similarly, if the candidate will handle any finances you might want to know if they have a good credit record of their own. Choose relevant items to the situation and of course check to see if they have any criminal history. The internet can offer a number of background searches to choose from, but your best bet for a thorough job is to work with a service on referral. Some agencies are happy to run this process for you “a-la-carte,” charging fair rates to pull a complete report as if they had placed the applicant with you. Our firm offers this service upon request and can offer a variety of detail based on your needs.

Welcome
You now have all the makings of a solid employment situation. It is time to welcome your new employee into your home comfortably, knowing you have done all the right checking and screening. Further considerations should include the start of a “paper trail” for the lifetime of the employer / employee relationship. Some of these items are:
-Confidentiality Agreement
-Written Employment Agreement
-I-9 Form for Identification and Tax Withholding
-Any relevant Manuals or Service Schedules
Once again, if you do not have these resources at hand or already in place, a competent agency or consultant can produce the items for you. In fact, it is not a bad idea to go over these documents before you begin your search so you’ll know what the desired end product is.
Long-term success with staff will rely heavily on the initial foundations of the relationship. The more you do here, the more you can refer to later to judge the results of your decision and the performance of the employee. Nobody can meet your needs if they don't know what your needs are! Likewise, without a clear understanding of your employee’s expectations for growth, raises, benefits, and future duties, you will not know how to successfully manage and compensate over the long term. Communication is paramount. Hopefully your hard work will pay off with staff that becomes part of your life, blending into your service style and joyfully caring for you and your family for many years to come.

Excerpt from the book, Insider's Guide to Household Staffing, 2ed. Private Staffing Secrets They DO Want You to Know. Click for more information.

mansion 1

Job Descriptions and Functions: Estate Manager

Estate Manager is perhaps the most widely used term in the business. Most candidates with a bit of experience running a household will mistakenly call themselves an Estate Manager. Likewise, other terms can be confused with it such as Majordomo, House Manager, and Butler. However, it is important to recognize the overall scope of the Estate Manager, being held in high regard as the top position title in private service.

Some other variations may include “Director of Estates,” “Director of Properties,” and “Chief of Staff,” but with a clear picture of the Estate Manager’s functions and a working definition of “Estate,” it is easy to see who truly fits the position. A common abbreviation for those in the industry is “EM.”

Author’s Note: One of the greatest pleasures of my career as a private service agency owner has been learning from the vast array of employees we get to know over time. It has always amazed me to meet and speak with Estate Managers who are deep in their years of service to elaborate estates and intriguing clients. The many skills and experiences make for what some would call a modern day version of the “Renaissance Man.” I continue to learn as we hear from these great service professionals in a field that is unique and rarely understood due to the privacy and discretion we all must honor.
Environment

The first qualifier we must consider is, “what defines an estate?” Pulling from the online dictionaries [dictionary.com] we find several meanings:

noun

1. a piece of landed property, especially one of large extent with an elaborate house on it: to have an estate in the country.
2. Law.
a. property or possessions.
b. the legal position or status of an owner, considered with respect to property owned in land or other things.
c. the degree or quantity of interest that a person has in land with respect to the nature of the right, its duration, or its relation to the rights of others.
d. interest, ownership, or property in land or other things.
e. the property of a deceased person, a bankrupt, etc., viewed as an aggregate. Under the meanings associated with an elaborate home and grounds and/or the sum total of properties and possessions owned, we place the Estate Manager as the highest appointed role within a client’s private staff.

Geographically, the Estate Manager would be located near the primary residence or offices of the Principal and have a “home office” of their own to base their administrative activity. When multiple properties are held, the EM is usually a travel based role with oversight duties at the various locations. In this instance the EM will go mobile with their operations, employing the latest technology and communications to run things from their fingertips while on the road.

Functions

Estate Manager is the top level in the household. He or she works directly with the owners to plan and execute the overall management of property and service. Where there are large or multiple homes the Estate Manager is the “C.E.O.” of the organization, carrying out the wishes of the owner at each location. Estate Managers typically set the service standard and are responsible for the hiring, training, and ongoing management of staff required to meet the service needs of the household. In addition to personnel management, the administrative functions are many. All related financial matters including accounting, budgets, and payroll normally pass through the EM’s hands. Based on the size of the property the Estate Manager may wear many other hats or delegate these functional areas to dedicated experts in the employer’s stable. Interfacing with accountants, attorneys, curators, captains, pilots, architects, financial advisors, and more is par for the course. Common direct supervision tasks may include screening and overseeing outside vendors, contractors, construction projects, maintenance of grounds, collections, autos, yachts, private planes, etc. With multiple properties, most EM’s travel ahead of their employer to get a property ready for their arrival and bring the staff up to speed on any necessary changes or service requirements. An Estate Manager may also be called upon to plan and execute events for the owner. This could range from a simple dinner for eight to a grand, formal gathering for eight hundred. For this mode an EM would regularly connect with top caterers, event planners, temporary service staff, and entertainment agencies. The levels of “hands-on” involvement can vary, but to truly exemplify the Estate Manager title, the details of service are executed primarily via management, and not as a service provider.

Qualification

The top Estate Managers in the industry are some of the most well rounded workers that can be found anywhere. The unique combination required to succeed in this position is rarely found in other professions. Important abilities include:

-Highest level of personal service experience with private families and/or individuals.
-Well educated in luxury items such as fine art and antiques.
-Proper social etiquette and cultural knowledge.
-Acute business skills in areas of finance, computers, planning, and organization.
-Human resources management.
-Leadership and motivation skills.
-Independent and team project management.
-Creative and intuitive thinking and problem solving.
-Very resourceful.
-Extremely well-traveled.
-Up to date on applicable technologies and global communications.
-Negotiating skills.
-Often multi-lingual.
-College or other advanced degree.
-Service training for private and/or hotel environments.
Above all, the right person for the job will be adaptable to the standards and desires of the employer. Execution of plans and tasks can be taught and developed with a basic skill set, but only those who are truly “in sync” with their boss and environment will succeed for the long term.

One variation worth mentioning is the substitution of a Family Office for the estate management function. We have worked with a few management companies who handle the Estate Manager’s duties as a group. They involve several specialists to coordinate and maintain the vast holdings of the employers and sometimes include extended family’s properties. For example, they may have a specialized real estate department to oversee acquisitions, renovations, and sales of global properties. A second specialist may work with staffing and training for the service needs throughout the homes, and another might be an inventory and insurance expert for all collections held. There are many potential configurations on the larger, global scale, but in our niche we will be referring to the individual who heads the overall estate regardless of any additional supporting personnel or office.

Compensation

The typical salary range is $100,000 - $200,000, while some Estate Managers in service for many years or with specialized project skills can earn in the range of $250,000 and up. Additional benefits may include fully paid housing, automobile, insurance, paid travel, clothing allowance, and more. One of the main factors for earning at the top of the range is the level of financial accountability this role has. Is there critical decision making at the purchasing, planning, construction, or other business transaction that would cause a profit or loss under the EM’s direction? If so, the real value presented to an employer can be easily measured. We’ve seen bonuses given for project completion or meeting budget goals, and some salaries or bonuses have been tied directly to the employer’s own financial success. When the scope of the job affects the bottom line, the compensation has the potential to continue upwards. Many in the high net worth category employ a “pay for performance” model, not uncommon in the financial industries where many of our clients derive their wealth.

Excerpt from the book, Insider's Guide to Household Staffing, 2ed. Private Staffing Secrets They DO Want You to Know. Click for more information.

agents

Finding Staff through an Agency

The alternative to conducting your own search for staff is to use a domestic employment agency. There are many benefits to searching with the help of an agency and many employers would not even consider other options. The only drawback is cost, with agency fees varying based upon the salary of the employee you hire. The rest of the chapter will give you a look at why agencies are valuable, leaving you with a simple equation:

"Do the benefits of the agency equal the value of your time and money spent doing the search yourself?"

Step by Step Expertise
From start to finish an experienced placement agent can guide you through the hiring process. Chances are that an agent has placed similar service staff in another home very much like yours. They will know to bring up all of the important details concerning the position, type of personality, and work environment that make a successful placement. So the beginning or planning phase of your hiring process requires only your response to standard questions a counselor knows to ask. As you continue through the steps to find staff the agency will have suggestions pertaining to your situation that should save time and make your part very simple. Likewise, the agent will do all of the legwork, compiling the paperwork, screening the candidates thoroughly, and coordinating telephone and in-person interview schedules. They are also the perfect “buffer” in sensitive discussions between the employer and potential employees. They can be impartial and very candid with questions about personal items and salary negotiations, helping get to the point right away.

Reach
The placement agency has its greatest advantage over the individual when it comes to reaching top candidates. Most agencies market to candidates 24/7 in various publications, by constant referrals, and other direct advertising, resulting in a tremendous pool of applicants in an ever-expanding database. The individual performing a one-time search is limited to the area and time where they are searching, and will not know about the many candidates available elsewhere. This reason alone is the basis for the agency fee. The company’s overhead is based on the continual updating and searching for qualified candidates to be on “standby” for the employer with specific requirements. So a client is really not paying for the hours it takes to handle their one placement, but for the cost of keeping an “inventory” of candidates.
Selecting an agency should be based on the type of position you are trying to fill. The higher the level of applicant needed, the more reach you’ll want. There are several agencies that are capable of placing staff nationwide and some even worldwide. Check with a few agents to determine if they are comfortable to talk to, understand your needs, and have made similar placements. You might also want to use several companies to have a larger pool of candidates to review. Some agencies charge an upfront fee to begin the search for you, while others only bill once you have made a successful hire. You might also consider an agency that is able to access candidates through partner or split agreements with other agencies. This will save you from having to work with more than one person on your search and will avoid the same resumes coming from more than one source. Most high level positions will require the reach of a national agency, but some of the “support” positions are better served locally. These include live-out or part-time childcare and housecleaning. A local agency will typically have a selection of employees within driving distance that can be replaced quickly if necessary. Check your local yellow pages for their ads.

Screening Experience
The employment agency’s second function is screening the applicants they attract. Every day resumes and profiles reach the desk of a recruiter and have to be reviewed for their potential success in a new position. This is where the most time savings are offered to the client. Extensive files are created on each qualified applicant, preliminary interviews are done and strengths and weaknesses assessed to determine where they will be a good match. An agency will present a client with only the applicants they know are a fit for the position requirements and the personality of the household. Doing so allows an employer to skip the entire preliminary review process of the random resumes they would find advertising a position on their own. They need only be concerned with identifying the strongest applicant among the few carefully matched profiles from the agency. Also because the agency is continually interviewing, checking references, and compiling documents, the time from start to finish on a top-level hire is greatly reduced.

Sample Agency Timeline
Day 1
Contact one or more agencies to discuss your staffing needs. You should have a very detailed job description to give the recruiter or they can walk you through the creation of one. Have the agency contracts sent by email or fax to review terms and fees, and return signed agreements to those you wish to work with. (If a fee is due to initiate a search you may be asked for a credit card payment or to submit payment by check.) If there is an upfront registration or retainer, make sure you are clear on what to expect in return. Many clients are hesitant about paying upfront, but if you are working with a reputable agency I can assure you they are doing a tremendous amount of work on your behalf from day one. Interact with them frequently and ask many questions along the way. It will be more than worth any upfront costs, and all fees paid likely apply toward the full placement upon hire.

Day 2
The agency begins its search for qualified candidates that match your criteria. Files could be forwarded to you as early as the afternoon you return a signed agreement. It is more likely, however, that an agent will contact each candidate that seems to fit the position and re-interview them for the specific job. They will also verify the applicant’s availability and desire for the position. This step could go on for days or even weeks depending on the level of skills and unique characteristics necessary. An agent should have a good idea of who is immediately available within 24-48 hours. If the initial candidates are not suitable, more resources may be employed, such as contacting other partner agencies for resumes or placing specifically targeted advertising for the job.

Day 4-5
Ideally, within a few business days, you will be presented with a few top choices from the agent’s files for you to review. It is not uncommon to end up hiring the first or second applicant you see, because the work of the recruiter can bring the best match right to the top of the list for you. Don’t be afraid of the “one and done” scenario. When locating unique people in a specific job niche the goal is to find a suitable match and hire! Comparison shopping for staff is not the best way to produce results, and sometimes causes the loss of a great candidate. Again, consult closely with your staffing professional to make these decisions.

Day 6-7
At this stage, assuming you have received candidates that interest you, it is time to conduct interviews. Most employers speak with potential applicants by phone before meeting them in person. This is a wise idea, especially if you have to fly the prospect from another location to meet with you. By speaking on the phone you will identify the top one or two candidates to meet in person. Make travel and interview arrangements with the help of the agent or directly with the applicant yourself. It is normal and expected that all travel costs will be paid by you, the employer throughout the interview process.

Day 7-14
Conduct extensive in-person interviews with the selected candidates. Go through all of the preparation and steps suggested in the chapter on interviewing and clearly discuss all elements of the job while they are on the property. Misunderstandings about employer expectations are the greatest reason for employees leaving a new job. Make sure everyone is clear on all the details of the position. Also consider a “working interview” where a candidate can visit you for consecutive days and perform work as part of your screening process. This is most common with Chefs who will do trial cooking periods for potential employers. Anytime a person works for you, even for the sake of an interview, you must pay for their services. Arrange this in advance through your agency.

Day 14-21
Make a decision on the best employee for your needs and lifestyle, and make a formal offer. It is best to put it in writing, either right away or as a follow-up to a verbal communication of the deal. There should not be much haggling because the financial terms of the offer will be very close to the amount previously discussed with the agency and the candidate. Once the candidate accepts, set a start date and arrival time if they are traveling or relocating. Then consult with the agency to finish official background reports and identification paperwork on the new employee. All offers should be conditional on the final verification of background and references. Again, your agent can guide you through these steps. They should also be able to provide templates and help you draft all necessary documents for a proper offer and hire.

Day 21-30
Mission accomplished! Help the new employee get settled in their position and possibly the new living quarters. Welcome them to your home and give them the necessary equipment, paperwork, and information for their job. Also have a meeting with other staff to introduce the new person and explain their fit within the team. Work closely with them to convey your preferences and service needs from the start. Developing a “custom” employee will be much easier than trying to correct differences later on.

One exception to this average timetable is the Trial Period. Should you want to hire a candidate that is not presently working or that can be flexible with time off of their current job, a one or two week trial period is a good idea. This is especially relevant in positions that require cooking or specialized knowledge such as formal service. If you choose to have a trial, make sure the terms are clear, including the pay, the functions, and the schedule expected during the week(s). You can make a formal offer to a candidate during or after the trial period.

As a final note, if you don’t already have it in place, protect and simplify the employment relationship with a payroll service. The right professional service can implement all the legal paperwork and ongoing payroll processing for you. There are a number of easy options to set up things like automatic deposit, check delivery, taxes and withholding, etc. It’s really a no-brainer! Please ask us for a referral based on your location and particular needs.

Excerpt from the book, Insider's Guide to Household Staffing, 2ed. Private Staffing Secrets They DO Want You to Know. Click for more information.

Insider's-Guide-Cover-600

Becoming a Better Domestic Employment Candidate

There are many approaches to finding employment as a domestic professional. You can respond to classifieds both on and offline, network through friends and former employers, or use a placement agency, to name just a few. No matter which path you follow to find a new job, there are some standard items that can help you rise above the other applicants in your field. Whether you are a Chef, Estate Manager, Chauffeur, Nanny, or any other type of employee, being prepared is the name of the game!

It is also necessary to take a critical eye to the whole job search process and look at the specifics of your actions in each of the relationships of private service. You may be committing errors along the way that ruin your chances of moving forward. This section has a number of items for your job search overall, and the “Working with Domestic Employment Agencies” section contains notes regarding that particular relationship. Keep in mind that while these tips won’t guarantee you get the job, messing up on some of them could eliminate you from a position that you otherwise might be the best candidate for!

Often in the private service industry, the candidates who get chosen in the early stages of the hiring process are not necessarily the ones with the most experience or the most skills, but those who understand basic business protocol in the job search. For example, a Chef may be extremely talented in his or her trade, but offer a very poorly written application package. He or she will stand less of a chance of getting an interview when competing against applicants with an up-to-date, well-constructed portfolio. (This actually seems to be more common among Chefs, being talented in artistic ways, and less focused on the resume presentation skills.) Likewise, should an agency or employer request background information or documents from a candidate, any delays could result in the hire of another applicant. In addition, if the information such as references, dates of employment, and contact numbers are hard to follow or incomplete, the application could seem "fishy" or the candidate could be thought of as incompetent.
For all of the above reasons, one should apply basic business "common sense" to the job hunt process. Spend some time educating yourself about conducting employment searches, interviewing, and writing a resume. Also, if you are planning to go through an agency for representation, the next Chapter, “Working with Domestic Employment Agencies,” offers a behind-the-scenes perspective on the hiring procedure. Read carefully, because any inside knowledge and careful preparation will pay off tremendously as you go through the process of finding your next position.

In today’s private service industry, there are a few specific items that will make you ready for any potential job opening. The list below is a great starting point for your job search process. By preparing all of the items, you will also become more clear in your own goals and choices for the employment you are seeking. For further tips on job hunting, visit sites online like monster.com and rileyguide.com (a personal favorite). Most of their advice and articles apply to all occupations and can be a great help. There’s a tip I like to give before candidate go on interviews that also applies here. Do a web search for “Top 10 mistakes made on resumes” and you’ll have enough material to be sure you don’t mess up on obvious things. When interviewing, it’s best to search for ‘Top 10 interview mistakes.”

As with any endeavor worth pursuing, the job search can be tedious and frustrating. Approach the task with a positive attitude and commit yourself to being ready for any obstacles along the way. Also "put your money where your mouth is" when creating your application materials. You may have to spend a few dollars to have a great looking resume package with clean, legible copies of all your documents (both black & white and color), but the payoff is far greater than the costs you will incur. Also with personal and community access to computers available almost anywhere, it is expected that all your materials can be sent in a digital format and be edited as necessary. It is not acceptable for any top household employee to fax their hand written or hand notated resume to an agency or employer. Another common grievance is that agency applications are all different, tedious, and ask for the same information as a resume. Well, too bad. If you can’t give individual attention to the specific process that a company asks for, then don’t work with them. You only hurt yourself by giving anyone a half-hearted effort in your job search. It may seem like lots of work on your part for little result, but that’s what it takes. Hopefully you will only have to go through this once or twice in your lengthy career.

Overall, preparing carefully and placing yourself in front of all the opportunities available is the only way to get ahead of others competing for the same attention. If you are unsure of how to do any of the essential job seeker tasks then get an industry peer or career counselor to assist you. Here too the internet can be your best friend. There is a treasure trove of information available for free on sites like those mentioned above. Best of luck in your search!

Job Seeker Basics
At a minimum, anyone looking for a job in private service should have the following information on hand in both hard copy (printed documents) and available in digital copy for electronic distribution. As a side note, pay careful attention to document types and sizes for the ability to email and print files.

1. Current Resume
I cannot stress the importance of the resume enough. In many cases, it is the only item an employer will see when deciding on candidates to interview. Some agencies only send the applicant’s resume to a client. Some employers only look at resumes and skip the rest of the pages. Make sure yours is up to date and has a professional look with no mistakes! You can hire a service if you are not good on the computer, and there are no excuses allowed for lack of computer skills or access to a computer. If you are not capable of this on your own, go immediately to your local library, community center, or job center and get yourself some computer training. It is unacceptable in 2013 to lack basic document preparation and online transfer skills. More details about specific formats and computer standards are ahead in this guide.

2. Letters of Recommendation
Any time you leave a job you should get a letter of recommendation. Try to have them written on company letterhead or personal stationery of your employer. The more letters you have, the better. Be prepared to distribute copies that are as clear as possible. Even better, have color copies made of the most recent or most important letters, and like the resume, have scanned, clear, reasonably sized computer versions available for sending. This particular aspect has a few nuances to be aware of. The privacy concerns and confidentiality issues apply when sending out employer names, addresses, and contact information. Before submitting these elements make sure you understand what a company or individual is doing with the information and what their reference verification process is. Sometimes it is appropriate to have “privatized” versions of your recommendations with names and contact information blacked out for security.

3. Reference List
You will have to supply this information on any job application so have it ready on a separate page, laid out as follows: Employer name; whom to contact for the reference; the contact's title; a current telephone number; and any notes about reaching the person. You may also request to be contacted directly for telephone numbers so you can tell your reference in advance who will be calling. Like the reference letters, this is the most sensitive information you will be disclosing. At a professional, top level in the field, we will respect a candidate’s request to hold reference checking until there is a pending job offer. This arrangement is on a person by person basis, so communicate clearly with the agent if you need to maintain a high level of confidentiality. It is not a good idea to send this information to an online job application without first knowing and contacting the representative for the client.

Author’s Note: It is painful to admit how many job seekers will not provide basic reference information for their past employment. In our role as employment agents, references will often determine if we can even work with an applicant. There are several nuances to the reference game, but the basics are unchanging. We need to verify where you worked, when, and how your employer felt about your performance of the job. If we can’t do this, we can’t help you, period.

4. Current Photograph
We sometimes get questions about this from a legal or discrimination angle. It is not within our scope of expertise to give legal advice here, but let’s just say that if you are concerned about showing someone a photo of yourself as a professional employment candidate, you may be in the wrong career. Most, if not all, employers will be critical of the physical appearance of their staff. In addition to providing the service flow of a home, the staff in the “front of house” represents an aesthetic consistent with the employer’s taste and image. Therefore the physical aspect of “fit” in a private home becomes important depending on your place in the service structure. Of course this will vary from job to job, but let it be said that our clients are more than likely to differentiate two equally skilled candidates based on their professional appearance.
That said, have a recent photograph of yourself ready to give out (color photocopies are a good idea) with an application, in addition to a digital copy for emailing, etc. It should show your overall physical appearance with a clear shot of your face. Another nice touch is to be in the uniform of your profession. (For example, a Chef can include a photo of them in action in a working kitchen.) In most cases an agent or employer that you cannot visit locally will want to see your overall physical presentation, just as they would in a face-to-face interview. Though not the same, a quality photograph is an excellent opportunity to show yourself positively. You can stage the picture in your best professional dress with appropriate grooming for the position you seek and offer this as your interview presence when only a telephone meeting is available. Today’s technology is also moving the recruiting industry toward video interviews and profiles. If you are comfortable with it, a video introduction is an amazing way to showcase your physical, professional presence and communication skills. It is like having a first interview before any candidates are even chosen.

5. ID
Usually agencies will ask for your identifying documents upfront to verify you are who you say. This includes driver's license, social security card, passport, green card, work visa, etc. Requirements vary for interviews with agencies and employers, but without exception make sure you have ample identification to prove your identity and the required employment authorization of the job. If you have any questions about acceptable documents, you MUST ask in advance what you will need. The best guidelines for standard employment authorization are found in the US government’s I-9 form. http://www.uscis.gov/files/form/i-9.pdf

6. List of Previous Addresses
To conduct background checks, employers or agencies will require a list of the county, city, state, and address of where you have lived over the past 10 years. Have this information available and typed out. Make copies. This is the standard for any reputable background screening company. Sadly most in-depth searches are still performed by hand and this county-by-county listing will guide a thorough background report process.

7. Background Explanation
If there is anything derogatory at all that you know will show up on your: driving record; credit history; criminal background; or any civil litigation cases, have a detailed explanation ready. When these checks are done on you, the reports come back with codes and sketchy details about the events that are difficult to interpret. Your willing discussion of the incident can make certain situations less incriminating as a candidate for employment. Treatment of background information has come under much scrutiny lately, especially in California. There are certain conditions where applicants cannot be chosen based on information in their consumer credit file. You can check with state laws if there is some concern about this. That said, most private employers either don’t fall under the rules or don’t follow them. When the security and wellbeing of their families are at stake you can bet they will want to look at any potentially relevant “skeletons” in an employee’s closet. Ideally the best employees in private service will be quite boring people, having nothing in their histories to even consider. However, there are some exceptions and easily explained circumstances that come up in public record. The perfect scenario is to have nothing on file whatsoever, with a close second being simple entries that can be quickly identified and justified.

For more on this topic and others related to private staffing, get the book! The Insider's Guide to Household Staffing, 2ed. Private Staffing Secrets They DO Want You to Know! Click for more information.

interviewpic

Background Screening

The highest level of background screening available.

All available public records are searched thoroughly when a candidate is offered a position. We provide direct access to Private Investigation services as part of the employment process. When you hire through us, you'll know who you are allowing into your home.

Search reports are customized for each position and can include:

Applicant Verification Report: Using the name, address, date of birth, and Social Security Number supplied by your applicant, the Applicant Verification Report helps you verify the accuracy of the information and identify potential fraud.

National Criminal Database Report: The National Criminal Database Report accesses criminal conviction, sexual offender registry, and Department of Corrections records from across the United States and provides information on any matches related to your applicant.

Motor Vehicle Driving Record (MVR) Reports: An MVR report on your applicant provides instant access to driving records and driver's license status.

Nationwide Court Search: This search enables us to obtain criminal histories for the candidate within the county, state, and federal court records wherever the applicant has lived. Trained court researchers will be dispatched to over 3,000 courts across the country to retrieve the most current information and deliver it electronically to us.

Credit Reports: A credit report for employment screening may give valuable insight into a potential employee’s financial responsibility. Credit reports are not run automatically, but clients may decide to use this tool for their hiring decision with full FCRA compliance. Your staffing specialist can help you make this decision.

 

If you have any questions or special requests for background screening, our process can be fully customized to your needs. Feel free to call or email with any inquiries about is possible.