
Welcome to Step 2 of our hiring process at Emily’s Maids, where we take a close look at potential candidates over the phone. This step is all about filtering n\out those who won’t be a fit before scheduling in-person interviews. The goal here isn’t just to chat; it’s to find reasons, any reason, not to hire someone (yep, we said it). Let’s dive in!
The Rating System
During the phone interview, we use a simple rating system to score candidates. Think of it as grading, but with more cleaning and fewer essays.
- +: Highly impressed (+5 points)
- ✓: Good fit (+2 points)
- —: Possible hindrance (-5 points)
- X: Not a match (-10 points)
Most answers will land in the “✓” or “–” category. Only give a “+” when the candidate says something that really knocks your socks off (figuratively, of course).
- Perfect Score: 45 points
- Good Candidate: 30+ points
- Minimal Candidate: 18+ points (with no “X”s)
Conducting the Phone Interview
- Kick it Off Right: Start by introducing yourself, asking for the candidate’s name, and finding out how they heard about the job. Keep it professional but relaxed—you’re not grilling them… yet.
- Fact-Finding: Your job here is to ask specific, closed-ended questions to screen out unqualified candidates ASAP. Look for “blow-out” answers that give you a reason to end the call politely and quickly. Examples:
- “Do you have a car available for the job?” (Big deal for a cleaning job, right?)
- “Are you comfortable with hard physical labor?” (We’re not folding laundry here; it’s a physically demanding job.)
- “Can you work full-time Monday to Friday, 8am to 5pm, and an occasional Saturday?”
- Explain the Job: Give them a rundown of what working at Emily’s Maids is really like. Be honest—this is their chance to screen themselves out if they’re not interested. Example: “It’s hard, physical work. How do you feel about that?”
- Dive Deeper: Now it’s time to ask open-ended questions to get a feel for the candidate’s background and how they’ll fit in with the team. You’re looking for work stability, enthusiasm, and some good ol’humility. Try these:
- “Tell me about your work history and why you left your last job.”
- “What did you like or dislike about your last position?”
- “What’s been your favorite job so far, and why?”
- Watch for Red Flags: Pay attention to their tone, communication skills, and overall vibe. We want applicants who are humble, eager, and reliable—not folks who hop from job to job or can’t stick to a schedule. Green flags:
- Previous experience with cleaning companies, hotels, or warehouses.
- Job stability (no job hoppers, please!).
- Lives reasonably close to the area they’ll be working. Red flags:
- Doesn’t have a car.
- Already has their own clients (poaching risk alert!).
- Only looking for part-time or extra cash.
- Rude or disinterested over the phone.
- Givers vs. Takers (Optional): Here’s a little test if you want to go the extra mile. Ask the candidate:
“Can you name four people whose careers you’ve fundamentally improved?”- Givers will mention people they’ve helped who were in lower positions—these are the team players you want.
- Takers will mention people who are more influential, because they’re all about climbing the ladder.
- If They’re a Good Fit: If the candidate seems promising and you’re ready to see more, invite them for an in-office interview.
Inviting Them to the Office
- Compliment what stood out to you (experience, attitude, stability, etc.).
- Schedule the interview at an odd time (like 2:10 PM or 3:40 PM) to see if they show up on time.
- Have them write down the details of the meeting and offer directions.
- Encourage them to call if they have trouble finding the office.
- And most importantly, express your enthusiasm for having them join the Emily’s Maids team!
With this phone interview process, you’re sure to screen out the job hoppers, the part-timers, and the poachers before they ever set foot in the office. Keep it light, keep it professional, and remember: we’re looking for people who will be with Emily’s Maids for the long haul.
Step 3 of Our Hiring Process: The In-Office Interview

