Search & selection
What Qualifications Do Private Household Staff Need?
Credentials open the conversation; judgment, verification and fit decide the hire.
Separate the essentials from the impressive
Begin with what the role genuinely requires. A chef working for a family with severe allergies needs documented food-safety training; a nanny caring for infants needs current pediatric first aid and CPR; an estate manager overseeing contractors benefits from trade experience or a relevant qualification. Many other lines on a résumé — a prestigious hotel, a Michelin-starred kitchen, a well-known household — signal exposure rather than competence. Ask what the candidate actually did in those environments, and what they can now do reliably and without supervision.
Verify rather than assume
Confirm the credentials that matter for the position: identity and right to work, driving record and licensing where a role involves a vehicle, food hygiene or first-aid certificates together with their expiry dates, and any professional registration. References should be spoken to rather than merely listed; ask specifically about reliability, discretion, how the candidate receives feedback, and why the previous assignment ended. Background checks require appropriate consent and must be conducted in accordance with applicable law. Where an agency presents a candidate, ask what was actually verified and how.
Weigh the qualities no certificate records
Discretion, punctuality, temperament under pressure and the ability to read a household are not awarded by any course. Test them with examples: how the candidate handled a mistake, a last-minute change, a disagreement with a colleague, or a request that crossed a professional boundary. A paid trial with agreed tasks and clear supervision often reveals more than any interview. The strongest brief balances verifiable credentials with evidence of how someone actually works — and the honesty to say what they have not yet done.