Candidate profile and work history
Information is gathered about previous positions, dates, responsibilities, working arrangements and the experience the candidate says is relevant to the role.
How candidate checks work
Understand the checks before you decide whom to hire.
Filipino Domestic Services reviews candidate information and uses reasonable endeavours to make relevant introductions. The household still interviews, verifies evidence, completes role-specific checks and decides whom to employ.
Review, evidence, decision
No single check proves suitability. A sound decision combines the role brief, candidate information, interviews, evidence and household verification.
What does the candidate review cover?
The review can include identity information, work history, discussion of experience, references, relevant qualifications and the candidate’s availability for the position described by the household.
The exact evidence depends on the role. Filipino Domestic Services does not guarantee that a candidate is suitable, and the household must complete its own recruitment checks before making an offer.
Before an introduction
How Filipino Domestic Services reviews candidate information.
The process is designed to organise relevant information for a specific household brief. It is not a promise that every document, reference or certificate is identical across every role.
Role-focused discussion
The candidate’s experience is considered against the actual duties, hours, location, accommodation and priorities in the household brief.
References and relevant evidence
Reference and qualification information can be collected where relevant. Any gaps, limits or unavailable evidence should be made clear rather than treated as confirmed.
Clarification of the proposed arrangement
Availability, start date, live-in or live-out preference, pay expectations and any genuine driving, travel or schedule requirements are discussed.
Relevant introduction to the household
Filipino Domestic Services uses reasonable endeavours to introduce candidates it considers suitable for the work described. The household then conducts its own assessment.
What the household must verify before hiring.
The current client terms place responsibility on the household to satisfy itself about suitability, take up references and complete the checks required for the position.
Contact the referee directly
Confirm identity, employment dates, duties and the context of the reference. Ask follow-up questions where information is incomplete.
Check evidence relevant to the role
Review certificates, memberships, driving information or other evidence required by the position and verify it with the issuing body where appropriate.
Complete the prescribed employer check
The household employer must check that the chosen person is allowed to work in the UK before employment begins and retain the required evidence.
Use the correct process for the actual duties
Criminal-record, driving, qualification and other checks depend on what the person will do. The job title alone does not determine the correct level.
DBS and right-to-work checks
Two different checks with different legal purposes.
A criminal-record check does not prove a right to work, and a right-to-work check does not assess criminal history or suitability. The household should understand which evidence it is reviewing and why.
A reference is a starting point for verification.
Useful reference checking connects the referee’s account to the actual role the household intends to offer.
Area
What to confirm
Why it matters
Referee identity
How the referee knows the candidate and whether the contact details are independently credible.
It establishes the context and weight of the information.
Dates and duties
Start and end dates, job title, main responsibilities, hours and working arrangement.
It tests whether the work history matches the candidate profile.
Relevant experience
Examples connected to childcare, household management, cooking, driving or another stated requirement.
It focuses the reference on the work the new household actually needs.
Gaps or limits
Information the referee cannot confirm, any unexplained dates and whether further evidence is needed.
Uncertainty should remain visible rather than being converted into an assumption.
Use the household interview to test the real working situation.
Evidence can confirm parts of a candidate’s history. The interview tests how that experience relates to your duties, schedule, household boundaries and priorities.
What this process does not promise.
No recruitment process can guarantee future conduct, compatibility or performance.
A certificate or reference should not be described as a complete assessment of suitability.
Filipino Domestic Services does not make the household’s hiring decision or replace the employer’s legal checks.
Any missing, outdated or unverified evidence should be identified before the position starts.
From brief to offer
Where candidate checks fit in the placement process.
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Define the role
State the duties, priorities, hours, location, arrangement and evidence genuinely required for the position.
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Review candidate information
Filipino Domestic Services considers the profile, experience and available evidence against the household brief.
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Interview candidates
The household asks role-specific questions and assesses experience, communication and practical fit.
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Complete verification
The household follows up references, reviews relevant qualifications and completes right-to-work and role-specific checks.
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Make and document the offer
The household decides whom to hire and records the agreed duties, hours, pay, start date and employment terms.
Tell us which checks matter for your role.
A precise brief helps separate essential evidence from generic preferences and gives candidates a clear understanding of the position. Use the domestic-staff reference-check process and the DBS and background-check guide as separate evidence steps where they apply.
Start a staffing enquiry- Correct role title and primary responsibility
- Children, adults or household members involved
- Recurring duties and level of responsibility
- Required experience and relevant qualifications
- Driving, travel, cooking or specialist requirements
- Live-in or live-out arrangement
- Working days, hours and intended start date
- Any evidence the household must review before offer
Questions about domestic staff vetting and checks.
Does Filipino Domestic Services guarantee that a candidate is suitable?
No. Filipino Domestic Services uses reasonable endeavours when making introductions, but the household must interview candidates, assess suitability and complete the checks required for the position.
Does every candidate have an enhanced DBS check?
No universal claim should be made. The correct DBS level depends on the legal eligibility of the actual duties. The household should establish the appropriate level and review the relevant certificate or application route.
Who completes the right-to-work check?
The household employer must complete the prescribed right-to-work check before employing the chosen person and retain the required evidence.
Does Filipino Domestic Services obtain references?
The current client terms state that Filipino Domestic Services obtains references. The household remains responsible for taking up references and satisfying itself about the candidate’s suitability.
Can the household ask to see qualifications and certificates?
Yes. Ask to review evidence relevant to the role and verify important qualifications, memberships, driving information or certificates with the appropriate source where necessary.
Do checks replace the household interview?
No. Documents and references confirm parts of a candidate’s history. The interview is necessary to assess how that experience relates to the household’s actual duties, schedule and working arrangement.
Start with a role brief that makes meaningful checks possible.
Send the duties, schedule, location, arrangement and evidence genuinely required for the position.