Housekeepers, room attendants, and maids are the backbone of hotel operations. In their roles, they directly influence guest reviews, repeat business opportunities, and hotel ratings.
Overall, the hospitality industry continues to experience robust growth. In June 2025 alone, the sector added 20,000 new jobs, maintaining a steady trend of expansion over the past year. This surge underscores the need for fully staffed, well-trained housekeeping teams to meet rising guest expectations and support hotels operating at full capacity.
When interviewing candidates for housekeeping at a hotel, it’s important to avoid questions about age, race, gender, religion, marital status, disability, or national origin. These topics are protected by law, and asking about them can expose your organization to legal risk, including potential lawsuits, fines, and reputational damage if a candidate feels they were discriminated against. Instead, focus your questions on the candidate’s skills, experience, and qualifications relevant to the job. This approach ensures fairness and helps your company remain compliant with employment laws.
1. Can you describe your previous experience in housekeeping? What types of facilities have you cleaned?
This question helps you gauge the candidate’s familiarity with different environments—hotels, hospitals, resorts, or private homes. Look for specifics about their duties, the size and type of properties, and any specialized cleaning tasks. Candidates who can clearly articulate their experience are more likely to adapt quickly to your property’s standards.
2. How do you manage your time to ensure all assigned rooms are cleaned efficiently?
Time management is crucial in housekeeping, especially during peak check-in/check-out hours. Listen for candidates who mention strategies like prioritizing tasks, using checklists, or grouping similar tasks together. Strong answers will show they can work independently and stay organized under pressure.
3. Can you explain your cleaning process?
This question reveals their attention to detail and whether they follow a systematic approach. Look for candidates who describe step-by-step routines (e.g., starting with dusting, then vacuuming, then sanitizing surfaces) and mention the importance of double-checking their work. Thoroughness here often translates to higher guest satisfaction.
4. How do you handle working with a team of housekeepers?
Housekeeping is rarely a solo job. Effective team players communicate clearly, share responsibilities, and support each other during busy periods. Listen for examples of collaboration, willingness to help others, and how they resolve conflicts or misunderstandings.
5. Tell me about a time when you had to assist a coworker. What did you do?
This question digs deeper into teamwork and initiative. Strong candidates will share specific stories where they stepped in to help, perhaps by covering a shift, sharing tips, or helping a new team member learn the ropes. Their response should demonstrate reliability and a positive attitude.
6. Have you ever had to learn a new cleaning technique or product quickly? How did you handle it?
The hospitality industry evolves, and adaptability is key. Look for candidates who are open to learning, ask questions when unsure, and can quickly integrate new methods or products into their routine. This shows they’ll keep up with your property’s standards and any changes in protocols.
7. Can you share your experience with safety precautions when working with cleaning chemicals or equipment?
Safety is non-negotiable. Candidates should mention reading labels, using personal protective equipment, proper storage, and following protocols for hazardous materials. Their answer should reassure you that they prioritize both their own safety and that of guests and coworkers.
8. Our team provides a high-quality customer experience. Can you tell me about a time you helped a demanding customer?
Housekeepers often interact with guests and have the power to turn a negative situation into a positive experience. Look for candidates who use empathy, patience, and problem-solving skills. The best answers will follow the STAR method (Situation, Task, Action, Result), showing how they resolved the issue and left the guest satisfied.
9. Can you describe a time when your cleaning services were criticized? What was your reaction?
Everyone makes mistakes, but how a candidate responds to feedback is telling. Look for honesty, accountability, and a willingness to improve. Candidates who describe learning from criticism and taking steps to prevent future issues demonstrate professionalism and growth mindset.
Don’t Discount The Value of Ongoing Training
The hospitality industry is always evolving and expanding, with new cleaning products, equipment, and safety standards emerging regularly. Highlight your company’s commitment to ongoing training and professional development during interviews. Continued professional development not only attracts top talent but also ensures your team stays up-to-date.
Building a Strong Housekeeping Team in 2025
Hiring has evolved. Today’s housekeeping applicants are evaluating your hotel just as much as you are assessing them. By refreshing your interview process and focusing on consistent topics like communication, training, and guest impact, you can attract and retain top talent. Remember to keep the conversation centered on the candidate’s skills, experience, and qualifications – not legally protected A well-chosen housekeeping team doesn’t just keep your hotel clean—they elevate the entire guest experience and contribute to your long-term success.
