About the job

Maid / Housekeeping Cleaner

Perform any combination of light cleaning duties to maintain private households or commercial establishments, such as hotels and hospitals, in a clean and orderly manner. Duties may include making beds, replenishing linens, cleaning rooms and halls, and vacuuming.

Top activities and tasks for this job:

• Keep storage areas and carts well-stocked, clean, and tidy.
• Carry linens, towels, toilet items, and cleaning supplies, using wheeled carts.
• Clean rooms, hallways, lobbies, lounges, restrooms, corridors, elevators, stairways, locker rooms, and other work areas so that health standards are met.
• Disinfect equipment and supplies, using germicides or steam-operated sterilizers.
• Empty wastebaskets, empty and clean ashtrays, and transport other trash and waste to disposal areas.
• Sweep, scrub, wax, or polish floors, using brooms, mops, or powered scrubbing and waxing machines.
• Observe precautions required to protect hotel and guest property and report damage, theft, and found articles to supervisors.
• Replenish supplies, such as drinking glasses, linens, writing supplies, and bathroom items.

The Maid / Housekeeping Cleaner Pre-Employment Assessment was designed to help you hire staff in this role. The test provides a whole-person evaluation by measuring job-relevant cognitive ability, personality, knowledge, skills, and relevant behavioral history. Each component provides important data for hiring decisions. Cognitive ability has been linked to overall job performance in most jobs and correlates with a candidate's ability to learn new skills and to solve complex problems. Personality characteristics determine how well the candidate will fit-in with a corporate culture. Knowledge and skills indicate how much training will be needed before a new employee becomes productive. Finally, relevant behavioral history detects counter-productive behaviors that can impact job performance.

The Maid / Housekeeping Cleaner test includes an animated work simulation in which candidates meet customers, colleagues and supervisors in a job-related context. Post-test surveys indicate the majority of candidates react favorably to these simulations.

The specific attributes measured include:

Following completion, the test produces a Candidate Selection Report that includes an overall score and detailed scores for each attribute. The overall score weighs each of the factors based on research and analysis from the U.S. Government's Occupational Information Network (O*Net). O*Net represents over a decade of dedicated research evaluating the relative importance of various factors that lead to success in almost 1,000 different job roles.

The Candidate Selection Report also provides expert interview questions that help you probe critical or low-scoring areas, along with a guide for noting your evaluation of the candidate's responses. Consistent use of an interview guide is an important part of gaining better candidate insights and making better hiring decisions.