Retention is built on compatibility. We document work preferences, expectations, and household fit before placement, so both sides start on honest terms.
Screening Step 5
Retention is built on compatibility. We document work preferences, expectations, and household fit before placement, so both sides start on honest terms.
Work compatibility
Compatibility is not a promise of permanence. It is a structured way to identify practical differences before a placement begins — while both the family and the household professional can still make an informed choice.
Placements can end early when expectations are mismatched: responsibilities are unclear, household routines are incompatible, or working arrangements do not fit the professional.
The goal is a deliberate match — a professional whose preferences, capabilities, and expectations align as closely as possible with the household's actual needs before day one.
During screening, we document each candidate's work preferences, boundaries, and expectations so those details can be considered during matching and discussed directly with the family.
Duration of past positions, reasons for leaving, and what the professional valued or found difficult. Patterns provide useful context for compatibility discussions.
Specific tasks the professional is comfortable performing and those they prefer not to perform. Clear disclosure before placement helps reduce avoidable conflict later.
Live-in or live-out preference, day-off expectations, and other practical arrangements that may affect whether a role is workable for both sides.
Comfort with pets, household size, children or elderly family members, and relevant cultural or dietary considerations.
Career plans, savings goals, family responsibilities, and other future considerations that may affect whether a particular arrangement remains practical over time.
Language preferences, comfort with feedback, and prior experience working with different household structures. Communication fit can influence how expectations are understood day to day.
Matching and assessment
Work-preference profiling documents what a candidate is comfortable with, what they expect from a role, and what practical conditions they are prepared to accept.
Separately, candidates complete an MMPI-based psychological assessment at Manila Doctors Hospital , conducted by licensed clinical psychologists. The assessment adds structured clinical review to the wider screening process.
Together, these layers support a more informed placement decision. They do not predict how long a placement will last, and they do not replace the family's direct interview or the household professional's own judgment about the role.
This matching discipline works alongside our placement protection, led by the Six-Month Protection Standard™ . Better information at the start can reduce avoidable mismatches later.
Compatibility assessment protects both sides. Families can consider candidates whose documented preferences align with the household's needs. Household professionals can evaluate whether the role, responsibilities, and working arrangement are right for them. The objective is a more transparent start — with dignity and stability considered for family and professional alike.
Work compatibility is one step in the MaidProvider.ph screening and preparation process.
See all screening standards →Tell us about your household. We will help you review candidates whose documented preferences and working arrangements align with the role.
DOLE PEA License M-24-04-034 · Est. 2009
