How to Hire Domestic Staff in Islamabad & Rawalpindi

Start with the work, not the job title

“We need someone for the house” is an understandable starting point, but it leaves almost every important decision unanswered. Cooking breakfast and dinner, cleaning several rooms, collecting children and running errands are different jobs. A person who is good at one may not be experienced in another. Start by writing the three tasks that would make the biggest difference to your household.

Next, separate essential work from occasional requests. An everyday cook needs a realistic meal schedule. A driver needs clear routes and pickup times. A helper needs to know which rooms, laundry and serving tasks are included. If two demanding duties happen at the same time, a combined role may not work. For example, someone cannot prepare lunch in the kitchen while also driving to collect a child. This small scheduling check can prevent an unsuitable hire before the search begins.

Create a brief that candidates can actually assess

A useful brief explains the role, city, neighbourhood, working days, start and finish times, household size and preferred joining date. Include the living arrangement and the specific experience that matters. If you need a cook who can prepare fresh roti at dinner, say so. If you need a driver comfortable with a manual vehicle, include that detail.

Give the same brief to every candidate and agency you compare. Otherwise, a lower quote may simply describe fewer hours or less responsibility. You do not need to send a full home address, family documents or private information in the first enquiry. The sector or society and phase are enough to begin checking whether the location and schedule are workable.

A sample household brief

Interview for evidence, then assess the actual work

Ask what the candidate did in the previous household, how many people they supported and which duties they handled independently. A specific answer about a normal working day is more useful than a broad promise to do everything. Discuss why the previous arrangement ended without treating a change of employer as a problem by itself.

Use a role-appropriate assessment where practical. For a cook, agree a small menu, ingredients, duration and any payment before a cooking assessment. For a driver, discuss a supervised drive in a suitable vehicle after checking the licence. For a helper, ask how they would prioritise an ordinary day. These are opportunities to understand skill and communication, not to obtain unpaid work or demand a full day of service as an interview.

Understand what has been checked

Identity checks, a reference conversation, a police document and a skills assessment answer different questions. Ask the placement team what was checked for the particular candidate, when it was checked and what is still outstanding. A heading saying “verified staff” should be the start of that conversation rather than the end.

References are most useful when they relate to the same kind of work. Ask about actual responsibilities, punctuality, communication and the reason for leaving. Keep candidate documents private and use the relevant official channels for registration or police verification. Our verification guide explains how to separate these steps without confusing a document check with a guarantee of future conduct.

Separate salary, placement fee and replacement cover

The monthly salary is paid to the staff member. The agency’s placement fee is a separate cost. Our placement terms are: a one-time fee equal to one month of the agreed salary, with no recurring agency commission. Six-month replacement support is included; ask for the written conditions and the steps to request a replacement.

For illustration only, if you and a candidate agree a salary of PKR 40,000, a fee equal to one month’s salary would be PKR 40,000 separately. This is arithmetic, not a salary quote or a statement of the minimum lawful wage. Confirm the actual salary, fee timing and terms for your placement. Also agree working hours, breaks, weekly rest, leave and notice directly and clearly.

Plan the first week before the first day

Choose one household contact for instructions. Prepare a short routine, explain access to the property and show where work supplies are kept. Tell the staff member which rooms or belongings are private, how grocery receipts should be handled and what to do if they are delayed. If the role is live-in, settle accommodation and household arrangements in advance.

Review the placement after the first few days. Focus on concrete points such as meal timing, laundry priorities or route planning. Give clear feedback and listen to what is making the role difficult. Early adjustments are easier when the original brief is written down. If the role no longer matches the actual workload, discuss that openly rather than allowing the responsibilities to expand without agreement.