BAHC Indeed Match Screening Instructions
Purpose:
At each check, review new matches and applications. Work through the same sequence each time:
- Check the person’s location.
- Scan their recent work history and job dates.
- Look for relevant or transferable experience.
- Apply the screening guidelines below.
- Mark Invite or Not a match in Indeed.
- Record how many people you reviewed and invited.
- Keep the review brief. The goal is a simple human screen—about 30 seconds per profile—not a full investigation.
A. Screening Indeed matches before they apply.
Invite when the profile looks potentially suitable. Invite people who appear to live within a reasonable commute and whose experience could transfer to residential cleaning. Strong backgrounds include:
- House cleaning or housekeeping, especially with an established cleaning company
- Hotel housekeeping or laundry
- Restaurant or grocery store work
- Warehouse, packing, or similar hands-on work
- Other steady work that suggests the person may be comfortable with active, physical tasks. Direct cleaning experience is a plus, but it is not the only reason to invite someone. If the profile seems plausible and there is no clear screening concern, invite them and let the application process provide more information.
Usually mark “Not a match” when there is a clear concern
- Location: The person lives too far from the hiring area for a reasonable commute. Use the location shown on the profile; clarify commute ability later if it is uncertain.
- Repeated short jobs: Their history shows a pattern of moving from job to job, with most positions lasting less than a year. Look for a repeated pattern, rather than rejecting someone over one short role.
- On-demand gig work: Their work history is primarily app-based or on-demand, such as Uber, DoorDash, Instacart, or delivery driving.
- Security work: Their experience is primarily security guard work.
- IHSS or similar in-home caregiving: IHSS and similar in-home services as a screening concern.
- Currently self-employed as a cleaner: They appear to be actively running an independent cleaning business. If self-employment was in the past and they have since held other jobs, consider the full timeline rather than treating it as an automatic no.
- No meaningful work history: They have little or no work experience to evaluate. Use judgment for unclear or mixed profiles.
Some backgrounds are not automatic yes-or-no decisions. For example, janitorial work may involve night shifts or a different type of cleaning; a candidate may or may not be interested in residential daytime work. “Handy” or similar platform work may also need a closer look.
B. Screening completed applications
When someone applies:
1. Check the required screening questions
Review the required qualifications or knockout questions in the application. Use the actual questions configured in Indeed.
- If the applicant meets all required qualifications, continue.
- If an answer is missing or unclear, ask a brief follow-up.
- If they clearly do not meet a required qualification, do not move them forward.
2. Confirm the resume is attached.
A resume is required. If it is missing, request it before continuing. Indeed may let applicants create a resume through the platform.
3. Review the work history
Look for:
- Whether jobs and dates show a pattern of repeated short stays
- Employment gaps or dates that need a simple clarification
- Relevant cleaning, housekeeping, hotel, restaurant, grocery, warehouse, or packing experience
- The screening concerns above, including primarily on-demand work, security work, IHSS or similar in-home caregiving, or current independent cleaning work. Do not reject someone because of a single unexplained gap or one short-term position. Consider the overall pattern and clarify when appropriate.
4. Confirm commute fit if needed
Check the applicant’s location. If it is not clear whether they can commute to the areas served by the position, ask directly whether they are comfortable traveling to the assigned work areas.
5. Route qualified applicants to the current next step
For this version of the process, qualified applicants are invited directly to the interview step. The video-based process discussed in the meeting is a future option, not the current one. Follow the active Indeed workflow and calendar instructions.
Quick decision guide
| Profile or Application Finding | Action |
|---|---|
| Nearby, relevant, or transferable experience; no clear concern | Invite |
| Housekeeping, hotel, restaurant, grocery, warehouse, or packing experience | Usually invite |
| Primarily Uber, DoorDash, Instacart, or other on-demand work | Usually not a match |
| Primarily security work | Usually not a match |
| IHSS or similar in-home caregiving | Usually not a match |
| Pattern of frequent job changes, most jobs under a year | Usually not a match; consider the full history |
| Current independent cleaning business | Usually not a match |
| Unclear commute, gap, or mixed experience | Clarify or invite if otherwise promising |
| Missing required answer or resume | Follow up before advancing |
| Does not meet a required qualification | Do not advance |
Daily handoff
In the daily summary, report:
- Whether Indeed was checked three times
- Number of matches reviewed and invitations sent
- Whether any scheduled interview or application steps need attention
- Anything carried forward or any screening decision that needs Anita’s review.
Keep the standard consistent: Use the same job-related criteria for every applicant, focus on patterns rather than isolated details, and use the initial match review to decide who should be invited—not to make a final hiring decision.